Over recent decades, there has been growing recognition that workplace bullying is a pervasive and harmful feature of modern workplaces. In the Australian nursing context, bullying is reported as a common form of aggression. While acknowledged as a concerning issue, there is little substantive data on the meaning of bullying or how it affects the private or professional lives of Australian nurses. The aim of this study was to address this gap by investigating the nature, extent and consequences of bullying in the Australian nursing workplace. A three-stage sequential mixed method design was adopted for the study. The first stage involved in-depth, semi-structured, qualitative interviews with 26 nurses with experience of workplace bullying. Content analysis of the interview transcripts using the NVivo software program identified four major categories, and a number of minor categories and sub-categories. These categories formed the basis of a survey instrument developed for use in the second stage of the study. The second stage of the study established the validity, reliability and factor structure of the newly developed instrument. Exploratory factor analysis (EFA) using the Statistical Package for the Social Sciences (SPSS) software identified seven coherent latent factors, which underpinned the experience, consequences, and organisational features associated with workplace bullying. The EFA identified reliable measures of the seven latent factors and two scales were refined entitled the Bullying Acts and Consequences Scale and the Organisational Processes Scale. The third stage of the study employed the survey instrument validated in the previous stage of the study with a cross-sectional randomised sample of the Australian nursing workforce. Analysis of the survey data identified that bullying occurred across all sectors of the nursing workforce, with no correlations between experiencing bullying and demographic and employment characteristics. In addition to describing the nature, extent and consequences of bullying, confirmatory factor analysis (CFA) was used on the data from the national survey to further refine the scales developed in the previous stage of the study. These two scales were refined into one multidimensional scale entitled the Organisational Predictors and Consequences of Bullying Scale (OPCBS). The final step in the analysis of the national survey data involved structural equation modeling (SEM) using the AMOS software program. The modeling established that the four organisational factors measured in the study were associated with bullying and the measured consequences. The significant contributions of this study include the finding that organisational features rather than individual characteristics influence the experience of bullying in the nursing workplace, and the development of valid and reliable measures of bullying behaviours, associated organisational features and the consequences of bullying. / Doctor of Philosophy (PhD)

Thesis (Ph.D.)--University of Western Sydney, 2007. / A thesis presented to the University of Western Sydney, College of Business, in fulfilment of the requirements for the degree of Doctor of Philosophy. Includes bibliographies.

Thesis (Ph. D.)--Oregon State University, 2008. / Printout. Includes bibliographical references (leaves 163-175). Also available on the World Wide Web.

Workplace bullying is a modern day problem which employers cannot afford to ignore. The impact on both the business (or organisation) and individual is of such a nature that research is needed to understand it better and to determine the extent to which it is present in the business or organisation. Research thus far covered the prevalence, consequences and causes of bullying in the organisation. Various methods to counteract and prevent it have been investigated, but with reference to the South African context knowledge is lacking. This study focuses on workplace bullying in SMMEs as very little research has been done in this field. The purpose of this study is to be able to provide a framework for managers as to how to deal, prevent and minimise workplace bullying in SMMEs of South Africa. A convenient sample was selected and information was gathered by means of a questionnaire. A quantitative study was executed and the prevalence of bullying in the SMMEs was established and a number of independent variables were tested. The independent variables researched were managerial training, awareness training, a corporate anti-bullying policy, risk assessment and mediation. The main findings were that bullying in SMMEs is indeed prevalent, but that the independent variables did not deliver significant correlations. The practical implications for managers are that strategies and tools used in larger organisations are not applicable in SMMEs. The workplace environment of the SMME is unique and different methods and tools must be identified and applied in combatting workplace bullying. The contribution of this study is that managers in South Africa across the broad industrial spectrum must realise that bullying is prevalent and that corporate policies and measures must be put in place to address it. It can no longer be ignored and further research on the subject must be encouraged.

