To link to this article:
|
|
- Justin Booker
- 7 years ago
- Views:
Transcription
1 This article was downloaded by: [Universitetsbiblioteket i Bergen] On: 02 January 2014, At: 05:42 Publisher: Routledge Informa Ltd Registered in England and Wales Registered Number: Registered office: Mortimer House, Mortimer Street, London W1T 3JH, UK European Journal of Work and Organizational Psychology Publication details, including instructions for authors and subscription information: Bullying in the workplace: Recent trends in research and practice#an introduction Dieter Zapf & Ståle Einarsen Published online: 10 Sep To cite this article: Dieter Zapf & Ståle Einarsen (2001) Bullying in the workplace: Recent trends in research and practice#an introduction, European Journal of Work and Organizational Psychology, 10:4, To link to this article: PLEASE SCROLL DOWN FOR ARTICLE Taylor & Francis makes every effort to ensure the accuracy of all the information (the Content ) contained in the publications on our platform. However, Taylor & Francis, our agents, and our licensors make no representations or warranties whatsoever as to the accuracy, completeness, or suitability for any purpose of the Content. Any opinions and views expressed in this publication are the opinions and views of the authors, and are not the views
2 of or endorsed by Taylor & Francis. The accuracy of the Content should not be relied upon and should be independently verified with primary sources of information. Taylor and Francis shall not be liable for any losses, actions, claims, proceedings, demands, costs, expenses, damages, and other liabilities whatsoever or howsoever caused arising directly or indirectly in connection with, in relation to or arising out of the use of the Content. This article may be used for research, teaching, and private study purposes. Any substantial or systematic reproduction, redistribution, reselling, loan, sub-licensing, systematic supply, or distribution in any form to anyone is expressly forbidden. Terms & Conditions of access and use can be found at
3 EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY, INTRODUCTION 2001, 10 (4), Bullying in the workplace: Recent trends in research and practice an introduction Dieter Zapf Johann Wolfgang Goethe-Universität, Frankfurt, Germany Ståle Einarsen Department of Psychology, University of Bergen, Norway Victimization from bullying and non-sexual harassment at work has for a long time been a more or less non-existent issue in organizational research, as well as a taboo in organizational life (Einarsen, 1999; Hoel, Rayner, & Cooper, 1999). Although bully/victim problems among children as well as the sexual harassment facing many women in working life have received substantial interest both by the public and by researchers during the last 30 years, this has not been the case as far as emotional abuse, bullying, and consistent aggressive behaviour among coworkers and between supervisors and subordinates are concerned. However, during the last decade, research into this field has gradually emerged as an important issue (see also Leymann, 1996; Einarsen, 2000; Zapf, 1999; and Keashly, 1998, for reviews). The phenomenon, which includes being exposed to persistent insults or offensive remarks, persistent criticism, personal or even physical abuse, has been labelled mobbing at work in some Scandinavian and German-speaking countries (Leymann, 1996) and bullying at work in many English-speaking countries (Liefooghe & Olafsson, 1999). Mobbing or bullying at work occur when someone, persistently over a period of time, is on the receiving end of negative actions from one or several others, in a situation where the one at the receiving end for different reasons may have difficulties defending him- or herself against these actions (Einarsen, 2000). Typically, a victim is constantly Requests for reprints should be addressed to Prof. D. Zapf, Johann Wolfgang Goethe- Universität, Institut für Psychologie, Mertonstr. 17, Frankfurt am Main, Germany. D.Zapf@psych.uni-frankfurt.de 2001 Psychology Press Ltd l DOI: /
4 370 ZAPF AND EINARSEN teased, badgered, and insulted, and perceives that he or she has little recourse to retaliate in kind. Bullying may take the form of open verbal or physical attacks on the victim, but may also take the form of more subtle acts, such as excluding or isolating the victim from his or her peer group. Organizational measures such as taking away responsibilities or devaluating one s work and efforts, social isolation and exclusion, and exposure to teasing, insulting remarks, and ridicule, are the most common negative acts (Einarsen, Raknes, Matthiesen, & Hellesøy, 1994; Leymann, 1996; Zapf, Knorz, & Kulla, 1996). Bullying seems not to be an either or phenomenon, but a gradually evolving process, often triggered by a work-related conflict (Leymann, 1996). During an escalating conflict a person may acquire a disadvantaged position, and may gradually be the subject of highly aggressive behaviour by colleagues or shopfloor management. These aggressive behaviours may be quite a number of different activities, used with the aim or at least the effect of persistently humiliating, intimidating, frightening or punishing the victim. Because bullying is mostly a gradually evolving process, it is, in a sense, arbitrary when and when not to speak of bullying. Whereas in many countries bullying or mobbing is used for almost every negative act directed against a specific target, researchers use different criteria speaking of bullying. Some follow the relatively strict criteria suggested by Leymann (1996; duration of bullying at least 6 months, frequency of bullying at least once a week); others speak of bullying if the duration is less than 6 months and if bullying acts occur less often than once a week. There is, however, a broad consensus that bullying should be directed against a target, that