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Artykuły w czasopismach na temat "Workplace bullying"
Silviandari, Ika Adita, i Avin Fadilla Helmi. "Bullying di Tempat Kerja di Indonesia". Buletin Psikologi 26, nr 2 (3.12.2018): 137. http://dx.doi.org/10.22146/buletinpsikologi.38028.
Pełny tekst źródłaGeorgakopoulos, Alexia, i Michael P. Kelly. "Tackling workplace bullying". International Journal of Workplace Health Management 10, nr 6 (4.12.2017): 450–74. http://dx.doi.org/10.1108/ijwhm-11-2016-0081.
Pełny tekst źródłaSumner, Erin M., Jennifer A. Scarduzio i Jena R. Daggett. "Drama at Dunder Mifflin: Workplace Bullying Discourses on The Office". Journal of Interpersonal Violence 35, nr 1-2 (5.12.2016): 127–49. http://dx.doi.org/10.1177/0886260516681158.
Pełny tekst źródłaJohnson, Susan L., i Ruth E. Rea. "Workplace Bullying". JONA: The Journal of Nursing Administration 39, nr 2 (luty 2009): 84–90. http://dx.doi.org/10.1097/nna.0b013e318195a5fc.
Pełny tekst źródłaMcAvoy, B. R. "Workplace bullying". BMJ 326, nr 7393 (12.04.2003): 776–77. http://dx.doi.org/10.1136/bmj.326.7393.776.
Pełny tekst źródłaSitzman, Kathy. "Workplace Bullying". AAOHN Journal 52, nr 5 (maj 2004): 220. http://dx.doi.org/10.1177/216507990405200510.
Pełny tekst źródłaStagg, Sharon J., Daniel J. Sheridan, Ruth A. Jones i Karen Gabel Speroni. "Workplace Bullying". Workplace Health & Safety 61, nr 8 (sierpień 2013): 333–38. http://dx.doi.org/10.1177/216507991306100803.
Pełny tekst źródłaMcCormack, Darcy, Nikola Djurkovic, Apollo Nsubuga-Kyobe i Gian Casimir. "Workplace bullying". Employee Relations 40, nr 2 (12.02.2018): 264–80. http://dx.doi.org/10.1108/er-07-2016-0147.
Pełny tekst źródłaBranch, Sara, i Jane Murray. "Workplace bullying". Organizational Dynamics 44, nr 4 (październik 2015): 287–95. http://dx.doi.org/10.1016/j.orgdyn.2015.09.006.
Pełny tekst źródłaAkella, Devi. "Workplace Bullying". SAGE Open 6, nr 1 (25.01.2016): 215824401662939. http://dx.doi.org/10.1177/2158244016629394.
Pełny tekst źródłaRozprawy doktorskie na temat "Workplace bullying"
Rayner, Charlotte A. L. "Bullying in the workplace". Thesis, University of Manchester, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488235.
Pełny tekst źródłaAlaslawi, Hamad A. "WORKPLACE BULLYING IN KUWAIT". UKnowledge, 2017. https://uknowledge.uky.edu/csw_etds/18.
Pełny tekst źródłaMalahy, Sandra. "Workplace bullying| Teacher-to-teacher". Thesis, Western Illinois University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3739757.
Pełny tekst źródłaResearchers 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.
Pełny tekst źródłaFrancioli, L. "WORKPLACE BULLYING, ANTECEDENTS AND MECHANISMS". Doctoral thesis, Università degli Studi di Milano, 2015. http://hdl.handle.net/2434/265059.
Pełny tekst źródłaSUMMARY 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.
Pełny tekst źródłaBullying 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.
Pełny tekst źródłaWorkplace 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.
Pełny tekst źródłaSartain, Suzy S. "Workplace bullying| Protective mechanisms between bullying and post-traumatic stress disorder". Thesis, Capella University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3589460.
Pełny tekst źródłaThis 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.
Pełny tekst źródłaKsiążki na temat "Workplace bullying"
Rayner, Charlotte. Workplace Bullying. London: Taylor & Francis Inc, 2004.
