Dissertations / Theses on the topic 'Workplace bullying'
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Rayner, Charlotte A. L. "Bullying in the workplace." Thesis, University of Manchester, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488235.
Full textAlaslawi, Hamad A. "WORKPLACE BULLYING IN KUWAIT." UKnowledge, 2017. https://uknowledge.uky.edu/csw_etds/18.
Full textMalahy, Sandra. "Workplace bullying| Teacher-to-teacher." Thesis, Western Illinois University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3739757.
Full textResearchers 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.
Johnson, Sinsey Elaine. "Organizational Characteristics Influencing Workplace Bullying." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3038.
Full textFrancioli, L. "WORKPLACE BULLYING, ANTECEDENTS AND MECHANISMS." Doctoral thesis, Università degli Studi di Milano, 2015. http://hdl.handle.net/2434/265059.
Full textSUMMARY 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.
White, Dawn Reid. "Workplace Bullying from a Nurse's Perspective." Thesis, Walden University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10747797.
Full textBullying 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.
Bame, Richard M. "A historical study on workplace bullying." Thesis, University of Phoenix, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3585973.
Full textWorkplace 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.
White, Dawn Reid. "Workplace Bullying From a Nurses Perspective." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4951.
Full textSartain, Suzy S. "Workplace bullying| Protective mechanisms between bullying and post-traumatic stress disorder." Thesis, Capella University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3589460.
Full textThis 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.
Trott, Sandra. "Influence of Personal Experience on Workplace Bullying Behavior." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3962.
Full textHutchinson, Jacquie. "Workplace bullying in Australian public service administrations." UWA Business School, 2008. http://theses.library.uwa.edu.au/adt-WU2009.0014.
Full textWilson, C. Jacob. "The Effects of Personality on Workplace Bullying." Xavier University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1511267002926255.
Full textFinck, Luke R. "Workplace Bullying: Cultures, Roles, and Lived Experiences." Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etd/1154.
Full textSamuels, Amiena. "Workplace bullying among nurses at a psychiatric hospital in the Western Cape." University of the Western Cape, 2016. http://hdl.handle.net/11394/4902.
Full textWorkplace 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.
Bruère, Hildé. "Understanding workplace bullying in SMME's of South Africa." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/d1020092.
Full textKelly, O. "Bullying in the workplace: towards a theoretical model." Thesis, University of Birmingham, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.492320.
Full textSoylu, Soydan. "Workplace bullying in Turkey : a social psychological perspective." Thesis, London School of Economics and Political Science (University of London), 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.551347.
Full textArmstrong-Romero, Kyla A. "Cultural influences and the impact of workplace bullying." Thesis, Capella University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10253570.
Full textWorkplace 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.
Walker, Joyce Lynn. "Workplace Bullying: A Quantitative Study of Adult Victims." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2771.
Full textZeka, Luan. "Organizational Culture and Individuals' Experience of Workplace Bullying." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4699.
Full textRockett, Patrick Pearse. "The Cost of Workplace Bullying in Irish Universities." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1927.
Full textSharma, Manish. "Workplace Bullying: An exploratory study in Australian academia." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2017. https://ro.ecu.edu.au/theses/2013.
Full textTehrani, Noreen. "Workplace trauma : concepts, assessment and interventions." Thesis, University of Nottingham, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.288105.
Full textShin, Hwayeon Helene, and helene shin@abs gov au. "Institutional safe space and shame management in workplace bullying." The Australian National University. Research School of Social Sciences, 2006. http://thesis.anu.edu.au./public/adt-ANU20061114.142503.
Full textMurphy, Shelley Viola. "Perceptions of bullying in the workplace| A phenomenological study." Thesis, University of Phoenix, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3570580.
Full textThis 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.
Quigg, Anne-Marie. "Workplace bullying in the arts : when creative becomes coercive." Thesis, City University London, 2007. http://openaccess.city.ac.uk/8559/.
Full textBotha, Adéle. "The experience and handling of workplace bullying / Adéle Botha." Thesis, North-West University, 2011. http://hdl.handle.net/10394/8438.
Full textThesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012
Seigne, Elizabeth. "Contribution of personality factors to bullying in the workplace." Thesis, University of Hull, 2002. http://hydra.hull.ac.uk/resources/hull:8470.
Full textDe, Villiers Charl Johan. "Descriptive study of discrimination and bullying in the workplace." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53350.
Full textENGLISH 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.
