Employee Profile

Mats Glambek

Associate Professor - Campus Bergen

Department of Leadership and Organizational Behaviour


Arnestad, Mads Nordmo; Glambek, Mats & Selart, Marcus (2024)

With a little profitable help from my friends: the relational incongruence of benefiting financially from prosocially motivated favors

Frontiers in Behavioral Economics, 3 Doi: 10.3389/frbhe.2024.1297601

Glambek, Mats; Arnestad, Mads Nordmo & Matthiesen, Stig Berge (2023)

Perceived job insecurity climate in uncertain times: implications for work-related health among leaders versus non-leaders

Journal of Managerial Psychology, 38(7), s. 541- 557. Doi: 10.1108/JMP-10-2021-0542 - Full text in research archive

Purpose: Previous studies have demonstrated that perceived job insecurity climate denotes an individual-level stressor. The present study reiterated this notion and investigated whether leadership responsibility moderated the association between perceived job insecurity climate and work-related strain about one year into the coronavirus disease (COVID-19) pandemic. Design/methodology/approach: A sample of full-time workers (N = 1,399) in the USA was recruited, comprising 663 leaders and 763 non-leaders. Employing a cross-sectional design, the authors hypothesized that perceived job insecurity climate would be associated with work-related strain (i.e. burnout, absenteeism and presenteeism) and that these associations were stronger for employees with leadership responsibilities compared to non-leaders. Findings: Findings revealed main effects of perceived job insecurity climate on burnout but not on absenteeism or presenteeism. Furthermore, leadership responsibility moderated the associations between perceived job insecurity climate and two out of three burnout measures in the hypothesized direction. The findings also revealed interaction effects regarding absenteeism and presenteeism, indicating that these associations are only positive and significant for employees with leadership responsibilities. Practical implications: Perceptions of widespread job insecurity engender strain among leaders while simultaneously implying a heightened need for effective leadership. Organizations and practitioners should take the present findings into consideration when implementing preventive and restorative measures to address leaders' health and organizational competitiveness when job insecurity increases. Originality/value: This study found that, as an individual stressor, perceived job insecurity climate is more detrimental to employees with leadership responsibility than to non-leaders.

Glambek, Mats; Einarsen, Ståle Valvatne, Gjerstad, Johannes & Nielsen, Morten Birkeland (2023)

Last in, first out? Length of service as a moderator of the relationship between exposure to bullying behaviors and work-related outcomes

Current Psychology, 43, s. 1296- 1308. Doi: 10.1007/s12144-022-04202-8 - Full text in research archive

In the present study, we proposed and tested a conceptual model of length of service in the organization as a moderator of the relationship between exposure to workplace bullying behaviors and turnover intention, as mediated through job dissatisfaction. Specifically, based on the conservation of resources theory and organizational socialization research, we hypothesized that bullying exposure would be more detrimental to employees relatively new to the organization, and less so to those with a long length of service. We employed a probability sample from the Norwegian workforce (N = 1003), with data collected at two time-points separated by six months. In line with previous research, we found that exposure to workplace bullying behaviors predicts increased levels of stability-adjusted turnover intentions, and, that job dissatisfaction mediates this association. Moreover, the mediation effect was dependent on length of service, such that it only was present at average (50th percentile; 8.5 years) and short employment length (16th percentile; 2.5 years), and was significantly stronger for the latter group. Additionally, a Johnson-Neyman test of significance regions revealed that the moderation effect became non-significant at the 69th percentile (14.6 years of length of service) in the present sample. This indicates that while short length of service represents a risk condition for work-related outcomes of bullying exposure, long length of service may represent a resource relating to individual resilience that accumulates over long time-spans.

Reknes, Iselin; Glambek, Mats & Einarsen, Ståle (2021)

Injustice perceptions, workplace bullying and intention to leave

Employee Relations, 43(1), s. 1- 13. Doi: 10.1108/ER-10-2019-0406 - Full text in research archive

Purpose Intention to leave as an outcome of exposure to workplace bullying is well documented in previous studies, yet, research on explanatory conditions for such an association is lacking. Design/methodology/approach The present study investigates the relationship between injustice perceptions, exposure to bullying behaviors and turnover intention, employing a moderated mediation analysis based on a reanalysis and extension of data gathered among a sample of Norwegian bus drivers (N = 1, 024). Findings As hypothesized, injustice perceptions were indirectly related to intention to leave via workplace bullying, however, only under conditions of higher perceived injustice levels. Practical implications The results underscore the importance of preventing workplace bullying and of maintaining ample levels of justice at work, where employees are treated with fairness and respect. Originality/value The study adds important knowledge to the bullying literature by focusing on the role of mechanisms and moderators in bullying situations, investigating how the combination of workplace bullying and injustice perceptions is reflected in employees' intention to leave the organization.

Glambek, Mats; Einarsen, Ståle & Notelaers, Guy (2020)

Workplace bullying as predicted by non-prototypicality, group identification and norms: a self-categorisation perspective

Work & Stress, 34(3), s. 279- 299. Doi: 10.1080/02678373.2020.1719554 - Full text in research archive

Research and theory on deviance in work groups suggest that non-prototypical members risk devaluation and mistreatment by their peers. Drawing on the self-categorisation theory, we propose and test a contextual model to explain workplace bullying from a target perspective, using non-prototypicality as a predictor and social identification and anti-bullying norms at the work group level as two- and three-way cross-level moderators. Multilevel modelling and a sample of employees from the university sector in the Low Lands (n = 572) was employed. In line with our first hypothesis, we found that risk of exposure to workplace bullying is particularly high for non-prototypical work group members. We also hypothesised that work group social identification would facilitate bullying of non-prototypical members, while anti-bullying norms would buffer it. Results showed, however, that both conditions acted as buffering moderators on the main association. Lastly, the combination of the two also entailed a cross-level three-way interaction effect, showing that non-prototypicality is associated with bullying only in work groups characterised by low levels on both moderators. These novel and partly unexpected results demonstrate the relevance and significance of group level explanations for workplace bullying, holding significant implications for scholars and practitioners.

