1) Workplace bullying can negatively impact both bullies and victims. It is characterized as unfair, oppressive, humiliating behavior that may also cause physical harm. The work environment and stress levels of employees can influence who becomes a bully or victim.
2) Organizational support is important - employees who feel unsupported are more likely to leave an organization due to bullying. Social identity theory also explains bullying, as "in-groups" may target "out-groups", especially during times of change or stress.
3) Both men and women can be bullies or victims. However, women may be more likely to report bullying and experience greater health impacts like stress, depression, and sleep issues from prolonged bullying
Talk at UN Gender Focal Point meeting 12 October 2018, UNAIDS, GenevaGry Tina Tinde
Outline of #MeToo #MeTooUn #AIdToo issues such as sexual harassment tactics, using a survivor-centered appraoch, including these and women's security awareness in onboarding training. Role of bystanders/observers to sexual harassment is tricky, as most victims and bystanders are women and most harassers are male managers, according to research referred to in the presentation.
THE RELATIONSHIP BETWEEN BIG 5 PERSONALITY TRAITS AND LIFE SATISFACTION OF AM...IAEME Publication
The study examines the relationship between the Big five personality traits of N CC female students and life satisfaction in Tiruchirappalli. This study consists of 208 female respondents, who had attended the Annual training camp in Tiruchirappalli. Finings revealed that the Big five personality traits explained about 30.1% of variance in life satisfaction. Among the Big Five traits, extra-version and neuroticism were found to be the strongest predictors of life satisfaction.
Talk at UN Gender Focal Point meeting 12 October 2018, UNAIDS, GenevaGry Tina Tinde
Outline of #MeToo #MeTooUn #AIdToo issues such as sexual harassment tactics, using a survivor-centered appraoch, including these and women's security awareness in onboarding training. Role of bystanders/observers to sexual harassment is tricky, as most victims and bystanders are women and most harassers are male managers, according to research referred to in the presentation.
THE RELATIONSHIP BETWEEN BIG 5 PERSONALITY TRAITS AND LIFE SATISFACTION OF AM...IAEME Publication
The study examines the relationship between the Big five personality traits of N CC female students and life satisfaction in Tiruchirappalli. This study consists of 208 female respondents, who had attended the Annual training camp in Tiruchirappalli. Finings revealed that the Big five personality traits explained about 30.1% of variance in life satisfaction. Among the Big Five traits, extra-version and neuroticism were found to be the strongest predictors of life satisfaction.
This presentation is about social loafing. It also include the factors that influence the social loafing and some techniques to reduce social loafing.
This presentation is very helpful to psychology students and those who needs to know about social loafing.
Numerous experimental researchers prove prejudice is an unfavorable and preoccupied judgment directed towards a specific group or individual. Initial research that was carried out in the occurrence in 1920s proves that there exists hierarchical supremacy. The theorist made the discovery that prejudice originates from authoritarian individuals segmenting the society in the basis of hierarchical as well as abnormal judgment. In his 1979 analysis, Thomas clearly defined negative attributes on the experience of the global out-group.
- See more at: http://www.customwritingservice.org/blog/the-psychology-of-prejudice-stereotyping-and-discrimination/
Notes in Psychology: The Mindset of GroupsAhmad Hamdan
A light will be shed on the characteristics of group formations, peer effects, obedience, “People will obey a figure of authority, even if it means hurting another person” (Milgram, 1963) and “When individuals perceive another person as having authority over them, they no longer feel responsible for their actions” (Milgram, 1963).
Understanding Stereotypes for Cognitive Designallisonvleach
As part of my Cognitive Science class this last Spring, I presented an overview of how stereotypes influence human behavior. This topic is especially useful to cognitive designers - a category of designers who regularly incorporate findings from cognitive science to enrich the development of new products and experiences.
She Academy 2021_transitioning from Diversity to inclusivity in higher educationJamiu O. Busari
An interactive presentation about how the exclusion of underrepresented minority groups in higher education and healthcare affects both the providers and consumers of care
This presentation is about social loafing. It also include the factors that influence the social loafing and some techniques to reduce social loafing.
