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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.
Book is an in-depth discussion of the causes and consequences of workplace bullying. It is centered around the issue of workplace bullying, which refers to the mistreatment of employees by their colleagues or superiors in a work environment. The book not only delves into why bullying occurs, but also the impact that it has on individuals, teams, and organizations as a whole. It explores the psychological and emotional effects of bullying on victims, as well as the potential financial and reputational costs that can arise from allowing bullying to persist in the workplace.
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.
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.
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.
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.