Workplace bullying is recognised as a major psychosocial stressor in various professions and can have severe effects on health. Teachers are distinguished as an occupational group that is severely affected by this phenomenon. The general objectives of this research study were to firstly investigate teachers’ experiences of workplace bullying and its effects on health, and secondly, to develop a multi-level intervention programme that can be implemented to address workplace bullying and its effects on health in this context. This research study was conducted in two phases. The biopsychosocial model was applied as a theoretical foundation in the first phase. Participants were sampled by means of informative and educational articles that were placed online and in printed media. Selection criteria were applied to sample a group that was representative of victims of workplace bullying. Ultimately, twenty-seven teachers were included in this study. A qualitative, phenomenological research design was used to explore teachers’ experiences of workplace bullying and its effects on health. Data was specifically gathered by means of semi-structured interviews and personal documents. Semi-structured interviews were audio-recorded and data was transcribed verbatim. Methods of Interpretative Phenomenological Analysis were applied to analyse and present the data. Findings were supported with verbatim quotes and a literature control. Teachers’ reports indicated that workplace bullying is mostly perpetrated by principals and that colleagues are often also involved in the process. Bullying behaviours were aimed at attacking the character, as well as the work of teachers. Organisational channels were often exploited to bully teachers. Certain behaviours were an infringement of teachers’ human and labour rights. Findings are also analogous to the theory and dynamics that is depicted by the biopsychosocial model. Escalating stress and trauma were reflected in teachers’ physical, psychological and social health. The experience of workplace bullying firstly impacted on their psychological health, which was also accompanied by various physical health problems. Major depressive episodes and/ or symptoms of depression were mostly reported. Some teachers also reported symptoms of posttraumatic stress disorder, complex-posttraumatic stress disorder, and panic attacks. Teachers’ ill-health experiences further negatively impacted on their social and professional relationships. The school organisation is affected. The result is teachers with a lost passion for the profession, lowered work performance, increased absenteeism, and teachers’ intention to leave the profession. Findings finally indicated that certain personal and organisational characteristics facilitate and sustain workplace bullying. Relevant literature, field notes during the research process and findings in the first phase of this study guided the development of a multi-level intervention programme for the South African teaching profession. Strategic intervention activities were suggested to address some of the causes, as well as the physical, psychological and social health effects of workplace bullying. A strategic and methodological approach to multi-level intervention was also developed and proposed. Strategic intervention activities were ultimately suggested for the professional, social/ community, individual/ familial, dyadic, organisational, managerial, and work group level. / Thesis (PhD (Educational Psychology))--North-West University, Potchefstroom Campus, 2013

Workplace bullying is recognised as a major psychosocial stressor in various professions and can have severe effects on health. Teachers are distinguished as an occupational group that is severely affected by this phenomenon. The general objectives of this research study were to firstly investigate teachers’ experiences of workplace bullying and its effects on health, and secondly, to develop a multi-level intervention programme that can be implemented to address workplace bullying and its effects on health in this context. This research study was conducted in two phases. The biopsychosocial model was applied as a theoretical foundation in the first phase. Participants were sampled by means of informative and educational articles that were placed online and in printed media. Selection criteria were applied to sample a group that was representative of victims of workplace bullying. Ultimately, twenty-seven teachers were included in this study. A qualitative, phenomenological research design was used to explore teachers’ experiences of workplace bullying and its effects on health. Data was specifically gathered by means of semi-structured interviews and personal documents. Semi-structured interviews were audio-recorded and data was transcribed verbatim. Methods of Interpretative Phenomenological Analysis were applied to analyse and present the data. Findings were supported with verbatim quotes and a literature control. Teachers’ reports indicated that workplace bullying is mostly perpetrated by principals and that colleagues are often also involved in the process. Bullying behaviours were aimed at attacking the character, as well as the work of teachers. Organisational channels were often exploited to bully teachers. Certain behaviours were an infringement of teachers’ human and labour rights. Findings are also analogous to the theory and dynamics that is depicted by the biopsychosocial model. Escalating stress and trauma were reflected in teachers’ physical, psychological and social health. The experience of workplace bullying firstly impacted on their psychological health, which was also accompanied by various physical health problems. Major depressive episodes and/ or symptoms of depression were mostly reported. Some teachers also reported symptoms of posttraumatic stress disorder, complex-posttraumatic stress disorder, and panic attacks. Teachers’ ill-health experiences further negatively impacted on their social and professional relationships. The school organisation is affected. The result is teachers with a lost passion for the profession, lowered work performance, increased absenteeism, and teachers’ intention to leave the profession. Findings finally indicated that certain personal and organisational characteristics facilitate and sustain workplace bullying. Relevant literature, field notes during the research process and findings in the first phase of this study guided the development of a multi-level intervention programme for the South African teaching profession. Strategic intervention activities were suggested to address some of the causes, as well as the physical, psychological and social health effects of workplace bullying. A strategic and methodological approach to multi-level intervention was also developed and proposed. Strategic intervention activities were ultimately suggested for the professional, social/ community, individual/ familial, dyadic, organisational, managerial, and work group level. / Thesis (PhD (Educational Psychology))--North-West University, Potchefstroom Campus, 2013