there is more than a single act, and that the target is or ends up in an inferior position from which it is difficult to defend him- or herself. Much of the research conducted so far has concentrated on the relationship between well-being and health and the exposure to bullying (e.g., Leymann & Gustafsson, 1996; Zapf et al., 1996). So far, a firm conclusion may be drawn from these research findings: Exposure to systematic and long-lasting verbal, non-physical, and non-sexual abusive and aggressive behaviour in the workplace causes a variety of negative health effects in the target. Although single acts of aggression and harassment do occur fairly often in everyday interaction, they seem to be associated with severe health problems when occurring on a regular basis (Einarsen & Raknes, 1997; Leymann, 1996). Research on workplace bullying started in the late 1980s in the Nordic countries (Leymann, 1990; Matthiesen, Raknes, & Røkkum, 1989) and spread to other European countries by the mid-1990s. In 1996 a special issue of the European Journal of Work and Organizational Psychology published altogether eight articles by researchers from six European countries (Leymann & Zapf, 1996). These papers were originally presented at a symposium on bullying at work held at the Seventh European Congress on Work and Organizational Psychology in the town of Györ in Hungary in This symposium was the first of a series of subsequent European symposia to be held at this biannual
5 INTRODUCTION 371 congress, in Verona in 1997, in Helsinki in 1999, and in Prague in At these symposia an ever-growing group of European researchers met to present and discuss their work. Furthermore, these symposia seemed to draw a growing number of interested participants to attend the symposia. Hence, the European Congresses on Work and Organizational Psychology have become a major force in the sharing, the promotion, and the encouragement of research in this field. It is therefore only natural that the European Journal of Work and Organizational Psychology once again presents a special issue to document the recent trends in empirical research in the field of bullying at work throughout Europe. The issue is based on free submissions of papers and an ordinary peer review process. Needless to say we received a host of interesting studies from many European countries. The papers presented in this special issue give, in our opinion, a state of the art picture of the research on bullying that goes on in Europe today. Many of the papers collected in this special issue were presented at one of the European symposia. The papers of this issue, although all empirical in nature, focus on a wide range of issues and employ both quantitative and qualitative methods. The objective when conducting research on potential organizational problems, such as bullying at work, must be to contribute to the prevention and constructive management of these problems. In addition we would aim to contribute to the healing of possible individual and organizational wounds resulting from these potential problems. However, to successfully accomplish these objectives, different kinds of information have to be provided (Einarsen, 2000). First, we must provide descriptive information on the phenomenon itself, both from a conceptual and an empirical point of view. Second, information on the causes and consequences of the problem is needed, again both from a theoretical and an empirical angle. The implementation of effective interventions must be based on a fair description of the problem as well as the development of theoretical and empirically sound models of the causes and effects involved. The third kind of information needed concerns the actions that may be taken to resolve or prevent the problem, be it on an individual or organizational level. Not all possible causes of bullying and harassment at work may easily be altered. Information is therefore needed regarding possible intervention and action steps and the cost benefit of the different strategies. In this respect the coping and conflict management of both victims and organizations must also be focused upon. We are proud to say that the articles presented in this special issue relate to all three levels of research, although the first two levels of research are naturally the main focus of most articles. The thorough documentation of the frequency, risk groups, the behaviours involved, as well as the effects and causes of bullying at work, is still the main priority of many researchers. Descriptive and exploratory studies, using both quantitative and qualitative methods, have, during the last few years, been conducted within a vast array of organizations and occupational groups.
6 372 ZAPF AND EINARSEN Researchers from Denmark, Finland, Germany, The Netherlands, Norway, and the UK have contributed to this special issue. The first article questions the definition and the description of the concept of bullying used in most studies so far, namely that bullying is an interpersonal phenomenon. Using qualitative data from an UK organization, Liefooghe and Mackenzie Davey show that many employees also use the term bullying to describe humiliating and demeaning organizational practices. Hence, they argue that the concept of bullying at work as well as research should be expanded to include how organizations treat people, and they suggest the introduction of organizational bullying to address this phenomenon. Although the Nordic countries have pioneered the research on bullying, this has not been the case for Denmark, where research on bullying has only recently started. Mikkelsen and Einarsen present the first data on the prevalence and the health correlates of bullying in Denmark. The authors also address the potential influence of national, cultural, and organizational settings on the frequency of bullying at work. In addition, they