Dealing with employees’ frustration in time saves your company from workplace bullying: The mediating roles of frustration and a hostile climate in the relationship between role stress and exposure to workplace bullying

Figures & data

Figure 1. Conceptual model of the present study.

Table 1. Correlations and descriptive statistics between particular variable, reliabilities in parentheses (N = 353)

		1	2	3	4	5
1	Exposure to bullying T1	(.93)
2	Role stress T1	.33*	(.72)
3	Frustration T2	.34*	.29*	(.82)
4	Hostile climate T2	.37*	.61*	.59*	(.94)
5	Exposure to bullying T2	.59*	.22*	.39*	.40*	(.94)
	Min	22.00	6.00	3.00	8.00	22.00
	Max	100.00	42.00	21.00	56.00	101.00
	M	35.45	23.58	9.70	27.14	35.72
	SD	12.89	5.32	3.95	10.73	13.83

*p < .01

Figure 2. Frustration and hostile work climate as a mediators of the role stress—exposure to bullying relationship (standardized coefficients).

* p < .01Standardised indirect effects: Total: = .13, se = .04, [.06, .21] role stress—frustration – exposure to bullying: = .03, se = .02, [.004, .07] role stress—hostile climate—exposure to bullying: = .08, se = .03, [.02, .15] role stress—frustration – hostile climate—exposure to bullying: = .02, se = .008, [.003, .04]