Safeguarding the Organization against Violence and Bullying

Mayhew, Claire; McCarthy, Paul

doi:10.1057/9780230504202

Cited by 40 publications

(32 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Workplace bullying has been broadly conceived of in the literature as entailing (1. both processes internal and external to the workplace, (2. topdown, lateral and bottom-up dynamics, and (3. behaviors ranging from the most horrendous forms of physical violence to more subtle, ongoing psychological injuries (in this regard, see especially McCarthy and Mayhew 2004). Rather than attempting to address all such forms, we focus in this article specifically on the range of behaviors (the subtle as well as the extreme) constituting "top-down" supervisory bullying within the context of production.…”

mentioning

confidence: 99%

Supervisory Bullying, Status Inequalities and Organizational Context

2009

View full text Add to dashboard Cite

Bullying has been increasingly identified as a significant social problem. Although much of this attention has centered on the context of schooling, researchers are now beginning to recognize that workplaces are also arenas rife with abusive, bullying behaviors. Personality attributes of bullies and victims have received attention, but much less research has examined the social and organizational foundations of bullying. In this article, we focus theoretical attention on the importance of statusbased power differentials and organizational context for the emergence of supervisory bullying in employment. Our multimethod analyses, which draw from content-coded organizational ethnographies (N = 204), highlight the importance not only of structural and social vulnerability -such as being in a racial minority or of a low occupational position -but also of chaotic and disorganized workplaces. Poor workplace organization, we show, creates positive motivations for supervisory bullying. Workplaces without capable guardians create further vulnerabilities to bullying as a managerial control tactic. We conclude by discussing the theoretical implications of our results for understanding social power, organizational dynamics and the ramifications of abuse in the workplace.The experience of bullying in employment can be devastating. Estimates of prevalence vary from a few percent to as many as half of all workers, although most research suggests that 10 to 20 percent of workers are subjected to workplace bullying each year Rayner, Hoel and Cooper 2002). Shame and psychological despair often result, typically lasting long after the bullying episodes have ended (

show abstract

mentioning

confidence: 99%

Supervisory Bullying, Status Inequalities and Organizational Context

2009

View full text Add to dashboard Cite

show abstract

“…Šis elgesys gali būti orientuotas į asmenį (pvz., gandų skleidimas, asmeninio gyvenimo detalių viešinimas), susijęs su darbu (nepagrįsta kritika, darbo pasiekimų menkinimas) ir fizinę grėsmę keliantis (fizinio smurto grėsmė arba fizinis smurtas) (Einarsen, 2000(Einarsen, , 2005; Einarsen, Hoel, Notelaers, 2009;Notelaers, 2011). Dėl sąsajų su įvairiomis psichologinėmis ir fiziologinėmis pasekmėmis asmenims (Hansen, Hogh, Persson, 2010; Mikkelsen ir ) bei materialiniais nuostoliais organizacijoms (McCarthy, 2004) patyčių darbe reiškinys buvo įvar-dintas stresogeniškiausiu darbo aplinkos veiksniu (Hauge, Skogstad, Einarsen, 2010;Fox, Stallworth, 2010). Kai kurie tyrėjai skaičiuoja, kad vienas patyčių darbe atvejis organizacijai gali kainuoti net apie 28 tūks-tančius svarų.…”

Section: įVadasunclassified

Patyčios darbe : individualios ir organizacinės priežastys

Astrauskaitė¹

2014

MOSR

View full text Add to dashboard Cite

Straipsnyje atskleidžiamos individualių ir organizacinių veiksnių sąsajos su patyčiomis darbe ir įvertinama veiksnių svarba, aiškinant patyčių darbe reiškinį Lietuvos darbuotojų grupėje. Rezultatai atskleidžia didesnę organizacinių veiksnių svarbą ir iš dalies patvirtina H. Leymann (1996) darbo aplinkos hipotezę. Raktiniai žodžiai: patyčios darbe, vadovavimas, darbo charakteristikos, organizaciniai veiksniai, individualūs veiksniai.The present study reveals the relationships between individual and organizational factors and workplace bullying as well as indentifies the importance of the factors in explaining workplace bullying in Lithuanian group of employees. The results demonstrate higher importance of organizational factors and partially support the work environment hypothesis raised by H. Leymann (1996).

show abstract

“…This is violence committed by an individual who has, or has had, a service relationship with the victim or the victim's organisation 4 and can occur along a continuum of severity ranging from insensitive verbal interactions or unreasonable demands to criminal acts 5 . Client-initiated violence can include:…”

Section: Defining Unacceptable Behaviourmentioning

confidence: 99%

The Perfect Place to Work? Australian Academic Libraries and Unacceptable Behaviour

Moorcroft¹

2009

Australian Academic & Research Libraries

View full text Add to dashboard Cite

Despite the stereotype of libraries as peaceful retreats, unacceptable behaviour is a reality that desk staff have to deal with. This paper outlines the results of two surveys conducted at Charles Darwin University Library to investigate the extent to which this is a problem in Australian academic libraries. The first survey went to CAUL (Council of Australian University Librarians) and the results made available via the CAUL website. As this survey was completed only by management, a second survey was conducted with front desk staff and via the Lending and Document Delivery Group of the Queensland University Libraries Office of Cooperation (QULOC).

show abstract

Safeguarding the Organization against Violence and Bullying

Abstract: Any person who does any unauthorised act in relation to this publication may be liable to criminal prosecution and civil claims for damages.

Cited by 40 publications

References 0 publications

Supervisory Bullying, Status Inequalities and Organizational Context

Supervisory Bullying, Status Inequalities and Organizational Context

Patyčios darbe : individualios ir organizacinės priežastys

The Perfect Place to Work? Australian Academic Libraries and Unacceptable Behaviour

Contact Info

Product

Resources

About