This presentation is very helpful to psychology students and those who needs to know about social loafing.
Numerous experimental researchers prove prejudice is an unfavorable and preoccupied judgment directed towards a specific group or individual. Initial research that was carried out in the occurrence in 1920s proves that there exists hierarchical supremacy. The theorist made the discovery that prejudice originates from authoritarian individuals segmenting the society in the basis of hierarchical as well as abnormal judgment. In his 1979 analysis, Thomas clearly defined negative attributes on the experience of the global out-group.
- See more at: http://www.customwritingservice.org/blog/the-psychology-of-prejudice-stereotyping-and-discrimination/
Notes in Psychology: The Mindset of GroupsAhmad Hamdan
A light will be shed on the characteristics of group formations, peer effects, obedience, “People will obey a figure of authority, even if it means hurting another person” (Milgram, 1963) and “When individuals perceive another person as having authority over them, they no longer feel responsible for their actions” (Milgram, 1963).
Understanding Stereotypes for Cognitive Designallisonvleach
As part of my Cognitive Science class this last Spring, I presented an overview of how stereotypes influence human behavior. This topic is especially useful to cognitive designers - a category of designers who regularly incorporate findings from cognitive science to enrich the development of new products and experiences.
She Academy 2021_transitioning from Diversity to inclusivity in higher educationJamiu O. Busari
An interactive presentation about how the exclusion of underrepresented minority groups in higher education and healthcare affects both the providers and consumers of care
Presentacion creada para facilitar el aprendizaje de los estudiantes sobre el tema en discucion . La misma incluye un hyperlink a un video de youtube sobre el municipio en discucion.
Đo lường và thu thập dữ liệu , trong nghiên cứu khoa học.Nguyễn Bá Quý
Đo lường và thu thập dữ liệu trong nghiên cứu khoa học.
1. Thu thập dữ liệu
2. Độ tin cậy và độ giá trị
3. Kiểm chứng độ tin cậy của dữ liệu.
4. Kiểm chứng độ giá trị của dữ liệu
Running head BULLYING BULLYING BullyingBullyi.docxsusanschei
Running head: BULLYING
BULLYING
Bullying
Bullying literature review
Name
Course
Tutor
Date
Introduction
Bullying is a phenomenon that all individuals are familiar with either directly or indirectly through observing another person perpetrate or become the victim of bullying. Despite the near unanimous opinion that bullying is bad, schools and workplaces fail to stop the practice. Resent suicide deaths caused by bullying have brought bullying to the forefront of public discussion, despite this, the practice persists, and thousands of schoolchildren suffer in silence (Ortega, Mora‐Merchán, & Guarini, 2012). The use of force to intimidate and dominate others not only takes place in school hallways but also in workplaces. A significant number of adults polled in surveys revealed that they experienced some form of bullying (Woodrow & Guest, 2014). This literature review delves deeper into the subject of bullying with the aim understanding the key motivations of bullies, the impact of bullying on victims and possible solutions to the practice.
Literature review
Bradshaw, & Sawyer. (2007). Bullying and peer victimization at school: Perceptual differences between students and school staff. School Psychology Review, 361.
The first peer reviewed article that I assessed to help me understand bullying in schools comes from the Journal of School and Psychology review. The tone of the Journal article suggests that the authors intended it for an audience comprising of individuals in the education sector. In writing the article, the authors set out to understand victimization of students due to bullying and the difference in perception of students and teachers. The authors note that even though their study focused on elementary schools, the lessons apply in numerous environments where many people work together in close proximity (Bradshaw & Sawyer, 2007). In their quest to understand bullying, the authors observed that one of the reasons many schools fail to adopt appropriate measures to deal with bullying is that the staff’s perception of bullying is different from that of the students. To students, bullying is a detestable activity that has serious psychological implication; however, most staff brush off bullying as innocent jostling between students. The authors note the necessity of school staff to take bullying seriously to prevent more deaths and incidences of depression (Bradshaw & Sawyer, 2007).
