Web Application Based on Analytic Approach to Assessing Workplace Bullying Behaviours LOGO Presented by: Ira Puspita Sari, MM.Si. Department of Informatic Engineering Universitas Abdurrab Abstract ● The principle of Analytic Network Process (ANP) have examined and forecast of bullying behaviors in the workplace according to 83 employees perceptions based on gender to be evaluated objectively. ● This study aimed to examine the novelty in the development of expert system-based psychological measurements, namely workplace bullying in gender perspective through the ANP approach. ● The conceptual framework of this research was begun by using qualitative methods through in-depth interviews with psychologists, as well as a focus group discussion of male and female employees to obtain an overview of gender perceptions and factors in the occurrence of workplace bullying behaviors. ● Then, it was made in web application-based expert system equipped with a psycho-education module about workplace bullying behavior. Introduction ● Bullying in workplaces is a problem thought to harm individual productivity. It was investigated whether being exposed to bullying in the workplace increases long-term sickness and absence (Mundbjerg Eriksen, Hogh, & Hansen, 2016). ● If the impact of bullying lead to severe health problems such as depression, there was a possibility that individuals could suffer long-term illness (Duru, Ocaktan, Çelen, & Örsal, 2018). ● Bullying involved negative behaviors and causes some damage to intimidated targets (Saunders, Huynh, & Goodman-delahunty, 2007). ● Gender has an important interaction effect on the assessment of workplace bullying perceptions (Bentley et al., 2012; Mundbjerg Eriksen et al., 2016; Saunders et al., 2007). ● One of findings about African-American tribal women who lack protection from bullying in the workplace through social support from colleagues (Attell, Brown, & Treiber, 2017). Problem Many organizations adopt an approach that could not be used to assess the status of bullying actors or targets, and the risk level of bullying behaviors quantitatively, which could be seen directly from 1 the measurement resulted to assist the decision of human resource management (HRM) such as offered by web applications easiness (Niehaus, 1995). 2 The ANP method has been used in previous research to assist in HR decisions, such as measurement of organizational citizenship behavior (Arda, Delen, Tatoglu, & Zaim, 2017), work safety assessment (Sun et al., 2018), and Kabak’s research used the ANP method in expert system for employee selection (Nguyen et al., 2017). Definition of Workplace Bullying ● Bullying in the workplace is about repetitive actions and practices directed at one or more workers, which are unwanted by the victim, which may be carried out intentionally or unconsciously, but clearly causes insults, violations and distress, can disrupt performance, and cause the work environment becomes unpleasant (Einarsen, Hoel, Zapf, & Cooper, 2010). Methods ● ANP Approach: a combination of theoretical approaches with actual measurement values through used of ANP, and resulting a model of workplace bullying measurement that could be used in further research, as well as in practice because it has been presented used an expert system in the form of web application contained introduction and bullying prevention. Development of ANP Model ● The domain of knowledge about workplace bullying was collected from four employees representatives used qualitative techniques, then the findings were analyzed and compiled in the model use ANP, which is an influential tool for solving complex decision problems (Arda et al., 2017). ● Data analysis in this study begins with the ANP approach in the assessment of interview transcripts. The results obtained were included as knowledge experts in web application as a basis for rules predicting gender perceptions of workplace bullying through forecasting WBs dimensions, as well as factors of age and working years. Researchers made expert system used the forward chaining method. There were 83 subjects who participate. Step of ANP Data Analysis Tryout were conducted on 39 items of the workplace bullying scale, the results were 29 items that were declared valid and as many as 10 items were eliminated. Based on the results of reliability test with Cronbach alpha, the reliability coefficient was 0.909. This showed that measurement tool can be used to measure bullying behaviour in the workplace. workplace bullying behaviour in medium category. Reliability Category Result correlation coefficient method from Pearson used SPSS 17.00 obtained a value of (r) = 0.616 , probability level (p) = 0,000 (p <0.01 ) and R2=0.380. It means gender has significance influence toward workplace bullying behaviour as 38%. focus group sessions and contents analysis ● A set of fifteen WBs were derived, in addition to the five WBs that were drawn earlier from a thorough review of the literature. These fifteen new indicators of behaviours are particularly useful for understanding the motives and intentions behind the existing WBs. ● A brief explanation of each of these new OCBs is given below: public humiliation, blame for lack of effort, give the name of a tease, insulting, intimidate, degrading someone because of his age, prevent employees from accessing opportunities, isolating physically, socially isolated, withholding information, continuous pressure, deadlines that cannot be fulfilled, provide useless tasks, elimination of responsibility, and recalling errors. Web Application (Interface) Assessment using a portal or website address is http://spbullying.univrab.ac.id/ . This application make easy to monitor result of gender perception and measurement level of workplace bullying. Conclusion ● Gender has an influence on workplace bullying behaviors. The result showed that women are more involved in workplace bullying behaviors. Female bullied workers have doubled absences compared to female co-workers who do not experience bullying (Mundbjerg Eriksen et al., 2016) because men and women have coping strategies toward problem solving in different ways. ● The goal of bullying most often occurred in gender discrimination, sexual and racial abuse (Saunders et al., 2007), while the impact of bullying is more severe on female employees (Attell et al., 2017). LOGO Thank You!