Workplace bullying has become the most serious contemporary issue that negatively affects organisations socially and economically. Today organisations are faced with the financial burden associated with high staff turnover, absenteeism, low morale, high medical costs and poor performance resulting from bullying in the workplace. Therefore, organisations are focusing on ways and means to address this particular problem. The aim of the study was to explore the subjective experiences of employees regarding workplace bullying and the response of the employee health and wellness section of the Limpopo provincial Department of Economic Development, Environment and Tourism. This research was also prompted by the challenges the researcher faced as social worker in the Employee Health and Wellness office of said department. The lack of South African research and literature studies on bullying and the response by the public sector also motivated the researcher to conduct the study. The exploratory paradigm was utilised in this study, since limited information was available on the nature and extent of bullying as well as on the response of Employee Health and Wellness office at a provincial department in the Limpopo province. The qualitative research approach was utilised in this study, and questionnaires were used to collect data needed for the project. A purposive sampling method was used to select suitable respondents for the study. Utilising questionnaires, the researcher interviewed 19 employees who had experienced bullying in the department. The research revealed that all of the respondents in the sample had experienced bullying and received support from the departmental Employee Health and Wellness section. Most respondents had a high regard for employee health and wellness services as means of support to cope during difficult times in their careers. The research findings, however, also indicated that some respondents sought help from outside. The study also revealed that more effort should be focused on implementing employee health and wellness programmes as preventative approach. It is further recommended that employee health and wellness programmes should be pro-actively applied to include educational workshops and awareness programmes on the impact of workplace bullying and its associated economical and psychological implications on both the organisation and the individual in order to prevent it. / Thesis (MSW)--North-West University, Potchefstroom Campus, 2012

Workplace bullying has become the most serious contemporary issue that negatively affects organisations socially and economically. Today organisations are faced with the financial burden associated with high staff turnover, absenteeism, low morale, high medical costs and poor performance resulting from bullying in the workplace. Therefore, organisations are focusing on ways and means to address this particular problem. The aim of the study was to explore the subjective experiences of employees regarding workplace bullying and the response of the employee health and wellness section of the Limpopo provincial Department of Economic Development, Environment and Tourism. This research was also prompted by the challenges the researcher faced as social worker in the Employee Health and Wellness office of said department. The lack of South African research and literature studies on bullying and the response by the public sector also motivated the researcher to conduct the study. The exploratory paradigm was utilised in this study, since limited information was available on the nature and extent of bullying as well as on the response of Employee Health and Wellness office at a provincial department in the Limpopo province. The qualitative research approach was utilised in this study, and questionnaires were used to collect data needed for the project. A purposive sampling method was used to select suitable respondents for the study. Utilising questionnaires, the researcher interviewed 19 employees who had experienced bullying in the department. The research revealed that all of the respondents in the sample had experienced bullying and received support from the departmental Employee Health and Wellness section. Most respondents had a high regard for employee health and wellness services as means of support to cope during difficult times in their careers. The research findings, however, also indicated that some respondents sought help from outside. The study also revealed that more effort should be focused on implementing employee health and wellness programmes as preventative approach. It is further recommended that employee health and wellness programmes should be pro-actively applied to include educational workshops and awareness programmes on the impact of workplace bullying and its associated economical and psychological implications on both the organisation and the individual in order to prevent it. / Thesis (MSW)--North-West University, Potchefstroom Campus, 2012

