Academic literature on the topic 'CYBERBULLYING AT WORKPLACE'
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Journal articles on the topic "CYBERBULLYING AT WORKPLACE"
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Choi, Youngkeun. "A Study on the Prevention of Cyberbullying in Workplaces." International Journal of Technoethics 9, no. 1 (January 2018): 18–26. http://dx.doi.org/10.4018/ijt.2018010102.
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The purpose of this article is to examine workplace cyberbullying as a cybercrime. Based on deterrence theory and social influence theory, this study builds a model of antecedents to prevent cyberbullying in workplaces. For this, this article conducts a survey of 305 Korean workers and uses SPSS 18.0 for hierarchical regression analysis. The results of this survey being, first, the certainty of detection prevents employees' intention to cyberbullying in the workplace while the severity of penalty and has no effect. Second, subjective norms and descriptive norms prevent employees' intention to cyberbullying in the workplace. The results show that social influence is more important to control members' behavior in workplace cyberbullying than corporate policy. And, this article is the first to investigate the preventers of employees' intentions to cyberbullying in workplace in the perspective of cybercrime.
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Ismail, Noor Lees, Normaiza Mohamad, Amy Nabeela Abdullah, Muhamad Izwadee Hamzah, Soo Chai Hui, Chai Jing Yuh, Sarala Supparamaniam, and Omar Musa. "Cyberbullying at the Workplace and its Impact on Employee Job Performance." Journal of Entrepreneurship and Business 11, no. 1 (March 31, 2023): 44–55. http://dx.doi.org/10.17687/jeb.v11i1.960.
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Cyberbullying in the workplace considers a very crucial issue in this modern era. Today, many people have neglected this issue as they think cyberbullying in the workplace is a minor issue that can be avoided. Cyberbullying poses a serious threat to the workplace and is associated with feelings of organizational injustice, mental strain, and job discontent. However, if this continues, it may have a negative impact on the people and the organization. A happy employee will perform well in the workplace and increase productivity. The negative consequences of workplace cyberbullying are well-documented. As a result, cyberbullying in the workplace and employee job satisfaction/performance have become very popular research topics, and to ensure that all employees are satisfied. The main purpose of this paper is to investigate the impact of workplace cyberbullying acts on employees’ job performance. This study employs descriptive research and survey methodology to investigate the relationship between workplace cyberbullying and employee job performance. Cyberbullying at the workplace acts as the independent variable and employees’ job performance is the dependent variable.
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Loh, Jennifer, and Robyn Snyman. "The tangled web: consequences of workplace cyberbullying in adult male and female employees." Gender in Management: An International Journal 35, no. 6 (June 4, 2020): 567–84. http://dx.doi.org/10.1108/gm-12-2019-0242.
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Purpose The purpose of this paper is to test a moderated mediation model that links the experience of cyberbullying, perceived stress and job satisfaction among Australian employees. Design/methodology/approach A survey of 254 white collar Australian employees was conducted from a wide variety of business corporations to investigate the role of workplace cyberbullying and job outcomes. A moderated mediation analysis was conducted. Findings Results indicated that workplace cyberbullying resulted in perceived stress, which in turn predicted employee’s job dissatisfaction. The results further revealed that cyberbullied female employees as opposed to male employees were more likely to report greater perceived stress and to be dissatisfied in their job. Research limitations/implications Overall, the results suggest that cyberbullying is a potential resource drain for employees and has detrimental implications in their organisational life. Importantly, male and female employees reacted to workplace cyberbullying differently suggesting the need to address the issue of workplace cyberbullying more gender sensitively. Originality/value This study provides empirical evidence that workplace cyberbullying can be a gendered phenomenon. Furthermore, COR theory and gender role theory is combined to reveal the differences between men and women in terms of their vulnerability towards different stressors.
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Fernandez, Germanikus Clintonis. "Kajian pustaka: Perundungan berbasis teknologi di tempat kerja." Jurnal Psikologi Tabularasa 15, no. 2 (October 27, 2020): 45–53. http://dx.doi.org/10.26905/jpt.v15i2.5329.
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The purpose of this study to increase awareness about the phenomenon of cyberbullying, especially in the workplace, which is still of little concern by some researchers, especially in literary studies. The Literature search was performed using various databases including science direct and google scholar. The criteria used are articles published in 2012-2018. Based on the articles collected, the results show that definitions of cyberbullying cannot limit the cultural influences ideology and the variety and frequency of forms of cyberbullying and contain various factors related to the factors that influence cyberbullying in the workplace. Future research is expected to find out whether individuals involved in cyberbullying are sued or who are involved and who are related to the profession or who use the latest applications and technology as container for cyberbullying activities in the workplace.