compare different methods for measuring the frequency of exposure to bullying at work. Hubert and van Veldhoven present data on the exposure to different kinds of bullying behaviour in the Netherlands using data from a large representative sample of Dutch organizations. This article also addresses the issue of whether or not some organizational settings pose a higher risk for bullying than others. Methodological issues relating to the measurement of bullying at work are also addressed by Salin in her article on exposure to bullying among Swedishspeaking professionals in Finland. This article also focuses on bullying among highly competent employees and employees in a managerial and leadership position. Differences in exposure to bullying between men and women, between different organizational status groups, and between different organizational levels are addressed by Hoel, Cooper, and Faragher using a large-scale sample from the UK. All these four highly different and very interesting studies can be classified as first-level research. Such research efforts are necessary and highly important contributions in future theory developments both as far as the causes and consequences of bullying are concerned as well as in the development of prevention and intervention programmes. An example of second-level research efforts are found in the study of Matthiesen and Einarsen on personality characteristics among victims of bullying at work. Using the MMPI-2, which is a comprehensive measurement of psychiatric illness and personality disorders, they address one of the more controversial issues in this field of research, namely the issue of victim personality. An example of third-level research is presented by Hogh and Dofradottir in a study on coping strategies among victims of bullying. The authors present data from a representative Danish sample. Finally, Zapf and Gross in their article focus on workplace bullying from the conflict and conflict management
7 INTRODUCTION 373 perspective. They describe bullying as an escalated conflict and analyse conflict management strategies of victims and non-victims, and of victims whose situation worsened over time and those whose situation substantially improved. The articles of this special issue make data on bullying available from countries where research on bullying has only recently started. Moreover, it contains papers that address specific topics such as bullying and gender, organizational status, personality, and conflict management. We therefore believe that it documents the most recent trends of bullying research in Europe, and we hope that it will disseminate the knowledge on workplace bullying and will further stimulate research on this important issue. REFERENCES Einarsen, S. (1999). The nature and causes of bullying at work. International Journal of Manpower, 20, Einarsen, S. (2000). Bullying and harassment at work: A review of the Scandinavian approach. Aggression and Violent Behavior, 5, Einarsen, S., & Raknes, B.I. (1997). Harassment at work and the victimization of men. Violence and Victims, 12, Einarsen, S., Raknes, B.I., Matthiesen, S.B., & Hellesøy, O.H. (1994). Mobbing og harde personkonflikter: Helsefarlig samspill på arbeidsplassen [Bullying and interpersonal conflicts: Unhealthy interaction at work]. Bergen, Norway: Sigma Forlag. Hoel, H., Rayner, C., & Cooper, C.L. (1999). Workplace bullying. In C.L. Cooper & I.T. Robertson (Eds.), International review of industrial and organizational psychology (Vol. 14, pp ). Chichester, UK: Wiley. Keashly, L. (1998). Emotional abuse in the workplace: Conceptual and empirical issues. Journal of Emotional Abuse, 1, Leymann, H. (1990). Mobbing and psychological terror at workplaces. Violence and Victims, 5, Leymann, H. (1996). The content and development of bullying at work. European Journal of Work and Organizational Psychology, 5(2), Leymann, H., & Gustafsson, A. (1996). Mobbing at work and the development of post-traumatic stress disorders. European Journal of Work and Organizational Psychology, 5(2), Leymann, H., & Zapf, D. (1996). Mobbing and victimization at work. European Journal of Work and Organizational Psychology, 5(2), Liefooghe, A.P.D., & Olafsson, R. (1999). Scientists and amateurs : Mapping the bullying domain. International Journal of Manpower, 20, Matthiesen, S.B., Raknes, B.I., & Rökkum, O. (1989). Mobbing på arbeidsplassen [Bullying in the workplace]. Tidsskrift for Norsk Psykologforening, 26, Zapf, D. (1999). Mobbing in Organisationen. Ein Überblick zum Stand der Forschung [Mobbing in organisations. A state of the art research review]. Zeitschrift für Arbeits- & Organisationspsychologie, 43, Zapf, D., Knorz, C., & Kulla, M. (1996). On the relationships between mobbing factors, and job content, social work environment and health outcomes. European Journal of Work and Organizational Psychology, 5(2), Zapf, D., & Leymann, H. (Eds.). (1996). Mobbing and victimization at work [special issue]. European Journal of Work and Organizational Psychology, 5(2).
Daring Greatly: How the Courage to Be Vulnerable Transforms the Way We Live, Love, Parent, and Lead. Click for updates
This article was downloaded by: [184.100.72.114] On: 19 January 2015, At: 17:22 Publisher: Routledge Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered office: Mortimer House,
More informationPublished online: 17 Jun 2010.
This article was downloaded by: [Sam Houston State University] On: 07 August 2014, At: 15:09 Publisher: Taylor & Francis Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered
More informationOnline publication date: 19 May 2010 PLEASE SCROLL DOWN FOR ARTICLE
This article was downloaded by: [Patterson, David A.] On: 19 May 2010 Access details: Access Details: [subscription number 922426156] Publisher Routledge Informa Ltd Registered in England and Wales Registered
More informationCalifornia Published online: 09 Jun 2014.
