Making Sense of Supervisory Bullying: Perceived Powerlessness, Empowered Possibilities

Lutgen‐Sandvik, Pamela; McDermott, Virginia

doi:10.1080/10417941003725307

Cited by 51 publications

(45 citation statements)

References 25 publications

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“…A few participants (2.3%) indicated that people not listed were responsible for victimising them, namely parents and members of School Governing Bodies. These percentages confirm research that WPB occurs at all levels of an organisation (Branch et al, 2013), but rejects the notion that managers/supervisors are mostly responsible for WPB (Cunniff & Mostert, 2012;Lutgen-Sandvik & McDermott, 2011).…”

Section: The Perpetrators Of Wpbsupporting

confidence: 68%

“…Victims furthermore labelled their bullies as mentally ill, evil, deceitful, envious and power-hungry individuals. Participants also believed that their colleagues bullied them in order to take their personal frustrations out on others or to shift the blame for their mistakes or lack of skills (Lutgen-Sandvik & McDermott, 2011). Furthermore, a study by Baillien et al (2008) found that bullies tend to be intolerant and very strict.…”

Section: The Perpetrators Of Wpb: a Review Of The Literaturementioning

confidence: 99%

“…Supervisors have been shown to be the most frequent perpetrators of WPB (Cunniff & Mostert, 2012;Lutgen-Sandvik & McDermott, 2011). Research by Branch (2008), Branch et al (2013) and Jenkins et al (2012) however suggests that upward bullying, that is bullying of managers by their subordinates, is not an uncommon occurrence.…”

Section: The Perpetrators Of Wpb: a Review Of The Literaturementioning

confidence: 99%

See 2 more Smart Citations

The Perpetrators of Workplace Bullying in Schools: A South African Study

Wet¹,

Jacobs²

2014

MJSS

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Section: The Perpetrators Of Wpbsupporting

confidence: 68%

Section: The Perpetrators Of Wpb: a Review Of The Literaturementioning

confidence: 99%

Section: The Perpetrators Of Wpb: a Review Of The Literaturementioning

confidence: 99%

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The Perpetrators of Workplace Bullying in Schools: A South African Study

Wet¹,

Jacobs²

2014

MJSS

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“…Although the abusive supervision scale clearly refers to one's supervisor, the scales of incivility and bullying do not differentiate mistreatment's perpetrators. Nevertheless, supervisors are the most commonly reported perpetrators of bullying(Lutgen-Sandvik & McDermott, 2011) and incivility(Lim & Lee, 2011). As such, it is plausible that victims of bullying and incivility may think about their supervisors when responding to items tapping into bullying and incivility.…”

mentioning

confidence: 99%

From workplace mistreatment to job insecurity: The moderating effect of work centrality

Jiang

2020

Stress and Health

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Although outcomes of job insecurity have been extensively examined, researchers have paid significantly less attention to antecedents of job insecurity. However, in order to lessen and eliminate job insecurity, a deeper understanding of the sources of job insecurity is required. Among triggers of job insecurity, very few studies have examined workplace interpersonal relationships as predictors of job insecurity. To fill this research gap, we examine the relation between workplace mistreatment (i.e., workplace incivility, bullying, and abusive supervision) and job insecurity. Examining multiple forms of mistreatment also allows us to compare and contrast the relative impact of each workplace mistreatment on job insecurity. Furthermore, we identify a group of individuals who are particularly vulnerable to the negative impact of workplace mistreatment—those who are high in work centrality. Across two lagged survey studies, we largely found that work centrality exacerbates the relations of workplace incivility, bullying, and abusive supervision with job insecurity. Thus, this research contributes to the occupational health literature by demonstrating the relative predictive power of multiple forms of workplace mistreatment on job insecurity and identifying a vulnerable group who might suffer more from workplace mistreatment (i.e., those high in work centrality).

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“…However, research also shows that uncertainty about what to do when witnessing bullying silences co-workers (van Heugten, 2011). Targets typically report that their co-workers contribute to the abuse or remain silent with only a few standing up for targets (Lutgen-Sandvik & McDermott, 2011). In a related field, research on sexual harassment indicates that out of general uncertainty about how to intervene, bystanders often do nothing, which contributes to the ambiguity of sexual harassment, diminishes the moral intensity of the issue, and can even create an environment that encourages it (Bowes-Sperry & O'Leary-Kelly, 2005).…”

Section: Co-worker Relationships and Bullyingmentioning

confidence: 99%

Chaos, Reports, and Quests

Tye-Williams

Krone

2014

Management Communication Quarterly

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This study examined narratives targets of workplace bullying told about their difficult work experiences along with how co-workers were framed in these narratives. Three different narrative types emerged from their accounts: chaos, report, and quest narratives. Co-worker responses of support or lack thereof were related to the construction of various narrative forms and the level of narrative agency evident in target accounts. The study has important implications for the difference co-workers can make in a target's ability to withstand bullying and narrate his or her experience.

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Making Sense of Supervisory Bullying: Perceived Powerlessness, Empowered Possibilities

Cited by 51 publications

References 25 publications

The Perpetrators of Workplace Bullying in Schools: A South African Study

The Perpetrators of Workplace Bullying in Schools: A South African Study

From workplace mistreatment to job insecurity: The moderating effect of work centrality

Chaos, Reports, and Quests

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