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Wan Rosli, Wan Rosalili, Syazni Nadzirah Ya’cob, Mardiyah Hayati Abu Bakar, and Mimi Sintia Mohd Bajury. "Governing the Risks of Cyber Bullying in the Workplace During the Era of Covid-19." Malaysian Journal of Social Sciences and Humanities (MJSSH) 6, no. 10 (October 10, 2021): 334–42. http://dx.doi.org/10.47405/mjssh.v6i10.1079.
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With the advancement of ICT, cyberbullying has become more common than ever before, particularly in modern workplaces. With the requirement of working from home during the pandemic, cyberbullying within the workplace has skyrocketed within the past year. Cyberbullying can be classified as a traditional crime that has transcended to cyberspace as a result of technological advancements and the proliferation of numerous social media platforms. Despite widespread public concern about such crime in Malaysia, the legislative response to this crime is still somewhat slow due to the gaps in the current legislation governing cyberbullying. The legal landscape governing cyberbullying is still insufficient, due to the current legal framework being too general, making investigation and prosecution of the crime difficult. Cyberbullying can result in Post-Traumatic Stress Disorder, psychological problems, major physical and mental health problems, and even suicide. The purpose of this article is to investigate the notions of cyber bullying harassment, the risks associated with such crimes, and the legal and management mechanisms for dealing with such crimes. This research makes use of a doctrinal content analysis as well as secondary data from the law, academic journals, books, and online sources. According to the authors, unequal power relations in the workplace, anonymity, and cross-border connectedness are some of the rationales for cyberbullying, which can be expressed in a variety of ways with negative consequences for employers and employees alike. The inadequacy of the present traditional and computer-specific legislation in dealing with such crime necessitates the management of such crime.
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Larrucea-Iruretagoyena, Maite, and Izaskun Orue. "Social support as a moderator of the relationship between victimization and internalizing symptoms in LGTBIQ+ people." Behavioral Psychology/Psicología Conductual 29, no. 3 (December 1, 2021): 763–80. http://dx.doi.org/10.51668/bp.8321314s.
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The present study analyses the moderating effect of different types of social support in the relationship between bullying, cyberbullying and workplace victimization, and internalizing symptoms in LGBTIQ+ individuals. 262 people from LGBTIQ+ collective participated (ages between 18 and 77; M= 29.83, SD= 12.41), who completed measures via Internet of bullying, cyberbullying, workplace victimization, family support, support from friends, support from a special person, and symptoms of anxiety, depression and stress. The results showed that support from friends moderated the relationship between bullying and anxiety and depression symptoms, as well as the relationship between workplace victimization and depression symptoms. On the other hand, family support moderated the relationship between bullying and anxiety symptoms. Regarding cyberbullying, none of the types of social support moderated the relationship between cyberbullying and internalizing symptomatology. Findings of this study highlight the moderating role of family and friend support when internalizing symptoms of LGBTIQ+ people who are victims of bullying and/or workplace victimization.
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Iftikhar, Mehwish, and Loo See Beh. "Prevalence Level and Predictors of Face to Face and Cyberbullying in Selected Service Sectors of Pakistan." International Journal of Engineering & Technology 7, no. 2.29 (May 22, 2018): 1082. http://dx.doi.org/10.14419/ijet.v7i2.29.14317.
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There found a scarcity of academic research on understanding of both the traditional and cyberbullying jointly at workplace of organisations. As an emerging field of research area, detailed understanding about the predictors of cyberbullying has yet not been fully established. Drawing on the sample of 285 officials working in 4 service sectors [banking, telecom, hoteling and education] of Pakistan, this research endeavoured to investigate about prevalence rate, extent and frequency of both the traditional and cyberbullying and predictors responsible for causing bullying among workers of service sectors of Pakistan. Using NAQ-21 and NAQ-R on the basis of the layman’s cut-off criteria for measuring bullying and cyberbullying prevalence, results highlighted that 36%, 55%, 50% and 59% of the respondents were categorised as bullied traditionally and 18%, 30%, 27% and 49% were cyberbullied in education, banking, telecom and hoteling service sectors respectively, and this is unfortunately a very high ratio. Overall bullied [traditionally] percentage was 50 and cyberbullied was 31. Smart PLS-SEM based analysis verified that, multiple dimensions of organisational climate were found to be the predictors of workplace bullying, while technology [social networking and ICT’s] is significantly related to the prevalence of cyberbullying at workplace of service sector organisations. This research provides new insights about new type of bullying i-e cyberbullying and its predictors/causes. Prevalence percentages of workplace traditional and cyberbullying have also been determined that shows bullying spread in service sectors at an alarming rate, which needs to be controlled.