Thesis (MBA)--Stellenbosch University, 2002. / ENGLISH ABSTRACT: Until recently, there was little awareness of the phenomenon of workplace bullying, or of the means by which it is carried out. Even today, many people still know very little or nothing of what goes on behind closed office doors. The prevalence of workplace bullying seems to indicate a worsening trend, and it may be that everyone in the workplace is now at risk of having "an experience". Workplace bullying is the deliberate, hurtful mistreatment of a person by a bully driven by her or his need to control others at work. It is quite simply, psychological violence in the workplace, and the results thereof include psychological trauma, loss of dignity, and feelings of shame in the person being targeted or victimised. Bullying can be regarded as the use or abuse of position or power to coerce others by fear or persecution or to oppress them by force or threat. It has been identified as a more crippling and devastating problem for both employees and employers than all other work-related stresses put together. Most bullying is insidious in that it is carried out at the psychological level. Although it may be most obvious in screaming and publicly abusive episodes, it is usually more subtle and persistent. Its behaviours can include rumours, gossip and attempts to turn others against a person, stealing credit for others' work, deliberate attempts to sabotage someone's work, highly public and humiliating criticism, blame, threatened job loss or punishment. In the case of physical assault, there is no doubt that an attack has taken place. In the case of bullying, it may be months, perhaps even a year or more, before one begins to realise that the difficulty one is experiencing with a particular individual, or group of individuals, goes beyond what can reasonably be expected in one's place of work. In the research the author explored the impact of workplace bullying on the organisation and the individuals (victims) concerned. The author used a real-life case study / example in Chapter 2 to illustrate the existence and the negative effects of this workplace phenomenon. The author suggests some strategies to victims and employers on how to recognise the tactics of their tormentors, how to stop the hurt and regain their dignity, self-esteem and confidence and, furthermore, how to discourage workplace bullying and eliminate its debilitating effects. Organisations should realise that bullying at work is a hidden menace that can destroy individuals and undermine both individual and teamwork performance, and that people can never perform at their best when they are bullied. Employers and employees therefore have a mutual interest in the eradication of this workplace demoraliser, workplace bullying. Ignoring the problem will not make it go away - it will slowly eat away your organisation's bottom line. / AFRIKAANSE OPSOMMING: Daar was tot onlangs min bewustheid van die verskynsel van werkplektreitering of van die wyse waarop dit toegepas word. Selfs vandag nog weet baie mense baie min of selfs niks van wat eintlik agter geslote kantoordeure aangaan nie. Die voorkoms van werkplektreitering dui op 'n toenemende tendens, en dit kan wees dat elke persoon in die werkplek die gevaar loop om aan hierdie "ervaring" blootgestel te word. Werkplektreitering is die opsetlike en skadelike mishandeling van 'n persoon deur 'n bullebak wat gedryf word deur sy/haar behoefte om almal in die werkplek te beheer. Dit is eenvoudig sielkundige geweld in die werkplek, sowel as die resultaat daarvan, wat insluit sielkundige trauma/geweld, die verlies aan waardigheid, en gevoelens van skaamte in die persoon wat geteiken word of die slagoffer is. Werkplektreitering kan beskou word as die gebruik of misbruik van mag en posisie om vrees by ander in te boesem deur vervolging of onderdrukking of deur dwang of bedreiging. Werkplektreitering is geïndentifiseer as 'n probleem wat meer verlammend en verwoestend is as alle ander werkverwante stressors van werkgewers en werknemers saamgevoeg. Die meeste treitering is verradelik deurdat dit op 'n sielkundige vlak uitgevoer word. Alhoewel 'n geskree en openlike beledigende episodes die ooglopendste is, is dit gewoontlik meer subtiel en aanhoudend. Die gedrag van die werkplekbullebak kan insluit gerugte, skinderpraatjies, pogings om persone teen mekaar op te steek, krediet te neem vir 'n ander se werk, doelbewuste pogings om iemand se werk te saboteer, hoogs openlike en vernederende kritiek, beskuldigings, asook dreigemente met betrekking tot werksverlies of straf. Met fisieke geweld is daar geen twyfel dat 'n aanranding plaasgevind het nie. Met werkplektreitering kan dit egter maande, miskien selfs 'n jaar of meer, neem voordat 'n mens besef dat die probleme wat met 'n spesifieke individu of groep individue ondervind word verder strek as wat redelikerwys binne 'n mens se werkplek verwag kan word. In die navorsingsverslag het die skrywer die moontlike impak van treitering in die werkplek op die organisasie én die individue wat daaraan onderworpe is, ondersoek. Die skrywer het gebruik gemaak van 'n werklike gevallestudie in Hoofstuk 2 om die teenwoordigheid en die negatiewe impak van werkplektreitering binne die werksomgewing te illustreer. Die skrywer stel sekere strategieë aan slagoffers en werkgewers voor oor die wyse waarop die taktiek van die plaaggeeste herken kan word, hoe om die seerkry te stop en waardigheid, selfagting en selfvertroue terug te bring en voorts hoe om werkplektreitering te ontmoedig en die aftakelende gevolge daarvan te elimineer. Organisasies moet besef dat werkplektreitering 'n weggesteekte bedreiging is wat individue kan vernietig en individuele en spanwerkprestasies kan ondermyn en dat mense nooit op hul beste kan presteer wanneer hulle getreiter word nie. Werkgewers en werknemers het dus 'n wedersydse belang in die uitroeiing van hierdie werkplek demorialiseerder, werkplektreitering. Deur die probleem te ignoreer sal dit nie laat verdwyn nie, maar dit sal stadig maar seker tot organisasies se ondergang lei.