This article was downloaded by: [Mr Neil Ribner] On: 10 June 2014, At: 20:58 Publisher: Routledge Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered office: Mortimer House,
More informationWAYS TO INTERVENE IN CASE OF MOBBING
WAYS TO INTERVENE IN CASE OF MOBBING TEODORA-SIMONA CORNOIU* University of Bucharest, Faculty of Psychology and Educational Sciences, Department of Psychology Abstract This article reviews possible causes
More informationVIOLENCE AT WORK* Duncan Chappell and Vittorio Di Martino
VIOLENCE AT WORK* by Duncan Chappell and Vittorio Di Martino The real image of violence ta work The variety of behaviours which may be covered under the general rubric of violence at work is so large,
More informationHow To Understand The History Of Part Time Business Studies
This article was downloaded by: [148.251.235.206] On: 27 August 2015, At: 06:33 Publisher: Routledge Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered office: 5 Howick Place,
More informationThe Prevalence and Prevention of Crosstalk: A Multi-Institutional Study
This article was downloaded by: [65.186.78.206] On: 10 April 2014, At: 17:16 Publisher: Routledge Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered office: Mortimer House,
More informationUsing Learning from Work for Progression to Higher Education: a degree of experience
This article was downloaded by: [148.251.235.206] On: 27 August 2015, At: 21:16 Publisher: Routledge Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered office: 5 Howick Place,
More informationThe Nottingham eprints service makes this work by researchers of the University of Nottingham available open access under the following conditions.
Seo, Yoojeong Nadine (2010) The role of culture on workplace bullying: the comparison between the UK and South Korea. PhD thesis, University of Nottingham. Access from the University of Nottingham repository:
More informationNASPE Sets the Standard
This article was downloaded by: [Bowling Green SU] On: 25 March 2015, At: 09:45 Publisher: Routledge Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered office: Mortimer House,
More informationFaculty of Psychology, University of Bergen, Norway. Online publication date: 09 December 2009
This article was downloaded by: [Canadian Research Knowledge Network] On: 13 April 2010 Access details: Access Details: [subscription number 783016864] Publisher Routledge Informa Ltd Registered in England
More informationEMPLOYER S LIABILITY FOR SEXUAL HARASSMENT BY SUPERVISORS. Charges of Sexual Harassment Are a Small Business Nightmare Statistics Bare This Out.
EMPLOYER S LIABILITY FOR SEXUAL HARASSMENT BY SUPERVISORS Charges of Sexual Harassment Are a Small Business Nightmare Statistics Bare This Out. Last year, 15,222 charges of sexual harassment were filed
More informationThe nature and causes of bullying at work
International Journal of Manpower 20,1/2 16 The nature and causes of StaÊle Einarsen University of Bergen, Norway Keywords Bullying, Conflict, Harassment, Occupational health, Organizational behaviour,
More informationWorkplace bullying A study on the work environment, well-being and health
University of Helsinki Department of Psychology Maarit Vartia-Väänänen Workplace bullying A study on the work environment, well-being and health ACADEMIC DISSERTATION To be publicly discussed, by due to
More informationThe psychology of bullying at work: Explaining the detrimental effects on victims
The psychology of bullying at work: Explaining the detrimental effects on victims S. EINARSEN, E.G. MIKKELSEN & S.B. MATTHIESEN Department of Psychosocial Science, University of Bergen, Norway Introduction
More informationPLEASE SCROLL DOWN FOR ARTICLE. Full terms and conditions of use: http://www.informaworld.com/terms-and-conditions-of-access.pdf
This article was downloaded by: On: 6 January 2010 Access details: Access Details: Free Access Publisher Taylor & Francis Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered
More informationBullying and Harassment at Work Policy
Bullying and Harassment at Work Policy i) Statement Everyone should be treated with dignity and respect at work, irrespective of their status or position within the organisation. Bullying and harassment
More informationWorkplace Bullying: What is it? How can we help?
Workplace Bullying: What is it? How can we help? NIEAPA Chicago, IL April 11, 2014 Judy Skorek, Ed.D. jskorek@adler.edu Kathy Bonnar, Ed.D. Kathy.bonnar@cuchicago.edu Thoughts? You can kill a person only
More informationViolence in the Workplace Procedures Manual 417-A
Violence in the Workplace Procedures Manual 417-A Category: Human Resources Administered by: Appropriate Senior Administrator First Adopted: Feb 2011 Revision History: Mar 2012, Sept 2012, Jan 2016 Next
More informationSecretary-General s bulletin Prohibition of discrimination, harassment, including sexual harassment, and abuse of authority
United Nations ST/SGB/2008/5 Secretariat 11 February 2008 Secretary-General s bulletin Prohibition of discrimination, harassment, including sexual harassment, and abuse of authority The Secretary-General,
More informationBusiness Security Architecture: Weaving Information Security into Your Organization's Enterprise Architecture through SABSA
This article was downloaded by: [188.204.15.66] On: 20 February 2012, At: 01:40 Publisher: Taylor & Francis Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered office: Mortimer
More informationCarlton Cards Limited
Carlton Cards Limited POLICIES, STANDARDS AND PROCEDURES ISSUING DEPT: HUMAN RESOURCES REVISION DATE: July 2014 TITLE: Workplace Harassment & Violence Prevention Policy A. PURPOSE The purpose of this policy
More informationCNSA!Position!Statement!on!Creating!an!Empowering!Environment!for! Nursing!Students!to!Eliminate!Bullying!in!the!Nursing!Profession!