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Madden, Charmein, and Jennifer (M I. ). Loh. "Workplace cyberbullying and bystander helping behaviour." International Journal of Human Resource Management 31, no. 19 (March 8, 2018): 2434–58. http://dx.doi.org/10.1080/09585192.2018.1449130.
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Iftikhar, Mehwish, Muhammad Imran Qureshi, Shazia Qayyum, Iram Fatima, Sriyanto Sriyanto, Yasinta Indrianti, Aqeel Khan, and Leo-Paul Dana. "Impact of Multifaceted Workplace Bullying on the Relationships between Technology Usage, Organisational Climate and Employee Physical and Emotional Health." International Journal of Environmental Research and Public Health 18, no. 6 (March 19, 2021): 3207. http://dx.doi.org/10.3390/ijerph18063207.
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This research article investigates the effect of organisational climate and technology usage on employees’ physiological and emotional health damage resulting from face-to-face bullying and cyberbullying at the workplace. Furthermore, we investigated emotional intelligence as a coping strategy to moderate employee physiological and emotional health damage. The research used a quantitative research design. A five-point Likert-scale questionnaire was used to collect data from a multistage sample of 500 officials from Pakistan’s four service sectors. Results revealed that organisational climate and technology usage are negatively related to face-to-face bullying and cyberbullying at the workplace. At the same time, workplace bullying adversely affects an employee’s emotional and physiological health. However, emotional intelligence can reduce an employee’s emotional health damage due to workplace bullying. Thus, we suggest incorporating emotional intelligence training at the workplace to minimise the devastating effects of face-to-face bullying and cyberbullying on employees’ physical and emotional health.
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Lee, E. Bun. "Cyberbullying." Journal of Black Studies 48, no. 1 (November 17, 2016): 57–73. http://dx.doi.org/10.1177/0021934716678393.
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The current study examines cyberbullying and victimization among African American college students who spend large amounts of time on the Internet and using their smartphones. In a survey of 321 African American college students, the most common venues for victimization occurred through text messages, phone calls, and social networking sites. Posting indiscreet images and sharing personal information with a large number of Facebook friends were positively associated with the victimization. Cyberbullying perpetration, as measured by Cyberbullying Questionnaire (CBQ), revealed a significant gender difference, with male students exhibiting higher prevalence. In a multiple regression analysis, the phenomenon of online disinhibition—a lessening of inhibitions during online interactions that would otherwise be present in face-to-face interactions—emerged as the strongest predictor of cyberbullying perpetration. Recommendations for future research include studying the negative impact of cyberbullying among African American adults, particularly in the workplace.
Dissertations / Theses on the topic "CYBERBULLYING AT WORKPLACE"
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ADLAKHA, VAIBHAV. "DECRYPTING CYBERBULLYING AT WORKPLACE." Thesis, DELHI TECHNOLOGICAL UNIVERSITY, 2021. http://dspace.dtu.ac.in:8080/jspui/handle/repository/18733.
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This dissertation takes on a topic which is still somewhat unexplored and many of the
originations have not paid heed to yet. Cyberbullying can be defined a “any use of
information and communications technology to support deliberate and hostile
attempts to hurt, upset or embarrass another person”.
The technological advancement in the recent years has been imperative in changing
the ways which business organizations work, it can be said that a modern-day
organization will be rendered obsolete without the presence of technology.
Technology is not only a choice of businesses but also has become a necessity to
survive. In order to maximize the productivity and make an organization cost
effective, inclusion of technology in almost every aspect of business is important.
Recent developments in the work environment, specially the Covid-19 Pandemic has
forced organizations to be heavily dependent on technology for every little thing.
Increasing trend of remote working and cross-cultural hiring has also made
technology and internet services a mandatory part of every organization. The virtues
of technology, internet, and cyberspace as uncountable but a very big problem that is
on the rise is the issue of cyberbullying in the workplace, it has been impacting the
performances of the employees as well as their personal lives as well.
Upon spending a considerable amount of time on researching literature, I concluded
that the literature on Cyberbullying at workplace is very limited, though there has
been a lot of work done on the area of workplace bullying as organizations are
obviously concerned about their employees and do not want them to go through
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something that is absurd in nature. The paucity of research in this area, especially in
Indian context is what motivated me to choose this topic.
This research work is carried out by doing extensive study on previous research
papers or surveys conducted regarding Cyberbullying. The dissertation involves
understanding the definition of the Cyberbullying and its context focusing on
workplace environment. The act has been understood in reference to Indian
organizations as well as workplaces abroad like UK, Canada, Australia, and Pakistan
to understand the graveness of the act and how Governments and private
organizations have formulated laws & policies to prevent as well to form a grievance
redressal system for employees to approach for complaints without fear.