Znajdź pełny tekst źródłaOade, Aryanne. Managing Workplace Bullying. London: Palgrave Macmillan UK, 2009. http://dx.doi.org/10.1057/9780230249165.
Pełny tekst źródłaAkella, Devi. Understanding Workplace Bullying. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-46168-3.
Pełny tekst źródłaCalifornia. Grand Jury (Ventura County). Bullying in the workplace. Ventura, Calif: Ventura County Grand Jury, 2011.
Znajdź pełny tekst źródłaFirth, Lisa. Bullying. Cambridge: Independence, 2006.
Znajdź pełny tekst źródłaD'Cruz, Premilla, Ernesto Noronha, Avina Mendonca i Nidhi Mishra, red. Indian Perspectives on Workplace Bullying. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-1017-1.
Pełny tekst źródłaPublic and Commercial Services Union. Guide for tackling workplace bullying. [London]: PCS, 2000.
Znajdź pełny tekst źródłaGattis, Vanessa M. Bullied!: Coping with workplace bullying. Irvine: Dissertation.com, 2018.
Znajdź pełny tekst źródłaBalcerzak, Judith Geneva. Workplace bullying: Clinical and organizational perspectives. Washington, DC: NASW Press, 2015.
Znajdź pełny tekst źródłaLynch, Jessica. Workplace bullying: Implications for police organisations. Payneham, SA: Australasian Centre for Policing Research, 2002.
Znajdź pełny tekst źródłaCzęści książek na temat "Workplace bullying"
Boddy, Clive R. "Workplace Bullying". W Encyclopedia of Business and Professional Ethics, 1–2. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-23514-1_7-1.
Pełny tekst źródłaBoddy, Clive R. "Workplace Bullying". W Encyclopedia of Business and Professional Ethics, 1–3. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-23514-1_7-2.
Pełny tekst źródłaBranch, Sara, Jane Murray i Sheryl Ramsay. "Workplace Bullying". W The Encyclopedia of Human Resource Management, 181–96. San Francisco, CA: Pfeiffer: A Wiley Imprint, 2012. http://dx.doi.org/10.1002/9781118364710.ch15.
Pełny tekst źródłaKnox, Angela, i Philip Bohle. "Workplace bullying". W Contemporary Issues in Work and Organisations, 194–207. Abingdon, Oxon ; New York, NY : Routledge, 2020.: Routledge, 2019. http://dx.doi.org/10.4324/9780429439919-16.
Pełny tekst źródłaBoddy, Clive R. "Workplace Bullying". W Encyclopedia of Business and Professional Ethics, 1915–17. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-030-22767-8_7.
Pełny tekst źródłaMazerolle, Stephanie M., William A. Pitney i Celest Weuve. "Workplace Bullying". W Workplace Concepts for Athletic Trainers, 77–90. New York: Routledge, 2024. http://dx.doi.org/10.4324/9781003526971-7.
Pełny tekst źródłaAkella, Devi. "Investigating Workplace Bullying". W Understanding Workplace Bullying, 25–38. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-46168-3_3.
Pełny tekst źródłaAkella, Devi. "Introduction". W Understanding Workplace Bullying, 1–9. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-46168-3_1.
Pełny tekst źródłaAkella, Devi. "Workplace Bullying Laws in Europe and the United Kingdom". W Understanding Workplace Bullying, 203–20. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-46168-3_10.
Pełny tekst źródłaAkella, Devi. "Workplace Bullying Laws in Asia". W Understanding Workplace Bullying, 221–35. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-46168-3_11.
Pełny tekst źródłaStreszczenia konferencji na temat "Workplace bullying"
Yap, Matthew H. T., i Elizabeth M. Ineson. "Hospitality Workplace Bullying in Switzerland". W Annual International Conference on Tourism and Hospitality Research. Global Science & Technology Forum (GSTF), 2015. http://dx.doi.org/10.5176/2251-3426_thor15.3.