Flaspohler, Elfstrom, Vanderzee, & Birchmeier. (2009). Stand by me: The effects of peer and teacher support in mitigating the impact of bullying on quality of life. Psychology in the Schools, 636-649.
The second peer reviewed paper that helped me better understand the issue of bullying in schools is from the Journal of psychology in schools. The authors of the peer-reviewed journal focused their research on the impact of teacher and peer intervention in reducing instances of bullying in schools. The authors intended the article towards ...
Running head: RESOURCE PACKET 1
Annotated bibliography for the Resource Packet
Darnetta Glover
Jeremy Lormis
CCMH/510CA
October 21, 2019
RESOURCE PACKET 2
Howard, J. L. (2014). Library Resources and Services for Bisexuals. Serving
LGBTIQ Library and Archives Users: Essays on Outreach, Service, Collections and Access,
7.
In this article, the authors and the researchers focus on the diversity that is associated
with bisexuality. The author focuses on different genders, ages, cultural as well as the social-
economic activities which include the pansexual. This article is unique since its resource
packet dwells on sexuality as the main idea and how the sexuality of these communities faces
discrimination and societal challenges. Moreover, the article relates the bisexuals to the needs
of the gays and lesbians which is a major struggle that has led to increased discrimination
under the umbrella of gay and lesbian issues. The bisexuals face critics due to some view of
indecision related sexual orientation as well as their unique set of needs which are also a
result of bisexuality and resulting discrimination. As part of their struggles, the act of being
bisexual is not an identity which would be a root of suppressing or denying their bisexuality.
Ceruti, E. C. (2018). Disability, Faith, and the Church: Inclusion and
Accommodation in Contemporary Congregations by Courtney Wilder. Toronto Journal of
Theology, 34(2), 299-300.
This article discusses a study on the struggle of people with disabilities and under
the Christian church. The study dwells on research articles that had been conducted earlier
focusing on the same topic. The first article identifies the crucial areas where people with
disabilities are discriminated against. It illustrates how the people with disabilities are placed
under the victim theology where the theology discusses the theological issues thus blaming
and victimizing the individuals with disabilities. These are the major struggles that are
illustrated in this article. The uniqueness of the articles that it dwells on the use of religion on
victimizing the people with disabilities and the struggles that these people go through as they
try to be normal. The article illustrates these issues through the healing of bodies and the
1
Jeremy Lormis @ 2019-10-26T06:23:37-07:00
Good article choice, but you need to check your formatting to be sure that it will comply with APA formatting guidelines.
RESOURCE PACKET 3
victimization of the people with disabilities as well as the healing and association of disability
to issues of faith and theology of Anger whe ...
Running head GROUP PROJECT WEEK 4 LITERATURE1GROUP PROJECT.docxcharisellington63520
Running head: GROUP PROJECT WEEK 4: LITERATURE
1
GROUP PROJECT WEEK 4 LITERATURE
3
Group Project Week 4: Literature Review
Group Project Week 4: Literature Review
Workplace violence is usually perpetrated by disgruntled employees, customers, or a domestic violence/stalking relationship that surfaces at a workplace. Stressful situations are a precursor to workplace violence. At different times in an individual’s life, they have been exposed to a stressful situation. The outcome to the situation will often be unique to the individual.
Sometimes, when people get upset they walk away; other times they encounter situations that force them to confront the unwarranted event. The behaviours displayed by the aggressor are intended to sway personal choice. People that create violent situations feel they are in control of a situation or a person (Rizzo & Philpott, 2012).
Workplace issues require tact when issues arise. If disruptive behaviour persists, management is consulted to obtain resolution. It is not uncommon for aggressive behaviour to proceed into physical violence in the workplace (Dillona, 2012). When employees are not satisfied with the outcome of the reported issue, they take matters into their hands.
Often disgruntled employees will produce an undesirable workplace atmosphere. The individuals reach a breaking point, and they act upon it (Rizzo & Philpott, 2012). Education and training to prevent, identify and de-escalate violent episodes is the responsibility of the employer.
Workplace violence exists for many different reasons and has become an acceptable norm in various organizations. Social media have provided an outlet to showcase highly publicized violent episodes that occur on a daily basis. The negative occurrences are insignificant to many, only eliciting response when directly affecting the individual.