Thesis (MBA)--Stellenbosch University, 2003 / ENGLISH ABSTRACT: Organisations have to address the issues of discrimination and bullying in the workplace, issues that have a negative impact on productivity. Organisations also need to address discrimination and bullying, as these phenomena have a large impact on the morale of employees within the organisation; morale that in turn influence productivity. Discrimination and bullying have been addressed by research in the past; however, more research has been done on discrimination than on bullying which is a fairly new field of study. Therefore the purpose of this report is to shed more light on the topic of bullying in the workplace and how to overcome it. It is necessary that discrimination and bullying as phenomena, is thoroughly understood, if one wants to attempt to find remedies for these issues. Therefore this research has been conducted by describing discrimination in the workplace, in order to create a thorough base from which to look at bullying in the workplace (a manifestation of discrimination). After the discussion on discrimination, bullying in the workplace is described by means of defining it, and describing its various aspects; how bullies work, examples of bullying, circumstances leading to bullying and its impact on all parties involved. A phenomenological analysis (research that attempts to describe a phenomena as it happen rather than trying to explain it) of bullying behaviour has been conducted by looking at the role of reinforcement, experience, knowledge and intrinsic values in creating a bullying personality. Childhood bullies has been discussed, bullies described and how they are created, together with their psychology, in order to understand more about the bully as an adult. The research also dealt with the victim and his psychology, in order to understand the bully-victim dyad (the relationship between the bully and the victim). Further, prejudice and power also plays a role in supporting bullying behaviour. Various remedies that can be used to eradicate discrimination and bullying from the workplace have been identified and described. These remedies are: • Legislation and the burden of proof. • Education and training to empower individuals to recognise and act against discrimination and bullying. • Social learning. • Continuous evaluation of the corporate culture of the organisation which will identify problem areas with regards to discrimination and bullying. • The establishment of support networks for minority groups. • Proactive, reasonable accommodation of differences (such as disability, HIV or AIDS, cancer, diabetes and the mental and emotional illnesses, left-handedness). • All parties should be informed about their responsibilities in combating the problem. • Workplace policies to deal with discrimination and bullying. • Establishment of efficient communication within the organisation. • Using mediation as a less expensive and quicker solution. • Emotional intelligence training or coaching. This research has shown that: • Discrimination is still a problem in South Africa and will prevail to be one in future as a result of the changing nature of the phenomenon. • Bullying is a live phenomenon in the workplace of today and its incidence is on the increase. • Bullies are created. Sufficient evidence to conclude that bullies are born, has not been found. • It is not clear from the literature to what extent human resource practitioners are equipped to deal with discrimination and bullying in the workplace. • Managers have the responsibility to deal with discrimination and bullying in the workplace. / AFRIKAANSE OPSOMMING: Organisasies moet diskriminasie en karnuffelry (gedrag van boelies) in die werkplek aanspreek aangesien dit produktiwiteit en moraal van werknemers negatief beïnvloed. Moraal opsig self beïnvloed produktiwiteit. Diskriminasie en karnuffelry is in die verlede in navorsing aangespreek. Meer navorsing oor diskriminasie bestaan egter as oor karnuffelry, wat 'n nuwer studieveld is. Die doel van hierdie navorsingsverslag is dan juis om meer lig te plaas op die onderwerp van boelies in die werkplek en hoe om die probleem te oorkom. 'n Goeie kennis oor die verskynsels van diskriminasie en karnuffelry is nodig, indien 'n poging aangewend gaan word om die probleem aan te spreek. Om die rede het hierdie navorsing diskriminasie in die eerste plek aangespreek, met die doel om 'n goeie basis daar te stel waarvandaan daar na karnuffelry ('n manifestasie van diskriminasie) gekyk kan word. Karnuffelry word dan vervolgens bespreek deur te kyk na die definisie daarvan, 'n beskrywing van die verskeie aspekte daar rondom, hoe boelies te werk gaan, voorbeelde van karnuffelry, omstandighede wat daartoe aanleiding gee en die impak daarvan op alle betrokke partye. 'n Fenomenologiese ondersoek (navorsing wat 'n fenomeen beskryf soos dit gebeur eerder as om dit te probeer verklaar) oor die gedrag van boelies is onderneem deur te kyk na die rol wat versterkingsteorie, ervaring, kennis en intrinsieke waardes speel in die totstandkoming van boelies. Boelies as kinders is bespreek en boelies beskryf, asook hoe hulle gevorm word, tesame met hulle psigologie met die doel om meer van die boelie as volwassene te verstaan. Die navorsing het ook gekyk na die slagoffer en sy psigologie met die doel om die boelie-slagoffer verhouding te verstaan. Vooroordeel en mag is verdere aspekte wat 'n rol speel in die gedrag van boelies. Hulpmiddels wat aangewend kan word in die stryd teen diskriminasie en karnuffelry, soos vervolgens gelys, is geïdentifiseer en bespreek: • Wetgewing en bewyslas. • Opvoeding en opleiding vir die bemagtiging van individue. • Aanleer van gedrag uit sosiale omstandighede. • Deurlopende evaluering van die kultuur binne die organisasie om probleemareas rondom diskriminasie en karnuffelry uit te wys. • Die daar stel van ondersteuningsnetwerke vir minderheidsgroepe. • Pro-aktiewe en billike tegemoetkoming van verskille (soos gebrek, MIV of VIGS, kanker, diabetes, verstandelike of emosionele siektes, linkshandigheid). • Alle partye moet ingelig word oor die verantwoordelikheid wat hulle dra met betrekking tot die bekamping van die probleem. • Werkplek beleid rakende die verskynsels. • Verseker dat daar effektiewe kommunikasie binne die organisasie plaasvind. • Mediasie moet gebruik word as 'n vinnige en kostebesparende metode van afrekening met die probleem. • Mentorskap en opleiding in emosionele intelligensie. Die navorsing het verder bewys dat: • Diskriminasie steeds 'n probleem is in Suid-Afrika en dat dit een sal bly in die toekoms. • Karnuffelry in die werkplek is 'n lewendige verskynsel en die insidensie daarvan is aan die toeneem. • Boelies word geskep. Daar kon egter nie voldoende bewyse gevind word dat boelies gebore word nie. • Die bestudeerde literatuur kon nie bewys tot watter mate personeelbestuur praktiseerders toegerus is om die probleem te hanteer nie. • Dit is bestuurders se verantwoordelikheid om af te reken met diskriminasie en karnuffelry in hulle organisasies.

