Dissertations / Theses on the topic 'Workplace bullying'

Workplace bullying (WPB) is a pervasive problem in contemporary society, inflicting detrimental repercussions upon employees, employers, and organizations alike. It affects the physical, psychological, and financial wellbeing not only of its victims, but also their families, their communities, and society as a whole. Research into this phenomenon has evolved significantly over the past two decades. While related to the physically violent phenomenon of schoolyard bullying, WPB is primarily a psychological phenomenon, manifesting as abusive power in workplace relationships, rather than as interpersonal conflict. Bullying at work comes in many forms, has many faces, and occurs in many places. It ranges from subtle to overt acts, with subtle forms occurring more regularly. The rubric of bullying can include: harassment, mobbing, scapegoating, social exclusion, repudiation, humiliation, and/or workplace mistreatment or abuse. Corresponding to a lack of attention on bullying among adults, WPB seems to occur everywhere—from businesses and factories to colleges and hospitals. To address this phenomenon, this study a) explored the prevalence of WPB in Kuwait and its association with employee demographics, b) evaluated the sample’s views regarding professional social workers in the workplace, and c) explored the relationship between these variables and absenteeism. This non-experimental, quantitative study employed a cross-sectional survey with correlational analyses and prediction research designs. Using the snowball sampling method via social media platforms, the researcher distributed the Negative Acts Questionnaire-Revised (NAQ-R) survey and a demographic questionnaire to an anonymous, non-randomized sample of employees. The target sample included any adult, volunteer participant who was working in Kuwait for at least six months before receiving the survey. From a total of 8,531 recorded surveys, 3,725 surveys with missing data and 119 surveys that did not meet the inclusion criteria were excluded, leaving 4,687 (53.9%) complete surveys used for the analysis. The majority of participants were males ranging between 30-39 years old. The vast majority were Kuwaiti, married, bachelor degree graduates, employed in lower-level positions within the governmental sector, earning 800-1,399 KD monthly income. Seventy percent of targets were dissatisfied with management, compared to 50% of the general participants. Similarly, 50% of targets were dissatisfied with their daily supervisors, compared to 35% of the general participants. Around two-thirds of both targets and general participants agreed with the importance of having a social worker or psychologist at the workplace to address WPB. The vast majority of targets were bullied by their immediate superiors (50%) or other superiors (45%). Based on a criterion of a minimum of three negative acts monthly, the results of this study indicated a 39% prevalence rate of WPB in Kuwait. This percentage corresponded with the percentage of the targets who labeled themselves as victims. Regarding demographics, a large majority of targets reported being bullied by someone of the opposite gender. Among female targets, 92.7% were bullied by male perpetrators, and among male targets, 82.8% were bullied by female perpetrators. Females were more often reported as perpetrators, and males more often as targets. Non-Kuwaiti employees, the young, the divorced, those working in low-level positions, and those earning low income had the highest rate of exposure to WPB. Regarding prediction, those more likely to experience WPB included: females, the young, non-Kuwaiti employees, and workers in middle-level positions with low education or low income, who were dissatisfied with management, their daily supervisors, or their own jobs, and those who expressed a need for a counselor in the workplace. In terms of predicting WPB-related absenteeism, males, the divorced, and those working in lower-level positions with low income, low education, dissatisfaction with their job, or dissatisfaction with their daily supervisors were more likely to report high absenteeism. The high rate of WPB has implications in the workplace, calling for concerted efforts to identify the elements that trigger and escalate WPB. This study was the first of its kind to measure such elements of WPB in Kuwait. By using the NAQ-R scale, the demographic questionnaire, and a modified operational definition of WPB, this study has provided a template for needed research in the Arabian Gulf region.

Researchers on bullying have given little attention to workplace bullying. This study examined the frequency among teacher-to-teacher bullying in the public school environment. From a sample of 318 teachers in 18 elementary, five high school, and three unit districts, rates of bullying were identified by three negative act sub-factors—work-related, person-related, and physically intimidating related bullying. Teacher demographics were utilized to determine if certain subsets of the population were more susceptible to bullying than others.

This study collected and analyzed data using a mixed-methods approach. Six questions were developed to address the purpose of the study and to provide the context within which data were gathered to answer the questions. The Negative Acts Questionnaire-Revised was utilized for the purpose of measuring exposure to bullying in the workplace. Six demographic questions preceded the 22 questions of the Negative Acts Questionnaire-Revised. One self-identifying question asked at the conclusion of the survey whether the participant identified as a bully, onlooker, or victim. The qualitative portion of the study examined laws as well as school district documents to determine how teachers were informed of anti-workplace bullying policies.

Statistical significance was found between teachers who had less than 10 years of teaching experience and teachers with 10-30 years of teaching experience for the work-related and person-related bullying. Teachers with graduate degrees reported higher frequency of encountering negative acts compared to teachers with bachelor degrees. The difference was found to be statistically significant in all three sub-factors. There were no significant statistical differences found with gender, age, grade level taught, or teaching experience for the physically intimidating sub-factor. One percent of the teachers (n = 3) perceived themselves as bullies; 72.6 percent of the teachers (n = 231) self-identified as onlookers; and 18.9 percent (n = 60), self-identified as a victim of bullying by another teacher. There are currently no federal or state laws; or Illinois School Codes that address workplace bullying. One school district of the 26 had anti-bullying workplace policy language. In this study, the highest frequency of encountering negative acts related to having your opinion ignored, or being ignored or excluded.

Walden University College of Social and Behavioral Sciences This is to certify that the doctoral dissertation by Sinsey E. Johnson has been found to be complete and satisfactory in all respects, and that any and all revisions required by the review committee have been made. Review Committee Dr. Gabriel Telleria, Committee Chairperson, Public Policy and Administration Faculty Dr. George Larkin, Committee Member, Public Policy and Administration Faculty Dr. Tanya Settles, University Reviewer, Public Policy and Administration Faculty Chief Academic Officer Eric Riedel, Ph.D. Walden University 2016 Workplace bullying is a source of distress and contributes to productivity losses and poor mental health among workers in the United States. Little, though, is known about how organizational structure and culture may impact the frequency of bullying within the context of federal public organizations. Using Schein's theory of organizational climate as the foundation, this correlational study examined the relationship between organizational size, type including protective services, the United States Postal Service, or other government agencies, and climate as defined by Schein. Survey data using the modifications of the Negative Acts Questionnaire and the Psychosocial Safety Climate Scale were used to collect data from a sample of 78 employees of the federal government. Data were analyzed using a linear regression technique. Results indicate that organizational size and type are not predictive of bullying behavior, but there is a statistically significant relationship between organizational climate and bullying (p = .001). The positive social change implications stemming from this study includes recommendations to federal government executives to explore organizational policies and rules to mitigate bullying behaviors through attention to organizational climate, thereby potentially increasing organizational efficiency and improving the work experience of federal employees.

