Research Papers

RESEARCH PAPERS - Index

Title of news release: Violence on the Job - a Global Problem
Released 20 July 1998
Author: International Labour Organization (ILO)
Key words: Taxi drivers, health care workers, teachers among those at highest risk, global trends, multifaceted response, international studies, psychological violence
Abstract: The aim of this article is to investigate who is mostly at risk.

The article covers a brief discussion on a 1996 survey of workers in 32 countries, a brief overview of Japan - loss of lifetime job security the United States - taxi drivers suffering of both physical and psychological violence and Germany where sexual harassment against women in the workplace thrives, within the Fillepenes general maltreatment has been reported. 
This article furthermore covers the cost of workplace violence as being both direct and indirect.
A six point multifaceted approach to the response to violence in the workplace is addressed.
Causes of Violence in the Workplace-combination of causes such as general daily inter actions between all stakeholders as well as their environment
This article furthermore includes the  Prevalence rates of victimization at the workplace, by type of incident, gender, region and country, 1996 For full article click: ILO Report on Workplace Violence

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Title of project:   Workplace Bullying
Author: Andy Ellis, Ruskin College, Oxford, UK
Key words: Workplace bullying, cause/root of bullying, British retail industry, stress related cost of bullying, effects of workplace bullying.
Abstract: This report provides a comprehensive definition of workplace bullying. In so doing workplace bullying is compared to school bulling by investigating the root of such behavior from early childhood.  Information presented are based on several case studies used to illustrate how workplace bullying is not only unhealthy causing several stress related ailments for the individual however, it is also unhealthy for the organization allowing it to continue.
The report encourages working towards a healthy workplace environment by taking special care in the recruitment of personnel, the training and support systems in place for personnel as well as working towards developing a caring organization.
For full article click: Workplace Bullying, a project by Andy Ellis, Ruskin College

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Title of article: Dealing with bullying at work: the Norwegian lesson  
Author: Dr. Ståle Einarsen, Department of Psychosocial Science , University of Bergen, Norway
Key words:  Harassment, bullying at work, corporate culture, bullying as an objective or subjective behaviour, causes of bullying
Abstract:
This paper presents some general guidelines on how to deal with bullying at work based on research, counselling and third party mitigation in Norway during the 90ties.
First of all, the concept of bullying must be restricted to situations were someone persistently over a period of time are treated in an oppressive, offensive, abusive, intimidating or insulting manner without being able to counterattack or defend against these actions. Bullying may easily become a misused and inflated concept.
Secondly, we must acknowledge that bullying is a set of interrelated phenomenon where the behaviour as exhibited by the offender and the behaviour as perceived by the victim may not be identical. Therefore the bullying might be perceived as objective or subjective behaviour.
Thirdly, blaming it all on the personality of the bully or the victim is a dead-end-street. Harassment will not prevail if not permitted or supported by the corporate culture and/or the management. We may all find ourselves in the position of a bully or a victim if the right circumstances arises. Although the behaviour involved may be identical, bullying may have very different aetiology, being either dispute-related or predatory. To help and support a victim may be both demanding and difficult.
Some guidelines by means of third party intervention are given that my ease these efforts.
For full article click: Dealing with bullying at work: the Norwegian lesson - Ståle Einarsen

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Title of article: Norwegian research on bullying at work: Empirical and Theoretical contribution
Author:  Associate Professor Ståle Einarsen ©
Department of Psychosocial Science  University of Bergen, Norway
Key words: Norweigen research, workplace bullying, male dominated organizations, harassment and health relationship
Abstract:
The aim of this paper is to present Norwegian research on bullying at work conducted during the last 10 years.
The above mentioned  research has focused on the issues of "who is doing what to whom, where why and with what kinds of consequences".
Bullying is defined as a situation where one or more persons persistently over a period of time, perceive themselves to be on the receiving end of negative actions from one or several others in a situation where the one at the receiving end has difficulties defending himself against these actions. According to this definition, at least some 5 % report to be the victims of bullying at work.
Large, male dominated organisations seems to be at risk, as do older workers. Men are seen as offenders more often than women. Bullying occurs more often in organisations that are characterized by a negative psychosocial work environment. Bullying seems to have very negative effects on the victim's health and well-being.
For full article click: Norwegian research on bullying at work: empirical and theoretical contributions - Stale Einarsen