CNSAPositionStatementonCreatinganEmpoweringEnvironmentfor NursingStudentstoEliminateBullyingintheNursingProfession Background Workplace bullying is defined as harassing, offending, socially excluding someone
More informationPreventing & Dealing With Sexual Harassment. October 21, 2013
Preventing & Dealing With Sexual Harassment October 21, 2013 Objectives Review the legal definition of sexual harassment Increase awareness of behaviors that constitute sexual harassment Learn Saint Joseph
More informationPLEASE SCROLL DOWN FOR ARTICLE
This article was downloaded by:[ebscohost EJS Content Distribution] On: 30 October 2007 Access Details: [subscription number 768320842] Publisher: Routledge Informa Ltd Registered in England and Wales
More informationWorkplace bullying Outline of Submissions
Workplace bullying Outline of Submissions Submissions: Moira Jenkins and Karl Luke 7 August 2012 1. Need for a definition that takes into account reasonable person test, and the OHS consequences of buliying:
More informationOnline publication date: 15 March 2010
This article was downloaded by: [Swets Content Distribution] On: 17 September 2010 Access details: Access Details: [subscription number 925215345] Publisher Routledge Informa Ltd Registered in England
More informationHow Transformational Theory can be used to understand the Personal Experience if being Bullied in the Workplace
THE WORKPLACE 1 How Transformational Theory can be used to understand the Personal Experience if being Bullied in the Workplace Abstract: Bullying is a growing problem in all organizations. This paper
More informationNASUWT. Workplace Bullying in Schools and Colleges. The Teachers Union. The largest teachers union in the UK
NASUWT The Teachers Union Workplace Bullying in Schools and Colleges The largest teachers union in the UK 1. Introduction The NASUWT has a long-standing commitment to tackling the problem of adult workplace
More informationSTRESS RISK ASSESSMENT FORM Subject of risk assessment Role / Team / Individual / Location / Job Type. No of employees
STRESS RISK ASSESSMENT FORM Subject of risk assessment Role / Team / Individual / Location / Job Type No of employees Reason or Trigger for Risk Assessment Current Control measures things that are already
More informationThe European Marine Energy Centre Ltd. HARASSMENT AND BULLYING POLICY
The European Marine Energy Centre Ltd. HARASSMENT AND BULLYING POLICY Table of Contents 1 Policy Statement... 3 2 Scope... 3 3 Definitions... 3 4 Detailed Guidelines... 5 4.1 What to do if you are being
More informationThe policy also aims to make clear the actions required when faced with evidence of work related stress.
STRESS MANAGEMENT POLICY 1.0 Introduction Stress related illness accounts for a significant proportion of sickness absence in workplaces in the UK. Stress can also be a contributing factor to a variety
More informationRens van de Schoot a b, Peter Lugtig a & Joop Hox a a Department of Methods and Statistics, Utrecht
This article was downloaded by: [University Library Utrecht] On: 15 May 2012, At: 01:20 Publisher: Psychology Press Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered office:
More informationPLEASE SCROLL DOWN FOR ARTICLE. Full terms and conditions of use: http://www.informaworld.com/terms-and-conditions-of-access.pdf
This article was downloaded by: [University of Medicine & Dentistry of NJ] On: 18 February 2011 Access details: Access Details: [subscription number 916774742] Publisher Routledge Informa Ltd Registered
More informationGOVERNMENT OF WESTERN AUSTRALIA
GUIDANCE NOTE Dealing with bullying at work A guide for workers C O M M I S S I O N GOVERNMENT OF WESTERN AUSTRALIA commission for occupational safety and health What this guidance note is about This guidance
More informationHarassment Prevention
Harassment Prevention An employer s guide for developing a harassment policy 2016 saskatchewan.ca PLEASE NOTE The original legislation should be consulted for all purposes of interpretation and application
More informationChallenges Faced in a Harassment Investigation
Challenges Faced in a Harassment Investigation By: Lauren M. Bernardi This article outlines five of the most common challenges faced during a harassment investigation and provides strategies for responding
More informationAlan J. Hawkins a, Brian J. Willoughby a & William J. Doherty b a School of Family Life, Brigham Young University, Provo, Utah, USA
This article was downloaded by: [BYU Brigham Young University] On: 13 August 2012, At: 15:35 Publisher: Routledge Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered office:
More informationWORKPLACE VIOLENCE PREVENTION. Definition. Definition Cont d. Health Care and Social Service Workers
WORKPLACE VIOLENCE PREVENTION Health Care and Social Service Workers Definition Workplace violence is any physical assault, threatening behavior, or verbal abuse occurring in the work setting A workplace
More informationLiabilities and defenses for sexual harassment
Liabilities and defenses for sexual harassment Liabilities and defenses for sexual harassment Resource kit 90132 By Jill R. Muratori, Esq. The U.S. Supreme Court issued two ground-breaking decisions on
More informationWorkplace Violence and Harassment Prevention
Workplace Violence and Harassment Prevention Workplace Violence & Harassment Prevention "The government has acted to protect workers from workplace violence. Everyone should be able to work without fear
More informationOccupational health and safety of physical therapists
Occupational health and safety of physical therapists The World Confederation for Physical Therapy (WCPT) advocates for the right of physical therapists to a safe and healthy practice environment * that
More informationViews on gender differences in bullying in relation to language and gender role socialisation
18 Views on gender differences in bullying in relation to language and gender role socialisation Abstract SYLVIE WIMMER* The study sought to examine society s views on gender differences in bullying in
More informationEmployee Engagement Survey 2015. Nova Scotia Government-wide Report
Employee Engagement Survey 2015 Nova Scotia Government-wide Report Employee Engagement Survey 2015 This summary report provides information on the state of employee engagement in the Nova Scotia public
More informationPan-European opinion poll on occupational safety and health
PRESS KIT Pan-European opinion poll on occupational safety and health Results across 36 European countries Press kit Conducted by Ipsos MORI Social Research Institute at the request of the European Agency
More informationMEDICINA y SEGURIDAD del trabajo
Editorial Senior Specialist on Occupational Health. Programme on Health Promotion and Well-being. International Labour Office. Correspondencia Specialist on Occupational Health Programme on Health Promotion
More informationSTOP harassment: a Guide FOr CuPe LOCaLS CUPE Equality November 2014
STOP harassment: A Guide FOR CUPE LOCALS CUPE Equality November 2014 This guide is for local union stewards, officers and other activists. It covers: The definition of harassment. The effects of harassment.