RIASSUNTO Introduzione Il fenomeno del mobbing, la cui frequenza si stima essere di circa il 15% a livello mondiale, è ampiamente riconosciuto come uno dei maggiori fattori di stress nelle organizzazioni di lavoro. Il mobbing comporta una serie di conseguenze negative per chi ne è vittima ma anche per i testimoni ed i colleghi, con costi rilevanti per le organizzazioni lavorative e la societa’ nel complesso. Alla luce della “work environment hypothesis” del mobbing - un approccio teorico che enfatizza lo stretto legame tra la presenza di un ambiente di lavoro psicosociale sfavorevole e l’emergere del mobbing -diversi studi hanno identificato una serie di antecedenti lavorativi del fenomeno quali ad esempio il carico di lavoro eccessivo, lo scarso livello di autonomia, il conflitto e l'ambiguità di ruolo e la qualita’ della leadership. In particolare, il ruolo di quest’ultima quale fattore antecedente il mobbing costituisce un' area di indagine molto recente, sebbene Leymann - il precursore nello studio del mobbing - gia’ ne avesse riconosciuta l'importanza fin dagli albori della ricerca sul fenomeno. Nonostante il substrato teorico alla base della relazione leadership-mobbing sia solido, tutti gli studi empirici condotti sinora si sono basati su un disegno di studio cross-sectional, limitando in tal modo la possibilita’ di effettuare inferenze causali. Inoltre un importante gap nella letteratura corrente è costituito da una scarsa conoscenza dei possibili meccanismi (moderatori o mediatori) alla base della relazione tra ambiente di lavoro psicosociale e mobbing. Obiettivo Alla luce dello stato attuale della ricerca sul mobbing, l'obiettivo di questa tesi è duplice. Il primo obiettivo è quello di studiare la relazione tra alcune caratteristiche rilevanti dell’ambiente psicosociale di lavoro, ossia pressione lavorativa e mancanza di autonomia (primo articolo) e scarsa qualita’ della leadership (secondo articolo), e presenza di mobbing sul posto di lavoro. Il secondo obiettivo è quello di indagare la presenza di moderatori o mediatori nella relazione tra ambiente psicosociale di lavoro e mobbing, al fine di individuare alcuni possibili meccanismi alla base di questo fenomeno. In particolare, viene esaminato il senso di coerenza - una caratteristica individuale - come potenziale moderatore (primo articolo) e il senso di comunità sociale sul posto di lavoro - una caratterstica del contesto lavorativo - come potenziale mediatore (secondo articolo). Metodi La tesi si basa su dati raccolti nell’ambito di uno studio prospettico a due tempi di misura (2006-2008) denominato Workplace Bullying and Harassment Cohort (WBH), condotto tramite questionario autosoministrato su un campione di lavoratori impiegati in diverse organizzazioni di lavoro in Danimarca. Il campione utilizzato e' costituito da 3363 lavoratori nel 2006 (primo articolo) e da 1664 lavoratori nel 2008 (secondo articolo). Il campione e' composto per lo più da donne (67,2%), con un'età media di 45,7 (SD = 10.11) e una anzianità media nel posto di lavoro attuale di 11,1 anni (SD = 10.1). Circa due terzi del campione risulta impiegato in organizzazioni pubbliche come ospedali (22%), istruzione superiore (13,8%), settore assistenza agli anziani (8,6%), pubblica amministrazione e servizi (7,2%), scuole pubbliche (4,3%), scuole superiori (3,8%), ecc.; circa un terzo risulta invece impiegato in ambienti di lavoro privati, quali trasporti (11,6%), industria (10,8%), edilizia (3%), finanza e servizi alle imprese (2,3%); all’incirca il 2,5% lavora infine come medico, dentista o veterinario. Risultati Nel primo articolo, basato su un disegno di studio cross-sectional, regressioni lineari gerarchiche hanno rivelato che le due dimensioni del modello job demand-control, ossia elevata pressione lavorativa e scarsa autonomia decisionale, sono significativamente associate ad una maggiore presenza di mobbing. Sebbene dal punto di vista statistico livelli piu’ elevati di senso di coerenza siano risultati ridurre significativamente la relazione tra ambiente psicosociale di lavoro sfavorevole (elevata pressione lavorativa e scarsa autonomia sul lavoro) e mobbing, tale effetto di moderazione si e’ rivelato di scarso impatto a livello pratico. Cio’ suggerisce che condizioni psicosociali negative sul posto di lavoro possano essere associate al mobbing indipendentemente dalle caratteristiche personali dei soggetti target, almeno in termini di senso di coerenza. Nel secondo articolo, basato su un disegno di studio longitudinale, i risultati delle regressioni lineari gerarchiche mostrano che la scarsa qualità della leadership svolge un ruolo significativo nella creazione di condizioni di lavoro favorenti il mobbing. Inoltre, l’analisi di mediazione ha mostrato che il senso di comunita' sociale sul posto di lavoro opera come mediatore totale dell'effetto esercitato dalla scarsa qualità della leadership sul mobbing. Conclusioni/implicazioni pratiche Una prima conclusione è che condizioni di lavoro psicosociale sfavorevoli portano ad un maggiore rischio di mobbing sul posto di lavoro. Il primo studio sottolinea in particolare l'importanza di progettare posti di lavoro in modo tale che ai lavoratori siano assegnati carichi di lavoro ragionevoli e un adeguato grado di autonomia nello svolgimento dei compiti lavorativi. Il secondo studio, confermando il ruolo di una scarsa qualita’ della leadership nel creare condizioni di lavoro favorenti il mobbing, indica l'importanza di pianificare programmi di formazione per i leader in modo da aumentare in questi la consapevolezza di come i loro comportamenti possano avere influenza sui subordinati. Inoltre, la mediazione totale del senso di comunita’ sociale sul posto di lavoro rilevata in questo studio nella relazione tra scarsa qualità di leadership sul mobbing, suggerisce che le organizzazioni di lavoro dovrebbero operare forti investimenti nel miglioramento delle relazioni sociali sul posto di lavoro allo scopo di promuovere un ambiente di lavoro a ridotto rischio mobbing. Originalità dello studio Il primo articolo contribuisce in maniera originale alla ricerca sul mobbing in quanto non esistono studi precedenti sul ruolo del senso di coerenza come moderatore della relazione tra ambiente psicosociale di lavoro e mobbing. Inoltre, il problema metodologico relativo alla significativita' statistica vs valore pratico dell’effetto di moderazione è stato raramente affrontato e discusso in letteratura. Il secondo studio, essendo di natura longitudinale, porta un sostanziale contributo alla letteratura sul mobbing in quanto conferma, mediante un disegno di studio robusto, precedenti studi cross-sectional sul ruolo sostanziale svolto dai leader nel processo di mobbing. Inoltre, nella relazione tra leadership e mobbing, il senso di comunità sociale sul posto di lavoro agisce come mediatore totale, risultato che contribuisce significativamente al dibattito scientifico attuale sui meccanismi - a tutt’oggi poco noti - coinvolti nel processo di generazione del mobbing.
SUMMARY Background Broadly recognized to be one of the major stressors in organizations, with a global estimate of about 15%, workplace bullying has detrimental consequences for victims, witnesses, organizations, and the society at large. Within the work environment hypothesis of bullying, which emphasizes the important link between a stressful and poorly organized work environment and bullying, a large number of antecedents have been identified, such as workload, low level of autonomy, role conflict, role ambiguity, and leadership. In particular, the role of leadership as antecedent of bullying is a relatively recent research area, although Leymann - the pioneer in the study of bullying - has recognized its importance since the origins of research on the phenomenon. Despite the existence of a solid theoretical basis for the relationship between leadership and workplace bullying, almost all empirical studies conducted so far are based on a cross-sectional study design, thereby limiting the possibility to draw causal inferences. In addition, to date there is scarce evidence concerning the possible mechanisms (moderators and mediators) involved in the relationship between the psychosocial work environment and workplace bullying. Aims In light of the current state of the art in the research on workplace bullying, the aim of this thesis is twofold. The first objective is to investigate the relationship between some important characteristics of the psychosocial work, such as work pressure and lack of autonomy (Paper I) and poor quality of leadership (Paper II), and the occurrence of bullying at work. The second objective is to examine moderators and mediators of the relationship between the psychosocial work environment and workplace bullying and identify possible mechanisms underlying this phenomenon. In particular, my thesis examines sense of coherence - an individual feature - as a potential moderator (Paper I), and social community at work - a characteristic of the work environment - as a potential mediator (Paper II). Methods The thesis is based on the Workplace Bullying and Harassment Cohort (WBH). This cohort consists of 3,363 employees at baseline (2006) (Paper I and Paper II) and 1,664 employees at follow-up (2008) (Paper II). At baseline, the sample was composed mostly of female employees (67.2%); the mean age was 45.7 years (SD = 10.11) and the mean job seniority in the current workplace 11.1 years (SD = 10.1). Approximately two thirds of the sample were employed in public organizations such as hospitals (22%), high education (13.8%), the eldercare sector (8.6%), public administration and services (7.2%), public schools (4.3%), high schools (3.8%), etc.; approximately one third were employed in private workplaces such as transportation (11.6%), industries (10.8%), construction (3%), finance, and business service (2.3%) or as doctors, dentists, vets (2.5%) etc. Results In Paper I, based on a cross-sectional study design, hierarchical linear regressions revealed that the two dimensions of the job demand-control model, i.e. high work pressure and low decision latitude, are significantly associated with an increased presence of bullying at work. Moreover, a higher sense of coherence was found to significantly moderate the relationship between higher job demands and higher work-related bullying, and that between lower job control and higher person-related bullying. However, the effect size of these interactions was very low. This suggests that negative psychosocial conditions in the workplace are likely to be associated with bullying regardless of the personal characteristics of the targets, at least in terms of sense of coherence. In Paper II, based on a longitudinal study design, the results of hierarchical linear regressions showed that poor quality of leadership plays a significant role in the creation of conditions favouring bullying. Furthermore, the mediation analysis showed that social of community at work operates as a full mediator of the effect exerted by poor quality of leadership on workplace bullying. Conclusions/practical implications My first conclusion is that adverse psychosocial working conditions may lead to an increased risk of bullying at work. Paper I highlights in particular the importance of designing jobs so that workers are assigned reasonable workloads and an appropriate degree of autonomy in their work tasks. Paper II, confirming the role of poor quality of leadership in creating working conditions that favour bullying, indicates the importance of planning training programs for leaders so as to increase their awareness of how their behaviours may affect subordinates. In addition, the full mediation of social community at work in the relationship between poor quality of leadership and workplace bullying suggests that organizations should improve social relations at work in order to promote work environments with a low risk of workplace bullying. Originality of the study Paper I gives an original contribution to the existing literature on workplace bullying since there are no previous studies on the role of sense of coherence as a moderator of the relationship between the psychosocial work environment and bullying. Moreover, the methodological problem concerning the statistical vs practical value of the moderating effect has been rarely addressed and discussed in the literature. Paper II, based on a longitudinal study, gives a substantial new contribution by supporting, through the adoption of a robust design, previous cross-sectional studies on the important role played by leaders in the process of workplace bullying. Moreover, the finding that social community at work acts as full mediator of the relationship between quality of leadership and workplace bullying contributes significantly to the scientific debate over the poorly known mechanisms involved in the generation of bullying.

Bullying has long been associated with school children. In recent years, however, more attention has been paid to the bullying that has reached beyond the playground and into the workforce. One population facing this problem is staff nurses. To date, no one has found an effective way to address workplace bullying in the healthcare field, nor have effective methods been found for retaining trained nurses affected by this problem. The focus of this dissertation was on understanding nurses’ lived experiences and how nurses decided to remain in their current working position despite these problems. Taking a phenomenological approach and using the conceptual framework of resilience, the study included telephone interviews of 2 pilot study participants and 12 main study participants. Recorded and transcribed participant responses to interview questions were coded thematically and analyzed. Three main themes emerged: stories of working with workplace bullying, challenges of the lived experiences of being bullied, and special techniques of nurses being bullied. Three subthemes also emerged: despair, love of being a nurse, and resilience. This study gave a voice to nurses affected by this problem, revealing special challenges they encounter and coping strategies they employ. Hospital administrators can use the findings of this study to create social change within nurses’ working environment by implementing policies that will keep their nurses safe and happily employed. Future research should focus on workplace bullying in the nursing field and how it affects patient safety.