In the following study, we capture managers' experiences of bullying at the workplace, in both social services organizations as well as other human-affairs organizations such as healthcare organizations. The aim of the study is to seek both explanations and understanding of the extent, nature and impact of bullying in the above professions. Furthermore we compare these professions with each other to find out how different organizational and social stressors can affect workers in different ways. In addition, the study focuses on seeking understanding of the manager's own experiences regarding benefits and limitations when it comes to managing various forms of bullying. The present study seeks to answer the following questions through a multistrategic approach consisting of quantitative data in the form of public statistics as well as qualitative data based on six semistructured interviews with social services organizations and other human-affairs organizations. The results of this study show that there is a significant changes over time when it comes to social worker’s and health care worker’s vulnerability to bullying at the workplace. This study has found that organizational and social factors may affect employees' perceived mental stress, which in turn can result in escalating conflicts and an unsustainable working environment. This study therefore emphasizes the importance of managers' social support and prompt action to pay attention to potential bullying situations, both concrete and diffuse.

Undesirable leadership behaviours such as workplace bullying, destructive or toxic leadership are reportedly on the increase with negative effects on both the well-being of employees and the organisation (Salin, 2003). Since there is limited empirical evidence regarding the relationship between destructive leadership and psychological distress, the purpose of this study was to determine whether such a relationship exists among employees in South African organisations. Furthermore, the study intended to investigate whether gender has a moderating effect on this relationship. Destructive leadership behaviour is defined as the systematic and repeated behaviour by a leader, supervisor or manager that violates the legitimate interest of the organisation by undermining and/or sabotaging the organisation's goals, tasks, resources, and effectiveness and/or the motivation, well-being or job satisfaction of his/her subordinates (Einarsen, Aasland & Skogstad, 2007). With a sample (n = 200) of South African employees, the study adopted a correlational design and used the Destructive Leadership Behaviour Scale developed by Aasland, Skogstad and Einarsen (2008) as well as the Hopkins Symptoms Checklist-45 developed by Derogatis, Lipman, Richels, Uhlenhuth and Covi (1974) to assess the relationship between destructive leadership behaviour and psychological distress as well as the moderating effect of gender. The results indicated that two of the six hypotheses were accepted. H2, there is a relationship between overall destructive leadership and psychological distress, has been accepted. Furthermore H5, there is a significant correlation between the participants’ overall destructive leadership scores and overall psychological distress, was also accepted. Finally H6, gender has a moderating effect on the relationship between participants overall destructive leadership scores and overall psychological distress scores, was rejected. / Dissertation (MCom)--University of Pretoria, 2014. / gm2014 / Human Resource Management / unrestricted

Mobbning förekommer överallt på arbetsplatser runt om i världen. Det är ett ökande globalt problem som behöver belysas. Arbetsplatsmobbning kan leda till både psykiska och fysiska besvär som depression och hjärt- och kärlsjukdomar. Det finns inte mycket forskning kring HR: s roll i mobbningsärenden. Syftet med studien var därför att undersöka hur HR-personal på kommuner förebygger, hanterar och upplever arbetsplatsmobbning. Frågeställningarna belyste förebyggande mobbningsarbete, upplevelser och hantering samt hinder och svårigheter enligt HR personal. För att undersöka detta gjordes en kvalitativ studie, baserat på en intervjuguide, med åtta erfarna kvinnor med HR- roll från olika kommuner i Västsverige. Data är analyserade med en tematisk analys och resultaten presenterade på ett strukturerat sätt utifrån fyra huvudteman: Vad är arbetsplatsmobbning?, Förebyggande arbete, Hantering samt Hinder och svårigheter. Ordet mobbning har granskats noggrant och HR upplever att ordet mobbning endast används när det gäller barn i skolan. För vuxna väljer HR att använda ordet kränkning i sina ärenden. Olika hanteringssätt av utsatta personer som kommer till HR i förtroende diskuteras vidare och HR rollens objektivitet beskrivs och tolkas som en svårighet. / Bullying occurs everywhere in workplaces around the world. It is a growing global problem that needs to be addressed. Workplace bullying can lead to both mental and physical ailments such as depression and cardiovascular disease. There is not much research on HR's role in bullying cases. The purpose of the study was therefore to investigate how HR staff in municipalities prevent, handle and experience workplace bullying. The issues shed light on preventive bullying work, experiences and handling as well as obstacles and difficulties according to HR staff. To investigate this, a qualitative study was conducted, based on an interview guide, with eight experienced women with HR roles from different municipalities in West Sweden. Data was analyzed with a thematic analysis and the results presented in a structured way based on four main themes: What is workplace bullying?, Preventive work, Handling, and Obstacles and difficulties. The word bullying has been carefully examined and HR feels that the word bullying is only used when it comes to children in school. For adults, HR chooses to use the word violation in their cases. Different ways of dealing with vulnerable people who come to HR in trust are further discussed and the objectivity of the HR role is described and interpreted as a difficulty.

