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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.
Higher education leaders, managers, human resource professionals, faculty, and staff increasingly face uncivil, bullying behaviors in academe. This can manifest itself as constant public humiliation by a new department chair, exclusion of a contingent faculty member, undermining of work performance by a supervisor, stalking by a staff member, or taunting. As higher education institutions continue to face budget issues and external pressure, the incidences of bullying are on the rise. This edited volume provides guidance on the nature and impact of bullying, legal and ethical issues, and approaches to assist leaders in facing these challenges in their colleges and universities. Research-based chapters cover the impact of bullying on the workforce, the ways that bullying manifests within different sub-cultures and at different institutions including community colleges, the legal and ethical issues of bullying, and recommendations to address bullying on campus. Exploring bullying policies and innovative programs, this book provides a better understanding of how to rethink current policies and practices to proactively create more civil cultures. Workplace Bullying in Higher Education is a valuable resource for all higher education leaders and professionals on understanding, mediating, and preventing bullying.
This volume captures themes and debates around elucidating and studying workplace bullying, emotional abuse and harassment. The chapters presented here underscore the complexities and nuances of the phenomenon and showcase the various techniques relevant to and concerns associated with researching it. Debates abound as to what workplace bullying, emotional abuse and harassment is and what it is not, leading to a construct bind. Viewpoints are exchanged over how best to uncover the topic so as to ensure that recommendations for action are anchored in rigour. Section 1 portrays the gamut of variants that constitute workplace bullying, emotional abuse and harassment, such as interpersonal bullying, depersonalized bullying and cyberbullying, alongside theoretical underpinnings, contentious stances and contemporary contextual influences. Section 2 speaks to the challenges of studying a sensitive, multi-person, multi-level problematic, highlighting the possibilities offered by quantitative, qualitative and mixed paradigms. Advanced designs and innovative strategies that facilitate explanatory power, reliability and validity are put forward.
This book bridges an existing gap in the literature relating to the study of workplace abuse, incivility and bullying. It provides broad perspectives to capture some of the diversity associated with the study of (negative) human behaviours using different methodological approaches, and in different cultural contexts. Studies in the area have grown in leaps and bounds over the last few decades. As we come to know more about the nature of these adverse behaviours, the reasons they happen, and the impact they have on individuals and beyond, new gaps in knowledge emerge. On one hand the paucity of research is assisting in better understanding and management of these negative behaviours, on another, generalised information without an appreciation of the context in which the behaviours unfold may be detrimental to the cause, especially given a globalised and multicultural world. Workplace Abuse, Incivility and Bullying presents findings from under-researched methodological, and unique cultural perspectives. Such an approach will allow us to gain deep insights into the diversity and complexities associated with perceiving, being subjected to, and experiencing negative behaviours at work. The book has applicability across a broad range of audience from academics through to practitioners, and even victims and suspected perpetrators.
Over the last decade or so research into bullying, emotional abuse and harassment at work, as distinct from harassment based on sex or race and primarily of a non-physical nature, has emerged as a new field of study. Two main academic streams have emerged: a European tradition applying the concept of 'mobbing' or 'bullying' and the American traditi
This edited volume provides guidance on the nature of, impact, legal and ethical issues, and practices to address bullying in colleges and universities.
Workplace conflict is inevitable when leaders and employees with diverse backgrounds have different work styles, which are often acquired from previous experiences. In an organization, they are brought together for a shared business purpose, to accomplish the vision and mission of the firm. Turnover, wasted time, loss of reputation, decreased productivity, and lower profitability are just some of the costs associated with unmanaged or mismanaged conflicts. Although many people believe that conflict is either something to be avoided or something to fight to win, when managed appropriately, conflicts can be the lifeblood of an organization. Conflict can be the impetus that sparks creativity and innovation and leads to positive organizational policy and culture changes. Part of the problem is that most people have not been taught how to productively manage conflicts, and when they do what they have always done they are getting the same negative results. Conflict management is an ever-evolving area in organizational affairs. Organizations are microcosms of society, and as society evolves and changes, leaders will benefit from understanding typical root causes of conflicts (both interpersonal and organizational), appropriate methods for managing conflicts, and unique concepts that contribute to conflict situations. There has been a need for a handbook that offers a practical guide to conflict management and supports these concepts with scholarly research. Not only will this handbook offer a scholar/practitioner insights into the fundamentals of conflict management, such as communication, diversity, and conflict styles, it will also delve into topics that have been given less attention, such as ethnos religious, sexual preferences, generational differences, and workplace bullying. Additionally, this handbook will provide organizational leaders with various techniques for resolving conflicts appropriately and ways to design a system that reduces the costs of unmanaged and unproductive conflicts. The goal of this handbook is to offer organizational leaders and employees a deeper understanding of what causes conflicts and provide them with solutions for turning unproductive conflicts into positive opportunities for growth.
Given users’ heavy reliance of modern communication technologies such as mobile and tablet devices, laptops, computers, and social media networks, workplace cyberbullying and online harassment have become escalating problems around the world. Organizations of all sizes and sectors (public and private) may encounter workplace cyberbullying within and outside the boundaries of physical offices. Workplace cyberbullying affects the entire company, as victims suffer from psychological trauma and mental health issues that can lead to anxiety and depression, which, in turn, can cause absenteeism, job turnover, and retaliation. Thus, businesses must develop effective strategies to prevent and resolve such issues from becoming too large to manage. The Handbook of Research on Cyberbullying and Online Harassment in the Workplace provides in-depth research that explores the theoretical and practical measures of managing bullying behaviors within an organization as well as the intervention strategies that should be employed. The book takes a look at bullying behavior across a variety of industries, including government and educational institutions, and examines social and legislative issues, policies and legal cases, the impact of online harassment and disruption of business processes and organizational culture, and prevention techniques. Featuring coverage on a broad range of topics such as sexual abuse and trolling, this book is ideally designed for business managers and executives, human resource managers, practitioners, policymakers, academicians, researchers, and students.
This volume embodies the twin purpose of highlighting topics beyond the purview of themes commonly associated with workplace bullying, emotional abuse and harassment and of presenting insights into those occupations, professions and sectors which either have received extensive research attention or hold a pronounced propensity to trigger workplace bullying, emotional abuse and harassment. Section 1, which comprises special topics, depicts the intersection between workplace bullying, emotional abuse and harassment and specific circumstances such as whistleblowing and customer abuse or particular attributes such as violence and ostracism. In so doing, it extends the boundaries of the substantive area, stimulating new themes for further inquiry and indicating new areas for action. Section 2 draws attention to how misbehaviour inheres in particular kinds of tasks and livelihoods due to job design, work organization and other elements such as power, external environment, employment patterns and so on. An array of occupations, professions and sectors such as academe, nursing, law, hospitality, precarious work and so on is covered, reflecting emergent developments in the labour market so as to include those with long-standing and considerable research findings and those where empirical inquiries are more recent.