Workplace bullying has affected almost half (47%) of American working adults corresponding to approximately 71.5 million workers who either experienced bullying directly or witnessed it. This resulted in an alarming turnover of 21 to 28 million workers. This qualitative historical study explored, identified, and documented through historical records and documents, the patterns and trends of workplace bullying in organizations, characteristics and types of bullies, and types of mistreatment workplace bullies direct toward intended targets over the past 30 years. The data analysis yielded eight major themes of bullying styles and traits. These consisted of the four bully styles reinforced from the literature review of the snake, gatekeeper, screamer, and nitpicker. Additionally, the three new bully styles of the tyrant, joker, and discriminator, and one outlier bully style of the reverse bully. Themes of leadership skills associated with reducing or eliminating workplace bullying were also identified and analyzed. These themes coincided with the successful leadership traits and attributes of ethical leadership, social responsibility, and encouraging the heart, which led to the development of the GUARDIAN model. The GUARDIAN model presented recommendations to leaders of organization that would limit or prevent workplace bullying, which would provide significant financial savings for organizations because of less human resource issues.

Bullying has long been associated with school children. In recent years, however, more attention has been paid to the bullying that has reached beyond the playground and into the workforce. One population facing this problem is staff nurses. To date, no one has found an effective way to address workplace bullying in the healthcare field, nor have effective methods been found for retaining trained nurses affected by this problem. The focus of this dissertation was on understanding nurses' lived experiences and how nurses decided to remain in their current working position despite these problems. Taking a phenomenological approach and using the conceptual framework of resilience, the study included telephone interviews of 2 pilot study participants and 12 main study participants. Recorded and transcribed participant responses to interview questions were coded thematically and analyzed. Three main themes emerged: stories of working with workplace bullying, challenges of the lived experiences of being bullied, and special techniques of nurses being bullied. Three subthemes also emerged: despair, love of being a nurse, and resilience. This study gave a voice to nurses affected by this problem, revealing special challenges they encounter and coping strategies they employ. Hospital administrators can use the findings of this study to create social change within nurses' working environment by implementing policies that will keep their nurses safe and happily employed. Future research should focus on workplace bullying in the nursing field and how it affects patient safety.

This quantitative replicated study was adapted from Nielson et al. (2008). It explored the relationship between exposure to bullying and symptoms of post-traumatic stress disorder as experienced by Licensed Professional Counselors (L PCs), who are themselves targets or have witnessed bullying in the workplace. The research questions probed (a) incidences of workplace bullying of LPCs, (b) the occurrence of post-traumatic stress disorder (PTSD) symptoms because of workplace bullying, and (c) the manner in which sense of coherence moderates PTSD-related symptoms for counselors experiencing bullying. Online surveys were sent to LPCs via email as a means of data gathering. LPC email addresses were obtained from Medical Solution links. The instruments chosen for the study were three validated surveys. The 54 LPC participants have provided their perceptions and personal experiences on workplace bullying, post-traumatic stress disorder, and a sense of coherence. The findings showed that the LPC respondents in this study were extensively exposed to workplace bullying. It was also established that there were no significant differences in the self-reported PTSD symptoms of LPCs who have experienced workplace bullying and those who did not. Lastly, the study concluded that high, moderate, or low sense of coherence (SOC) makes no significant differences in the development of PTSD-linked aftereffects to bullying. These findings add to the body of knowledge concerning bullying of licensed professional counselors, its aftermath, and any long-lasting effects of post-traumatic stress.

Workplace bullying has detrimental effects on victims and organizations. Research from the bully's perspective is lacking resulting in unknown causes for the aggressive behavior. Research indicates some child bullies have histories of maltreatment and that bullying may persist throughout adulthood. The purpose of this non-experimental quantitative study was to examine associations between workplace bullying and childhood abuse/neglect, actual or perceived current victimization, attachment style, and the desire to gain social dominance. An examination of the possible influence of social dominance on the relationship between abuse and workplace bullying was also included. Social dominance theory and attachment theory provided the framework for the study. The sample consisted of 126 adult men and women. The survey instrument included the Bullying Behavior Scale, Social Dominance Q-Scale, Social Dominance Orientation Scale, Childhood Trauma Questionnaire, Coercion and Conflict Scale, and Adult Attachment Scale. Data analysis included ANOVA, Pearson correlation, and linear regression. ANOVA results indicated significant associations between low- to mid-range incomes and certain industries and workplace bullying. There was a negative correlation between the relationship workplace bullying and childhood abuse/neglect. Results for domestic violence, social dominance need, and attachment style were not significant. There were no moderating effects of social dominance on the occurrence of workplace bullying and childhood abuse/neglect. Improvements to workplace environments and coping programs for bullies might result from this study's outcome.

This is a study of workplace bullying policy in the public service. The research draws on interviews with policy actors from three groups located in four Australian states and one Australian territory. The groups are senior managers, policy implementors and employee advocates. The study is also informed by research and popular literature to examine how assumptions about what the problem is in workplace bullying dictates the direction taken in policy development. Unlike much of the research into workplace bullying that is based on psychological theorisations, this study is influenced by scholars who focus on the power imbalances that underpin workplace bullying. The key argument in this thesis is that the conceptual dominance of 'gender neutrality' operates to mask the gendered power imbalances which perpetuate bullying behaviour. Hence, to start to address workplace bullying, the effects of power must be acknowledged and addressed in the organisational policy responses to the growing phenomenon of workplace bullying. However, analysing the effects of power is insufficient if gender is not made visible in the analysis. The methodological touchstone for this is Carol Bacchi's 'whats the problem' approach (1999), which is taken further through feminist organisational theory, post modernist understandings of power realtions and a critique of New Public Management practices. The thesis shows how workplace bullying policies in Australian public service administrations have been carefully crafted as gender-neutral, and interweaves data and literature to develop a thesis for why such an approach is a deeply flawed outcome of gender politics. This thesis concludes with some modest suggestions about how organizations might more effectively develop more effective gender-sensitive approaches to workplace bullying.

The purpose of this autoethnography was to examine my personal experiences with workplace bullying through the lens of existing research and theory and original inquiry into how other faculty members characterize workplace bullying, their related experiences, and the behaviors and tactics involved. The study involved 2 phases. Phase I employed the use of 2 dyadic interviews garnering an additional tier of qualitative information where descriptors of additional analytical memos emerged, such as the regional and organizational cultural dynamics involved in workplace bullying. Phase II used my own personal experiences with bullying in higher education. Four indepth vignettes were provided chronologically: graduate student-experience, entry-career, midcareer, and doctoral dissertation research. Each vignette was analyzed using constant comparative method between the literature and interviews to confirm and disconfirm my own experience with bullying in higher education. Several themes emerged from this research: (1) The nature of my personal workplace bullying experiences highlighted themes involving: bullying behaviors (both victim and bully), position and power (both victim and bully), organizational structure and cultural constructs, and the impact on the victim. The commonalities between my experiences, the literature, and the bullying experiences of other faculty who provided information in this study were: (1) Organizational culture works to support and protect workplace bullies; (2) Organizations with multi-layered hierarchies support workplace bullying behaviors; (3) Workplace bullying results in reports of significant psychological impact (e.g., feelings of anxiety, embarrassment, humiliation, fear, etc.); (4) Workplace bullying involves overt attacks (e.g., intimidation, recruitment of others, threats, etc.); (5) The context of regional culture may influence workplace bullying (i.e. perceptions, tactics, reactions, etc.); and (6) Power (i.e. positional, legitimate, coercive, reward, referent) is a central element in bullying behaviors.

Magister Curationis - MCur
Workplace violence is a worldwide issue, yet it remains underreported. Incidences of workplace violence, include, physical violence, verbal abuse, bullying, as well as sexual and racial harassment. Bullying is defined as any type of repetitive abuse, in which victims suffer verbal abuse, threats, humiliation or intimidating behaviours, or behaviours, by perpetrators that interfere with the victims’ job performance and place their health and safety at risk. The prevalence of workplace bullying might be underreported due to the embarrassment that victims have to endure, or because of fear. Research has revealed that, in South Africa, in the public hospitals of Cape Town, despite the end of Apartheid, there are still subtle, but unspoken, tensions between racial groups. It can be assumed that such tensions are likely to escalate in the work environment and lead to workplace bullying. Yet, there is a lack of documented workplace bullying in Cape Town psychiatric hospitals, especially workplace bullying among nursing staff in public hospitals. This study, therefore, investigated workplace bullying at a psychiatric setting in the Western Cape. The researcher used a quantitative research approach and a cross-sectional design to determine the extent to which workplace bullying occur among nursing staff at a Psychiatric Hospital in the Western Cape. Random sampling was used to obtain 119 completed self- administered questionnaires, during 2015. The Negative Acts Questionnaire-Revised was slightly adapted; a total of fifty eight (58) questions were sub-divided into three sections. The researcher computed the Cronbach Alpha coefficient to test the reliability and internal validity of the data analysis. The Cronbach Alpha coefficient was 0.87, which was above the accepted cut off of 0.7. Therefore, the reliability and internal validity were confirmed. The reliability was also ensured through the factor analysis, which technique was applied in the data analysis. The data analysis was done with the assistance of a statistician. The study used statistical analysis, which included descriptive statistics and bivariate analysis. The bivariate analysis used descriptive statistics and consequently calculated the frequency, proportion, mean and standard deviation of individual items, in order to describe workplace bullying. To determine the association between the variables, the Kolmogorov-Smirmov test was applied, to test the normality of the two variables, before deciding on the application of either Pearson’s or Spearman’rho’s correlation. To establish the difference in means, the t-test and ANOVA was applied. EXCEL and SPSS 22 software were used as tools. The findings indicated that there was high prevalence of workplace bullying, as 67(56.3%) declared that they were bullied in their workplace, during the previous 12 months, and 44(65.7%) disclosed that they considered the acts as typical incidents of bullying in workplace. The majority of the victims, 43(64.2%) were females and 19 (28.4%) were between 30-39 years old. However, most respondents, 32(47.8%), declared that the bullying incidents were not investigated. Additionally, the researcher identified that there were two types of workplace bullying, namely, personal bullying and administrative-social exclusive bullying, based on the Principal Component Analysis. Age-group, ethnicity, length of stay in nursing career and marital status did not play a role in the exposure of nurses to personal bullying, but gender did. Similar results were found for administrative-social exclusive bullying.

