1. Running head: WORKPLACE BULLYING 1
Workplace Bullying
Diona Watkins
Psyc 4700
Unit 9 Assignment 1
Capella University
December, 2014

2. Workplace Bullying 2
Introduction
Bullying often brings to mind young children or adolescents taunting or engaging in
behavior that is belittling or malicious in intent. Unfortunately bullying is not just something
that children engage in. Workplace bullying in the medical profession for example has not been
reported or documented in the numbers that reflect how prevalent it really is. According to
Akici and Beder (2014) workplace bullying strives to sabotage a professional’s competence
(p.25). Statistical reporting can be a start to uncovering the reasons why and how to combat
workplace bullying (Akici & Beder, 2014). Bullying can have serious effects on one’s motivation
at work, home or socially. This article will evaluate the research and discuss areas of strength
and areas of weakness in the 2014 workplace bullying study designed by Akici and Beder, the
research process, and interpretation and description of the results. Then it will be explained
whether or not the conclusions accurately reflect the analysis using both statistical and real-
world language to support the opinion. The purpose of the study is to bring awareness to the
issue of workplace bullying and through documenting the findings hopefully begin the process
toward adopting better policies and procedures on addressing the problem. A participation rate
of 52 and 65 percent among physicians and nurse respectively were noted. Questionnaires
were handed out to the staff who volunteered to participate. Workplace bullying was measured
on a five-point scale by measure of bullying behaviors, its effect and the overall workload f the
staff. Depression levels were also measured.
People who suffer from prolonged bullying experience low self-esteem and confidence
as well as developing PTSD (Akici & Beder, 2014). At the publication of Akici and Beder’s (2014)

3. Workplace Bullying 3
article, there is no current legislation known to make workplace bullying punishable. Poor
policies and procedures on handling workplace bullying reflect negatively on companies while
causing decreased productivity and efficiency among victims and other employees. The rate in
which workplace bullying occurs can dishearten. Aciki and Beder (2014) report 18-38 percent of
physicians and 27-51 per cent of nurses have reported being victims of workplace bullying. Of
those percentages nearly 70 per cent with 84 and 69 per cent reporting either experiencing
bullying behaviors or a co-worker being bullied (p. 25-6).
Statistical Analysis
Most of the physicians and nurses reported experiencing workplace bullying. According
to the results, with a mean score of greater than one, 11 percent of the physicians and 12 per cent
of the nurses had experienced deliberate bullying at their workplaces during the last year
(Akicic & Beder, 2014). Other facets of this study aimed at discerning which areas evidence of
workplace bullying affected more. The following data is provided to discuss how workplace
bullying can was measured and can be potentially decreased. Akici and Beder (2014) used a non-
directional hypothesis in order to determine what differences if any workplace bullying would
have on work performance and depression levels. Based on the data provided, the null
hypothesis was rejected with both a one percent and five percent level of error. Akici and
Beder (2014) found that younger and less experienced physicians and nurses were found to be
more likely to experience bullying behavior than others using a confidence error of less than five
percent (p<0.05). This can be due to the lack of experience in handling day –to-day workloads,
stressed and demands effectively and efficiently. However there were no significant differences

4. Workplace Bullying 4
with a confidence interval of 95 percent (p>0.05) between physicians and nurses in terms of
outright bullying behavior (Akici & Beder, 2014).
Conclusion
In interpreting the data presented, the statistic relating to the workload differences can in some
ways account for workplace bullying to occur. Referring back to the working definition of
workplace bullying to sabotage another professional competence; if a nurse’s workload exceeds
that of another nurse, resentment can lead to workplace bullying. These latter statistics help
support workplace bullying through comparable competencies in education and work
experience as it relates to their respective positions. Depression levels were found to be
elevated in nurses over physicians due in part to workload and levels of stress. Interpretation of
the results was done so using a 99 percent confidence interval for work and energy levels, co-
worker and supervisor collaboration. It seems that through misinformation, outdated policies
or lack thereof for addressing inconsistencies in work related division of labor and
responsibilities has created room for bullying to occur. Utilizing the data provided, the
conclusion accurately reflects the analysis.
References
Ekici, D., & Beder, A. (2014). The effects of workplace bullying on physicians and nurses.
Australian Journal Of Advanced Nursing, 31(4), 24-33.