Bullying in the 21st Century Global Organization: An Ethical Perspective

Harvey, Michael; Treadway, Darren C.; Heames, Joyce Thompson; Duke, Allison B.

doi:10.1007/s10551-008-9746-8

Cited by 111 publications

(107 citation statements)

References 74 publications

(63 reference statements)

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“…They will outnumber targets, perpetrators and supervisors and can be a catalyst for the continuation or reduction of bullying. To reduce ambiguity issues, similar to that advocated for offline bullying (Harvey et al 2008) as part of any human relations policy development, a clear indication of what constitutes cyberbullying must be detailed. This not only specifies acceptable/unacceptable behaviour online, but should also provide a benchmark for bystanders in justice perceptions.…”

Section: Practical Considerationsmentioning

confidence: 99%

Bystander Responses to Bullying at Work: The Role of Mode, Type and Relationship to Target

Coyne

Gopaul²,

Campbell

et al. 2017

J Bus Ethics

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Framed within theories of fairness and stress, the current paper examines bystanders' intervention intention to workplace bullying across two studies based on international employee samples (N = 578). Using a vignettebased design, we examined the role of bullying mode (offline vs. online), bullying type (personal vs. work-related) and target closeness (friend vs. work colleague) on bystanders' behavioural intentions to respond, to sympathise with the victim (defender role), to reinforce the perpetrator (prosecutor role) or to be ambivalent (commuter role). Results illustrated a pattern of the influence of mode and type on bystander intentions. Bystanders were least likely to support the victim and more likely to agree with perpetrator actions for cyberbullying and work-related acts. Tentatively, support emerged for the effect of target closeness on bystander intentions. Although effect sizes were small, when the target was a friend, bystanders tended to be more likely to act and defend the victim and less likely to reinforce the perpetrator. Implications for research and the potential for bystander education are discussed.

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Section: Practical Considerationsmentioning

confidence: 99%

Bystander Responses to Bullying at Work: The Role of Mode, Type and Relationship to Target

Coyne

Gopaul²,

Campbell

et al. 2017

J Bus Ethics

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“…It provides undue pressures to the employees resulting in stress at work [26]. Changes in the organization to become effective must be Table 9.…”

Section: Organizational Dynamicsmentioning

confidence: 99%

Prognosis of Workplace Bullying in Selected Health Care Organizations in the Philippines

Alcantara¹,

Claudio²,

Gabriel³

2017

JSS

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The major objective of the paper is to determine the existence of workplace bullying in selected health care organizations in the Philippines. The approach used in the study is a mixture of qualitative and quantitative research methods. The findings show that a median range of score on six factors to workplace bullying was established. Results also found that: no significant relationship exists between demographic profile of participants and their diagnosis of workplace bullying. The statistical treatment of t-test proved that there is no significant difference between the mean scores of the two groups as shown by a t-value of 2.02 in a two tailed test. The overall bullying prevalence scale is moderate as determined by individual responses of the participants. Human resource officers and organizational leaders may find the study useful in designing program intervention against workplace bullying. The implication of the study is the need for intervention program to prevent workplace bullying and revisit certain areas and policies where the degree of risk for frustration and dissents among medical personnel is high. The hospital managers must consider periodic review of personnel behaviour and policies as well as regular observation on bullying factors present in the organization to prevent its emergence. The study established the need to prevent bullying at its early stage to save organizational resources from wastage arising from workplace aggressive behavior.

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“…Previous research has also shown a significant relationship between organizational change, conflict and bullying (Baillien and De Witte, 2009;Harvey et al, 2009). Research has further established that bullying is often found in workplaces which are disorganized, chaotic, and poorly managed (Sidle, 2009).…”

mentioning

confidence: 92%

Corporate Psychopaths, Bullying and Unfair Supervision in the Workplace

Boddy¹

2010

J Bus Ethics

187

136

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Bullying in the 21st Century Global Organization: An Ethical Perspective

Abstract: increased diversity, harassment, ‘nature’ vs. ‘nurture’ impact on bullying activities, Combating bullies in the 21st century global workplace,

Cited by 111 publications

References 74 publications

Bystander Responses to Bullying at Work: The Role of Mode, Type and Relationship to Target

Bystander Responses to Bullying at Work: The Role of Mode, Type and Relationship to Target

Prognosis of Workplace Bullying in Selected Health Care Organizations in the Philippines

Corporate Psychopaths, Bullying and Unfair Supervision in the Workplace

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