Workplace bullying is a modern day problem which employers cannot afford to ignore. The impact on both the business (or organisation) and individual is of such a nature that research is needed to understand it better and to determine the extent to which it is present in the business or organisation. Research thus far covered the prevalence, consequences and causes of bullying in the organisation. Various methods to counteract and prevent it have been investigated, but with reference to the South African context knowledge is lacking. This study focuses on workplace bullying in SMMEs as very little research has been done in this field. The purpose of this study is to be able to provide a framework for managers as to how to deal, prevent and minimise workplace bullying in SMMEs of South Africa. A convenient sample was selected and information was gathered by means of a questionnaire. A quantitative study was executed and the prevalence of bullying in the SMMEs was established and a number of independent variables were tested. The independent variables researched were managerial training, awareness training, a corporate anti-bullying policy, risk assessment and mediation. The main findings were that bullying in SMMEs is indeed prevalent, but that the independent variables did not deliver significant correlations. The practical implications for managers are that strategies and tools used in larger organisations are not applicable in SMMEs. The workplace environment of the SMME is unique and different methods and tools must be identified and applied in combatting workplace bullying. The contribution of this study is that managers in South Africa across the broad industrial spectrum must realise that bullying is prevalent and that corporate policies and measures must be put in place to address it. It can no longer be ignored and further research on the subject must be encouraged.

This thesis is submitted in partial fulfilment of the requirements for the degree of Doctor of Clinical Psychology (C1in. Psy. D) at The University of Birmingham. It represents both research and clinical components of the course. Volume I comprises the research component of the thesis. It consists of three research papers which have been prepared for submission to specified academic journals (see Appendix I Instructions to Authors). Contrary to journal submission requirements, in order to aid the reader, tables and figures have been integrated into the text. The first paper is a review of the literature on the definition and causes of workplace bullying. This paper has been prepared for submission to Clinical Psychology Review. The second paper is a qualitative research study of the experiences of eleven people who were bullied at work. The aim of this paper is to develop a theoretical model of the experience. This paper has been prepared for submission to Theory and Psychology. The third paper is a brief qualitative paper investigating the types of bullying behaviours experienced in the workplace. This paper has been prepared for submission to the Journal of Community and Applied Social Psychology. The final section of Volume I comprises the appendices for all three papers. Volume II comprises the clinical component of the thesis. It consist of five clinical practice reports which reflect the clinical work carried out during the course. The reports include a short case study of a pre-school boy with Oppositional Defiant Disorder; a case study of a woman with Obsessive-Complulsiv Deisorder; a single-case research design study of an older adult with a Sleeping Disorder; a consumer evaluation study of the Children and Young Persons Initiative (CYPI) -a community service for children with learning disabilities and challenging behaviours; and a psychodynamic case presentation of a 30 year old woman presenting with Agoraphobia.

Workplace bullying is an issue of practical importance and theoretical interest. Not only is workplace bullying of increasing concern to employers and employees, it is also the focus of empirical research and analysis. However, there are few studies which examine workplace bullying in Turkey. This study aims to investigate the nature of bullying in Turkish workplaces and to examine the association of bullying with paternalistic leadership and various work-related attitudes. The study uses both qualitative and quantitative techniques. Twenty-eight semi-structured interviews were conducted with Turkish employees to explore in depth the nature of workplace bullying, with a thematic analysis indicating that polarisation at work and institutionalised bullying were major problems in Turkish organisations. In the second phase of the study, a questionnaire focusing on the nature of bullying and its potential determinants was completed by employees in both the public and private sectors in Turkey (n=142). Findings from both the interview study and an exploratory factor analysis of the questionnaire data were used to adapt the Negative Acts Questionnaire-Revised (NAQ-R) for use in Turkey. In the final stage, the adapted questionnaire was completed by a sample of public and private sector employees in Turkey (n=708). Confirmatory factor analyses were used to examine the components of bullying and their relation with dimensions of paternalistic leadership. Hierarchical regression analyses revealed that loyalty-seeking paternalism is positively related to the experience of bullying, whereas familial paternalism is negatively related to the experience of bullying. In addition, negative associations were observed between organisation-based selfesteem and all the components of bullying, except for experience of non-work related criticism. Finally, intention to leave was found to be positively associated with experience of task pressures and work related criticism. This study contributes to the bullying literature by exploring the nature of workplace bullying in Turkey using complementary methods.

Workplace bullying is a topic that impacts many people in many different disciplines. Research has shown that workplace bullying affects upwards of half of all workers during their work histories, and once it becomes an entrenched pattern, targets, witnesses, and human resource managers, alike, face difficulties in effectively addressing or abating the issue. This quantitative study used a non-experimental design to explore whether there was any relationship between the following variables: minority status, acculturation, workplace satisfaction, perceived bullying, and perceived acculturation. Learned helplessness theory and minority stress theory were the theoretical foundations utilized to investigate workplace bullying and the role of culture. The General and Racial/Ethnic Bullying Scale, The Negative Acts Questionnaire-Revised (NAQ-R), and the Stephenson Multigroup Acculturation Scale (SMAS) were used to measure participant’s experiences. The results revealed that workplace bullying had been experienced by both minority and non-minority individuals; however, the assumption that minorities are at a greater risk for workplace bullying than non-minorities could not be substantiated by the data.

Workplace bullying has gained widespread attention as contributing to the increase in organizational costs and the reduction in employee productivity. Organizations and human resource departments have conducted studies and developed prevention programs to address bullies, but few studies or programs have focused on the role of victims in the onset of bullying. This quantitative study examined the relationship between bullying victimization in the workplace, focusing on personality traits, specific problem solving, and a victim's locus of control belief. A sample (N = 94) of male and female college students completed the Negative Acts Questionnaire-Revised, Heppner's Problem-Solving Inventory, Levenson's Locus of Control Scale, and the NEO-5 Factor Inventory. Data were initially analyzed using a 2-tailed MANCOVA with subsequent ANOVAs. Results showed that victims and nonvictims of workplace bullying had significantly different instrument scores. Specifically, victims scored significantly higher than nonvictims in Neuroticism, Approach/ Avoidance, Personal Control, and Powerful Others, whereas nonvictims' scores were significantly higher than victims for Extroversion related to workplace bullying. This study may contribute to social change by identifying and addressing the behaviors of individuals who could become the victims of workplace bullying and how to address victimization through educational awareness and training, allowing victims to be more proactive and reducing the risk of being bullied. Future studies are recommended to examine the relationship between bullied victims who score high on problem-solving and their locus of control.

Workplace bullying is an epidemic in the United States. The purpose of this qualitative phenomenological study was to increase understanding of employees' lived experiences of bullying in an organizational culture. Schein's organizational cultural model provided the conceptual framework for the study. The research question addressed how individuals who were bullied or witnessed bullying in the New York State area perceived their experiences within the organizational culture. Data collection included a researcher's journal and in-depth interviews with 25 participants. Data were analyzed using Moustakas's modified van Kaam method of phenomenological analysis. From the data analysis process, three categories of bullying emerged and revealed nine themes that exposed the participants' experiences and perceptions of bullying and the organizational culture in the workplace. Findings indicated that witnesses and victims feel emotional, physical, and psychological effects from exposure to workplace bullying. Results also provided leaders with information that organizational culture, leadership, and management are related to workplace bullying. Organizational leaders and managers may use these findings to support positive social change by disclosing the effects that workplace bullying has on all members of the organization. Results may be used to develop interventions and anti-bullying policies to help employees address workplace bullying in their organizations, thereby ensuring a more positive work environment. Conducting additional research related to each of the themes may lead to a deeper understanding of how to address the many factors that facilitate bullying in the workplace.

Employees who demean and degrade coworkers cost organizations billions of dollars every year. Workplace bullying is a business problem that affects up to 15% of employees, and little empirical research is available to establish the extent of bullying in academia. Bullies flourish in decentralized structures, and universities can be particularly susceptible to bullying behavior because of their decentralized structures of teaching and research that promote the growth of microclimates in segregated silos, from laboratories to small departments. The purpose of this multiple-case, census sample study was to explore the cost-reduction strategies that university human resource (HR) leaders use to manage the consequences of workplace bullying across the 7 universities in Ireland. The conceptual framework focused on power, culture, and leadership, which are central to the discourse on workplace bullying. Data analysis involved using the interpreted interview data that all participants verified for accuracy through the member checking process. Seven themes emerged as the most important to reduce the cost of workplace bullying. Participants identified policy, informal versus formal procedures, and cost as the most important themes pertaining to workplace bullying in their organization. The findings of this study will be a source of valuable information to HR leaders in all Irish universities. In addition, the findings have implications for theory and practice that may help Irish university HR leaders promote positive social change by enabling them to manage the financial and human cost of workplace bullying in Irish universities.

