Take This Job and … : Quitting and Other Forms of Resistance to Workplace Bullying

Lutgen‐Sandvik, Pamela

doi:10.1080/03637750601024156

Cited by 212 publications

(240 citation statements)

References 50 publications

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“…Witnesses play a critical role in highlighting bullying in organisations and helping victims to retaliate. Witness corroboration and support increases victim 'believability', and can be crucial in putting a stop to bullying episodes (Lutgen-Sandvik 2006). However, D'Cruz and Noronha (2011) reported bystander behaviour to offline bullying ranged on a helpful to a helplessness continuum.…”

Section: Bystanders In Workplace Bullyingmentioning

confidence: 99%

“…While initially active behaviour was focused on helping the target, due to supervisor responses actions became more passive and covert. Further, a number of studies document that a large deterrent for bystander intervention in an organisation is fear of becoming a target oneself (Bauman and Del Rio 2006;Lutgen-Sandvik 2006;Namie and Lutgen-Sandvik 2010;van Heugten 2011).…”

Section: Bystanders In Workplace Bullyingmentioning

confidence: 99%

“…Witnesses can play a crucial role in curbing bullying. They can expose its existence in organisations and can also help victims in various ways such as providing social support, standing up to the bullies or speaking out on a victim's behalf (Lutgen-Sandvik 2006).…”

Section: Bystanders In Workplace Bullyingmentioning

confidence: 99%

“…Such individuals may not necessarily be 'passive observers ' (van Heugten 2011), as bystanders can discourage or escalate the bullying behaviours by speaking up on the victim's behalf, or supporting the bully either actively or passively (LutgenSandvik 2006). With few exceptions (Bloch 2012;Coyne et al 2017;Lutgen-Sandvik 2006;van Heugten 2011), bystanders in the context of workplace bullying/cyberbullying are relatively unexplored to date (Paull et al 2012). Yet, bystanders are by far the largest group affected by workplace bullying with some studies finding that more than 80% of employees report having witnessed workplace bullying (Lutgen-Sandvik 2006) and others indicating witnessing workplace bullying resulted in stress (Hoel et al 2004;Vartia 2001).…”

Section: Introductionmentioning

confidence: 99%

See 3 more Smart Citations

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: Bystanders In Workplace Bullyingmentioning

confidence: 99%

Section: Bystanders In Workplace Bullyingmentioning

confidence: 99%

Section: Bystanders In Workplace Bullyingmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

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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show abstract

“…Resistance is not unusual in the workplace since discourses and identities are often in competition with one another (Lutgen-Sandvik, 2006;Trethewey, 1997). Well-being played a catalyzing role in the resistance of the feel rules.…”

Section: The Word Feel and Well-being At Workmentioning

confidence: 99%

Perceptions of the Use of the Word “Feel” in the Workplace

Doell¹

2013

IJEL

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This study explored attitudes toward the deployment of the word feel in workplace communication. A discourse analysis of this emotionally declarative word across three types of workplace relationships revealed a set of social rules guiding how emotional self-disclosure is managed. Participants outlined how resistance to these rules put social or professional capital at risk but it was deemed necessary in order to maintain or restore equilibrium between well-being and job performance. Although status stratification in the workplace functions to maintain productivity, participants revealed an ongoing tension between performance and authentic emotional expression. The effects of this tension, examined through beliefs about of the word feel, are discussed for its role in workplace well-being.

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Productivity in a Healthy and Safe Work Environment

Bernold¹,

AbouRizk²

2010

Managing Performance in Construction

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Take This Job and … : Quitting and Other Forms of Resistance to Workplace Bullying

Cited by 212 publications

References 50 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

Perceptions of the Use of the Word “Feel” in the Workplace

Productivity in a Healthy and Safe Work Environment

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