Williams, James Peter. "Third party intervention into workplace bullying : an exploratory study." Thesis, University of South Wales, 2008. https://pure.southwales.ac.uk/en/studentthesis/third-party-intervention-into-workplace-bullying(c11d4a96-1a9c-445c-9596-3f9f5723c316).html.
Full textHutchinson, Marie L. "Bullying in the workplace a study of Australian nurses /." View thesis, 2007. http://handle.uws.edu.au:8081/1959.7/33181.
Full textA 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.
Walton-Robertson, Supaporn. "The Effect of a Multigenerational Workforce on Workplace Bullying." Diss., NSUWorks, 2019. https://nsuworks.nova.edu/shss_dcar_etd/130.
Full textShin, Hwayeon Helene. "Institutional safe space and shame management in workplace bullying /." View thesis entry in Australian Digital Thesis Program, 2005. http://thesis.anu.edu.au/public/adt-ANU20061114.142503/index.html.
Full textMeglich-Sespico, Patricia A. "Perceived Severity of Interpersonal Workplace Harassment Behaviors." Kent State University / OhioLINK, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=kent1163625282.
Full textHoel, H., and Sabir I. Giga. "Destructive Interpersonal Conflict in the Workplace: The Effectiveness of Management interventions." Manchester Business School, 2006. http://hdl.handle.net/10454/3837.
Full textThis 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.
Jerido, Camika S. "A Phenomenological Study of the Effects of Reported Workplace Bullying." NSUWorks, 2014. http://nsuworks.nova.edu/shss_dcar_etd/2.
Full textJohnson, Jacqueline Evans. "Do Parents Try to Bully Teachers Through Confrontation?" Diss., Virginia Tech, 2008. http://hdl.handle.net/10919/27695.
Full textEd. D.
Momberg, Markus Albertus. "The prevalence and consequences of workplace bullying in South Africa." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1572.
Full textCooney, Lucretia. "BULLYING: OUT OF THE SCHOOL HALLS AND INTO THE WORKPLACE." Master's thesis, University of Central Florida, 2010. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2676.
Full textM.A.
Department of Sociology
Sciences
Applied Sociology MA
Berry, Peggy A. "Workplace Bullying: Exploring the Prevalence, Impact, and Consequences to Nurses." University of Cincinnati / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1439307446.
Full textKing, Dr Marvalene. "Strategies to Identify and Reduce Workplace Bullying to Increase Productivity." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7307.
Full textBrown, Oliver Sabrina Renea. "Clinical Resource Practice Scenarios to Mitigate Bullying." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7859.
Full textMoura, Kathryn E. "Receivers' Perspectives on Workplace Anger." Thesis, Griffith University, 2021. http://hdl.handle.net/10072/404169.
Full textThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Dept Empl Rel & Human Resource
Griffith Business School
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Lawrence, Felicity J. "Prevalence and consequences of negative workplace cyber communications in the Australian public sector." Thesis, Queensland University of Technology, 2015. https://eprints.qut.edu.au/88058/1/Felicity_Lawrence_Thesis.pdf.
Full textColleyshaw, Elizabeth. "An examination of bullying in different institutional contexts : undergraduate student notions of bullying in the school, the workplace and university." Thesis, University of Wolverhampton, 2015. http://hdl.handle.net/2436/620462.
Full textLewis, Sian Elisabeth. "Adult workplace bullying : a qualitative study of social and psychological processes." Thesis, University of Birmingham, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.433530.
Full textRegnaud, Deborah A. "The Relationship Between Top Leaders' Observed Narcissistic Behaviors and Workplace Bullying." Thesis, Walden University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3633423.
Full textWorkplace 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.
Varhama, Lasse. "Bullying and other dysfunctional behaviour at the workplace and at school /." Åbo : Åbo akademi university press, 2008. http://catalogue.bnf.fr/ark:/12148/cb414308871.
Full textCorzo, Morales Juan Carlos. "Influence of gender and negative affect on workplace bullying bystander intervention." Thesis, Corzo Morales, Juan Carlos (2020) Influence of gender and negative affect on workplace bullying bystander intervention. Masters by Coursework thesis, Murdoch University, 2020. https://researchrepository.murdoch.edu.au/id/eprint/60640/.
Full textRegnaud, Deborah A. "The Relationship Between Top Leaders' Observed Narcissistic Behaviors and Workplace Bullying." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1147.
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