A research project submitted in partial fulfilment of the requirements for the degree of MA by coursework and Research Report in the field of Industrial Psychology in the Faculty of Humanities, University of the Witwatersrand, Johannesburg July 2017 / Workplace bullying is an unfortunate occurrence within organisations and has become a prevalent area of interest. However, research on workplace bullying and specifically its effect on work engagement within a South African context is rare. Additionally, research on the relationship between workplace bullying and personality traits is limited to the Big Five personality traits. This research thus broadened its range from the Big Five personality traits and focused on neuroticism, assertiveness, optimism, pessimism and hardiness. The research further assessed the moderating effect of personality on the relationship between workplace bullying and work engagement. The sample consisted of 200 white collar employees over the age of 18 that was obtained using a volunteer, snowball sampling method. The responses were obtained using survey methodology, which led to the cross-sectional nature of the study. Analyses of results were completed using a Pearson’s product moment correlation analysis and a moderated multiple regression analysis. The results from the Pearson’s product moment correlation mainly supported the hypotheses, however there were findings that countered the hypotheses, mainly assertiveness as this proved to be the most unexpected finding. The results from the moderated multiple regression showed that only neuroticism and pessimism moderated the relationship between workplace bullying and work engagement as opposed to assertiveness, optimism and hardiness that did not. The findings of this research thus contribute to the limited body of South African research investigating different personality types moderating the relationship between workplace bullying and work engagement. / XL2018