More informationWORKPLACE BULLYING AND DISRUPTIVE BEHAVIOR. What everyone needs to know! ASEA/AFSCME Local 52, AFL-CIO
WORKPLACE BULLYING AND DISRUPTIVE BEHAVIOR What everyone needs to know! ASEA/AFSCME Local 52, AFL-CIO Workplace bullying refers to repeated, unreasonable actions of individuals (or a group) directed towards
More informationBlaming the Victim in the Case of Rape
This article was downloaded by: [Laura Niemi] On: 22 May 2014, At: 08:25 Publisher: Routledge Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered office: Mortimer House, 37-41
More informationINTERNATIONAL COMPARISONS OF PART-TIME WORK
OECD Economic Studies No. 29, 1997/II INTERNATIONAL COMPARISONS OF PART-TIME WORK Georges Lemaitre, Pascal Marianna and Alois van Bastelaer TABLE OF CONTENTS Introduction... 140 International definitions
More informationState University of New York at Potsdam. Workplace Violence Prevention Policy and Procedures
State University of New York at Potsdam Workplace Violence Prevention Policy and Procedures Revision Date: September 15, 2015 Page 1 of 7 TABLE OF CONTENTS Policy... 3 Statement... 3 Definitions... 3 Application
More informationMental health and social wellbeing of gay men, lesbians and bisexuals in England and Wales A summary of findings
Mental health and social wellbeing of gay men, lesbians and bisexuals in England and Wales A summary of findings Report funded by in collaboration with and Mental health and social wellbeing of gay men,
More informationBULLYING/ANTI-HARASSMENT
BULLYING/ANTI-HARASSMENT The state of Mississippi has established legislation requiring Bullying Prevention to be taught in schools. Executive Summary The purpose of this policy is to assist the Mississippi
More informationTHE CORPORATION OF THE CITY OF WINDSOR POLICY
THE CORPORATION OF THE CITY OF WINDSOR POLICY Policy No.: HRHSPRO-00026(a) Department: Human Resources Approval Date: June 7, 2010 Division: Occupational Health & Safety Services Approved By: City Council
More informationParental Relationships and Teenage Substance Abuse - An Examination
This article was downloaded by: [gary hopkins] On: 23 May 2014, At: 06:31 Publisher: Routledge Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered office: Mortimer House,
More informationOnline publication date: 20 November 2009
This article was downloaded by: [Michigan State University] On: 17 December 2009 Access details: Access Details: [subscription number 908199210] Publisher Routledge Informa Ltd Registered in England and
More informationInformation about INTERVENTION ORDERS
Information about INTERVENTION ORDERS This publication has been prepared as a public service initiated by South Australia Police and, while every care has been taken in its preparation, no warranty is
More informationBullying: Analysis of 10 year Global Data
Bullying: Analysis of 10 year Global Data While discourse on bullying is predominantly focused on developed countries or those that are high or very high on the Human Development Index, the fact is it
More informationWORKPLACE STRESS: a collective challenge WORLD DAY FOR SAFETY AND HEALTH AT WORK 28 APRIL 2016
WORKPLACE STRESS: a collective challenge WORLD DAY FOR SAFETY AND HEALTH AT WORK 28 APRIL 2016 WHAT IS WORK-RELATED STRESS? Stress is the harmful physical and emotional response caused by an imbalance
More informationNegative behaviours in the workplace A study of two Primary Care Trusts in the NHS
The current issue and full text archive of this journal is available at wwwemeraldinsightcom/0951-3558htm A study of two Primary Care Trusts in the NHS Bernard Burnes and Rachael Pope Manchester Business
More informationWorkplace Bullying, Harassment, and Disability January 13, 2016
Workplace Bullying, Harassment, and Disability January 13, 2016 LaWanda Cook, PhD YTI Healthy Living Initiatives Lead 1 Disclaimer Information, materials, and/or technical assistance are intended solely
More informationBullying in the Workplace
Bullying in the Workplace Ian O Herlihy 4 November 2014 Bullying in the Workplace 12 things to say! Bullying in the Workplace What it is and what it is not! HSA Definition Repeated inappropriate behaviour
More informationBeijing, China b CMOE Key Laboratory of Petroleum Engineering in China University
This article was downloaded by: [Zhejiang University On: 21 September 2014, At: 03:04 Publisher: Taylor & Francis Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered office:
More informationThe State of Sexual Harassment in America: What is the Status of Sexual Harassment in the US Workplace Today?
