A Summary Review of Literature Relating to Workplace Bullying

Rayner, Charlotte; Hoel, Helge

doi:10.1002/(sici)1099-1298(199706)7:3<181::aid-casp416>3.0.co;2-y

Cited by 305 publications

(201 citation statements)

References 22 publications

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“…Workplace bullying was labelled inappropriate behaviours in the workplace and defined as behaviours that are unreasonable, unacceptable or inappropriate. This structure and order followed an objective measurement of perceived exposure to specific bullying behaviours given by Rayner and Hoel (1997), Hoel et al, (2000), Salin (2003) and Einarsen (2006). The profiles of the employees and the different variables used to describe them are gender, age, age group, sexuality, disability, religion or beliefs, ethnic background, length of service, and group.…”

Section: Methodsmentioning

confidence: 99%

Exploring Workplace Bullying in an Emergency Service Organisation in the UK

Owoyemi¹,

Sheehan²

2011

IJBM

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The data reported in this paper is drawn from a study of workplace bullying in an Emergency Service Organisation (ESO) in the United Kingdom. This ESO is dynamic and well ordered and a key characteristic of this organisation is that it is service driven. The most important role that many ESO members play is to save life and to ensure that people live in a safe environment. The ESO is also highly structured, hierarchical and power based, with a very strong discipline code. ESO staff are predominantly white male, with a high expectation that they work as a group. The management is highly authoritarian and operates in a command and control relationship between those that occupy a higher rank and those of lower rank. This is an exploratory research, and the data reported in this paper was drawn from a total of 452 people who responded to a questionnaire study, thereby achieving 25% response rate. The primary aim of the research reported in this paper is to test for significant differences in the kinds of bullying behaviours employees are exposed to in ESO. The study explored the different types of workplace bullying experienced. The methodology of the study incorporated online questionnaires and a postal survey using a single instrument, the Negative Acts Questionnaire, Revised (NAQ-R). A factor analysis and Wilcoxon Mann-Whitney Test was carried out on these three types of bullying and some of the demographic factors such as gender, sexual orientation, age, rank, length of service in the organisation, ethnicity and disability. The results were designated personal bullying, administrative bullying and social exclusion. It was discovered that employees experienced different types of bullying and that bullying was part of the culture of the organisation. The results from this study indicate that gender, sexual orientation, age, occupational group, length of service in the organisation, ethnicity and disability all play significant roles in the kinds of bullying behaviours to which employees are exposed.

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Section: Methodsmentioning

confidence: 99%

Exploring Workplace Bullying in an Emergency Service Organisation in the UK

Owoyemi¹,

Sheehan²

2011

IJBM

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“…3 It is the impact of the bullying behaviour on the victim that is central to the concept of bullying, rendering the intentions of the perpetrator largely irrelevant. [3][4][5] Workplace bullying in healthcare organisations affects the individuals involved, the organisations and the patients. 3,[6][7][8] Victims of workplace bullying suffer more psychological distress, greater dissatisfaction with work and life, and are more likely to quit work.…”

Section: Introductionmentioning

confidence: 99%

Bullying in the Australian medical workforce: cross-sectional data from an Australian e-Cohort study

Askew

Schluter

Dick

et al. 2012

Aust. Health Review

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Objective. This study aimed to describe the prevalence of perceived workplace bullying in the Australian medical workforce, and investigate the relationship between workplace bullying and job satisfaction, health status, and current and planned medical workforce participation.Methods. An electronic cross-sectional survey of doctors currently in the paid workforce, conducted between April 2008 and October 2009, was nested within a longitudinal cohort study investigating factors affecting the recruitment and retention of the Australian medical workforce. To address the specific aims of this study, a subset of questions in the survey investigated the prevalence of self-reported bullying; physical and mental health; workforce participation patterns; job satisfaction; and job stressors.Results. Seven hundred and forty-seven participants responded to the bullying question and were included in this analysis. Twenty-five percent of participants reported being bullied in the last 12 months. There were no differences in the reported rates of bullying across age groups, sex and country of medical qualification. Bullied doctors were least satisfied with their jobs (P < 0.001), had taken more sick leave in the last 12 months (P < 0.001), and were more likely to be planning to decrease the number of hours worked in medicine in the next 12 months (P = 0.01) or ceasing direct patient care in the next 5 years (independent of their age or the number of hours currently worked in patient care) (P = 0.006).Conclusions. Our findings suggest that Australian doctors, independent of age or sex, have experienced workplace bullying, and although no conclusions can be made about causal pathways, there were strong associations between this exposure and poorer health and wellbeing, and on remaining in the medical workforce.What is known about the topic? Bullying and harassment have a significant impact on mental health, job satisfaction, and intention to leave the workforce. Workplace bullying in healthcare organisations affects the individuals involved, the organisations and the patients. The prevalence of workplace bullying throughout the medical workforce in Australia or elsewhere has not been investigated, with previous studies focussing on subsets of doctors, particularly junior doctors. What does this paper add? This paper found that 25% of doctors participating in this study reported experiencing persistent behaviours in the last 12 months that had undermined their professional confidence or self-esteem. There were no differences in the prevalence of bullying observed between sexes, age groups, country of medical qualifications, or employment sector. Victims of bullying had poorer mental health, had taken more sick leave in the last 12 months, were less Journal compilation Ó AHHA 2012 www.publish.csiro.au/journals/ahr CSIRO PUBLISHING Australian Health Review, 2012, 36, 197-204 Research Note http://dx.doi.org/10.1071/AH11048WORKFORCE satisfied with their current jobs and with being doctors, were more affected by job stresso...

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“…Starting from LEYMANN, a number of researchers explored the phenomenon of mobbing (LEYMANN, 1990;1993, 1995, 1996BJÖRKQVIST;ÖSTERMAN et al, 1994aÖSTERMAN et al, , 1994bZUSCHLAG, 1994;NEUBERGER, 1994;DIERGARTEN, 1994;KNORZ;ZAPF, 1995;NIEDL, 1995;SKOGSTAD, 1996;VARTIA-VAANANEN, 1996;RAKNES, 1997;RAYNER;HOEL, 1997;QUINE, 1999). Many of these scientists have researched mobbing in various aspects: H. Leymann (1990) discussed it as psychological terror at work, K. Björkqvist, K. Österman and colleagues (1994b) as aggression among employees of the university and hidden gender aggression, B.…”

Section: Forms Of Destructive Behaviour Of Employeesmentioning

confidence: 99%