Workplace bullying is a behaviour which adversely affects individuals, organisations and the community at large. While substantial research has been conducted on workplace bullying in different work settings, limited research exists on this behaviour at universities; no comprehensive studies have to date been conducted in the context of Australian academia. This study therefore contributes through breaking new ground by exploring bullying within the increasingly corporatised and competitive Australian higher education sector. New Public Management (NPM) practices, diminished government funding, and limited resources risk transforming this sector into a full-fledged industry focused on corporate objectives to achieve operational profitability. Universities’ primary commitment to further higher education and quality research may also be overshadowed by the bids to achieve revenue maximisation. The resultant competitive workplaces staffed by a more contingent workforce may also influence bullying experienced by both academic and professional staff in universities. While prior research has shown that competitive work environments can facilitate workplace bullying, no known previous study explored the bullying experiences of academic and professional staff in the Australian higher education sector. This study’s primary aim was therefore to explore the nature, influencing factors and consequences of workplace bullying for both academic and professional staff within Australian academia. Being an exploratory study, this research adopted a qualitative approach to gather a rich description of bullying experienced by both these distinct workstreams in universities. Individual accounts of being bullied at work were gathered by interviewing academic and professional staff from four Western Australian public universities. Thematic analysis of these confidential semi-structured interviews provided insights into the interplay of various underlying factors which enable workplace bullying. While many of this study’s findings resonate with the established literature on the subject, others are unique to the two-tiered context of Australian higher education sector. This study’s participants, explicitly as well as implicitly, linked bullying behaviours in their workplaces to the volatile economic environment of the Australian higher education sector, and increased competition amongst its workforce. As the sector’s changing employment patterns have moved towards a more contingent workforce, the sense of insecurity amongst university employees has developed to a point where many may prefer to endure bullying rather than reporting it formally. One strong theme emerging from this study’s data was the role that organisational and individuals’ culture(s) played in the occurrence of workplace bullying. Participants identified their universities’ work culture as one which tolerated workplace bullying, despite the considerable impact on individual victims. Some participants also noted the differences in individuals’ cultural backgrounds as triggers for bullying. In light of this study’s findings, measures to ameliorate workplace bullying may include steps to spread awareness and respect about cultural differences amongst the universities’ workforce. Universities might also consider explicitly addressing these issues in its anti-bullying policies. This study’ findings also underlined the lack of consistently implemented, robust anti-bullying policies in universities to safeguard employees’ wellbeing. On an individual level, power was found to be at the core of bullying. The power differentials between the victims and the alleged perpetrators stemmed from the hierarchical organisational structures existing in the universities. Although hierarchies are set in universities to accomplish its objectives, these structures often result in power being concentrated with certain individuals who may misuse it to bully others. In some cases, it appeared that bullying was being used to counter a perceived threat that high performing individuals posed to the alleged perpetrators’ established power and organisational status. Data analysis also highlighted the adverse consequences of bullying for both individuals and organisations. Workplace bullying was found to have harmful effects on an individual’s psychological and physical health; its negative impacts extended beyond the workplace to victims’ home life with their family and friends. On an organisational level, workplace bullying resulted in lower levels of staff productivity and engagement, while increasing universities’ employee turnover and damaging institutional reputations. This study, therefore, highlights how the adverse consequences of bullying experienced by academic and professional staff may prove particularly detrimental to their universities. While the productivity losses due to workplace bullying may be less obvious in universities than in other organisations, they can impair the intellectual contribution these academic institutions make to society. Such contribution can be in the form of the quality of teaching and research outputs, as well as the provision of support services for the students and staff at these institutions. Since this study incorporated the inputs of both academic and professional staff, its findings may represent the views held by the larger workforce in the Australian higher education sector. This study also provides a base for further qualitative and quantitative studies of workplace bullying within and beyond Australian academia.

This study addresses the question of how an individual’s perception of the safety of his or her institutional space impacts on shame management skills. Shame has been widely recognised as a core emotion that can readily take the form of anger and violence in interpersonal relationships if it is unresolved. When shame is not acknowledged properly, feelings of shame build up and lead to shame-rage spirals that break down social bonds between people. Some might consider the total avoidance of shame experiences as a way to cut the link between shame and violence. However, there is a reason why we cannot just discard the experience of shame. Shame is a self-regulatory emotion (Braithwaite, 1989, 2002; Ahmed et al., 2001). If one feels shame over wrongdoing, one is less likely to re-offend in the future. That is to say, shame is a destructive emotion on the one hand in the way it can destroy our social bonds, but on the other hand, it is a moral emotion that reflects capacity to regulate each other and ourselves. This paradoxical nature of shame gives rise to the necessity of managing shame in a socially adaptive way. A group of scholars in the field of shame has argued that institutions can be designed in such a way that they create safe space that allows people to feel shame and manage shame without its adverse consequences (Ahmed et al., 2001). This means that people would feel safe to acknowledge shame and accept the consequences of their actions without fear of stigmatisation or the disruption of social bonds. Without fear, there would be less likelihood of displacing shame, that is, blaming others and expressing shame as anger towards others. The context adopted for empirically examining shame management in this study is workplace bullying. Bullying has become a dangerous phenomenon in our workplace that imposes significant costs on employers, employees, their families and industries as a whole (Einarsen et al., 2003a). Teachers belong to a professional group that is reputed to be seriously affected by bullying at work. Teachers from Australia and Korea completed self-report questionnaires anonymously. Three shame management styles were identified: shame acknowledgement, shame displacement and (shame) withdrawal. The likely strengths of these shame management styles were investigated in terms of three factors postulated as contributions to institutional safe space: that is, 1) cultural value orientations, 2) the salience of workgroup identity, and 3) problem resolution practices at work. The present thesis suggests that further consideration should be given to institutional interventions that support and maintain institutional safe space and that encourage shame acknowledgement, while dampening the adverse effect of defensive shame management. The evidence presented in this thesis is a first step in demonstrating that institutional safe space and shame management skills are empirically measurable, are relevant in other cultural contexts and address issues that are at the heart of the human condition everywhere........ [For the full Abstract, see the PDF files below]

This qualitative phenomenological study explored and identified patterns and types of workplace bullying through the witnesses’ perception. The lack of relevant organizational policies and controls makes it difficult for employees in the United States to report workplace bullying for fear of ridicule, being viewed as weak, or being terminated. There is a need for a richer and more detailed understanding of bullied leaders and employees as they witness the experience of workplace bullying. This study explored and identified actions that were perceived as bullying; explored the impacts, perspectives, and experiences of the witnesses; and developed a model that may assist organizations in mitigating bullying. This study examined 24 organizational leaders and employees from various organizations primarily living in Charlottesville, Virginia area. The results revealed the perception that the responsibility lies not only with the bully, victim, or witness, but with the entire organization. In addition the study exposed that bullying was prevalent within the workplaces and included actions of job intimidation and verbal abuse, which included, yelling, screaming, cursing, and name calling, as well as causing employees to feel stressed, uncomfortable, overwhelmed and not want to work in this type of environment. All of the participants acknowledged that they had witnessed bullying by a supervisor or manager and the most bullying action was job intimidation, the threat of losing a job. A model based on the findings was developed to help transform the organizational culture where the total organization is involved in mitigating bullying in the workplace. The outcomes of this study provide an opportunity for an organization to take a realistic stance against bullying in the workplace.

The original research carried out in a range of arts organisations in the UK included employees at every level within both commercial and subsidised performing arts organisations in England, Scotland and Northern Ireland. It demonstrates that bullying in UK performing arts organisations is common and increasing in frequency: it is damaging, oppressive and unacceptable. Clear evidence is presented of the failure of management satisfactorily to address bullying: some arts workers tolerate intimidating behaviour by powercut managers because they believe in, and are committed to, the Arts. Among managers, the notion of the arts as vocaffon persists. The widespread perception is that arts organisations work outside the rules and limitations of the ordinary milieu, choosing to work in theatres and arts centres rather than in offices, factories and shops, and that the arts are different and exempt from normal rules and regulations. The research found that many aspects of working in the performing arts are not peculiar to the profession, they occur in other employment sectors and are more likely to be characteristic of the times in which we live, than specific to the sector in which we work. In assessing workplace stressors, it is the response of the organisation, alongside the individual response, that determines negative stress levels. The apportionment of responsibility for successful resolution of negative behaviours within arts organisations is examined. The need to develop suitable policies for dealing with bullying is highlighted. The nature of the behaviour, its effects on individuals and organisations and the role of the perpetrator are outlined. The experience of, and steps taken by, other countries are examined, notably Australia, Canada, France, Sweden and the United States where the profile of bullying behaviour continues to be featured regularly in the press and media, although not yet in the performing arts.

Previous studies have established that for some people a typical day at work starts with immense feelings of distress, anxiety and irritability caused by workplace bullying. Not only does bullying behaviour in the workplace have a negative impact on a person’s professional life, but it is also detrimental to the effectiveness of the organisation. A survey focussing on the perceived exposure to bullying and victimisation in the workplace was administered to a sample of 159 employees employed by a mine in Mpumalanga. The results uncovered that more than a quarter of the participants reported that they had experienced workplace bullying. The study also discovered that line managers experienced more negative acts than senior managers. While those who only experience a brief spell of bullying behaviour at work survive their experience relatively unscathed, previous studies have also indicated that others are affected in a significant physical and psychological way. In conclusion this study determined that workplace bullying is an actual occurrence, not only internationally but also in South Africa. Employees and employers can therefore only benefit from understanding this unique workplace phenomenon. This article provides the opportunity for employed people to recognise the nature and prevalence of workplace bullying in order to prevent it from becoming a silent epidemic. Researchers generally accept that bullying is behaviour that is aggressive or negative and carried out repeatedly. Previous research established that bullying can occur in any context where people interact. This article open by synthesising a conceptual framework of negative acts as an interactive form of organisational behaviour from the available literature. Empirical research was done in order to investigate the prevalence of negative acts. The study found that more than a quarter of the participants had experienced bullying at some stage during their career with managers and supervisors predominantly reported as the perpetrators. The study also found that behaviour that tends to isolate individuals was generally reported as the most frequently experienced form of negative acts. By understanding workplace bullying both employers will be able to implement influence strategies aimed at dealing with this workplace phenomenon at levels of protection, intervention and dispute resolution. In conclusion it has been established that workplace bullying is not only a real problem in international workplaces, but also in South Africa. This means that employers not only have to cope with the consequences of employees performing badly but also behaving badly. This article presents an opportunity to understand negative behaviour in the workplace.
Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012

