The Importance of Workplace Bullying to Vocational Psychology

Abstract

Workplace bullying is a significant problem in many adult work settings. Much of the research has been conducted by organizational psychologists. It is important for vocational scholars and practitioners to be knowledgeable about the phenomena of workplace bullying, as they are in a position to contribute to the literature base and to counsel perpetrators and targets of workplace bullying. Further, integration of workplace bullying constructs may improve the predictive ability of vocational theories. The authors discuss research findings related to workplace bullying that are relevant to the field of vocational psychology and formulate recommendations for both research and practice. Research on workplace bullying by vocational scholars could lead to a better understanding of individual career development and improved worker interventions.

Internal auditors’ independence under workplace bullying stress: an investigative study

“…There are many professional perspectives that address bullying in the workplace, the most important of which are as follows: Psychology : WB is a form of psychological aggression that can have significant consequences for the target’s mental and emotional well-being. It can lead to depression, anxiety, low self-esteem and even post traumatic stress disorder (PTSD) (Fitzpatrick et al , 2011). Legal : WB can sometimes cross the line into harassment or discrimination, which is illegal under national and international laws.…”

Experience of workplace psychological harassment

“…Fast growth of new technologies increases the need for greater qualification, and this not only demands higher qualification, but also reduces the number of jobs. Psychological harassment, abuse, bullying and abusive behaviour are regarded as a frequent situation in a number of organizations (Deery, Walsh & Guest, 2011;Fitzpatrick et al, 2011). Even though on the international level there is no single accepted definition, yet this may be understood as repetitive and lasting nonphysical persecution/ harassment at work, which has a humiliating effect on the victim (Guerrero, 2002).…”

“…Various research (Deery et al, 2011;Guerrero, 2002) contribute to the theoretical development of this phenomenon and its practical aspect: by consulting the employees who have experienced workplace psychological harassment and the very persecutors. Good and profound understanding of this phenomenon may help foresee the start of psychological harassment and increase of it, thereby protecting the employees and the very organization from negative consequences (Fitzpatrick et al, 2011).…”

Para além da escola e da empresa: contribuições para o atendimento em orientação de carreira

“…Os temas das publicações variam desde a discussão em favor do papel fundamental dos orientadores na divulgação de áreas carentes de profissionais (Schmidt, Hardinge, & Rokutani, 2012), passam pela identificação do fenômeno do assédio moral e aconselhamento de pessoas vulneráveis a ele (Fitzpatrick et al, 2011), pelo uso da tecnologia na prestação de serviços de orientação (Venable, 2010) e, no caso dos orientadores em preparação, ressaltam a importância da percepção sobre o próprio desenvolvimento de carreira para a futura atuação 30 (Lara, Kline, & Paulson, 2011).…”