It is the responsibility of the employee to provide a safe environment, and this is not occurring in many organizations. Research points out a 70 percent failure rate for employees to provide necessary programs and policies to assist with managing problems in the workplace (Dillona, 2012). It is not necessary for individuals to sustain bodily harm while at work. Employers are accountable for employee injuries particularly if undergone workplace violence training.
It is essential for employees to attend anger management sessions to assist with undesirable behaviour issues. When behavioural issues are unresolved, the negative outcome from altercation cause medical and litigation costs (Dillona, 2012). The climbing cost for injured employees requires immediate attention as the problem infiltrating various organizations.
It may be necessary for employers to complete background checks for individuals that continue to display violent behaviour after attending educational sessions. Employers are responsible for both internal and external safety issues for ensuring employees are safe while at work. Proper lightin.
Stereotype threat refers to being at risk of confirming, as self.docxdessiechisomjj4
Stereotype threat refers to being at risk of confirming, as self-characteristic, a negative stereotype about one's group (Steele & Aronson, 1995).This term was first used by Steele and Aronson (1995) who showed in several experiments that Black college freshmen and sophomores performed more poorly on standardized tests than White students when their race was emphasized. When race was not emphasized, however, Black students performed better and equivalently with White students. The results showed that performance in academic contexts can be harmed by the awareness that one's behavior might be viewed through the lens of racial stereotypes.
Similar effects had been reported earlier by Katz, Roberts, and Robinson (1965), but Steele and Aronson's (1995) paper prompted a renewed exploration of the causes and consequences of stereotype threat. To date, over 300 experiments on stereotype threat have been published in peer-reviewed journals (see Nguyen & Ryan, 2008 and Walton & Cohen, 2003 for meta-analyses). The purpose of the website is to provide a summary and overview of published research on this topic in the hope that increasing understanding of the phenomenon may reduce its occurrence and impact (Johns, Schmader, & Martens, 2005).
Since Steele and Aronson's (1995) paper, research in stereotype threat has broadened in several important respects. First, research has shown that the consequences of stereotype threat extend beyond underachievement on academic tasks. For example, it can lead to self-handicapping strategies, such as reduced practice time for a task (Stone, 2002), and to reduced sense of belonging to the stereotyped domain (Good, Dweck, & Rattan, 2008). In addition, consistent exposure to stereotype threat (e.g., faced by some ethnic minorities in academic environments and women in math) can reduce the degree that individuals value the domain in question (Aronson, et al. 2002; Osborne, 1995; Steele, 1997). In education, it can also lead students to choose not to pursue the domain of study and, consequently, limit the range of professions that they can pursue. Therefore, the long-term effects of stereotype threat might contribute to educational and social inequality (Good et al., 2008a; Schmader, Johns, & Barquissau, 2004). Furthermore, stereotype threat has been shown to affect stereotyped individuals’ performance in a number of domains beyond academics, such as white men in sports (e.g., Stone, Lynch, Sjomerling, & Darley, 1999), women in negotiation (Kray, Galinsky, & Thompson, 2002), homosexual men in providing childcare (Bosson, Haymovitz, & Pinel, 2004), and women in driving (Yeung & von Hippel, 2008).
Second, research has given us a better understanding of who is most vulnerable to stereotype threat. Research has shown that stereotype threat can harm the academic performance of any individual for whom the situation invokes a stereotype-based expectation of poor performance. For example, stereotype threat has been shown t.
Stereotype threat refers to being at risk of confirming, as self.docx
research methods lit review
1. Workplace Bullying 1
Workplace Bullying and its Effects on Both Bullies and Victims
Danielle Monahan
Comm. 3100
10/8/15
UNC-Charlotte
2. Workplace Bullying 2
Literature Review
Bullying is characterized by scholars as behavior that is unfair, oppressive, humiliating,
undermining, or threatening that could potentially also lead to physical harm (Djurkovic,
McCormack & Casimir, 2008, p. 405). In recent years we have seen a drastic increase in bullying
in schools, online, and also at work. This incline of abuse can lead to violence and depression
among those being affected. My goal is to examine workplace bullying specifically, and to
address both the bully and the victim to find out both reasons for bully and the side affects of
being bullied. I will examine previous research about how organizations deal with bullying and if
it is sufficient enough to combat this growing problem, along with uncovering why bullying has
become such a hot topic.