Workplace bullying in the healthcare field has contributed to decreasing productivity, decreasing employee morale, increasing workplace lawsuits, overall dissatisfaction in the workplace, and potentially compromising care to patients. Little, however, is known about how public policies related to workplace bullying impact the experiences of healthcare workers. Using Cornell and Limber's conceptualization of bullying, the purpose of this general qualitative study was to better understand the experiences of healthcare leaders and workers related to workplace bullying of a single health care facility. Data were principally collected from 9 participants representing three organizational leaders, three nurses, and three ancillary members staff. These interview data were transcribed, and then subjected to a coding and analysis procedure inspired by Stevick, Colaizzi, & Keen. Findings indicate that many participants have either experienced or witnessed organizational bullying, and that occurrences of bullying are more prevalent among staff. Findings also indicate that leaders consistently understand policies and law and organizational procedures related to bullying, but staff and nurses do not share this experience. Last, staff and nurses perceive that leaders fail to follow through with enforcing organizational policies related to bullying. Positive social change implications stemming from this study include recommendations to organizational leadership and regulatory boards to develop organizational and public policies that more clearly identify the liabilities and risks of non-compliance, as well as promoting an annual training protocol that better supports public and organizational policies related to anti-bullying measures. These recommendations may result in reduced incidents of bullying, and therefore improved care to patients. Antibullying Definition, Policy, Surveillance, Education, and Training in the Healthca

Bullying and toxic leadership in the U. S. Army disrupt bonding processes between leaders and subordinates, which may jeopardize military operations, threaten resiliency initiatives, inhibit leader development, and stifle innovation. Little research, however, has looked at the role of informal leaders who operate outside the formal power structure in military environments. Using social exchange theory as the foundation, the purpose of this case study was to explore the activities of informal leaders who mediated the normal and disrupted leadership bonding processes in an Illinois Army National Guard Infantry Brigade. The research questions explored the informal leaders' influence and behaviors to gain a greater understanding of the bonding processes. A maximum variation purposeful sampling was used to select 25 informal leaders from 8 company size units in an Illinois Army National Guard Infantry Brigade. Publicly available archival data were also considered. All data were coded inductively and then subjected to Braun and Clark's thematic analysis procedure, revealing the perception that informal leaders improved bonding between soldiers and leaders and reduced stress associated with military service. The implications for positive social change include recommendations to the Illinois National Guard to provide support for using informal leaders as a mechanism to promote more cohesive relationships between leaders and subordinates and to explore the use of informal leadership to reduce stress.

Workplace bullying has detrimental effects on victims and organizations. Research from the bully's perspective is lacking resulting in unknown causes for the aggressive behavior. Research indicates some child bullies have histories of maltreatment and that bullying may persist throughout adulthood. The purpose of this non-experimental quantitative study was to examine associations between workplace bullying and childhood abuse/neglect, actual or perceived current victimization, attachment style, and the desire to gain social dominance. An examination of the possible influence of social dominance on the relationship between abuse and workplace bullying was also included. Social dominance theory and attachment theory provided the framework for the study. The sample consisted of 126 adult men and women. The survey instrument included the Bullying Behavior Scale, Social Dominance Q-Scale, Social Dominance Orientation Scale, Childhood Trauma Questionnaire, Coercion and Conflict Scale, and Adult Attachment Scale. Data analysis included ANOVA, Pearson correlation, and linear regression. ANOVA results indicated significant associations between low- to mid-range incomes and certain industries and workplace bullying. There was a negative correlation between the relationship workplace bullying and childhood abuse/neglect. Results for domestic violence, social dominance need, and attachment style were not significant. There were no moderating effects of social dominance on the occurrence of workplace bullying and childhood abuse/neglect. Improvements to workplace environments and coping programs for bullies might result from this study's outcome.