The study also involves a primary component in which a survey is being carried out
targeting working population in various private & Government organizations, and
academic institutions to understand the sources of this act and if there is any
counselling service provided to deal with same.
Before embarking upon writing this dissertation, an initial survey revealed that it was
women who majorly faced the wrath of cyberbullying and hence the main focus will
remain on understanding this concern from women’s point of view and how
workplaces have ensured that women don’t quit the job or remain stressed about these
issues.
The study further involves about examining various campaigns and initiatives taken
by some organizations to make workplaces safer and cyberbullying free.
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Farley, Samuel. "The measurement and impact of workplace cyberbullying." Thesis, University of Sheffield, 2015. http://etheses.whiterose.ac.uk/11652/.
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This thesis investigates workplace cyberbullying, defined as a situation where over time, an individual is repeatedly subjected to perceived negative acts conducted through technology (for example, phone, email, web sites, social media) which are related to their work context. In this situation the target of workplace cyberbullying has difficulty defending him or herself against these actions. The thesis has two broad aims: (1) to develop a workplace cyberbullying measurement scale; and (2) to investigate the impact of workplace cyberbullying on employees. Workplace cyberbullying is conceptualised in this thesis by drawing on the traditional workplace bullying and cyberbullying literature. A rationale is presented for investigating it as a distinct form of workplace bullying and four separate studies address the development of the workplace cyberbullying measure (WCM). The first study generated measurement items by asking employees to describe cyberbullying behaviours. The behaviours were sorted into categories using content analysis and converted into measurement items. In the second study, the relative severity of each item was assessed so that the measure could be weighted according to severity. In the third study, the 34 item WCM was completed by a sample of 424 employees. A two factor structure (comprising work-related cyberbullying and person-related cyberbullying) was compared to a unidimensional factor structure and the measure was refined into a 17 item instrument. During the fourth study the nomological network of the WCM was constructed and further reliability and validity evidence was obtained. The fifth and final study then used the WCM to investigate the impact of workplace cyberbullying within a theoretical framework. The theoretical and practical contributions of the studies are discussed along with directions for future research.
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Jones, Andrew S. "Cyberbullying and the workplace: an analysis of job satisfaction and social self-efficacy." Diss., University of Iowa, 2019. https://ir.uiowa.edu/etd/6967.
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Relatively little research has been devoted to understanding the implications of adult cyberbullying on workers. However, recent research focused on how cyberbullying affects adults has indicated cyberbullying has negative implications for job satisfaction of workers. The purpose of this study was to use Social Cognitive Career Theory (SCCT) as a framework to investigate the impact of cyberbullying in the workplace by examining the relationship between cyberbullying and both job satisfaction and social self-efficacy. The results of this study indicate that among individuals who are cyberbullied, higher rates of cyberbullying has a significant negative relationship with social self-efficacy, and social self-efficacy was negatively related to job satisfaction and also mediated the relationship between cyberbullying and job satisfaction. The findings of this study suggest cyberbullying is a workplace environmental condition that should be studied in SCCT due to its potential to negatively impact career development by indirectly influencing job satisfaction through a person’s social self-efficacy. Counselors and organizational leaders should consider this issue when designing interventions to combat workplace bullying.
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Lawrence, Felicity J. "Prevalence and consequences of negative workplace cyber communications in the Australian public sector." Thesis, Queensland University of Technology, 2015. https://eprints.qut.edu.au/88058/1/Felicity_Lawrence_Thesis.pdf.
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This research studied the prevalence and impact of workplace cyberbullying as perceived by public servants working in government organisations across Australia. Using Social Information Processing theory, this research found employees reported task- and person-related cyberbullying that was associated with increased workplace stress, diminished job satisfaction and performance, and reduced confidence in their organisations' anti-bullying intervention and protection strategies. Furthermore, workplace cyberbullying can create a concealed, online work culture that undermines employee and organisational productivity. These results are significant for employers' duty-of-care obligations, and represent a cogent argument for improved workplace cultures in support to Australia's future organisational and economic performance.
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Kruger, Martha Margaretha. "Bullying in secondary schools : teachers' perspectives and experiences." Thesis, Stellenbosch : Stellenbosch University, 2011. http://hdl.handle.net/10019.1/17929.