Attrition is a serious issue in the nursing industry. One factor influencing rates of attrition in nursing is aggression victimization at work (Estryn-Behar et al., 2010). However, there is little research in the aggression literature that examines how aggression from different sources affects attrition (both job and career turnover) differently. This study attempts to better understand the linkages between aggression victimization and nursing attrition; specifically how aggression from different sources (i.e. patients/patients’ families, coworkers, and licensed independent practitioners) differentially affects retention factors (i.e. job satisfaction, turnover intentions, and career commitment). This study also attempts to understand the role that prosocial motivation may have in buffering against negative work attitudes brought about by patient aggression victimization. A two time point cross-sectional survey design was conducted in a hospital organization in the state of Oregon. The data presented here are part of an archival examination of that larger dataset that uses 337 voluntary nursing participants. Findings partially support the idea that different sources of aggression differentially affect retention outcomes like job satisfaction, turnover intentions, and career commitment. Some limitations and contributions of the study are also discussed.

Workplace mistreatment (bullying, horizontal violence, and incivility) has been shown to impact nurses’ work satisfaction, job turnover, and physical and mental health. However, there are limited studies that examine its effect on patient outcomes. A correlational descriptive study of 79 acute care nurses was used to test a social justice model for examining the relationship between workplace mistreatment, quantified as threats to dimensions of nurses’ well-being (health, personal security, reasoning, respect, attachment, and self-determination), and nurses’ ability to provide quality patient care. In addition, this study considered the moderating effect of caring work environment among co-workers on nurses’ ability to provide quality patient care in the face of workplace mistreatment. Stories of workplace mistreatment were collected anonymously and analyzed for alignment with threats to six dimensions of well-being. Ability to provide patient care was measured using the Healthcare Productivity Survey and a caring work environment was measured via the Culture of Companionate Love scale. The results demonstrated that threats to all six dimensions of well-being described by Powers and Faden (2006) were expressed in nurses’ stories of workplace mistreatment. Furthermore, 87% reported a decrease in ability to provide patient care after an incident of workplace mistreatment. Yet frequency of threatened dimensions did not have a significant relationship with ability to provide patient care. Moreover, there was a significant moderator effect of the caring work environment on the relationship between number of threatened dimensions of well-being and ability to provide quality patient care. Nurses in high caring environments loss less ability to provide care than nurses in low caring environments when one to three dimensions of well-being were threatened. However, this relationship reversed when four or more dimensions were threatened. Implications include further research on the relationship between workplace mistreatment and nurse well-being and changing practice to include fostering a caring work environment in healthcare facilities. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2017. / FAU Electronic Theses and Dissertations Collection

Thesis (Ph. D.)--Edith Cowan University, 2007. / Title from PDF title page (viewed on Apr. 19, 2007). Includes bibliographical references (p. 213-230).