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Title of news release:  ILO head warns of backlash against globalisation
Author: International Labour Organisation (ILO) Press Release
Key words:  Globalization, free markets, poor and unemployed, developing countries, new technologies, backlash against globalization.
Abstract:
This article aims to clarify the warnings against globalization by the  head of the International Labour Organisation (ILO).  The IOL feels that  financial policies must be geared to meet the needs of ordinary people. If such changes are not made a potentially dangerous political situation is foreseen. The article furthermore warns that globalization opens up many economical potential however it also creates a digital divide that risks fueling a backlash by the poor and unemployed.  
Unless developing countries saw that new technologies and free markets were delivering jobs and social progress, the assumption that ever-closer global economic integration is inevitable would be called into question. The head of the Iol furthermore concludes that "This idea that globalisation is untouchable is not true," Somavia told a summit of the UN trade and development agency, Unctad.   The article concludes that it was a question of making changes so free markets were made to work for everyone.
For full article click: ILO warns about backlash on globalisation

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Title of article: Workplace bullying: responding with some emotional intelligence
Author: Michael Sheehan Griffith University, AustraliaEuropean Journal of Marketing, Vol 20 Issue 1/2 Date 1999
Key words: Bullying, Co-operation, Costs, Legislation, Organizational change, Workplace, Labour expectations,.
Abstract:
This article outlines some of the signs indicating bullying in the workplace as a problem within contemporary organisations. Moreover, using evidence from recent Australian Court cases, the article mentions some of the costs organisations may be faced with if they fail to address the problem.
Having identified the problem, the article then suggests some solutions including legislative change and development of more co-operative workplaces. Such workplaces would deal with the problem in a problem solving, rather than punitive, framework. Development of people’s emotional intelligence skills is suggested as one way to help address the problem within such a framework.
For full article click: Workplace Bullying:  responding with some emotional intelligence:  Michael Sheehan, Griffith University

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Title of article: Applying strategies for dealing with workplace bullying.
International Journal of Manpower, Vol 20 Issue 1/2 Date 1999 ISSN 0143-7720
Author: Michael Sheehan and Michelle Barker Griffith University, Brisbane, Australia, and  Charlotte Rayner Staffordshire University Business School, Stafford, UK
Key words: Bullying, Methodology- structural level, Theory,  Beyond Bullying association, economic implications
Abstract:
The primary purpose of this article is to raise an awareness of how the problem of workplace bullying is being addressed in some countries.
This article provides a brief overview of some of the applied approaches being taken in four countries to deal with workplace bullying and serves as a preamble to the articles by Archer, Crawford, Lewis, Sheehan and Zapf in this section. The primary purpose of this article is to raise an awareness of how the problem of workplace bullying is being addressed in some countries. 
The work undertaken by the Beyond Bullying Association in Australia and that of the Anti Bullying Centre in Dublin is discussed. Swedish legislation that addresses bullying and the ways that employers, unions, university researchers and voluntary sector organisations attempt to deal with bullying in the UK follows.
The article concludes by mentioning the likely legal and economic implications for organisations and society.
For full article click: Applying strategies for dealing with workplace bullying - Michael Sheehan, Michelle Barker, Charlotte Rayner

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Title of article: “Scientists” and “amateurs”:  mapping the bullying domain
Author: Andy P.D. Liefooghe and Ragnar Olafsson,  Roehampton Institute, London, UK
Keywords: Bullying, Organizational change, Policy, Work psychology, Critical Incident Technique
Abstract:
The main aim of this article is to explore the contention of when a new field is explored, a variety of approaches can be used to clarify, identify and explain the phenomenon at hand.
Traditional psychological research attributes a quasi-physical quality to the bullying phenomenon, and attempts to capture it by rigorous measurement of a number of variables. The article argues that, while this approach has considerable advantages, an investigation of the way “amateur scientists” explain “bullying” can aid a more detailed understanding.
The use of the Critical Incident Technique in focus groups allowed participants to make their implicit thoughts and feelings about bullying explicit. Participants revealed a number of auxiliary or alternative frameworks to account for bullying-related phenomena. It is suggested that these frameworks need closer scrutiny in terms of social representations. Implications of this approach are discussed in terms of their potential effect on policy development and implementation, highlighting the role organisational culture plays in this field.
For full article click: "Scientists" and "amateurs":   mapping the bullying domain - Andy P D Liefooghe and Ragnar Olafsson