The State of Sexual Harassment in America: What is the Status of Sexual Harassment in the US Workplace Today? Steven V. Cates, DBA, SPHR Lynn Machin, Kaplan University, USA ABSTRACT The purpose of this
More informationCyber-bullying is covered by this policy: all members of the community need to be aware that
DUKE OF KENT SCHOOL A8 ANTI-BULLYING POLICY Aims and Objectives: Duke of Kent School values every individual in the community and believes each deserves to be treated with respect. Sensitivity to the feelings
More informationBullying. A guide for employers and workers. Bullying A guide for employers and workers 1
Bullying A guide for employers and workers Bullying A guide for employers and workers 1 Please note This information is for guidance only and is not to be taken as an expression of the law. It should be
More informationA STATE CALL TO ACTION: Working to End Child Abuse and Neglect In Massachusetts
A STATE CALL TO ACTION: Working to End Child Abuse and Neglect In Massachusetts Massachusetts Citizens for Children A Massachusetts Kids Count Report, April 2001 CHAPTER 15: The Role of Schools in the
More informationIT SHOULDN T BE THIS HARD: Family law, family court and violence against women and children
01 IT SHOULDN T BE THIS HARD: Family law, family court and violence against women and children Facilitate. Educate. Collaborate. Page 2 of 5 Author: Pamela Cross, for Luke s Place Support and Resource
More informationOBSERVATIONS PIECE JMP 20,2
The Emerald Research Register for this journal is available at www.emeraldinsight.com/researchregister The current issue and full text archive of this journal is available at www.emeraldinsight.com/0268-3946.htm
More informationGood Practice Guide to Performance Management for Nurses and Midwives in Victorian Public Health Services
Good Practice Guide to Performance Management for Nurses and Midwives in Victorian Public Health Services April 2013 Andrea Shaw Shaw Idea Pty Ltd And Associate Professor Verna Blewett New Horizon Consulting
More informationWorkplace bullying in health care: Peer-to-peer bullying of nurses
Workplace bullying in health care: Peer-to-peer bullying of nurses Michelle Kaminski Associate Professor Michigan State University East Lansing, Michigan United States Email: mkaminsk@msu.edu Ann Kettering
More informationFinchley Catholic High School. Anti Bullying Policy
Finchley Catholic High School Anti Bullying Policy Bullying can occur through many types of anti-social behaviour: Physical A student can be physically punched, kicked, hit, spat at etc Verbal This can
More informationIncivility, social undermining, bullying...oh my! : A call to reconcile constructs within workplace aggression research
Journal of Organizational Behavior J. Organiz. Behav. 32, 499 519 (2011) Published online 29 June 2010 in Wiley Online Library (wileyonlinelibrary.com).689 Point/ Counterpoint Incivility, social undermining,
More informationWORK-RELATED STRESS: A GUIDE. Implementing a European Social Partner agreement
WORK-RELATED STRESS: A GUIDE Implementing a European Social Partner agreement Foreword The workplace of the 21st century is a fast-paced, dynamic, highly stimulating environment which brings a large number
More informationVIEU PREVENTING WORKPLACE BULLYING INCIDENT REPORT FORM.
