Workplace Bullying in Academia: Interaction of Gender, Nationality, Age, and Work Context of Scientific and Non-Scientific Employees in a Large German Research Organization

Striebing, Clemens

doi:10.1108/978-1-80117-956-020221003

Cited by 4 publications

(3 citation statements)

References 38 publications

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“…Workplace bullying and harassment have been identified as persistent problems in academia across geographical and national contexts (Conco et al, 2021;Meriläinen et al, 2019;Striebing, 2023) that reproduce inequalities within the academic workplace (Täuber et al, 2022). Online abuse extends and exacerbates these problems, given that it is often perpetrated by online strangers and members of the public who are not affiliated with the institutional community and therefore are not subject to its codes of conduct and antiharassment policies.…”

Section: Literature Review: Online Abuse Reproduces Systemic Inequalitymentioning

confidence: 99%

Invisible, unmanageable, and inevitable: Online abuse as inequality in the academic workplace.

O'Meara,

Hodson,

Gosse

et al. 2024

Journal of Diversity in Higher Education

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Section: Literature Review: Online Abuse Reproduces Systemic Inequalitymentioning

confidence: 99%

Invisible, unmanageable, and inevitable: Online abuse as inequality in the academic workplace.

O'Meara,

Hodson,

Gosse

et al. 2024

Journal of Diversity in Higher Education

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“…In this paper, we follow Einarsen et al (2009), who distinguish between personal bullying, work-related bullying, and physically intimidating forms of bullying. Because bullying and workplace discrimination have a large amount of overlap, we occasionally use concepts from studies on workplace discrimination to inform our hypotheses (Striebing et al, 2023). The fundamental distinctions between the two are that bullying is a persistent behavior whereas discrimination can occur only occasionally, and that discrimination is based on primary identity characteristics while bullying victims might be diverse.…”

Section: Workplace Bullyingmentioning

confidence: 99%

Do (gendered) ageism and ethnic minorities explain workplace bullying?

Jaakson,

Dedova

2023

IJM

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PurposeThis study aims to answer two research questions: first, to what extent can workplace bullying be explained by ageism? And second, does the likelihood of workplace bullying increase when age interacts with gender and ethnic minority?Design/methodology/approachThe authors report results from a survey carried out in 11 organizations in Estonia (N = 1,614) using the Negative Acts Questionnaire-Revised (Einarsen et al., 2009).FindingsThe results show that ageism does not explain bullying in Estonia. As in some earlier studies, older age correlates negatively with negative acts, and women report less work-related bullying than men. These findings were unexpected because Estonia's post-socialist background and the highest gender wage gap in Europe suggested otherwise. However, there is gendered ageism in work-related bullying such that older women report more negative acts in their workplace. Respondents from ethnic minority groups do not experience more bullying in general, nor in combination with age. Surprisingly, managers reported both person- and work-related bullying more than employees with no subordinates.Originality/valueThe study contributes to intersectionality literature with a view to workplace bullying in post-socialist study context.

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“…The environment created by bullying thus defined can lead to reduced productivity (Lampman et al, 2016;Cassell, 2011;Fogg, 2008), physical symptoms including both mental and physical health symptoms (Cassell, 2011;Keim and McDermott, 2010;Lampman et al, 2016), lawsuits and scandal (Cassell, 2011;Lampman, 2012), and attrition from the university (Faria, Mixon, and Salter, 2012). Research shows that in academia, targets of academic bullying are disproportionally members of underrepresented identities (Striebing, 2022a(Striebing, , 2022c, including women (Lampman, 2012;Schraudner, Striebing, and Hochfeld, 2019), persons of color (Lampman, 2012), sexual minorities (Misawa, 2015), and persons with disabilities (Leymann, 1993, as cited in Hecker, 2007.…”

Section: Introductionmentioning

confidence: 99%

Eliminating Bullying in the University: The University of Wisconsin-Madison’s Hostile & Intimidating Behavior Policy

Sheridan¹,

Dimond²,

Klumpyan³

et al. 2022

Diversity and Discrimination in Research Organizations

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In the early 2010s, the University of Wisconsin-Madison (UW-Madison) became increasingly concerned about incidents of academic workplace "bullying" on the campus, and in 2014-2016 created policies designed to address such behavior at the University. The new policies and accompanying initiatives were implemented in 2017, defining a new term to describe these behaviors as "hostile and intimidating behavior" (HIB). We use data from three sources to explore the outcomes of the new HIB policies and initiatives to date. Evaluation data from training sessions show the importance of educating the campus community about HIB, providing evidence that the training sessions increase HIB knowledge. Data from two campuswide surveys measure incidence of HIB for different groups on campus (e.g., analysis by gender, race/ethnicity, sexual orientation, disability status, rank, job duty, and/or the intersection of these characteristics), as well as changes in the knowledge about HIB as reported by faculty and staff. These data show that UW-Madison faculty and staff are increasing their knowledge of HIB as a problem and also increasing their knowledge about what to do about it. Underrepresented groups who more commonly experience HIB agree that this culture is improving. At the same time, we are seeing slow and uneven progress in reduction of actual incidence of HIB

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Workplace Bullying in Academia: Interaction of Gender, Nationality, Age, and Work Context of Scientific and Non-Scientific Employees in a Large German Research Organization

Cited by 4 publications

References 38 publications

Invisible, unmanageable, and inevitable: Online abuse as inequality in the academic workplace.

Invisible, unmanageable, and inevitable: Online abuse as inequality in the academic workplace.

Do (gendered) ageism and ethnic minorities explain workplace bullying?

Eliminating Bullying in the University: The University of Wisconsin-Madison’s Hostile & Intimidating Behavior Policy

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