Although many studies have investigated the contributing factors of workplace bullying, most have focussed on organisational factors, and few have explored the notion of personality as a contributory factor. This thesis represents an attempt to remedy this deficiency and to throw some light on the role played by personality. This thesis is based on three main studies and is divided into six main sections: The first explores the literature of bullying behaviour and personality; the second examines the antecedents of workplace bullying; the third and fourth sections explore the notion of a victim and bully profile respectively; the fifth section examines bullying at an organisational level, and the sixth section includes a final discussion of findings in this thesis. Chapter One of the literature review is divided into three parts, with the first part concerned with the various definitions of the behaviour, the second part surveys what is known about bullying in schools for the light it might throw on adult bullying practices, and the third part examines earlier work on bullying in the workplace. Chapter Two is concerned with the literature on personality variables in connection with bullying, and whether it is possible to find a personality profile for victims and for bullies. In the third chapter the results from a pilot study are presented, the first to be conducted in Ireland. It examines results obtained from 30 self-selected victims, who were interviewed and given a personality test (Cattells' 16PF5). Factors contributing to bullying and the effects of bullying were explored, as were the victims' personality and their perception of the situation. Organisational factors such as stressful and hostile working environments, also the senior position of bullies, their aggressive behaviour and personality were cited by victims as reasons for being bullied. Most victims reported psychological effects ranging from anxiety to fear, and physical effects ranging from disturbed sleep to behavioural effects such as eating disorders. In relation to personality, many victims felt they were different, and were found to be anxious, apprehensive, sensitive, and emotionally unstable. Action taken by victims ranged from consulting personnel to taking early retirement. The aim of the investigation reported in Chapter Four was to extend the pilot study and to attempt to make up for its limitations. Thus, a control group of non-victims was employed, the number of respondents was increased, interviews were conducted in the workplace, and a revised interview schedule and a more appropriate personality test was included. The sample comprised 60 victims and 60 non-victims, employees from two large organisations in Dublin. Both samples responded to a semi-structured questionnaire and completed the ICES Personality inventory (Bartram, 1994; 1998). Results showed that victims were less independent and extraverted, more unstable and more conscientious than non-victims. The results strongly suggested that personality does play a role in workplace bullying and that personality traits may give an indication of those in an organisation who are most likely to be bullied. In an extension to the main enquiry, the history of respondents with regard to their experience of bullying at school was examined. Four groups were formed: (1) those who had been bullied both at school and at work, (2) those who had been bullied at work, but not at school (3) those who had been bullied at school but not at work, and (4) those who had not been bullied at school or at work. The test results from each group showed that the victim profile was most marked for Group One; Group Four were nonvictims throughout their lives; Group Three also produced non-victim profiles; Group Two were most similar to Group One. In interpreting these findings it is tentatively suggested that Group Three (those without the typical personality characteristics of a victim) were able to shrug off the bullying they experienced at school, whilst Group Two had possibly escaped bullying at school because of the support available to them from family and friends, and from being team members of school debating societies and sports teams, support that was no longer available when they were adults. A subsidiary pilot study of Chapter Four re-assessed victims with additional tests of the Interpersonal Behavioural Survey (IBS) (Manger, Adkinson, Zoss, Firestone & Hook, 1980) and the Culture-Free Self-Esteem Inventories, second edition (CFSEI-2) (Battle, 1992). Results indicated that again, victims had high dependency and in addition, low self-esteem and direct aggression, poor assertiveness, and a tendency to denial and to avoiding conflict. Chapter Five represents an attempt to examine the personality characteristics of bullies, using the ICES and ms and a behavioural workplace questionnaire (BWQ). Although it proved difficult to obtain a large enough sample of bullies, findings were encouraging. Bullies proved to be aggressive hostile individuals, high in extraversion and independence. They were egocentric and selfish, without much concern for other's opinions. Most bullies said that they themselves had been bullied at work. Chapter Six extends the personality profiles of bullies and victims to consider their behaviour at an organisational level. Central to this chapter is an analysis of three case studies that serve to illustrate the view that it is a combination of personality and factors peculiar to the organisation that leads to institutional bullying. Case analyses revealed that hostile working environments tend to act as a trigger to release, for example, inherent aggression in bullies and inherent anxiety in victims. Findings suggest that bullying can be tolerated in organisations as long as it helps to achieve one or more goals of that organisation. Chapter Seven is devoted to a final discussion of the main findings, to suggest areas forfurther research, and to recommend policies to deal with bullying.

Thesis (MBA)--Stellenbosch University, 2003
ENGLISH ABSTRACT: Organisations have to address the issues of discrimination and bullying in the workplace, issues that have a negative impact on productivity. Organisations also need to address discrimination and bullying, as these phenomena have a large impact on the morale of employees within the organisation; morale that in turn influence productivity. Discrimination and bullying have been addressed by research in the past; however, more research has been done on discrimination than on bullying which is a fairly new field of study. Therefore the purpose of this report is to shed more light on the topic of bullying in the workplace and how to overcome it. It is necessary that discrimination and bullying as phenomena, is thoroughly understood, if one wants to attempt to find remedies for these issues. Therefore this research has been conducted by describing discrimination in the workplace, in order to create a thorough base from which to look at bullying in the workplace (a manifestation of discrimination). After the discussion on discrimination, bullying in the workplace is described by means of defining it, and describing its various aspects; how bullies work, examples of bullying, circumstances leading to bullying and its impact on all parties involved. A phenomenological analysis (research that attempts to describe a phenomena as it happen rather than trying to explain it) of bullying behaviour has been conducted by looking at the role of reinforcement, experience, knowledge and intrinsic values in creating a bullying personality. Childhood bullies has been discussed, bullies described and how they are created, together with their psychology, in order to understand more about the bully as an adult. The research also dealt with the victim and his psychology, in order to understand the bully-victim dyad (the relationship between the bully and the victim). Further, prejudice and power also plays a role in supporting bullying behaviour. Various remedies that can be used to eradicate discrimination and bullying from the workplace have been identified and described. These remedies are: • Legislation and the burden of proof. • Education and training to empower individuals to recognise and act against discrimination and bullying. • Social learning. • Continuous evaluation of the corporate culture of the organisation which will identify problem areas with regards to discrimination and bullying. • The establishment of support networks for minority groups. • Proactive, reasonable accommodation of differences (such as disability, HIV or AIDS, cancer, diabetes and the mental and emotional illnesses, left-handedness). • All parties should be informed about their responsibilities in combating the problem. • Workplace policies to deal with discrimination and bullying. • Establishment of efficient communication within the organisation. • Using mediation as a less expensive and quicker solution. • Emotional intelligence training or coaching. This research has shown that: • Discrimination is still a problem in South Africa and will prevail to be one in future as a result of the changing nature of the phenomenon. • Bullying is a live phenomenon in the workplace of today and its incidence is on the increase. • Bullies are created. Sufficient evidence to conclude that bullies are born, has not been found. • It is not clear from the literature to what extent human resource practitioners are equipped to deal with discrimination and bullying in the workplace. • Managers have the responsibility to deal with discrimination and bullying in the workplace.
AFRIKAANSE OPSOMMING: Organisasies moet diskriminasie en karnuffelry (gedrag van boelies) in die werkplek aanspreek aangesien dit produktiwiteit en moraal van werknemers negatief beïnvloed. Moraal opsig self beïnvloed produktiwiteit. Diskriminasie en karnuffelry is in die verlede in navorsing aangespreek. Meer navorsing oor diskriminasie bestaan egter as oor karnuffelry, wat 'n nuwer studieveld is. Die doel van hierdie navorsingsverslag is dan juis om meer lig te plaas op die onderwerp van boelies in die werkplek en hoe om die probleem te oorkom. 'n Goeie kennis oor die verskynsels van diskriminasie en karnuffelry is nodig, indien 'n poging aangewend gaan word om die probleem aan te spreek. Om die rede het hierdie navorsing diskriminasie in die eerste plek aangespreek, met die doel om 'n goeie basis daar te stel waarvandaan daar na karnuffelry ('n manifestasie van diskriminasie) gekyk kan word. Karnuffelry word dan vervolgens bespreek deur te kyk na die definisie daarvan, 'n beskrywing van die verskeie aspekte daar rondom, hoe boelies te werk gaan, voorbeelde van karnuffelry, omstandighede wat daartoe aanleiding gee en die impak daarvan op alle betrokke partye. 'n Fenomenologiese ondersoek (navorsing wat 'n fenomeen beskryf soos dit gebeur eerder as om dit te probeer verklaar) oor die gedrag van boelies is onderneem deur te kyk na die rol wat versterkingsteorie, ervaring, kennis en intrinsieke waardes speel in die totstandkoming van boelies. Boelies as kinders is bespreek en boelies beskryf, asook hoe hulle gevorm word, tesame met hulle psigologie met die doel om meer van die boelie as volwassene te verstaan. Die navorsing het ook gekyk na die slagoffer en sy psigologie met die doel om die boelie-slagoffer verhouding te verstaan. Vooroordeel en mag is verdere aspekte wat 'n rol speel in die gedrag van boelies. Hulpmiddels wat aangewend kan word in die stryd teen diskriminasie en karnuffelry, soos vervolgens gelys, is geïdentifiseer en bespreek: • Wetgewing en bewyslas. • Opvoeding en opleiding vir die bemagtiging van individue. • Aanleer van gedrag uit sosiale omstandighede. • Deurlopende evaluering van die kultuur binne die organisasie om probleemareas rondom diskriminasie en karnuffelry uit te wys. • Die daar stel van ondersteuningsnetwerke vir minderheidsgroepe. • Pro-aktiewe en billike tegemoetkoming van verskille (soos gebrek, MIV of VIGS, kanker, diabetes, verstandelike of emosionele siektes, linkshandigheid). • Alle partye moet ingelig word oor die verantwoordelikheid wat hulle dra met betrekking tot die bekamping van die probleem. • Werkplek beleid rakende die verskynsels. • Verseker dat daar effektiewe kommunikasie binne die organisasie plaasvind. • Mediasie moet gebruik word as 'n vinnige en kostebesparende metode van afrekening met die probleem. • Mentorskap en opleiding in emosionele intelligensie. Die navorsing het verder bewys dat: • Diskriminasie steeds 'n probleem is in Suid-Afrika en dat dit een sal bly in die toekoms. • Karnuffelry in die werkplek is 'n lewendige verskynsel en die insidensie daarvan is aan die toeneem. • Boelies word geskep. Daar kon egter nie voldoende bewyse gevind word dat boelies gebore word nie. • Die bestudeerde literatuur kon nie bewys tot watter mate personeelbestuur praktiseerders toegerus is om die probleem te hanteer nie. • Dit is bestuurders se verantwoordelikheid om af te reken met diskriminasie en karnuffelry in hulle organisasies.

