THE RELATIONSHIP BETWEEN WORKPLACE BULLYING AND

QUALITY
OF
WORK
LIFE
MINDBLOWING
INTRODUCTION
BADRIAH YUSUF

Workplace bullying refers to situations where a person repeatedly and over a period of
time is exposed to negative acts (i.e. constant abuse, offensive remarks or teasing,
ridicule or social exclusion) on the part of coworkers, supervisors, or subordinates
(Einarsen, 2000)

NORASIKIN MAZARUDDIN
SITI NUR IZZATI MOHD SABKI
MUHAMAD FARIZZUAN AZHAR

Quality of work life focuses on providing opportunities for employees to make meaningful
contributions to their organization.

FARAH NURSHAHIRA MOHD JAFFRI

METHODOLOGY

OBJECTIVES

Research design: correlation and descriptive study

1.

To describe the level of employees

workplace bullying

2.

Questionnaires for workplace bullying is adapted from NAQ-R BY Enarsen & Skogstad, (1996)
in Tsuno, K., Kawakami, N., Inoue, A., & Abe, K. (2010) with =.95. 22 items using the rating
scale 1=never to 5=daily.

To describe the level of employees

quality of work life

3.

To compare employee quality of

work life by gender

Questionnaire for employee quality of work life is adapted from Easton, S. & Laar, D. V. (2012)
with =.91. 24 items using the rating scale 1=strongly disagree to 5=strongly agree.

4.

To determine the relationship

between workplace bullying and
quality of work life

From 240 questionnaires distributed to 8 companies around Klang Valley, only 223 that we get
back
Sampling technique: convenient sampling method

Data collection method: drop and collect

OBJECTIVE 1 & 2

DEMOGRAPHIC PROFILE
Table 1: Demographic profile
Variable
Gender
Male
Female
Age

Frequency Percentag
e

102
45.7
119
53.4
Minimum=
Mean=
20
32.26
Maximum= SD = 8.111
58

100
44.8
69
30.9
33
14.8
13
5.8

176
78.9
22
9.9
15
6.7
4
1.8

19
8.5
111
49.8
47
21.1
9
4.0
32
14.3
2
0.9

Variable
Years of service in
this organization

Years of service
in this
organization
(categories)
0.67-14.9
15-29.2
29.3-43.5
43.6-58
Years of service
since first
employment
Years of service
since first
employment
(categories)
1-12
13-24
25-37
Employment
category
Management
Non-management
Professional
Others

Frequency
Minimum=
0.67
Maximum=
58

184
17
9
1

Percentage
Mean = 7.29
SD = 8.29

82.5
7.6
4.0
0.4

Age Group
20-29.4
29.5-38.9
39-48.4
48.5-58
Minimum= 1 Mean = 7.98
Race
Maximum=
SD = 8.11
Malay
37
Indian

Chinese
Others
Educational
164
73.5
level
23
10.3
PHD/Master
15
6.7
Bachelor

Diploma
146
65.5
STPM/HSC/A44
19.7
level
16
7.2
SPM/O-level
1
0.4
PMR
Sector of

Industry
17
7.6
Public
106
47.5
Private
93
41.7OBJECTIVE 4
Statutory
Table 4: Correlations between workplace bullying and employees quality of work life
body
Variable
Mean
SD
Workplace
Quality of Work
Bullying
Life
Workplace Bullying
1.0762
0.2824
-0.245*
Quality of Work Life
2.5202
0.5096
-0.245*
* p < 0.05, ** p < 0.01
Findings: A Pearson correlation analysis was performed to test the relationship between workplace
bullying (M = 1.0762, SD = 0.2824) and employee quality of work life (M = 2.5202, SD = 0.5096)
as shown in Table 4. For an alpha level of .05, the results of the correlation show that there is a
significant (report the strength of relationship according to Guildford rule of thumb) low negative
relationship between workplace bullying and quality of work life, r (223) = -0.245, p < .05. This
indicates that decrease in workplace bullying will increase the employee quality of work life.
Table 5: Regression Model on the relationship between workplace bullying and employees quality
of work life
Variable
b
SE b
R2

Model 1
Constant
Workplace Bullying
F value

4.286

0.089

.27

.05

-0.468

0.219

61.981

A regression analysis was further performed to determine the influence of workplace bullying on
quality of work life The result revealed a significant influence of workplace bullying on quality of
work life ( = -0.468 p = < .05). Workplace bullying explained 21.9% variance in quality of work
life.

Table 2: Level of workplace bullying and employee

quality of work life
Variables
Level of workplace bullying

1.00 Low Level of WB(1.00 - 2.65) 20

7
2.00 Moderate Level of WB (2.65 15
4.32)
3.00 High Level of WB (4.33 1
6.00)

Level of quality of work life

Mean
SD
1.4961 0.282
4
92.

8
6.7

.4

Mean
SD
3.6233 0.509
7

1.00 Low Level of QWL (1.00 1

.4
Findings:
The table shows there is a low level of
2.32)
workplace
bullying
2.00 Moderate
Levelin
of the
QWLorganization,
11 47.and moderate

level
quality of work
(2.33of employees
3.65)
5 life1
3.00 High Level of QWL (3.66 10 52.

5.00)
OBJECTIVE 73 5

Table 3: To compare on workplace bullying between

gender using t-test analysis
Variables

Mean

SD

Gender

-0.7063

0.5447

Male

102

3.6013

0.4984

Female

119

3.6464

0.4495

Findings: An independent sample t-test was performed to

examine the difference on workplace bullying among
male and female employees in an organization as shown
in Table 3. The results indicated that the mean score of
workplace bullying among male employees (M=3.6013,
SD=0.4984) not significantly different than the mean
score of the workplace bullying among female employees
(M=3.6464, SD=0.4495), t (223) =-0.7063, p > 0.05. The
finding shows whether male or female employees have
equal tendency to involved in workplace bullying.

DISCUSSION AND CONCLUSION

There is significant relationship between workplace
bullying and employees quality of work life.
The decrease of workplace bullying will increase the
employees quality of work life.
Workplace bullying is a crucial issue to be concerned
in order to ensure the quality of work life.
REFERENCE
Devonish, D. (2013). Workplace bullying , employee
performance and behaviors The mediating role of
psychological well-being. Employee Relations, 35(6),
630647. http://doi.org/10.1108/ER-01-2013-0004