The Form and Function of “Bullying” Behaviors in a Strong Occupational Culture

Abstract

The study examines the persistence of bullying in a high-teamwork environment using self-categorization theory (SCT) and interaction ritual chain theory (IRCT). Findings from a qualitative study suggest that “isolation” is the key behavior police officers label as bullying and that other behaviors thought of as bullying may be tolerated, providing there is no exclusion. IRCT clarified the dynamics, whereas SCT explained the motivation for engaging in rituals containing behaviors that included bullying. The study posits a new framework for bullying in high-pressured teams and accounts for the tolerance to “bullying” behaviors in such work environments. Implications for addressing workplace bullying in these contexts are discussed.

Breaking Patterns? How Female Scientists Negotiate their Token Role in their Life Stories

“…Saturation of a sample is achieved when additional interviews do not reveal any further (new) aspects — and was reached after 13 interviews (cf. Miller and Rayner, ). However, we continued with two further interviews to ensure that the data fully illustrate the relevant conceptual aspects of (professional) identity formation.…”

Leadership and approaches to the management of workplace bullying

“…The current study has added to a small body of research (e.g. Miller & Rayner, 2012;Saam, 2010) showing that qualitative methods are particularly useful in uncovering issues of context in the bullying process. Future research using qualitative methods to examine how existing interventions are delivered and received at the local level (or of the individuals engaged therein) affected the degree to which managers were able to intervene.…”

Antecedents, consequences and interventions for workplace bullying

“…Bullying is generally seen to be of a psychological rather than of a physically violent nature [19 && ]. Miller and Rayner [20] note that employees are socialized into workplace cultures and thus people who do not 'fit in' may become targets. Bjørkelo [10 && ] notes that targets of workplace bullying are twice as likely as nontargets to also report wrongdoing in the workplace.…”

“…&& ], educational settings [28] and the police service [20]. Hodgins et al ] maintain that bullying is more likely to occur in large, public sector and male-dominated organizations.…”