Dealing with hostile interpersonal relationships at work has been the topic of many popular books and workshops. Yet, with the exception of sexual harassment, there is surprisingly little mention in the organizational research literature on the nature, extent, and costs of abusive work interactions. These more frequent, more tolerated, and, thus, more damaging interpersonal interactions involve hostile verbal and nonverbal nonphysical behaviors directed by one or more persons towards another. The primary aim is to undermine the other to ensure compliance. In this study, we examined the extent to which students experienced nonsexual nonphysical abusive behavior on their jobs, the impact of this experience on job satisfaction, the characteristics of the actor and target, and responses to these behaviors, particularly turnover. The results indicate that although most of the students had very positive interactions at work, exposure to abusive behavior was familiar, was relatively frequent, and had a negative impact on the targets. The actors tended to be bosses and older than the targets. The quality of the interpersonal relationships at work was related to job satisfaction and intention to leave. The implications of these results are discussed with respect to individual, situational, and organizational factors that may be related to the presence and impact of abusive interpersonal interactions. Avenues for research on the nature, extent, and impact of these behaviors at both the individual and organizational levels are identified.

Everyone who has worked with qualitative interview data has run into problems with transcription error, even if they do the transcribing themselves. A thoughtful, accurate, reliable, multilingual transcriptionist with a quick turnaround time is worth her or his weight in gold. In this article, the authors examine some transcription circumstances that seem to bring about their own consistent set of problems. Based on their experiences, the authors examine the following issues: use of voice recognition systems; notation choices; processing and active listening versus touch typing; transcriptionist effect; emotionally loaded audiotaped material; class and/or cultural differences among interviewee, interviewer, and transcriptionist; and some errors that arise when working in a second language. The authors offer suggestions for working with transcriptionists as part of the qualitative research team.

The knowledge transfer literature encourages partnerships between researchers and policymakers for the purposes of policy-relevant knowledge creation. Consequently, research findings are more likely to be used by policymakers during policy development. This paper presents a set of practice-based indicators that can be used to manage the collaborative knowledge creation process or assess the performance of a partnership between researchers and policymakers. Indicators for partnership success were developed from 16 qualitative interviews with health policymakers and researchers involved with eight research transfer partnerships with government. These process and outcomes indicators were refined through a focus group. Resulting qualitative and quantitative indicators were judged to be clear, relevant, credible, and feasible. New findings included the need to have different indicators to evaluate new vs mature partnerships, as well as specific indicators common to researcher-policymaker partnerships in general.

Given the rise in obesity rates in North America, concerns about obesity-related costs to the health care system are being stressed in both the popular media and the scientific literature. With such constant calls to action, care must be taken not to increase stigmatization of obese people, particularly of children. While there is much written about stigma and how it is exacerbated, there are few guidelines for public health managers and practitioners who are attempting to design and implement obesity prevention programs that minimize stigma. We examine stigmatization of obese people and the consequences of this social process, and discuss how stigma is manifest in health service provision. We give suggestions for designing non-stigmatizing obesity prevention public health programs. Implications for practice and policy are discussed.

As the focus of health promotion moves from individuals to organizations, communities and broader social policy, the models that guide public health program planning and development need reexamination. Public health nurses are gaining experience in strengthening and supporting the ability of communities to grow and change. This study aimed to illuminate the process. Data, gathered as part of an action research project to develop individual and community-based strategies to decrease isolation in frail older adults, provided a rich source of qualitative data. Analysis was directed toward identifying the factors and processes of capacity-building. The emerging model was clarified and partially validated with academics and practitioners from health promotion programs across the age span. Four stages of building collective capacity were identified: identifying common ground, working cooperatively, working in partnership, and working across the community. At each stage, processes of relationship building, project management and capacity-building resulted in stage specific products. A model of building collective capacity, grounded in community health practice and supported by the literature provides a base for developing practice indicators, and practice guidelines which will strengthen the ability to reach health goals.