Robert Fida is Associate Professor in Work Psychology in the Employment Systems and Institutions Group of the Norwich Business School, UEA. Her main in interest is in workplace ethics and why people misbehave at work. This includes the link between workplace stress/workloads and aggression (and how workers might justify negative behaviours because of the pressures of their job). An extension of this has been to explore the working conditions of nurses in hospitals – where they can often face bullying and patient aggression – and how this might impact on their own behaviours and practices. She works towards tackling malpractice at work by helping to understand the causes and remedies (through good practice, policies, interventions and resilience training).
Roberta previously worked at Sapienza University in Rome (where she completed her PhD on personal branding). She has worked on a project in Italy and in Canada examining how to retain hospital staff who might otherwise leave their jobs at an early stage of their career due to burnout and bullying. She is also Associate Editor of the International Journal of Workplace Health Management and of the Frontiers in Psychology open platform journal.
Areas of Expertise (5)
Workloads and Aggression
Sapienza University: Ph.D., Psychology 2006
Sapienza University: Laurea (equivalent of UK B.S. & M.S.), Psychology 2003
Media Appearances (5)
Bullied at Workplace? It Can Change Behaviour for Worse
Yahoo! Lifestyle online
"Overall, our results show the need to consider not only exposure to and types of bullying but also their associated consequences," said Roberta Fida, Professor at the University of East Anglia in England.
Study examines consequences of workplace bullying
Workplace Insights online
Published in the journal Personality and Individual Differences, the study was led by Dr Roberta Fida, a senior lecturer in work psychology at UEA’s Norwich Business School. She said: “Overall, our results show the need to consider not only exposure to and types of bullying but also their associated consequences. In particular, the findings highlight that victimisation is associated not only with health problems but also with a greater likelihood of not behaving in line with the expected social and organisational norms.
Workplace aggression may be cyclical, study of nurses shows
Safety + Health Magazine online
“This research provides the first evidence of fear being an important discrete emotion associated with misconduct through moral disengagement,” Roberta Fida, lead author and lecturer in organizational behavior at the University of East Anglia’s Norwich Business School, said in a press release. “Since individuals experiencing fear are more alert and attentive to picking up potential external threats, and tend to perceive the environment as highly dangerous and threatening, they are more likely to engage in any form of behavior, including aggression, which may potentially help them to defend themselves and comply with their need for protection.”
Bullying at Work May Lead to Vicious Cycle
Psych Central online
“Our findings provide further evidence that being a target of aggression represents a frustrating situation in which victims experience anger that may prompt a ‘hot’ and impulsive aggressive response, with likely impact on the quality of care provided to patients,” said study leader Dr. Roberta Fida, a lecturer in organizational behavior at UEA’s Norwich Business School.
Nurse burnout exacerbated by disrespectful colleagues
Nursing Times online
Lead author Roberta Fida, a lecturer in organisational behaviour, said the findings were encouraging, because self-efficacy was something that could be supported and promoted by “proactive hospital management”.
Caregivers’ engagement during in‐hospital care of sABI’s patients: Evaluation of informal co‐production from the health providers’ perspectiveHealth & Social Care in the Community
2020 One of the challenges of providing healthcare services is to enhance its value (for patients, staff and the service) by integrating the informal caregivers into the care process, both concretely managing their patient's health conditions and treatment (co‐executing) and participating in the whole healthcare process (co‐planning).
Third-party aggression and emotion work among nurses: Testing a moderated mediation modelInternational Journal of Stress Management
2020 Client aggression is increasingly a stressor in the workplace. This study aims to analyze how and why these experiences may trigger burnout. Focusing on health care workers, we tested a moderated mediation model of the relationship between exposure to third-party (patients and/or relatives) verbal aggression and burnout with the goal of assessing the mediation effects of emotion work and the moderating effects of personal resources (ie, perceived self-efficacy in communication with patients) and job resources (job control, role clarity, social support by colleagues and by supervisors) on this relationship.
The role of traditional and online moral disengagement on cyberbullying: Do externalising problems make any difference?Computers in Human Behavior
2020 This study examines the differential role of traditional and online moral disengagement (MD) in relation to cyberbullying. Traditional MD is operationalised as a process operating across contexts, whereas online MD as a contextualised process related to online settings.
Error orientation at work: Dimensionality and relationships with errors and organizational cultural factorsCurrent Psychology
2020 Making errors represents a stressful event, and the way errors are dealt with are significantly influenced by individuals’ error orientation. Drawing on the stress literature, scholars have identified several dimensions underpinning error orientation construct. Nevertheless, empirical studies have overlooked the construct complexity and do not provide clear theoretical anchors for its operationalization.
The relationship between nurse managers' leadership style and patients' perception of the quality of the care provided by nurses: Cross sectional surveyInternational Journal of Nursing Studies
2020 In healthcare systems, human resources play a strategic role that has a significant impact on the whole caring process. When the wellbeing of professionals is low their performance decreases, counterproductive work behaviours may became more likely, and as a result the quality of care is compromised. Studies have shown that leadership style is particularly relevant in relation to the quality of work environments in healthcare organizations.