Bullying and the Work Environment
Over time, researchers have found the stress and the environment in which people work
plays a main factor in not only unhappiness in their job but also the inclination to bully. Both the
department in which one works, and the overall environment had effects on those who had been
bullied versus those who had not according to a study in a Danish manufacturing company
(Agervold & Mikkelsen, 2004, p.336). Apparently, climate, management style, social contact,
and role clarity can all have an impact on who is more at risk to bullying versus those more
inclined to be seen as victims (Matthiesen & Einarsen, 2004, p. 335).
In general, bullied employees tend to rate their jobs in a negative light as unsatisfactory
or unfulfilling. Research has found that people who experience higher levels of stress due to
bullying are typically victims two to three times daily (Agrevold & Mikkelsen, 2004, p. 338).
Compared to those departments who had experienced minimal bullying, the psychosocial
environments of those offices where bullying occurs more frequently tend to be rated lower. For
3. Workplace Bullying 3
example, if someone is stressed due to bullying they tend to be less satisfied in their environment
and may not look over things that to others could seem unimportant therefore rating their office
environment as poor (Agrevold & Mikkelsen, 2004, p. 338).
Organizational support also plays a major role in bullying. Research has proven that
whether one feels supported by the organization that they work for influences whether or not
they are likely to leave that organization due to the stress of being bullied (Djurkovic,
McCormack & Casimir, 2008, p. 408). One study in particular that was conducted among
teachers proves that there is a positive correlation to being uncomfortable in a working
environment and leaving that organization (Djurkovic, McCormack & Casimir, 2008, p. 408).
Because employees are more likely to either leave the organization or become absent more often,
the issue of bullying becomes an issue of effectiveness and productivity of an organization.
Social Identity Theory is widely used in determining both what causes workplace
bullying, and how it is seen in the eyes of those involved. Social Identity Theory says that people
use social groups to construct their identity “tending to favor in-groups at the expense of out-
groups”(Ramsay, Troth & Branch, 2011, p. 799). This is not so different from the cliques formed
in high school from the popular kids to the nerds.
Scholars have discovered that the bigger the social difference between in and out groups
the greater the chance in bullying to develop between the groups, usually from the in-groups
towards the out-group (Hutchinson, 2013, p. 564). “Bullying between work groups is more likely
to occur with greater levels of inter-group distrust, particularly during times of organizational
stress, threat, and change.”(Ramsay, Troth & Branch, 2011, p. 801) Because of the in-group, out-
group categorization it is found that differences between the out-groups are accentuated more
than in-groups while out-group members take the blame for being targeted for bullying.
4. Workplace Bullying 4
(Ramsay, Troth & Branch, 2011,p. 802) “From the group perspective, if deviant behaviors
falling into the definition of bullying are condoned, such behaviors can increase and become part
of the sub-culture's accepted repertoire.” (Ramsay, Troth & Branch, 2011,) This means that if
bullying is not combatted, it could become a normal part of an organizations normal
environment.
In a similar study, engaging the opinions of nurses, it is found that those who engage as
the bullies are seen as popular or superior to those who are the victims. Bullying can cause a type
of contagion in the workplace if it is not handled properly and in sufficient time. Researchers
have found that because nurses tend to generally have low self-esteem and poor group identity
tend to aim their aggressions at one another instead of sticking together to combat the challenges
that they may be facing both individually and as a group. (Hutchinson, 2013, p. 563) It is also
found that typically amongst both nurses and in other organizations, those who tend to be the
bullies are also those who hold a position of power. They feel that because they have some sort
of control over their peers that they are able to victimize those around them.