Pełny tekst źródłaTeixeira, Antónia, Elisabete Maria Das Neves Borges i Teresa Rodrigues Ferreira. "P236 Workplace bullying: nurses’ perceptions". W Occupational Health: Think Globally, Act Locally, EPICOH 2016, September 4–7, 2016, Barcelona, Spain. BMJ Publishing Group Ltd, 2016. http://dx.doi.org/10.1136/oemed-2016-103951.552.
Pełny tekst źródłaAndriani, Vivitri Endah. "Interpersonal Communication in Workplace Bullying". W International Conference on Media and Communication Studies(ICOMACS 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icomacs-18.2018.14.
Pełny tekst źródłaDobesova Cakirpaloglu, Simona, Barbora Kvapilová, Michaela Pugnerová, Irena Plevová, Lucie Křeménková i Šárka Vévodová. "PERSONALITY TRAITS OF WORKPLACE BULLYING VICTIMS". W 14th International Conference on Education and New Learning Technologies. IATED, 2022. http://dx.doi.org/10.21125/edulearn.2022.0896.
Pełny tekst źródłaMaio, Tercio, Elisabete Borges, Margarida Abreu i Cristina Queirós. "P235 Bullying and engagement in nursing workplace". W Occupational Health: Think Globally, Act Locally, EPICOH 2016, September 4–7, 2016, Barcelona, Spain. BMJ Publishing Group Ltd, 2016. http://dx.doi.org/10.1136/oemed-2016-103951.551.
Pełny tekst źródłaKusumawati, Diah, Dadan Erwandi, Fatma Lestari i Abdul Kadir. "Comparison of Psychological Distress, Life Satisfaction and Workplace Bullying Between Site and Office Workers in Oil and Gas Industry". W Abu Dhabi International Petroleum Exhibition & Conference. SPE, 2021. http://dx.doi.org/10.2118/208002-ms.
Pełny tekst źródłaDobešová Cakirpaloglu, Simona, Panajotis Cakirpaloglu, Tereza Schovánková, Ondřej Skopal, Šárka Vévodová i Barbora Kvapilová. "WORKPLACE BULLYING: IMPLICATIONS FOR EDUCATION AND STRATEGIES FOR IMPROVEMENT". W 16th International Conference on Education and New Learning Technologies. IATED, 2024. http://dx.doi.org/10.21125/edulearn.2024.1970.
Pełny tekst źródłaHellsten, Laurie-Ann. "Exploring the Workplace Bullying and Incivility Experiences of Faculty in the Higher Education Workplace". W 2020 AERA Annual Meeting. Washington DC: AERA, 2020. http://dx.doi.org/10.3102/1586540.
Pełny tekst źródłaQiao, Bixi. "Workplace Bullying in Higher Education: Narratives of Graduate Teaching Assistants". W 2023 AERA Annual Meeting. Washington DC: AERA, 2023. http://dx.doi.org/10.3102/2006052.
Pełny tekst źródłaQiao, Bixi. "Workplace Bullying in Higher Education: Narratives of Graduate Teaching Assistants". W AERA 2023. USA: AERA, 2023. http://dx.doi.org/10.3102/ip.23.2006052.
Pełny tekst źródłaRaporty organizacyjne na temat "Workplace bullying"
Linge, Tone Therese, Olga Gjerald, Åse Helene Bakkevig Dagsland, Kai Victor Myrnes-Hansen, Huseyin Arasli i Trude Furunes. In Pursuit of Fair Work: Taking a closer look at the Norwegian hospitality industry. University in Stavanger, wrzesień 2023. http://dx.doi.org/10.31265/usps.269.
Pełny tekst źródłaMuñoz, Ercio, Melanie Saavedra i Dario Sansone. The Lives of Intersex People: Socio-Economic and Health Disparities in Mexico. Inter-American Development Bank, czerwiec 2024. http://dx.doi.org/10.18235/0013001.
Pełny tekst źródłaStopping Women Bullying Women in the Workplace. IEDP Ideas for Leaders, wrzesień 2013. http://dx.doi.org/10.13007/200.
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