H1: IntroductionBullying is defined in multiple ways. Our preferred definition, 'a set of dysfunctional workplace behaviours ranging from those that adversely impact emotional well-being and stability to physical violence causing injury and harm', is offered by Timo, Fulop and Ruthjersen (2004, 38) 2 and drawn from Bowie's (2002) work. Bullying covers a wide range of behaviours involving aggression directed against a person or their work, including emotional, psychological, sexual or physical acts. It may be overt, as in aggressive or insulting behaviour, or covert as in withholding information or the silent treatment. Rayner and Hoel's (1997) watershed literature review identified five categories of bullying that remain well-recognised: threats to personal standing, threats to professional status, destabilisation or undermining, overwork or undue pressure, and isolation.Research into workplace bullying came into prominence in the 1990s and continues to grow.Most studies focus on the victims of bullying (e.g. Einarsen, Hoel, Zapf and Cooper 2011;Lewis and Sheehan 2003), although recently attention has been turned to the perpetrators (e.g. Hershcovis and Barling 2010; Omari 2007). The act of bullying is still typically seen somewhatsimplistically as a dyadic interaction between victim and perpetrator, a perspective that overlooks the substantial role of bystanders, witnesses or observers. Increasingly the evidence suggests bystanders can affect, or be affected by, the interactions between perpetrator and victim (e.g. Namie and Lutgen-Sandvik 2010). To date, however, a comprehensive model of the role of these third parties has not been presented. Below we outline a typology describing the multiple roles a bystander can take, ranging from active to passive in involvement, and from positive to negative in impact on the bully and victim. This can be used as an awareness raising and education tool in efforts to ameliorate workplace bullying and offers opportunities for further research. H1: Bystanders 3For some time social psychological studies of violence have given prominence to the role ofbystanders. An example is the well-known Genovese effect, first observed when 38 witnesses failed to intervene in the brutal rape and murder of Kitty Genovese in New York in 1964. This effect suggests that the greater the number of bystanders witnessing an act of aggression, the less likely it is that any will intervene (Latane and Nida 1981, 309), unless they perceive it as particularly dangerous (Fischer, Greitemeyer, Pollozek and Frey 2006). Many other variables have been shown to influence the willingness of bystanders to intervene, including in-group and out-group membership, and various characteristics of the victim, bystander and situation.The role of the bystander is one which has received little attention in workplace bullying research, leading to a call for greater emphasis (Van Heugten 2010). The term bystanders is used to delineate a role which is greater than simply witness or observer, and to imply a choice, or ch...
Purpose – The purpose of this paper is to explore target experiences of workplace bullying across Australia, India and Turkey, uncovering cross-cultural convergence and divergence. Design/methodology/approach – A questionnaire-based qualitative data survey of business school students with current/prior work experience (n=399) was undertaken. In total, 114 respondents (57 Australian, 34 Indian, 23 Turkish) identified themselves as targets of workplace bullying. Close-ended data pertaining to sociodemographic details were analysed via Statistical Package for the Social Sciences for descriptive statistics while open-ended data pertaining to experiences of bullying were thematically analysed against pre-figured categories derived from literature. Findings – Manifestations of, etiology of and coping with workplace bullying were similar across all three countries, highlighting cultural universals. Clear variations in source of bullying behaviour and availability and use of formal interventions as well as more subtle variations relating to coexistence with category-based harassment, outcomes and bystander behaviour underscored the influence of national culture. Research limitations/implications – Inclusion of a student population, notwithstanding their work experience, as well as reliance on the questionnaire as a tool pose limits in terms of external validity and communication congruence. Practical implications – Understanding into the similarities and differences of workplace bullying across cultures facilitates the design of interventions tailor-made for a particular society, serving as inputs for international/multi-national and offshored business enterprises. Originality/value – The study, focusing on multiple aspects of target experiences, not only draws on both dimensional and metaphorical cross-cultural frameworks but also includes geographically dispersed and socially diverse nations. Thus, it extends insights from previous cross-cultural explorations of workplace bullying which, apart from being few in number, are limited either by their frameworks, spatial range and/or thematic coverage. © 2016, © Emerald Group Publishing Limited
Student volunteering has many benefits for students, universities, and nonprofit organizations (NPOs), but research on these from a multistakeholder perspective is scant. Using psychological contract theory, this article compares outcomes to expectations of students, universities, and NPOs, proposing a model of the benefits of volunteering to all three stakeholder groups. Based on a large-scale qualitative research with over 60 interviews in six Australian universities, the article offers an in-depth analysis of student volunteering benefits, surprises (benefits exceeding expectations), and disappointments (unmet expectations) for each stakeholder group. Some of these benefits align with existing literature, while others contribute new knowledge on the outcomes of student volunteering. The results show that training, preparation, and management of expectations have the potential to build positive benefits for all. It concludes with implications for universities and NPOs and directions for future research on student volunteering.
Purpose -The purpose of this paper is to explore issues associated with sector specific change in the Australian Public Service (APS). Evidence is presented on the impact of New Public Management (NPM) on work intensification and subsequent negative behaviors by giving voice to APS employees who were subject to the NPM changes.Design/methodology/approach -Data were collected from APS employees, human resource managers and policy makers across 11 agencies on the nature of the changes, context of work, and workplace interactions. The study adopted a triangulated mixed method interpretivist approach using a survey instrument, stories, focus groups, and interviews.Findings -The NPM changes were aimed at creating a more professional and accountable APS. This resulted in individual agencies pursuing different approaches to productivity and efficiency while being accountable to the public and the government within a tight regulatory framework. These changes created competing priorities, affected the nature of the work through intensification, and fueled workplace tensions, thus affecting progress toward the goals of NPM.Practical implications -The findings of this study will be useful in alerting organizational leaders of possible unintended negative consequences of poorly implemented change programs.Originality/value -This current study provides evidence that the negative behaviors which arise from the implementation of efficiency focussed change can be damaging to individuals, the nature of work, and therefore organizations and the outcomes sought. Many change management activities in the public sector can lead to negative behaviors if implemented in a way lacking in respect for staff.
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