In the nursing field it is reported that up to 80% have faced bullying in the workplace
including subtle things such as isolation, exclusion, harming the reputations of those around the
bully. (Hutchinson, 2013, p. 565) “The proposed model raises an important ethical issue, those
who engage in manipulative bullying may not only degrade or humiliate their colleagues, the
ethical climate of the work team may be eroded to such an extent that it paves the way for patient
care to be implicated in the hostility. Repeated exposure to negative emotions and conflict can
lead to contagion of victimization across the workgroup”. (Hutchinson, 2013, p. 563) It is also
found that because bullying can be socialized and normalized, organizational systems can in a
way condone the bullying instead of facing and eliminating it (Johnston, 2015, p. 403). Those
5. Workplace Bullying 5
who may only witness the bullying are less likely to report the incident because they do not see it
as a big deal because they are somewhat accustomed to it. Due to being socialized to bullying it
is also more prominent that bullies recruit the help of bystanders. These bystanders see the
bullying as a small issue and are therefore recruited into being bullies themselves (Hutchinson,
2013, p. 564).
Workplace Bullying and Gender
When we think of workplace bullying, the effects are not always broken down by gender
and the any ways that women and men are different in handling bullying. “Over 50% of bullies
are women”(Kumar & Kumar, 2012, p. 130). Amongst both bullies and victims, 75% of callers
to the UK National Bullying Advice Line are also women (Kumar & Kumar, 2012, p. 130).
Research has been conducted and has concluded that “macho management” has in some ways
shaped bullying behavior and has told men that it I less acceptable to report or admit that they
had been bullied, whereas women are more encouraged to stand up for themselves even if that
means asking for help (MacIntosh, Wuest, Gray, & Aldous, 2010, p. 910).
Other studies have found that when women are affected by bullying, they tend to reduce
their productivity at work as well as causing a multitude of physiological problems such as stress
and depression (Hutchinson, 2013, p. 563). One study was conducted in Canada where 36
women were interviewed and admitted that if the bulling was reoccurring and extensive, that
they would need outside resources to cope with the trauma because they simply could not handle
it themselves (MacIntosh, Wuest, Gray, & Aldous, 2010, p. 913). Scholars revealed that once the
bullying reaches this point, headaches, anxiety, and even sleep disorders have been reported
(Matthiesen & Einarsen, 2004, p. 337).
6. Workplace Bullying 6
Long-term effects that can stay with the victim also include burnout and long-term
fatigue as well as lowered self-confidence (MacIntosh, Wuest, Gray, & Aldous, 2010, p. 910).
These symptoms could not only affect the victim in their work lives, but also in their family
lives. Most of the victims who report these issues are women, and some men have reported
feeling as though they cannot combat the issue for the fear of being singled out by the bully. “In
the absence of appropriate approaches, management practices may sometimes exacerbate
bullying situations”(MacIntosh, Wuest, Gray, & Aldous, 2010, p. 911).
According to a feminist approach to studying bullying, bullying is not combatted because
we “naturalize” it in childhood in order to aid in the maturation process when in reality it needs
to be disarmed in any point in life because of the suicide risk (Johnston, 2015, p. 405). Scholars
have found that the hormones in the body are actually thrown off when bullying is in effect
(Johnston, 2015, p. 407). Because we place so much emphasis on the groups in which we belong,
they become part of our identities and if one of those groups becomes that of a victim of bullying
it could cause a major imbalance in our lives and in the makeup of how we see our identities.
“The relational model of selfhood claims that we are primarily and principally formed by our
relationships, and that it is the quality and strength of our relationships that makes autonomy
possible” (Johnston, 2015, p. 403).
Bullying and Its Psychiatric Effects
The effects of Post Traumatic Stress Disorder (PTSD) have been researched in the
victims of workplace bullying, and it was found that the exposure to persistent and abusive
behavior could cause distress, which in turn causes PTSD (Matthiesen& Einarsen, 2004, p. 335).