Research into interventions in workplace bullying appears to be largely under researched despite widespread acceptance that action is required. Many studies exist that have explored what needs to occur to deal with workplace bullying. It is apparent however that there is a general struggle over what people should actually do, making the absence of intervention studies somewhat puzzling. This thesis studies a microcosm of what interventions may take place through a national helpline run by Acas, a UK based Government funded organisation with a remit to help resolve workplace relations conflicts. Adopting a framework of social construction, this thesis, using interviews and focus groups, has sought to answer the question, "What role does the Acas helpline fulfil when intervening in cases of alleged workplace bullying?" This thesis finds a relatively uniform response from participants which shows a lack of clarity of understanding as to what bullying at work means. Participants also demonstrate the impossible task of providing a singular route to intervention because of the multifaceted nature of the phenomenon. Similarly, the capacity for interventions to provide solutions that satisfy the callers' expectations falls someway short of what was hoped for. This is not a failing of Acas as an organisation. Rather, it illustrates the complexity of providing interventions for complex subjective situations, such as workplace bullying, using a telephone helpline.

Thesis (Ph.D.)--University of Western Sydney, 2007.
A thesis presented to the University of Western Sydney, College of Business, in fulfilment of the requirements for the degree of Doctor of Philosophy. Includes bibliographies.

Workplace bullying has become increasingly prevalent in the workplace, and as such has led to instances of job dissatisfaction, and in extreme cases, workplace violence. It is important to understand workplace bullying as an organization, a manager, and particularly in the role of human resources in order to best address such situations. Current studies have evaluated the effects of workplace bullying, along with possible suggested causes – however with the vast differences in the four generations now working together in the workplace – this is an area that also needs to be addressed as the problem of workplace bullying continues to grow. The quantitative study of workplace bullying and the effect of multiple generations will be conducted using a survey, where respondents can disclose their experiences with workplace bullying anonymously. The data will be collected and analyzed using SPSS to determine any correlations between different generations and bullying in the workplace. Current theories such as social exchange theory (SET), social cognitive theory (SCT) and affective events theory (AET) will be used to support the current research. Upon reviewing the results of the study, the conclusions that can be made will help provide further research in the field, for both human resource professionals and organizations.

No
This report, by Helge Hoel and Sabir I Giga of the University of Manchester Business School, with contributions from Brian Faragher, can be accessed here. The research has resulted in the successful completion of the first academic anti-bullying intervention study, comparing the effectiveness of interventions across different organisational contexts and involving the implementation of a complex design in order to apply scientific rigour. Phase 1 established for the first time the apparent scale of bullying at work, and the sectors in which it appears to be most prevalent. Research evidence obtained from this work was input to phase 2 which was completed in 2006 and was designed to Establish a risk assessment tool kit for assessing the risk of bullying in organisations Identify the interventions most likely to be effective in given situations Although the study was unable to establish beyond doubt the efficacy of a particular intervention, there is evidence to suggest that theoretically sound, well planned and aptly delivered interventions can make a difference, particularly when sufficient time is allocated and the proportion of staff being trained is significant enough to have an impact upon behaviour. A conference to launch the findings of this research took place in November 2006. It attracted substantial media attention. The application of these tools in organisations where bullying does occur had the capability to substantially improve morale and staff retention, and to reduce risk of claims for compensation or at employment tribunals.

Workplace bullying is a repeated, health-harming mistreatment carried out in the form of verbal abuse or other ways that are threatening, humiliating, and intimidating; which interferes with work; and which prevents work from being completed (Lutgen-Sandvik & Sypher, 2009). The study sought to explore reported workplace bullying and how the phenomenon plays out as a fundamental conflict that affects the quality of life of those bullied. The study was guided by a central research question namely, what effects follow reported workplace bullying? A sub-question focused on the nature and extent of the effects of reported workplace bullying. Using the phenomenological research methodology, eight participants who reported being bullied in the workplace were interviewed. The following themes: 1) Confusion Concerning Organizational Response, 2) Fear Concerning Various Levels of Reprisals, 3) Re-bullied as Consequence of Reporting Experience, 4) Intimidation to Force Regret for Reporting Experience, 5) Alienation within the Workplace, 6) Hopelessness and Helplessness about Conditions in the Workplace, and 7) Physical and Emotional Stress Deranging Personal and Social Balance emerged from the findings. Based on discussions of the implications of the study, an Organizational Response Model (ORM) dealing with bullying and reported workplace bullying was developed as a prescriptive tool to compliment several groups who work with the bullying conflict.

The purpose of this study was to investigate the dynamics of bullying behaviors of parents towards teachers in the workplace-the school. The topic of parent bullying is under-researched, thus, this study seeks to address and examine the gap in the research. The target population of 130 teachers was taken from a Mid-Atlantic State in suburban Excellence High School . Teachers were provided a survey questionnaire to investigate the extent to which confrontational parents try to bully teachers. Teachers (117) served as respondents and used survey methodology to record their responses. An exploratory, descriptive and confirmatory analysis was used to answer the research questions posed. Specifically, this study sought to answer the following five questions: (1) What types of parent bullying behaviors at school do teachers experience? In what form and how often? (2) What consideration has been given to leaving the teaching profession after a parent-bullying episode? (3) What types of parent bullying behaviors are seen as subtle or blatant by teachers? (4) What triggers initiate a parent-bullying incident? (5) Do teachers' experiences of bullying parents vary according to age, gender, ethnicity, grade level and teaching experience? Nine types of parent behaviors and the demographic variables of teachers were compared which included the teacher's age, gender, ethnicity, number of years of teaching experience, and the teachers' current teaching level were compared. Face-to-face survey administration was used to collect the data. Statistical procedures were conducted and included: One Way ANOVA, Cronbach's Alpha Test for Reliability, and Chi Square . Frequency and percentages were calculated to determine the statistical significance of the findings. The findings indicated a statistical significance between physical assault and male teachers. Further, statistical significance was revealed between property vandalism and gender of teacher, ethnicity, and age variables. Teachers are more likely to be verbally abused by parents ho try to confront teachers. Bullying incidents most often occurred on the Internet, classroom, or school office. Triggers that caused confrontation that indicted statistical significance were: (1) student removal of a student from a sports team, (2) had homework issues, (3) showed low grades on a report card, (4) low scores on a test, and (5) low attendance rates. Teachers reported blatant, out in the open, and in your face behaviors to describe the bullying incident committed by parents. However, despite encountering incidents of bullying by parents, teachers did not consider leaving the profession. Almost half of the teachers surveyed reported experiencing some form of abuse directed toward them by a parent.
Ed. D.

A study is made of the ever-growing worldwide social pandemic of workplace bullying. We define workplace bullying in terms of its characteristics and distinguish it from unfair discrimination in the form of harassment. A survey is presented of its occurrence worldwide and how it manifests as an organisational conflict, both as hierarchical and horizontal abuse. This is analysed in terms of a social science perspective. We consider grievance reporting as an indication of trends in workplace bullying and discuss the limitations of such reporting. We review the consequent effects of such limitations on the health of workers and workplace efficiency and note the shortcomings of existing labour law in dealing with this inadequacy. Our findings are summarised, with recommendations for resolving this conflict situation.

The primary purpose of this study is to identify those people at most risk of being bullied at work. While much research is being conducted on school bullying, little has been conducted on workplace bullying. Using data gathered from a 2004 study conducted by the National Opinion Research Center for the General Social Survey, which included a Quality of Work Life (QWL) module for the National Institute for Occupational Safety and Health (NIOSH), linear regressions indicated significant findings. As predicted, workers in lower level occupations, as ranked by prestige scoring developed at National Opinion Research, are more likely to be victimized. Data also suggest that being young, Black, and relatively uneducated may contribute to being bullied in certain situations. Future research is needed to examine influences of socio-economic, legal, and other demographic factors that may predict the chance of being bullied.
M.A.
Department of Sociology
Sciences
Applied Sociology MA

Workplace bullying caused business owners to lose about 80 million employees' workdays each year. Workplace bullying can cost an organization up to $300 billion for increased medical claims, lost productivity, and employee turnovers, and up to $23 billion in additional expenses, such as costs for employee absenteeism and legal costs. The purpose of this single case study was to explore successful strategies to address workplace bullying used by 7 human resource (HR) managers and executives in 1, small-to-medium-sized organization in Central Florida. The HR managers and executives had 5 or more years of HR experience. The risk management framework and theory of planned behavior were the conceptual frameworks that guided exploration of the phenomenon. Data were collected from semistructured interviews with HR managers and executives and from company artifacts, such as HR and risk management policies. Member checking and transcript review strengthened trustworthiness of data analysis and interpretations. Data were analyzed using thematic analysis. Five themes emerged from the data analysis: enhanced training, encourage reporting, develop HR business partner model, implement policies and guidelines, and enforce zero-tolerance policy. The findings of this study may contribute to positive social change by building awareness of workplace bullying for employees, organizations, and society, and by providing strategies to reduce the number of bullied victims and enrich social harmony within organizations and communities.

