Psychosocial safety and conflict management as resources for reducing workplace bullying of immigrants working in Sweden

Abstract

The study investigates the risk of bullying for immigrants working in Sweden and resources as possible ways to reduce the risk. Based on self-categorization theory, the concept of nonprototypicality, and conservation of resources theory, we test hypotheses about risks and resources to alleviate the risks. The study is based on a longitudinal probability sample drawn from the whole Swedish workforce (N = 921). Country of birth was taken from the Swedish population register and categorized as either Swedish-born or foreign-born. The results showed a higher risk for immigrants to be exposed to person-related bullying behaviours, typically insulting remarks, and rumours, and to being humiliated, excluded, and ignored. A strong conflict management climate reduces the risk for immigrants to be exposed to bullying. Person-related bullying behaviours become the means to push a target away from the group, creating the perception of prototypical clarity. A strong conflict management climate, together with psychosocial safety, may form a resource caravan where one may strengthen the other. They may be seen as parts of informal systems building up an ethical infrastructure. Creating conditions for a well-developed ethical infrastructure could be a way for organizations to reduce the risk of bullying for all employees, but especially for immigrants.