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Title of article: Exploring “bullying” culture in the para-military organisation
Author: David Archer: Hereford and Worcester Fire Brigade, UK. International Journal of Manpower, Vol 20 Issue 1/2 Date 1999 ISSN 0143-7720
Key words: Bullying, Eire, Fire services, Organizational behaviour, United Kingdom, USA, fire service culture,
Abstract:
This paper is drawn from a research project into the influences of power and culture on bullying and harassment within the Fire Service, conducted using fire brigades of similar background from the UK, the USA and Eire.
It discovered bullying within the Fire Service in two contexts: inappropriate behaviour by managers, such as intimidation, threats and the intimidating use of discipline; and bullying within groups, which is the most influential, and potentially the most damaging to individuals. This occurs within the group that is heavily dependent on the socialisation processes of acceptance, normalisation, indoctrination and preservation of hierarchy.
It is also argued that the bullying of individuals because of their sex or race remains an aspect of Fire Service culture and is perpetuated by some to ensure the continuation of the white male culture.
For full article click: Exploring "bullying" culture in the para-military organisation - David Archer

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Title of article: From research to implementation: finding leverage for prevention
Author: Charlotte Rayner Staffordshire University Business School, Stafford, UK
Key words: Bullying, Intervention, Strategy, United Kingdom, Typical bullies, Typical targets, 
Abstract:
This paper relates research on workplace bullying to the prevention measures which an organisation might consider implementing.
The implications of collecting research information only from targets of bullying is highlighted, and discussed in relation to identifying bullies and targets. Incidence studies are used to track environmental patterns and processes. Included in such studies is the recent UK UNISON survey, where patterns of consistency are found between targets and non-targets in attitude questions regarding the causes of bullying, but strong divergence of response regarding other parameters.
The effectiveness of actions taken by targets of bullying is also reported. These find that reports of bullying stopping as a result of action by targets are rather rare, and advising targets to discuss the situation with the bully without professional support (such as from a personnel officer or union representative) is probably misguided as retaliation from the bully is likely.
For full article click: From research to implementation:  finding leverage for prevention - Charlotte Rayner

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Title of article: Workplace bullying – interim findings of a study 
in further and higher education in Wales
Author: Duncan Lewis University of Glamorgan Business School, Wales, UK
Key words: Bullying, Harassment, Higher education, Training, Wales,methodology-structured interviews,
Abstract:
This paper reports on an exploratory study on workplace bullying in further education and higher educational institutions in Wales. Coverage of the study compared perceptions and experiences across six areas: workplace bullying, sexual harassment, racial harassment, sex discrimination, unfair promotional opportunities, and reduced promotion opportunities.
The study methodology incorporated structured interviews with 20 key informants, a postal survey of higher/further education trade union members (NATFHE) in Wales, and in depth interviews with a small number of victims of bullying. Respondents hear of workplace bullying primarily from the broadcast media and not through internal communications. Respondents to the survey had experienced higher levels of workplace bullying than they experienced sex discrimination, sexual harassment or racial harassment. As a source of hearing about bullying, colleagues appear to provide a link that enables victims to admit to their own suffering. The perceived reasons for the bullying are linked to poor managerial training.
For full article click: Workplace Bullying:  interim findings of a study in further and higher education in Wales - Duncan Lewis

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Title of article: The nature and causes of bullying at work
Author: Ståle Einarsen University of Bergen, Norway
Keywords: Bullying, Conflict, Harassment, Occupational health, Organizational behaviour, Work psychology
Abstract:
This paper reviews and summarises the research and literature on the nature and causes of bullying at work.
Bullying occurs when someone at work is systematically subjected to aggressive behaviour from one or more colleagues or superiors over a long period of time, in a situation where the target finds it difficult to defend him or herself or to escape the situation. Such treatment tends to stigmatise the target and may even cause severe psychological trauma.
Empirical studies on the causes of bullying have concentrated on the personality of the victim and psychosocial factors at work.
Most studies treat bullying as a unified phenomenon, in spite of the fact that different kinds of behaviours are involved. The concepts of dispute-related and predatory bullying are introduced in an effort to broaden the perspectives used in future investigations on both the nature and the causes of bullying at work.
For full article click: The nature and causes of bullying at work - Stale Einarsen