VIEU PREVENTING WORKPLACE BULLYING INCIDENT REPORT FORM. To substantiate an allegation of workplace bullying the collection of evidence and data is vital. It is important that instances of bullying are
More informationPsychosocial factors at work
Psychosocial factors at work NRCWE s short questionnaire for assessment of the psychosocial work environment 7 edition The questionnaire This questionnaire was developed by the National Centre for the
More informationINTRODUCTION 2 WORKPLACE HARASSMENT
INTRODUCTION This brochure is intended to educate Treasury employees about the prevention of harassment in the workplace. Harassment is a matter of particular concern because it seriously damages the employee-employer
More informationCampus and Workplace Violence Prevention
Campus and Workplace Violence 1 Prevention SECTION I Policy SUNYIT is committed to providing a safe learning and work environment for the college community. The College will respond promptly to threats,
More informationDOMESTIC VIOLENCE AND THE WORKPLACE A TUC SURVEY REPORT
DOMESTIC VIOLENCE AND THE WORKPLACE A TUC SURVEY REPORT THE BACKGROUND TO THE SURVEY Domestic violence may happen behind closed doors but it has far reaching consequences and is known to have an impact
More informationWorking together to stop bullying at the workplace
THE BULLY-FREE WORKPLACE has its basis in the Memorandum of Understanding on a more Inclusive Working Life, which involves collaboration between the Norwegian Government and the social partners; the major
More informationBook Review: What is Sexual Harassment?: From Capitol Hill to the Sorbonne
Journal of International Women's Studies Volume 5 Issue 1 Article 9 Nov-2003 Book Review: What is Sexual Harassment?: From Capitol Hill to the Sorbonne Kirsten Dellinger Recommended Citation Dellinger,
More informationNilpotent Lie and Leibniz Algebras
This article was downloaded by: [North Carolina State University] On: 03 March 2014, At: 08:05 Publisher: Taylor & Francis Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered
More informationDEALING WITH WORKPLACE BULLYING - A WORKER S GUIDE NOVEMBER 2013
DEALING WITH WORKPLACE BULLYING - A WORKER S GUIDE NOVEMBER 2013 Safe Work Australia is an Australian Government statutory agency established in 2009. Safe Work Australia consists of representatives of
More informationCameron M. Weber a a New School for Social Research, New York, USA. Available online: 25 Oct 2011
This article was downloaded by: [The New School] On: 25 October 2011, At: 09:15 Publisher: Routledge Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered office: Mortimer House,
More informationSettlement Worker Training - Learn the Basics of Settled & Safe
Settled & Safe TRAINING MATERIALS DAY TWO 1 CONTENTS SETTLEMENT WORKER TRAINING TRAINING MATERIALS DAY TWO 2 About this training 2 Information not advice 2 Victoria Legal Aid services 2 Activity: Reflections
More informationOnline publication date: 21 October 2010 PLEASE SCROLL DOWN FOR ARTICLE
This article was downloaded by: [Van Nistelrooij, Antonie] On: 2 November 2010 Access details: Access Details: [subscription number 928470001] Publisher Routledge Informa Ltd Registered in England and
More informationHow To Protect Children From Online Exploitation
EU Kids Online: written submission to the COMMITTEE ON THE RIGHTS OF THE CHILD 2014 Day of General Discussion Digital Media and Children s Rights 10 August 2014 The EU Kids Online network values the opportunity
More informationASSERTIVENESS AND PERSUASION SKILLS
TROY CONTINUTING EDUCATION AND ARCTURUS TRAINING ACADEMY PERSONAL ENRICHMENT WORKSHOPS ASSERTIVENESS AND PERSUASION SKILLS Do you find yourself saying Yes when you want to say No? Do you end up agreeing
More informationBullying/Harassment Policy
STATEMENT OF POLICY Bullying/harassment are forms of abuse. Bullying/Harassment Policy Bullying/harassment breaks down the positive and protective environment we seek to develop, and, at its worst, is
More informationWorkplace Violence & Harassment Prevention Awareness Program. for Workers
Workplace Violence & Harassment Prevention Awareness Program for Workers What is Workplace Violence & Harassment It can come in many forms and different characteristics»psychological»physical»material/financial»verbal»sexual
More informationThe psychosocial health of police personnel
The psychosocial health of police personnel I. van Beek, MSc (UtrechtUniversity) Prof. dr. T.W. Taris (Utrecht University) Prof. dr. W.B. Schaufeli (Utrecht University) Summary of I. Van Beek, T.W. Taris
More informationCare Programme Approach (CPA)
Care Programme Approach (CPA) The Care Programme Approach (CPA) is the system that is used to organise many people s care from 'secondary mental health services'. This factsheet explains what you should
More informationSTUDENT BULLYING PREVENTION AND INTERVENTION
0115 STUDENT BULLYING PREVENTION AND INTERVENTION The Board of Education is committed to providing an educational and working environment that promotes respect, dignity and equality. The Board recognizes
More informationSexual Harassment Law Basics
Sexual Harassment Law Basics A manual brought to you by David Scott Peters The restaurant business by nature is susceptible to claims of sexual harassment. Restaurants are venues of entertainment, which
More informationFinnish Working Life Barometer 2005
European Foundation for the Improvement of Living and Working Conditions Finnish Working Life Barometer 5 Introduction Satisfaction with working life Employment security Training and development Work demands
More informationA Theoretical Perspective on Leadership Development in the Construction Industry
A Theoretical Perspective on Leadership Development in the Construction Industry Abstract Murendeni Liphadzi 1, Clinton Aigbavboa 2, and Wellington Thwala 3 The construction industry is one of the largest
More informationMental Health Professionals Attitudes Towards People Who Are Deaf
Journal of Community & Applied Social Psychology J. Community Appl. Soc. Psychol., 13: 314 319 (2003) Published online 8 June 2003 in Wiley InterScience (www.interscience.wiley.com). DOI: 10.1002/casp.725
More informationHow To Prevent Sexual Harassment
MODEL LAW ON SEXUAL HARASSMENT 0 MODEL LAW ON SEXUAL HARASSMENT Table of Contents Chapter I: General Provisions... 2 Article 1: [Title]... 2 Article 2: Purpose... 2 Article 3: Application... 2 Article
More informationGUIDELINES ON DEALING WITH SEXUAL HARASSMENT
GUIDELINES ON DEALING WITH SEXUAL HARASSMENT Sexual monitoring unit +33 1 45 49 54 00 sexual.@sciencespo.fr Preface The field of higher education and research is not immune to sexual. As a higher education
More information