Interventions for prevention of bullying in the workplace

Gillen, Patricia; Sinclair, Marlene; Kernohan, W.George; Begley, Cecily; Luyben, Ans

doi:10.1002/14651858.cd009778

Cited by 20 publications

(20 citation statements)

References 28 publications

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“…As shown in Table 1, most of the existing reviews focused on the consequence of WB (Leach et al, 2017; Nielsen & Einarsen, 2012, etc.) followed by interventions (Escartin, 2016; Gillen et al, 2017, etc.). Some of the review studies have reviewed the research on antecedents of WB (Moayed et al, 2006), research methods (Neall & Tuckey, 2014), and conceptualization of WB (Hershcovis, 2011).…”

Section: Introductionmentioning

confidence: 99%

Known and Unknown Aspects of Workplace Bullying: A Systematic Review of Recent Literature and Future Research Agenda

Gupta

Wadhwa

2020

Human Resource Development Review

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Last decades showed a high interest in studying the workplace bullying (WB) phenomenon in a variety of disciplines and in a number of WB areas such as concepts and forms of WB, antecedents and consequences of WB, WB interventions, etc. This study offers classification and description of current WB literature, and identifies research gaps to be bridged by further empirical research. In the first part, authors systematically review 167 refereed journal articles, classify the WB research into five main research themes and summarize their findings. In the second part, the article uncovers various unknown aspects of WB and provides concrete directions for future empirical research. Thrust areas of attention are highlighted for industry and policy makers.

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Section: Introductionmentioning

confidence: 99%

Known and Unknown Aspects of Workplace Bullying: A Systematic Review of Recent Literature and Future Research Agenda

Gupta

Wadhwa

2020

Human Resource Development Review

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“…Efforts to address health sector conflict, disharmony and bullying, have traditionally been negatively focused; based on reducing harm and managing risk, with limited demonstrated effectiveness (Atkinson & Jones, 2018; Gillen, Sinclair, Kernohan, Begley, & Luyben, 2017). Approaches are categorized as primary (policies and action plans that seek to reduce the risk of bullying), secondary (reactive strategies such as staff training, surveys and case resolution processes) and tertiary (addressing the damages of bullying with agreements, counselling and therapy) (World Health Organization., 2008).…”

Section: Introductionmentioning

confidence: 99%

Cultivating organizational compassion in healthcare

Simpson

Farr‐Wharton

Reddy

2019

Journal of Management & Organization

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The compassion of healthcare workers towards patients is widely recognized, but research suggests a dearth of compassion among co-workers. Indeed, workplace bullying and negative employee outcomes are over-represented in the healthcare sector (including burnout and substantial staff turnover). In this paper, we discuss the cultivation of compassion for healthcare workers, using the lens of positive organizational scholarship. Our concern is not only with the individual level compassion (i.e. between employees), we also consider how compassion can be cultivated systemically across healthcare institutions at the organizational level. More specifically, we present a proposed Noticing, Empathising, Assessing and Responding Mechanisms Model of Organizational Compassion as a tool for consciously cultivating workplace compassion in healthcare organizations.

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“…Evidence for the effectiveness of organisational interventions for reducing unprofessional behaviour is limited 11. Effective interventions depend upon detailed understanding of the nature and impact of such behaviour and of factors that place particular groups at risk.…”

mentioning

confidence: 99%