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Title of article: Theoretical approaches to the study of bullying at work
Author: Charlotte Rayner Staffordshire University Business School, Stafford, UK, and Michael Sheehan and Michelle Barker Griffith University, Brisbane, Australia
Key words: Bullying, Methodology, Theory, sexual harassment, stress, Abstract:
This article provides a brief overview and commentary on theoretical approaches discussed in the articles by Einarsen, Liefooghe and Olafsson, and Rayner in the theoretical section of this special issue.
In highlighting the difficulty in defining bullying, this article suggests that definitional boundaries ought to be all encompassing and open for discussion as a way of further developing the debate about workplace bullying.
A discussion of methodological approaches, including those used by the authors in the theoretical section then follows. The article suggests that a collaborative approach between employers and researchers would help further address the problem of workplace bullying.
For full article click: Theoretical approaches to the study of bullying at work - Charlotte Rayner, Michael Sheehan, Michelle Barker

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Title of article: Conundrums and confusion in organisations: the etymology of the word “bully”
Author: Neil Crawford Tavistock Clinic, London, UK
Key words: Bullying, Intervention, Language, Work psychology, global events, Dignity at work, workplace bully provocation
Abstract: Bullying behaviour has always been part of the human condition. On a global level we have witnessed fairly overt domination even recently. Its visibility level is not so obvious in current workplace practices but its existence is in no doubt. More subtle, less detectable actions and behaviours are employed by the bully and the emergence of e-mail’s flame mail and spamming techniques in the workplace demonstrate this point.
Bullying in the workplace is psychological violence. Two cases of bullying interventions are compared in this paper. Noticeably both organisations had detailed employment policies, personnel departments and occupational health departments. Their ability to manage bullying, however, was determined by their organisational culture, in part, through a Dignity at Work programme.
Bullying is identified as immoral, as theft, and as a misuse of loyalty. The paper concludes by calling on the different disciplines involved in the analysis of this topic to collaborate and acknowledge plurality of perspective.
Click for full article: Conundrums and confusion in organisations:  the etymology of the word "bully" - Neil Crawford

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Title of article: Organisational, work group related and personal causes of mobbing/bullying at work
Author: Dieter Zapf: Johann Wolfgang Goethe-Universität, Frankfurt, Germany
Key words: Bullying (mobbing), Organizational behaviour, Organizational conflict,leadership programs
Abstract: This article investigates the causes of mobbing (bullying) at work. Mobbing is defined as a severe form of social stressors at work. Unlike “normal” social stressors, mobbing is a long lasting, escalated conflict with frequent harassing actions systematically aimed at a target person. It is argued that the organisation, the social system, a certain perpetrator and the victim have to be considered as potential causes of mobbing.
Results of two samples of mobbing victims and a control group support this view. It is concluded that one-sided explanations on the causes of mobbing are likely to be inappropriate and that many cases are characterised by multi-causality – a common finding in conflict research.
For full article click: Organisational, work group related and personal causes of mobbing/bullying at work - Dieter Zapf

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Title of article: Injustice, stress and bullying can be expensive!
Author: Joel H. Neuman, Ph.D.  Director of the Center for Applied Management and Associate Professor of Management & Organizational Behavior State University of New York at New Paltz
Key words: Aggression, workplace aggression, bullying.
Abstract: This paper starts by presenting comprehensive definitions of workplace bullying related concepts.indicating a very important aspect of bullying to be the repeated mistreatment of a target.
To illustrate this, the four propositions which should be seen as central to the paper is discussed. They are as follows:
1)Conditions that elicit hostile thoughts, unpleasant feelings, and/or physiological arousal lead to aggression.
2) Increasingly, such conditions are common in the modern workplace, resulting in perceptions of injustice, increased levels of stress, and negative affect.
3) These factors contribute to an atmosphere where bullying is more likely to occur.
4) Both the causes and consequences of aggression and bullying are enormously costly to organizations in both human and financial terms.
The Factors that Lead to Unpleasant Internal States and Aggression are discussed in detail followed by a discussion highlighting the The Effects of Stress, Injustice, and Negative Affect on
Organizational Effectiveness and Profitability.the paper concludes by stressing the difficulty of measurement.
For full article click: Injustice, Stress, And Bullying can be Expensive! By Joel H. Neuman, Ph.D.

OTHER WORK OF IMPORTANCE

The Research of Loraleigh Keashly, Wayne State University, Detroit

Guidelines for medico-legal care of victims of sexual violence - World Health Organisation

Handbook for the documentation of interpersonal violence prevention programmes (WHO)  

Proposed Canadian legislation on the prevention of psychological harassment in the workplace.

If you would like your research paper published through this webpage, please send your request together with the paper or Executive Summary to Dr Susan Steinman via the contact form .

 

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