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Thesis (MEd(Psych) --Stellenbosch University, 2011.ENGLISH ABSTRACT: Bullying seems to be a pervasive problem in most secondary schools and teachers have the daily task of dealing with it. Not only do teachers have to unravel the complex dynamics of bullying, they also often have to navigate a school climate and culture that is not conducive to addressing bullying. In South Africa, there are many unique contextual factors which impact on teachers’ management of bullying, such as community violence overflowing into the school, increased administrative load and limited support from school management, parents and education authorities. Therefore, teachers’ abilities to conceptualise bullying, recognise and respond to incidents of bullying, and their knowledge of the nature and extent of bullying behaviour impact greatly on anti-bullying strategies. The theoretical framework which informed this study is the social context perspective which drew on views from both social constructionism and the bio-ecological framework. The social context perspective emphasises the interactions between individuals and the systems as delineated in the bio-ecological model. Furthermore, this study did not aim to reveal the “truth” about school bullying. The intention has rather been to provide a comprehensive picture as was portrayed by the participants in this study. This picture included the nature and extent of bullying in their secondary school, the teachers’ perspectives and experiences of bullying, and proposed prevention and intervention strategies which they aim to implement at their school. In keeping with the constructionist nature of the process of inquiry, a qualitative, interpretivist research approach was used. Purposive sampling was used to identify potential participants who were then asked to volunteer to be part of the study. Data was generated through semi-structured interviews with individuals and focus groups. Furthermore, the constant comparative method was used to analyse the data. The research findings indicated that the teachers experience and perceive a wide variety of bullying behaviours which take place at various sites, both within and outside the school grounds and that involve a diverse range of individuals within the school community. Furthermore, the teachers conveyed several factors which they experienced as maintaining bullying and highlighted their perceived effects thereof. In addition to this, the participants shared knowledge about their teaching practices and suggested a few strategies on how to deal with bullying more effectively in their school community.
AFRIKAANSE OPSOMMING: Afknouery word beskou as ‘n deurlopende probleem in hoërskole en onderwysers moet die gevolge daarvan daagliks hanteer. Onderwysers moet nie net die komplekse dinamiek van afknouery ontrafel nie, maar worstel ook met ‘n skoolklimaat en -kultuur wat nie toepaslik is om afknouery te bekamp nie. In Suid-Afrika is daar unieke kontekstuele faktore wat ‘n invloed het op hoe onderwysers afknouery hanteer. Dit sluit onder andere in die geweld wat oorvloei vanuit die gemeenskap na die skool, verhoogde administratiewe werklading asook beperkte ondersteuning van die skool se bestuurspan, ouers en die onderwysowerhede. Daarom speel onderwysers se vermoëns om afknouery te konseptualiseer, insidente van afknouery te herken en daarop te reageer, asook hulle kennis van afknougedrag ‘n groot impak op anti-afknouery strategieë. Hierdie studie word gekonseptualiseer vanuit ‘n sosiaal-konstruktiwistiese en bioekologiese perspektief. ‘n sosiale konteksperspektief beklemtoon die interaksies tussen individue en die sisteme wat uiteengesit is in die bio-ekologiese model. Die doel van hierdie studie was nie om die “waarheid” oor afknouery in die skool te openbaar nie. Dit was eerder om die deelnemers se perspektief in diepte te analiseer en beskryf. ‘n Kwalitatiewe, interpretivistiese navorsingsbenadering is daarom gevolg. ‘n Doelgerigte steekproef is gebruik om potensiële deelnemers te identifiseer en hulle is gevra om vrywillig deel te neem aan die studie. Data is gegenereer deur semi-gestruktureerde individuele en fokusgroeponderhoude. Verder is die konstante vergelykende metode gebruik om die data te analiseer. Die navorsingsbevindinge het aangedui dat die onderwysers ‘n wye verskeidenheid afknougedrag van diverse groepe en individue binne en buite die skoolterrein ervaar. Die onderwysers het verskeie faktore identifiseer wat afknouery moontlik instandhou en het die moontlike gevolge van afknouery uitgelig. Laastens het die deelnemers kennis oor hulle onderwyspraktyke gedeel en voorstelle gemaak oor hoe om afknouery meer effektief in hul skoolgemeenskap te hanteer.
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Yang, Hui-O., and 楊慧娥. "The Study of Workplace Cyberbullying." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/08126005053852724459.
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碩士國立臺東大學
資訊管理學系碩士班
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Problems arising from bullying in school have received attention, and several studies have proposed solutions to these problems. However, few studies have focused on bullying experienced by adults. Bullying of students by their peers exists in schools, whereas bullying involving adults occurs in workplaces. This study investigates the current status of workplace bullying, responses to bullying, and effects of bullying. Through an online questionnaire survey, working people’s experiences of bullying are analyzed and summarized. According to many previous studies, cyberbullying is prevalent because of the rapid development of Internet technology. However, the effects of cyberbullying on people have not been elucidated. This study investigates the effects of cyberbullying in the workplace and determines whether cyberbullying is a new form of workplace bullying. Subsequently, relevant recommendations and future research directions are proposed. Keywords: cyberbullying, workplace bullying, response to bullying
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Lameira, Joana Marisa Silva. "Bullying and cyberbullying at work in Portugal." Master's thesis, 2021. http://hdl.handle.net/10773/33489.
