Thesis (B. Psy. Sc.(Hons.))--University of Queensland, 2002. / Includes bibliographical references.

Thesis (Ph. D.)--University of Queensland, 2002. / Includes bibliographical references.

Thesis (Ph. D.)--Florida State University, 2004. / Advisor: Dr. Stephen McDowell, Florida State University, College of Communication, Dept. of Communication. Title and description from dissertation home page (viewed Sept. 23, 2004). Includes bibliographical references.

M.Ed. / The staffroom which was once a retreat for a cup of tea, coffee, a breather and a catch-up of educational talk has become an empty room of silent voices that echo; a place characterised by unresolved grievances, unmanageable workloads, ignored opinions, feelings of being excluded, vital information that was withheld, excessive monitoring, repeated reminders of errors, hostile reaction on approach, persistent criticism, humiliation or ridiculing and impossible deadlines for completion of tasks. The voices of educators have become silent and complacent; actions are defined by what is expected and prescribed by the government. Bullying in the workplace has largely been regarded as insignificant. This complex and universal phenomenon, however, is firmly rooted in South African schools. Changes in an organisation as well as political influences have severe consequences on educators, as educators are more exposed to diversity, cultural differences, increased workloads, harassment, and humiliation, unmanageable workloads in order to meet targets, intimidation, hostility and degradation. Exposure to bullying in the staffroom and personal experiences as being a victim of bullying motivated this researcher to improve her qualifications and to conduct research in downward bullying. The research, based upon educator perceptions, attempts to investigate whether downward bullying is taking place, when it is taking place, as well as how often it is perceived to occur within primary schools in Gauteng. To facilitate this investigation, the following objectives were set; to investigate the nature of downward bullying, to probe the perceptions of educators as to the frequency of downward bullying and to devise strategies to enable educators to recognise and cope with downward bullying. Completing this research, a set of management strategies for the identification and reduction of downward bullying were suggested. Indistinguishable from compliance, control, governmentality and managerialism, downward bullying, if not addressed, is a concern for the education system in South Africa. The dynamics presented within this research will shed light on the "dark side" of legitimate power, exposing the gravitational nature of bullying as an escalating workplace phenomenon.

No description available.

Magister Curationis - MCur / Workplace violence is a worldwide issue, yet it remains underreported. Incidences of workplace violence, include, physical violence, verbal abuse, bullying, as well as sexual and racial harassment. Bullying is defined as any type of repetitive abuse, in which victims suffer verbal abuse, threats, humiliation or intimidating behaviours, or behaviours, by perpetrators that interfere with the victims’ job performance and place their health and safety at risk. The prevalence of workplace bullying might be underreported due to the embarrassment that victims have to endure, or because of fear. Research has revealed that, in South Africa, in the public hospitals of Cape Town, despite the end of Apartheid, there are still subtle, but unspoken, tensions between racial groups. It can be assumed that such tensions are likely to escalate in the work environment and lead to workplace bullying. Yet, there is a lack of documented workplace bullying in Cape Town psychiatric hospitals, especially workplace bullying among nursing staff in public hospitals. This study, therefore, investigated workplace bullying at a psychiatric setting in the Western Cape. The researcher used a quantitative research approach and a cross-sectional design to determine the extent to which workplace bullying occur among nursing staff at a Psychiatric Hospital in the Western Cape. Random sampling was used to obtain 119 completed self- administered questionnaires, during 2015. The Negative Acts Questionnaire-Revised was slightly adapted; a total of fifty eight (58) questions were sub-divided into three sections. The researcher computed the Cronbach Alpha coefficient to test the reliability and internal validity of the data analysis. The Cronbach Alpha coefficient was 0.87, which was above the accepted cut off of 0.7. Therefore, the reliability and internal validity were confirmed. The reliability was also ensured through the factor analysis, which technique was applied in the data analysis. The data analysis was done with the assistance of a statistician. The study used statistical analysis, which included descriptive statistics and bivariate analysis. The bivariate analysis used descriptive statistics and consequently calculated the frequency, proportion, mean and standard deviation of individual items, in order to describe workplace bullying. To determine the association between the variables, the Kolmogorov-Smirmov test was applied, to test the normality of the two variables, before deciding on the application of either Pearson’s or Spearman’rho’s correlation. To establish the difference in means, the t-test and ANOVA was applied. EXCEL and SPSS 22 software were used as tools. The findings indicated that there was high prevalence of workplace bullying, as 67(56.3%) declared that they were bullied in their workplace, during the previous 12 months, and 44(65.7%) disclosed that they considered the acts as typical incidents of bullying in workplace. The majority of the victims, 43(64.2%) were females and 19 (28.4%) were between 30-39 years old. However, most respondents, 32(47.8%), declared that the bullying incidents were not investigated. Additionally, the researcher identified that there were two types of workplace bullying, namely, personal bullying and administrative-social exclusive bullying, based on the Principal Component Analysis. Age-group, ethnicity, length of stay in nursing career and marital status did not play a role in the exposure of nurses to personal bullying, but gender did. Similar results were found for administrative-social exclusive bullying.

