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he purpose of this phenomenological study was to discover how staff members in a division of student affairs define workplace bullying, whether or not they have experienced workplace bullying, and finally whether or not they have witnessed workplace bullying in higher education. Participants were invited to complete an open-ended online survey where they could define workplace bullying and share their personal experiences with bullying or witnessing bullying in the workplace. The study explored the lived experiences of student affairs professionals with personal and bystander experiences of bullying in the higher education workplace. Social identity theory relating to in-group and out-group formation in the workplace was used to understand the experiences of participants. Data analysis provided details of participants' definition of bullying in higher education in addition to their own personal and witnessed experiences. Participants defined, experienced, and witnessed bullying in the workplace the same as faculty and professionals outside of higher education. Participants' experiences were similar to faculty and non-higher education professionals in all areas except for the reporting of bullying. Unlike faculty and non-higher education employees, student affairs staff members are more likely to report bullying experiences. Using the results and conclusions, several levels of employee training were recommended to be implemented in higher education to help prevent future bullying experiences of staff members.
This analytical volume uses qualitative data, quantitative data, and direct employee experiences to aid understanding of why workplace bullying occurs in universities throughout the US. To address higher education workplace bullying, this text offers data-driven interventions for human resource staff and departments to effectively tackle this destructive phenomenon. Drawing on Hollis' first-hand research which is supported by findings from a 2019 Human Resources data collection, this text identifies populations which are most vulnerable to discrimination within academia. The data shows how human resource departments, executive leadership, and faculty might proactively intervene to prevent workplace bullying. Divided into two parts, the book offers empirical analysis of structural interventions for human resource efforts to combat workplace bullying in higher education. Second, the book puts forth solutions based on empirical findings for organizations and human resources to combat workplace aggression and civility which hurts higher education. Further, the author examines the specific effect of workplace harassment and cyberbullying on women of color, junior faculty, women, and the LGBTQ community. This text will benefit researchers, doctoral students, and conducting higher education research. Additionally, the book focusses on structural issues which interfere with multicultural education more broadly. Those interested in Human Resource Management, the sociology of education, and gender and sexuality studies and will also enjoy this volume.
This edited volume provides guidance on the nature of, impact, legal and ethical issues, and practices to address bullying in colleges and universities.
Research was lacking, and a gap exists in knowledge regarding a general understanding of the lived experience, meaning, and essence of being an employee who has been a victim of cyberbullying in the workplace. The focus of this research was on exploring the psychological and physiological impacts on the victims and how they coped with cyberbullying in the workplace.
Building on the success of two earlier best-selling editions from 2003 and 2011, this benchmark text and highly cited reference work now appears in its third edition. This book is a research-based resource on key aspects of workplace bullying and its remediation, which: Covers the nature and complexities of bullying and harassment in the workplace Presents the evidence on its prevalence, risk groups, antecedents and outcomes Examines cyberbullying and harassment in the digital world Describes the roles of bystanders and the coping possibilities of victims Discusses prevention, intervention, treatment and the management of specific cases Explains legal perspectives, the role of HR and of internal policies Edited by leading experts in the field and presenting contributions from subject experts, it provides state-of-the-art reviews of the main themes in the field, as well as practical remedies and solutions at individual, organizational and societal levels, providing a much-needed update and expansion of the original work, as the research and literature on this problem with its manifold detrimental effects has expanded radically over the last decade. This book should be of interest to all scholars in the field of organizational behavior and social processes at work. In particular, the book is a much-needed tool for bachelor, master and PhD students, new and experienced researchers in the field, advanced practitioners and policy makers, including labor inspectors, union representatives, HR-personnel, lawyers, management consultants, and counsellors in private practice, family physicians and occupational health practitioners, to name a few.
Workplace bullying, the repeated and regular act of harassing, offending, socially excluding someone, or negatively affecting someone’s work over time has been recognized as a serious threat to the health and well-being of employees. This study sought to explore resilience as a coping strategy to help improve the physical and mental health effects of professional women who have or are experiencing workplace bullying. The central research question was, how does perceived resilience, when used as a coping strategy, help with the physical and mental health stressors while helping to improve the overall well-being of professional women who were or have experienced workplace bullying? Using a qualitative methodology with a single-case study design, 10 professional women who have and are still experiencing workplace bullying were commissioned to participate. To increase the validity of the results, four data techniques were employed: open-ended interviews, researcher notes with observations, and two surveys-the Resilience at Work (R@W) Scale, and the SF12v2 Health Survey. Four major themes emerged: Negative Experiences, Consequences of Bullying, Impact on Health, and Support Systems. It was discovered that the majority of the participants believed that they were targeted at their workplace because of their race, followed by their gender, and age. The women shared that the negative experiences and consequences of bullying can serve as indicators that workplace bullying is evident and that it can affect their health negatively. Additionally, the participants reported that various support systems and networks greatly increased their resilience at work.
The purpose of this qualitative phenomenological study was to explore and understand how individuals perceived their personal, lived experiences of workplace bullying and how it affected job satisfaction, organizational, and/or educational culture in the Kentuckiana area. Two theoretical foundations used for this study were Schein's Organizational Culture Model and Hackman and Oldham's Work Design Model. The study utilized two research questions: (1) What are the lived experiences and perceived effects of workplace bullying on job satisfaction from the perspective of organizational and/or educational employees in the Kentuckiana area who have experienced it? (2) What are the lived experiences and perceived effects of workplace bullying on organizational and/or educational culture from the perspective of employees in the Kentuckiana area who have experienced it? This study used 15 participants from the Kentuckiana area. The data were analyzed using the NVivo qualitative software. In total, six themes emerged from data collection. These themes were job dissatisfaction due to behaviors of Human Resource personnel, lack of enforced policies, and, verbal, mental, and communications technology abuse; and, negative organizational culture due to lack of leadership responsibility and accountability; unethical boundaries, and three threats of murder or death. This study could assist leaders in recognizing and understanding the phenomenon, how it affects job satisfaction, organizational culture, and to help mitigate workplace bullying.