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The purpose of this study is to analyse the incidence of workplace bullying and cyberbullying in Portugal and to find out if there are differences in terms of gender, age, and academic qualifications. It also aims to understand whether remote working and job autonomy influence the occurrence of these negative behaviors at work. Firstly, a literature review was conducted in order to acquire a more comprehensive knowledge on the subjects. Then, a quantitative methodology was used with the application of a questionnaire that allowed to collect 403 valid answers. Data were analysed using SPSS software. Descriptive analysis, t-test, ANOVA, and correlations were performed. It was found that 38.2% of the respondents felt victimized by workplace bullying during the last 12 months and 22.8% felt cyberbullied. The negative work-related behaviours are the most frequent. It was shown that workplace bullying and cyberbullying had a strong psychological and/or emotional, physical, and work-related impact in those who felt victimized. The results indicate that exposure to bullying and cyberbullying at work varies according to academic qualifications, with more qualified people being more victims of these negative acts. In turn, no differences were found for gender and age, nor for remote working. Regarding job autonomy, the results indicate that there is a negative correlation between job autonomy and workplace bullying, as well as between job autonomy and cyberbullying at work.O objetivo deste estudo é analisar a incidência de assédio moral e cyberbullying no trabalho em Portugal assim como averiguar se há diferenças ao nível do género, idade e qualificações académicas. Pretende-se ainda compreender se o teletrabalho e a autonomia profissional influenciam a existência destes comportamentos negativos no meio laboral. Primeiramente, foi elaborada uma revisão se literatura com vista a obter um conhecimento mais abrangente sobre os temas. Em seguida, foi utilizada uma metodologia quantitativa com a aplicação de um questionário que permitiu recolher 403 respostas válidas. Os dados foram analisados utilizando o software SPSS. Foram realizadas análises descritivas, teste t, ANOVA e correlações. Verificou-se que 38.2% dos inquiridos se sentiram vítimas de assédio moral nos últimos 12 meses e 22,8% se sentiram vítimas de cyberbullying. Os comportamentos negativos relacionados com o trabalho são os mais frequentes. Foi demonstrado que o assédio moral e o cyberbullying tiveram um forte impacto psicológico e/ou emocional, físico e laboral naqueles que se sentiram vitimizados. Os resultados indicam que a exposição ao bullying e cyberbullying no trabalho varia consoante as qualificações académicas, sendo as pessoas mais qualificadas mais vítimas destes atos negativos. Por sua vez, não foram registadas diferenças quanto ao género e idade, nem quanto ao teletrabalho. Relativamente à autonomia no trabalho, os resultados indicam que existe uma correlação negativa entre a autonomia e o assédio moral no trabalho, bem como entre a autonomia e o cyberbullying.
Mestrado em Gestão
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Araújo, Ricardo Manuel Bonjardim. "Perceções sobre o cyberbullying no contexto de trabalho: um estudo exploratório." Master's thesis, 2020. http://hdl.handle.net/1822/65596.
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Dissertação de mestrado em Estudos de GestãoO cyberbullying tem sido um fenómeno bastante estudado em contexto escolar, estando a literatura sobre o contexto de trabalho ainda num estágio embrionário. Com a crescente evolução da tecnologia e a sua integração nos postos de trabalho, começou a existir uma diluição entre os horários laborais e de descanso. Neste sentido, estudar o cyberbullying em contexto de trabalho e de que forma os recursos humanos podem prevenir e combater este fenómeno foram o objetivo deste estudo. Para isso, foram estudadas as perceções das redes sociais, do cyberbullying, as experiências vivenciadas e as práticas e políticas das empresas. Para a elaboração deste estudo, optou-se por uma metodologia qualitativa e pelo método da entrevista semiestruturada. Como técnica de recolha de dados elegeu-se a bola de neve, tendo feito parte deste estudo 12 participantes formados ou com experiência em recursos humanos e gestão de sistemas de informação. Em relação aos resultados obtidos, os entrevistados relataram que é fundamental o uso de computador para realizar as suas funções, onde a maioria tem os colegas nas redes sociais. Sobre o ambiente nas redes sociais, existiu uma divisão nas respostas dos entrevistados. Houve um consenso geral do que é o cyberbullying. Em termos de impacto, os participantes estavam a par da gravidade do fenómeno, referindo que este será cada vez mais frequente nos locais de trabalho. Apenas 25% dos intervenientes reportaram as suas experiências, sendo que um deles é considerado como agressor. Nas soluções apresentadas para minimizar os impactos do cyberbullying, foram referidos: o teambuilding, palestras, ações de consciencialização e sensibilização, formação, criação de laços saudáveis entre colaborados e, por fim, a utilização de ferramentas qualitativas de diagnóstico para uma melhor avaliação dos casos.