Glambek, Mats; Skogstad, Anders & Einarsen, Ståle (2020)

Does the number of perpetrators matter? An extension and re-analysis of workplace bullying as a risk factor for exclusion from working life

Journal of Community and Applied Social Psychology, 30(5), s. 508- 515. Doi: 10.1002/casp.2456 - Full text in research archive

Based on a nationally representative sample (N = 1,613) and a true prospective design, we show that the link between self‐labelled workplace bullying and exclusion from working life (i.e., becoming a non‐participant in working life) over a 5‐year time lag becomes stronger with increasing numbers of perpetrators involved. The amount of exposure to bullying behaviours could not explain the added effect of multiple perpetrators, indicating that the presence of multiple perpetrators is significant in and of itself. A post hoc descriptive cross‐tabulation analysis also showed that when one or two perpetrators were involved at T1, the rate of exclusion from working life 5 years later did not differ substantially from the normal population's exclusion rate. When three or more perpetrators were involved, on the other hand, the exclusion rate approached 50%, indicating that ≥3 perpetrators could denote a critical cut‐off point for a distinguishable group‐bullying phenomenon, at least with respect to exclusion from working life.

Zhao, Mengchu; Chen, Zhixia, Glambek, Mats & Einarsen, Ståle (2019)

Leadership Ostracism Behaviors From the Target’s Perspective: A Content and Behavioral Typology Model Derived From Interviews With Chinese Employees

Frontiers in Psychology, 10, s. 1- 16. Doi: 10.3389/fpsyg.2019.01197 - Full text in research archive

Glambek, Mats; Skogstad, Anders & Einarsen, Ståle (2018)

Workplace bullying, the development of job insecurity and the role of laissez-faire leadership: A two-wave moderated mediation study

Work & Stress, 32(3), s. 297- 312. Doi: 10.1080/02678373.2018.1427815

Glambek, Mats; Skogstad, Anders & Einarsen, Ståle (2016)

Do the bullies survive? A five-year, three-wave prospective study of indicators of expulsion in working life among perpetrators of workplace bullying

Industrial Health, 54(1), s. 68- 73. Doi: 10.2486/indhealth.2015-0075

Glambek, Mats; Skogstad, Anders & Einarsen, Ståle (2015)

Take it or leave: A five-year prospective study of workplace bullying and indicators of expulsion in working life

Industrial Health, 53(2), s. 160- 170. Doi: 10.2486/indhealth.2014-0195

Glambek, Mats; Matthiesen, Stig Berge, Hetland, Jørn & Einarsen, Ståle (2014)

Workplace bullying as an antecedent to job insecurity and intention to leave: A 6-month prospective study

Human Resource Management Journal, 24(3), s. 255- 268. Doi: 10.1111/1748-8583.12035

Glambek, Mats (2018)

3 prosent av lederne blir mobbet

Dagens perspektiv [Avis]

Glambek, Mats (2018)

Samtaler mellom skyttergravene

Klassekampen [Avis]

Glambek, Mats (2016)

Når offeret tar støyten

Bergens Tidende [Kronikk]

Glambek, Mats (2022)

Workplace bullying and risk factors in individuals and work environments: Selected studies from the Toppforsk-project

[Academic lecture]. The Bergen Workplace Bullying Symposium.

Lewis, Duncan; Glambek, Mats & Hoel, Helge (2020)

The role of discrimination in workplace bullying

Einarsen, Ståle; Hoel, Helge, Zapf, Dieter & Cooper, Cary L (red.). Bullying and Harassment in the Workplace: Theory, Research and Practice. Third Edition.

Glambek, Mats; Gjerstad, Johannes, Einarsen, Ståle & Nielsen, Morten Birkeland (2019)

The role of tenure and job satisfaction in the prospective relationship between workplace bullying and intention to leave: A moderated mediation model

[Academic lecture]. The 19th Congress of the European Association of Work and Organizational Psychology.

Glambek, Mats; Einarsen, Ståle & Hoel, Helge (2018)

The sources, prevalence, and consequences of bullying in the workplace

Burke, Ronald J. & Cooper, Cary L. (red.). Violence and abuse in and around organisations

Glambek, Mats; Einarsen, Ståle & Notelaers, Guy (2018)

Black sheep welcome: A multilevel study of anti-bullying norms as a buffer against ill treatment of prototypically peripheral work group members

[Academic lecture]. 11th International Conference on Workplace Bullying and Harassment.

Glambek, Mats & Einarsen, Ståle (2016)

Workplace bullying as a risk factor for exclusion and expulsion from working life

[Popular scientific article]. Newsletter for the International Association of Workplace Bullying and Harassment

Glambek, Mats & Einarsen, Ståle (2015)

Workplace bullying and ostracism as antecedents of psychological distress and sick leave

[Academic lecture]. The 17th Congress of the European Association of Work and Organizational Psychology.

Glambek, Mats; Matthiesen, Stig Berge, Hetland, Jørn & Einarsen, Ståle (2012)

Workplace bullying, qualitative job-insecurity and intention to leave: A six-month prospective study among north-sea workers

[Academic lecture]. The 8th international conference on workplace bullying and harassment - future challanges.

Academic Degrees
Year Academic Department Degree
2016 University of Bergen Ph.D Dr. Psychol.
Work Experience
Year Employer Job Title
2019 - Present BI Norwegian Business School Associate professor