Workplace Bullying

Akella, Devi

doi:10.1177/2158244016629394

Cited by 38 publications

(21 citation statements)

References 34 publications

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“…It is also argued that societies ranking high in power distance (PDI) and low in uncertainty avoidance (UAI) [25,26] may be more prone to workplace bullying. In this reading, workplace bullying might be more prevalent in Asian societies as compared to European countries, and then Canada, or the United States [27]. Sadly, our own research suggests-and this might be the key feature of workplace bullying-the ways and means 'adjust' flawlessly to culture specifics.…”

Section: Introductionmentioning

confidence: 72%

Measuring the Scale and Scope of Workplace Bullying: An Alternative Workplace Bullying Scale

et al. 2019

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The toll of workplace bullying is immense, yet, similarly as with an iceberg, its scope, scale and implications tend to remain underestimated. Several ways of assessing the prevalence of workplace bullying have been proposed in the literature. The most frequently discussed are the ‘subjective method’ assessing individuals’ perceptions of being a victim and the questionnaire, i.e., criterion-based, methods, including Negative Acts Questionnaire (NAQ) and Leymann Inventory of Psychological Terror (LIPT). Since in both cases culture plays a profound role as a mediating factor in the process of identifying, collecting, and processing data, the applicability of these methods across cultures and countries has several limitations. At this stage, it is impossible to determine the impact of the implicit cultural-bias that these methods entail on the research outcomes. This would be possible if an alternative workplace bullying scale (WBS) was at hand and, consequently, a comparative analysis was conducted. This paper, drawing from a study conducted at higher education institutions (HEI) across Pakistan, addresses this issue by devising an alternative WBS. The value added of this paper is three-fold, i.e., it elaborates on the study and the specific methods employed to prove the validity and relevance of the alternative WBS. Moreover, by so doing, it addresses some of the limitations that other methods measuring the prevalence of workplace bullying display. As a result, it adds to the researchers’ and administrators’ toolkit as regards research and policies aimed at mitigating the scope and scale of bullying at HEIs across cultures and countries.

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Section: Introductionmentioning

confidence: 72%

Measuring the Scale and Scope of Workplace Bullying: An Alternative Workplace Bullying Scale

et al. 2019

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“…We argue that attending to individual and interpersonal factors alone are not sufficient to understand bullying. There are important sociopolitical influences, such as misuse of power, structural constraints, corporatization of health care, hierarchical structures, and divisiveness within the ranks, that contribute to bullying (see, for example, Akella, 2016). As historical examples of the last point, Stanley (2019) discussed the divisions between paid and unpaid nurses in the Crimean war, divisions rooted in racism in the US civil war, and divisions based on religion in World War I.…”

Section: Potential Origins Of Bullying Within Nursing and Nursing Edumentioning

confidence: 99%

A Call to Revisit and Address the Histories of Bullying in Nursing Education

Daly¹,

O’Flynn-Magee²,

Rodney³

2020

Quality Advancement in Nursing Education - Avancées en formatio

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“…Similarly, for an activity to be termed bullying, it has to be perpetrated repeatedly and regularly and over some time (e.g., about six months). Additionally, workplace bullying refers to repeated hurtful detrimental acts or acts (physical, verbal, or psychological intimidation) involving criticism and humiliation to cause fear, distress, or harm to the individual [31].…”

Section: Introductionmentioning

confidence: 99%

Workplace gender-based violence and associated factors among university women in Enugu, South-East Nigeria: an institutional-based cross-sectional study

et al. 2021

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Background Exposure to workplace gender-based violence (GBV) can affect women's mental and physical health and work productivity in higher educational settings. Therefore, this study aimed to examine the prevalence of GBV (workplace incivility, bullying, sexual harassment), and associated factors among Nigerian university women. Methods The study was an institutional-based cross-sectional survey. The multi-stage sampling technique was used to select 339 female staff from public and private universities in Enugu, south-east Nigeria. Data was collected using the Workplace Incivility Scale (WIS), Modified Workplace Incivility Scale (MWIS), Negative Acts Questionnaire-Revised (NAQ-R), and Sexual Experiences Questionnaire (SEQ). Descriptive statistics, independent samples t-test, Pearson’s Chi-square test, univariate ANOVA, bivariate, and multivariable logistic regression analyses were conducted at 0.05 level of significance. Results The prevalence of workplace incivility, bullying, and sexual harassment (SH) was 63.8%, 53.5%, and 40.5%. The 12-month experience of the supervisor, coworker, and instigated incivilities was 67.4%, 58.8%, and 52.8%, respectively. Also, 47.5% of the participants initiated personal bullying, 62.5% experienced work-related bullying, and 42.2% experienced physical bullying. The 12-month experience of gender harassment, unwanted sexual attention, and sexual coercion were 36.5%, 25.6%, and 26.6%, respectively. Being aged 35–49 years (AOR 0.15; 95% CI (0.06, 0.40), and ≥ 50 years (AOR 0.04; 95% CI (0.01, 0.14) were associated with workplace incivility among female staff. Having a temporary appointment (AOR 7.79, 95% CI (2.26, 26.91) and casual/contract employment status (AOR 29.93, 95% CI (4.57, 192.2) were reported to be associated with workplace bullying. Having a doctoral degree (AOR 3.57, 95% CI (1.24, 10.34), temporary appointment (AOR 91.26, 95% CI (14.27, 583.4) and casual/contract employment status (AOR 73.81, 95% CI (7.26, 750.78) were associated with workplace SH. Conclusions The prevalence of GBV was high. There is an urgent need for workplace interventions to eliminate different forms of GBV and address associated factors to reduce the adverse mental, physical, and social health outcomes among university women.

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Workplace Bullying

Cited by 38 publications

References 34 publications

Measuring the Scale and Scope of Workplace Bullying: An Alternative Workplace Bullying Scale

Measuring the Scale and Scope of Workplace Bullying: An Alternative Workplace Bullying Scale

A Call to Revisit and Address the Histories of Bullying in Nursing Education

Workplace gender-based violence and associated factors among university women in Enugu, South-East Nigeria: an institutional-based cross-sectional study

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