Cyberbullying has been a phenomenon that has been widely studied in the academic context while the literature in the workplace environment is still in an embryonic stage. With the fast evolution of new technology and its integration in the workplace it started to happen a blur between working hours and resting hours. In this sense, studying cyberbullying in the workplace and how the human resources can prevent and combat and oppose this phenomenon were the objectives of this study. For that, it was studied the perceptions of social media, of cyberbullying, the participants experiences and the policies and practices of their companies. For the elaboration of this study, we opted for a qualitative methodology and the semi structured interview method. For the data collection, it was used the snowball method and 12 participants have been selected with experience or studies in human resources and information systems management. About the findings, the participants talked about the importance of the computer in their everyday tasks, the majority has their colleagues on the social media. There were mixed answers about the environment of social media. There was a general understanding of what cyberbullying was by the participants, they defined the concept rather easily, in terms of impact, they were aware of the negative impacts and stated that from here forwards, it would be more frequent in the workplace. Only 3 people reported experiences with this phenomenon, being one the bully. On the solutions the participants gave to reduce the impact of cyberbullying there were answers such as: teambuilding, lectures, raising awareness, formation, development of healthy bonds between coworkers and the usage of qualitative techniques for a better evaluation of cases.
Books on the topic "CYBERBULLYING AT WORKPLACE"
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Maiuro, Roland. Perspectives on Bullying: Research on Childhood, Workplace, and Cyberbullying. Springer Publishing Company, Incorporated, 2015.
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Salazar, Leslie Ramos. Handbook of Research on Cyberbullying and Online Harassment in the Workplace. IGI Global, 2020.
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Salazar, Leslie Ramos. Handbook of Research on Cyberbullying and Online Harassment in the Workplace. IGI Global, 2020.
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Salazar, Leslie Ramos. Handbook of Research on Cyberbullying and Online Harassment in the Workplace. IGI Global, 2020.
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Salazar, Leslie Ramos. Handbook of Research on Cyberbullying and Online Harassment in the Workplace. IGI Global, 2020.
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Faucher, Chantal, Margaret Jackson, and Wanda Cassidy. Cyberbullying at University in International Contexts. Taylor & Francis Group, 2018.
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Faucher, Chantal, Margaret Jackson, and Wanda Cassidy. Cyberbullying at University in International Contexts. Taylor & Francis Group, 2018.
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Cyberbullying at University in International Contexts. Taylor & Francis Group, 2018.
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Faucher, Chantal, Margaret Jackson, and Wanda Cassidy. Cyberbullying at University in International Contexts. Taylor & Francis Group, 2018.
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The New Bullying How Social Media Social Exclusion Laws And Suicide Have Changed Our Definition Of Bullying And What To Do About It. David Crumm Media, LLC, 2012.
Find full textBook chapters on the topic "CYBERBULLYING AT WORKPLACE"
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Briken, Kendra, Shiona Chillas, Martin Krzywdzinski, Abigail Marks, Premilla D’Cruz, and Ernesto Noronha. "Workplace Cyberbullying: Insights into an Emergent Phenomenon." In The New Digital Workplace, 112–31. London: Macmillan Education UK, 2017. http://dx.doi.org/10.1057/978-1-137-61014-0_6.
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Stevens, Francesca. "Sexual harassment within the workplace after #MeToo and Time's Up." In Cyberbullying and Online Harms, 79–90. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003258605-10.
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Escartín, Jordi, Ivana Vranjes, Elfi Baillien, and Guy Notelaers. "Workplace Bullying and Cyberbullying Scales: An Overview." In Concepts, Approaches and Methods, 325–68. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-13-0134-6_10.
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Escartín, Jordi, Ivana Vranjes, Elfi Baillien, and Guy Notelaers. "Workplace Bullying and Cyberbullying Scales: An Overview." In Pathways of Job-related Negative Behaviour, 1–44. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-10-5334-4_10-1.
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Adikaram, Arosha S., and R. M. Dushmanthi K. Ratnayake. "Attacked Gender Identities: The Enigma of Cyberbullying in Sri Lankan Workplaces." In Asian Perspectives on Workplace Bullying and Harassment, 153–80. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-16-2362-2_6.
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Vasilache, Simona, and Mihaela Sava. "Gender and cyberbullying in the context of the digital workplace." In Managing the Digital Workplace in the Post-Pandemic, 51–61. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003283386-6.