Workplace bullying is repeated, aggressive action towards a victim, which especially affects new graduate nurses and can inhibit growth and lead to nursing burnout and staff turnover. The purpose of this Doctor of Nursing Practice project was to develop a clinical resource educational module. The case scenarios were developed using literature on workplace bullying and lateral violence. Clegg's circuits of power theory was applied to frame the organizational authoritative nursing power struggles that exist as a circular flow between different nursing group members, and the American Nurses Association (ANA) Practice Standards and Code of Ethics guided the assertive communication. The case scenarios consisted of 3 vignettes, terms and definitions, a summary of the ANA practice and code of ethical standards, the Appraisal of Guidelines Research and Evaluation (AGREE) II instrument, Workplace Bullying Inventory, Organizational Predictors and Consequences of Bullying Scale, flip cards, and content readability evaluation forms. The AGREE II instrument is a 7-point Likert scale for evaluating clinical guidelines with a threshold standard of 70%. The results of advisory committee members' rigor scores (mean = 50.8, median = 31, SD = 3.03) were compared with the scores of nurse evaluators (mean = 50, median = 31, SD = 4). The AGREE II reliability score is 0.93, with similar results found for the advisory members (0.939) and the nurse evaluators (0.941). The overall findings suggest that the AGREE II is a viable instrument for evaluating case scenarios, which can be used to improve the workplace environment for nurses by addressing workplace bullying.

For years, researchers have predominantly focused on the angry person, their triggers, reactions, and the consequences of these episodes in the workplace. More recently, research has begun to emphasize receivers’ workplace anger experiences within the specific contexts of conflict, conflict and negotiation, bullying, and abusive supervision (Carlson, Ferguson, Hunter, & Whitten, 2012; Geddes & Stickney, 2012; Samnani, 2013). Results reveal numerous individual and organizational outcomes primarily related to job satisfaction, health wellbeing and turnover intention outcomes. In this thesis, I argue that gaining a better understanding of the receivers’ internal (i.e., cognitive and affective) processes when faced with workplace anger is essential. More specifically, I propose that understanding the receivers’ attributions made and emotion regulation (ER) strategies chosen when others express anger will shed light on how they interpret intense sender anger and respond to these incidents. To date, research has not developed a broad model outlining receivers’ interpersonal and intrapersonal processes during workplace anger interactions. To better explore this phenomenon and to make a theoretical contribution to the field, I have developed the ‘relational anger model’ (RAM). This model is based on two foundational theories: attribution theory (Heider, 1958) and the process model of emotion regulation (Gross, 1998). Attribution theory (Heider, 1958) encompasses an individual’s interpretation of events and causation. It is used in this research to understand the attributions receivers make to explain workplace anger. The process model of emotion regulation (Gross, 1998) explicates the effects of sender anger on the receivers’ affective experience and expression in the workplace. This research program aims to provide a better understanding of the receivers’ (direct target or observer) attributions and emotion regulation strategies used in the face of workplace anger expressions. To address this aim, the relational anger model was used to develop the following research questions: RQ1: What attributions do receivers (direct targets or observers) of anger make of perceived sender anger intensity? RQ2: What emotion regulation (ER) strategies do receivers of anger use in response to sender anger: a) directed at themselves, or b) directed at others? RQ3: How do ER strategies and particular attributions interact? RQ4: How do different attributions and ER strategies combine to effect receivers’ individual and organizational outcomes? This thesis comprises two studies. Study 1, presented in Chapter 4, is a qualitative study that addresses Research Questions 1 and 2. The study outlines a series of in-depth interviews conducted with 30 participants from the medical, mining, legal, manufacturing, and banking industries to capture rich insights from their experiences of workplace anger using the day reconstruction method (Kahneman, Krueger, Schkade, Schwarz, & Stone, 2004). Participants made attributions around the appropriateness, effectiveness, and the frequency of sender anger intensity. Many senders described the anger they witnessed as inappropriate, as per the dual threshold model of anger (exceeding the impropriety threshold) (Geddes & Callister, 2007). Based on the data, attributed inappropriate expressions of anger in the workplace were viewed as violating the norms or accepted behavior patterns for that organization. Overall, the main ER strategies used by both targets and observers alike in this study were situation selection, cognitive reappraisal, expression, and suppression of emotions. However, clear distinctions arose concerning receivers who were direct targets of anger and those who were observers, and between targets who were managers and those who were employees. Study 2, presented in Chapter 5, is a quantitative study that builds on Study 1 and addresses Research Questions 3 and 4. The sample comprised 122 employees working in a range of industries (for example, education, information technology, mining, medical, and manufacturing industries) who indicated they had been the direct targets of workplace anger in the last two years. The survey was administered using a split administration design and held two weeks apart. Times 1 and 2 of the survey assessed the independent variable of anger intensity, the mediating variable of attributions (sender anger intensity appropriateness, effectiveness, and frequency), the dependent variables of target health and wellbeing (positive and negative health) and target turnover intention, and the moderating variable of ER strategies (target expression, suppression, and reappraisal). In Study 2, the overall results indicated that greater anger intensity attributions were associated with lower target positive health (e.g., lower work functionality). The targets’ attributions were directly associated with their positive health. Attributions of higher sender anger intensity appropriateness were associated with better health for targets, while inversely, attributions of higher sender anger intensity effectiveness were associated with poorer positive health. Concerning negative health, although workplace sender anger intensity did not predict targets’ negative health, the results revealed that the targets’ attributions of sender anger intensity appropriateness were directly associated with their negative health. Targets’ attribution of lower sender anger intensity appropriateness was associated with the targets’ experience of higher negative health. Finally, higher sender anger intensity did not predict turnover intentions. Further results are discussed in Chapter 5, and in relation to the RAM. In terms of theoretical contribution, I argue my research and proposed theoretical model, the RAM, furthers comprehension of receivers’ internal cognitive and affective processes in the face of workplace anger manifestations in organizations. The model also contributes to a better understanding of how internal processes impact receivers of anger and how this affects organizations. The findings have practical implications for organizations that are also discussed, along with opportunities for future research in this area.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Dept Empl Rel & Human Resource
Griffith Business School
Full Text

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.

This project investigated the views of 49 university undergraduate students regarding the phenomenon of bullying in three distinct settings: their memories of compulsory education (primary and secondary), their personal workplace experience (or workplace study placement), and their life at one post-1992 university. The research design used 'active interviews' comprised of phases of interviewing individually and in groups, in which progressively deeper layers of interrogation sought to question their initial constructions of bullying. The study addressed two main research questions: how did students construct the concept of bullying in different contexts or settings, and how did the students explain differences in these constructions. The findings indicated that participants tended to view school-based bullying as being precipitated by within-person traits and personalities, but workplace bullying was thought to be driven by organisational structure or institutional ethos. Bullying at university was more difficult for them to discuss as most claimed little or no experience, directly or indirectly, of bullying while in higher education. As the study progressed, the participants expressed their understanding of bullying firstly through stereotyped and clichéd terms, but became much more critical and analytical when they were presented again with some of the contradictions and anomalies inherent in their earlier descriptions and explanations. Another important contribution to knowledge is the finding that participants viewed the higher education context as having several features that were protective against bullying behaviour, reducing their experience of bullying in HE to almost nil. These features: porosity, value of the learner to the institution, and voluntarism, were shown to hold important implications for understanding bullying in organisations or institutions; they develop and extend existing models found in adjacent fields of study.

Workplace bullying is a global problem that leaves workers emotionally harmed and organizations financially strapped; yet in many cases, business leaders fail to adequately address the problem. The purpose of this research was to determine if the top leader had a direct impact on the presence of bullying within the workplace. Based on personality trait theory as a theoretical foundation, the key issue this study explored was the relationship between the presence of workplace bullying and observed narcissistic behaviors exhibited by the top leader. Participants consisted of 84 human resources professionals reporting directly to the CEO/president of companies located in the United States. Observer-rated assessments were used to measure the leader's observed narcissistic behaviors along with the prevalence of bullying within the workplace. Logistic regression and Pearson correlation were used to analyze assessment data. Results revealed a strong and positive relationship between top leaders' observed narcissistic behaviors and the presence of bullying within the organization. These results suggest the top leader may not only directly impact the presence of workplace bullying, but may actually create the problem. This study contributes to social change by providing support for the need to use personality assessments when hiring or promoting top leaders. By identifying those who contribute to the sustainability of bullying, these individuals can be excluded from the selection process and workplace bullying will therefore be minimized, improving the well-being of employees and the financial performance of organizations, world-wide.

Workplace bullying in Australia has increased in the last years. Bullying is a significant health and safety concern. The workplace bullying literature has mainly focused on victims. This research intends to contribute to the development of effective evidence-based interventions targeted at active bystander participation. The study focuses on understanding the impact of gender and negative affect on bystanders’ decisions to intervene or not intervene when they observe bullying behaviour at work. The current study found that three out of four men were unlikely to intervene in a bullying event if the target was a man. Female bystanders were more likely to rate the bullying experience as more severe than male bystanders. Additionally, female witnesses displayed significant higher levels of distress and upset than male witnesses. Finally, the study found that an increasing negative affect was positively associated with an increasing likelihood of intervention. Limitations and future research are discussed Keywords: Workplace Bullying, Bystander Intervention, Negative Affect, Gender differences

Workplace bullying is a global problem that leaves workers emotionally harmed and organizations financially strapped; yet in many cases, business leaders fail to adequately address the problem. The purpose of this research was to determine if the top leader had a direct impact on the presence of bullying within the workplace. Based on personality trait theory as a theoretical foundation, the key issue this study explored was the relationship between the presence of workplace bullying and observed narcissistic behaviors exhibited by the top leader. Participants consisted of 84 human resources professionals reporting directly to the CEO/president of companies located in the United States. Observer-rated assessments were used to measure the leader's observed narcissistic behaviors along with the prevalence of bullying within the workplace. Logistic regression and Pearson correlation were used to analyze assessment data. Results revealed a strong and positive relationship between top leaders' observed narcissistic behaviors and the presence of bullying within the organization. These results suggest the top leader may not only directly impact the presence of workplace bullying, but may actually create the problem. This study contributes to social change by providing support for the need to use personality assessments when hiring or promoting top leaders. By identifying those who contribute to the sustainability of bullying, these individuals can be excluded from the selection process and workplace bullying will therefore be minimized, improving the well-being of employees and the financial performance of organizations, world-wide.