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<p>The purpose of this study was to present a model for diagnosing workplace bullying using the ROC curve technique in a credit union organization in the financial sector in Brazil. A quantitative study was conducted using the Negative Acts Questionnaire to assess workplace bullying and the Self Report Questionnaire to assess health symptoms in the credit union's employee population. The data were analyzed using the ROC curve, a technique for evaluating the performance of diagnostic numerical tests that can determine statistically valid cut-off criteria for identifying workplace bullying. The results indicated two cut-off points: 36 and 41. Scores below 36, representing 84.94% of respondents, were classified as not bullied; scores between 36 and 47 (10.24%) were classified as occasionally bullied; and scores of 47 or more (4.82%) were classified as victims of severe workplace bullying. We concluded that the ROC Curve can be used as an important diagnostic model to identify workplace bullying in a specific sample/population of a single credit union. This diagnosis model can inform human resource policies and practices to prevent and address bullying in organizations. It may serve as a documentary source for legal disputes related to workplace bullying. And it offers insights that can extend beyond internal HR practices to inform labor inspections standards and broader national health policies.</p>

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Workplace Bullying Diagnosis Model: Applying the ROC Curve To a Credit Union in Brazil

  • 期刊论文

  • 发表日期：

    2025年8月29日

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  • Vera L. Cançado,
  • Wendel Alex Castro Silva,
  • Cristiana Fernandes De Muylder,
  • Marcia Lúcia Andrade dos Anjos Naves

摘要

The purpose of this study was to present a model for diagnosing workplace bullying using the ROC curve technique in a credit union organization in the financial sector in Brazil. A quantitative study was conducted using the Negative Acts Questionnaire to assess workplace bullying and the Self Report Questionnaire to assess health symptoms in the credit union's employee population. The data were analyzed using the ROC curve, a technique for evaluating the performance of diagnostic numerical tests that can determine statistically valid cut-off criteria for identifying workplace bullying. The results indicated two cut-off points: 36 and 41. Scores below 36, representing 84.94% of respondents, were classified as not bullied; scores between 36 and 47 (10.24%) were classified as occasionally bullied; and scores of 47 or more (4.82%) were classified as victims of severe workplace bullying. We concluded that the ROC Curve can be used as an important diagnostic model to identify workplace bullying in a specific sample/population of a single credit union. This diagnosis model can inform human resource policies and practices to prevent and address bullying in organizations. It may serve as a documentary source for legal disputes related to workplace bullying. And it offers insights that can extend beyond internal HR practices to inform labor inspections standards and broader national health policies.