Tests have shown that when bullying is not combated within an organization and it persists,
longer than a year then victims are more likely to experience stronger PTSD symptoms
7. Workplace Bullying 7
(Matthiesen & Einarsen, 2004, p. 336). Things that can lead to this disorder do not only have to
be physical or sexual harassment, but are more likely to be emotional abuse, aggression,
intimidation, and mistreatment at work (Hutchinson, 2013, p. 570). When 30 victims were
interviewed in Ireland, these people reported first having symptoms such as mood swings,
anxiety, and irritability which seemed to increase as the bullying went on in comparison to those
who had their bullies fired within a year of the start of the bullying (Matthiesen & Einarsen,
2004, p. 335).
Another study on bullying was conducted in order to link bullying and its affects to
Machiavellianism culture and hierarchy within organizations. Based on self-reports from both
bullies and victims, it is proven that those who possess Machiavellian characteristics such as
egocentrism, and deceitful tendencies are more likely to bully the people around them (Pilch &
Turska, 2015, p. 1). Just because one possesses some of these characteristics does not mean they
will definitely be a bully, it just means that they are more likely to be a bully than others who do
not possess these traits. External conditions such as the work environment and structure also play
a major role in the bullying culture as hierarchy can foster a negative climate due to destructive
management styles, role ambiguity, and low moral standards (Pilch & Turska, 2015, p. 3).
Although there are many ways in which bullying is fostered in an environment, there are
also many ways in which one can cope with bullying and its side effects. Once again it is made
clear that gender plays a major role in bullying, telling us that men are less likely admit to being
victims than women, but when being bullied women are more likely to use avoidance while men
feel that they can face the bully on their own (Olafsson & Johannsdottir, 2015, p. 319). When
facing the effects of bullying, men have been known to want to get revenge and be more
8. Workplace Bullying 8
aggressive whereas women tend to manipulate their social situation in order to avoid the bullying
(Olafsson & Johannsdottir, 2015, p. 320).
For my study I have the following research questions and hypotheses:
RQ1: Is organizational culture and its environment causing an increase in workplace bullying?
HQ1: Unsatisfactory management trends are having a negative impact on the rise of workplace
bullying?
RQ2: How is workplace bullying affecting the mental states of its victims?
HQ2: PTSD, suicidal thoughts, and other mental issues have become a problem due to workplace
bullying and poor management.
9. Workplace Bullying 9
References
Agervold, M., & Mikkelsen, E. G. (2004). Relationships between bullying, psychosocial work
environment and individual stress reactions. Work & Stress, 18, 4, 336-351.
Djurkovic, N., McCormack, D., & Casimir, G. (2008). Workplace bullying and intention to
leave: the moderating effect of perceived organisational support. Human Resource
Management Journal, 18, 4, 405-422.
Hutchinson, M. (2013). Bullying as workgroup manipulation: a model for understanding patterns
of victimization and contagion within the workgroup. Journal of Nursing Management,
21, 3, 563-571.
Johnston, T. R. (2015). Affirmation and care: A feminist account of bullying and bullying
prevention. Hypatia, 30, 2, 403-417.
Kumar, G., Jain, A., & Kumar, B. (2012). Bullying in the workplace: recognition and
management. The Obstetrician & Gynaecologist, 14, 2, 130-135.
MacIntosh, J., Wuest, J., Gray, M., & Aldous, S. (2010). Effects of workplace bullying on how
women work. Western Journal of Nursing Research, 32, 7, 910-931.
Matthiesen, S. B., & Einarsen, S. (2004). Psychiatric distress and symptoms of PTSD among
victims of bullying at work. British Journal of Guidance and Counselling, 32, 3, 335-
356.
Ólafsson, R. F., & Jóhannsdóttir, H. L. (2004). Coping with bullying in the workplace: the effect
of gender, age and type of bullying. British Journal of Guidance and Counselling, 32, 3,
319-333.
10. Workplace Bullying 10
Pilch, I., & Turska, E. (2015). Relationships between machiavellianism, organizational culture,
and workplace bullying: Emotional abuse from the target’s and the perpetrator’s
perspective. Journal of Business Ethics, 128, 1, 83-93.
Ramsay, S., Troth, A., & Branch, S. (2011). Work-place bullying: A group processes framework.
Journal of Occupational and Organizational Psychology, 84, 4, 799-816.