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Sandhu, Damanjit, and Kirandeep Kaur. "Cyberbullying and Online Negative Experiences of School and College Students in India." In Understanding Psychology in the Context of Relationship, Community, Workplace and Culture, 121–40. Singapore: Springer Nature Singapore, 2022. http://dx.doi.org/10.1007/978-981-19-2693-8_8.
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Yarbrough, Jillian. "Workplace Cyberbullying." In Advances in Human Resources Management and Organizational Development, 23–44. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4912-4.ch002.
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Technology has changed the modern work environment. In contemporary workplaces, employees can communicate from anywhere in the world 24 hours a day, seven days a week through email, corporate social media, text messages, blogs, etc. In general, this increased communication access supports productivity, but in some circumstances, the increased employee to employee access presents troubling outcomes. One such troubling outcome is the rise of cyberbullying and harassment in the workplace. In fact, research indicates that the number of individuals experiencing cyberbullying in the workplace is on the rise. With increased virtual incivilities, organizations must create strategies to protect the employees and organizational efficiencies. With these goals in mind, the following chapter will examine the importance of creating a clear organizational definition of cyberbullying, the organizational consequences of allowing cyberbullying to continue and solutions organizations can implement to create a positive work environment that is free from cyberbullying.
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Yarbrough, Jillian. "Workplace Cyberbullying." In Research Anthology on Combating Cyber-Aggression and Online Negativity, 712–33. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-5594-4.ch039.
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Technology has changed the modern work environment. In contemporary workplaces, employees can communicate from anywhere in the world 24 hours a day, seven days a week through email, corporate social media, text messages, blogs, etc. In general, this increased communication access supports productivity, but in some circumstances, the increased employee to employee access presents troubling outcomes. One such troubling outcome is the rise of cyberbullying and harassment in the workplace. In fact, research indicates that the number of individuals experiencing cyberbullying in the workplace is on the rise. With increased virtual incivilities, organizations must create strategies to protect the employees and organizational efficiencies. With these goals in mind, the following chapter will examine the importance of creating a clear organizational definition of cyberbullying, the organizational consequences of allowing cyberbullying to continue and solutions organizations can implement to create a positive work environment that is free from cyberbullying.
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Sadia, Halima, Sonali Yadav, and Mohammad Faisal. "Mapping Cyberbullying and Workplace Cyberbullying." In Advances in Human Resources Management and Organizational Development, 331–59. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4912-4.ch016.
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In this increasingly connected world, the internet has affected almost every aspect of human life. With the advancements in technology came the curse of many cyber offences. Cyberbullying studies are usually focused on children and adolescents, but the last decade had witnessed a paradigm shift on the working adults. Cyberbullying is more complex and insidious than traditional forms of workplace bullying. Workplace bullying has negative impacts on the employees' health and organization repute. Studies indicate that organizations are not well equipped to deal with workplace cyberbullying. The chapter includes definitions of cyber violence and cyberbullying, cyberbullying statistics, workplace cyberbullying, and case studies in the Indian context. Further, the chapter presents studies of workplace cyberbullying in India, maintaining that more longitudinal work is required to facilitate relevant and effective interventions to tackle the problem in the subcontinent. It is crucial that workplace cyberbullying are recognized in law, so as to deal with the risks to employee health and safety.
Conference papers on the topic "CYBERBULLYING AT WORKPLACE"
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Ophoff, Jacques, Thabiso Machaka, and Adrie Stander. "Exploring the Impact of Cyber Incivility in the Workplace." In InSITE 2015: Informing Science + IT Education Conferences: USA. Informing Science Institute, 2015. http://dx.doi.org/10.28945/2248.
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The world is an interconnected global village due to the increasing adoption and reliance on technology, but an ugly side of the increased usage of technology has come to light. The issue of harassment and abuse on the internet has led to relatively new issues such as cyber harassment, cyber incivility and cyberbullying. A case study was conducted within two faculties at the University of Cape Town (UCT). The research objectives were: to find out how staff members in a workplace have experienced cyber incivility, to find out what effects cyber incivility has on employees, to find out what the motivations are for staff participation in cyber incivility, and to find out what policies a workplace should have in place in order to deal with cyber incivility. The data collected shows that there have been occurrences of cyber harassment and cyber incivility among staff members at UCT. The following effects were found to be consistent with cyber harassment and cyber incivility: decrease in productivity and a toxic working environment. On an individual basis: anger, negative feelings and feelings of inferiority, feeling demotivated, feelings of fear and intimidation, feeling emotional and upset, irritation, loss of self-esteem, stress and wasted time.