It is estimated that 80 percent of nurses experience some type of bullying in the workplace during their working lives, and bullying from colleagues has become a major concern. Bullying involves repeated forms of negative behaviours directed at a victim over time. More specifically, the victim is bullied repeatedly over time, with bullying ranging from mild to more severe forms that often go unreported. Bullying in the workplace may cause low self-esteem, depression and anxiety, physical illness and in some cases, the inability to work. The aim of this research study was to explore and describe community service professional nurses’ experiences of being bullied in state hospitals. The information gathered during the course of the study was used to develop strategies that can prevent the bullying of community service professional nurses in the workplace. The design of the study was qualitative, exploratory, descriptive, and contextual in nature. The population sample included all community service professional nurses in state hospitals in the Nelson Mandela Bay area. The researcher employed purposive sampling to select participants from the population of community service professional nurses employed at state hospitals. She collected data by conducting semi-structured individual interviews to gain in-depth accounts from participants and by making observations, which were captured in field notes. Data collected during the interviews were transcribed verbatim and analysed according to Tesch’s eight steps of analysis. Themes were identified through this process and compared to relevant literature. The researcher used the services of an independent coder to aid in the coding process. Trustworthiness was ensured by following Lincoln and Guba’s model of trustworthiness, which comprises the following concepts: credibility, transferability, dependability, and conformability. The researcher ensured that the study adhered to high ethical standards through the principles of justice, beneficence, non-maleficence, and respect for people.

This is a study of workplace bullying policy in the public service. The research draws on interviews with policy actors from three groups located in four Australian states and one Australian territory. The groups are senior managers, policy implementors and employee advocates. The study is also informed by research and popular literature to examine how assumptions about what the problem is in workplace bullying dictates the direction taken in policy development. Unlike much of the research into workplace bullying that is based on psychological theorisations, this study is influenced by scholars who focus on the power imbalances that underpin workplace bullying. The key argument in this thesis is that the conceptual dominance of 'gender neutrality' operates to mask the gendered power imbalances which perpetuate bullying behaviour. Hence, to start to address workplace bullying, the effects of power must be acknowledged and addressed in the organisational policy responses to the growing phenomenon of workplace bullying. However, analysing the effects of power is insufficient if gender is not made visible in the analysis. The methodological touchstone for this is Carol Bacchi's 'whats the problem' approach (1999), which is taken further through feminist organisational theory, post modernist understandings of power realtions and a critique of New Public Management practices. The thesis shows how workplace bullying policies in Australian public service administrations have been carefully crafted as gender-neutral, and interweaves data and literature to develop a thesis for why such an approach is a deeply flawed outcome of gender politics. This thesis concludes with some modest suggestions about how organizations might more effectively develop more effective gender-sensitive approaches to workplace bullying.

My master's degree thesis concerns with bullying in the workplace, which is long-lasting psychological terror of employees. For the bullying in the workplace, there are two specific terms used in Czech language, mobbing and bossing, according to a person, who is causer of bullying in the workpace. If the aggressor is a collegue of a victim of the bullying, we speak about mobbing. If the victim is bullied by his or her boss, we use the term bossing. My thesis is divided into two main parts, the theoretical part with the description of the problem of bulling in the workplace and the research, which was made by question-form. The theoretical part is composed of four chapters. Chapter one deals with bullying in general, its causes and with terminology used for bullying in the workplace. The second chapter describes mobbing, its typical features, causes, phases and illustrates personalities of aggressor and his or her victim. It also makes recommendation for prevention of mobbing, gives advice, how to defend against mobbing and provides examples of typical attacks. This chapter also concentrates on consequences of bullying in the workplace, which can be very serious, because the bullying in the workplace can damage mental condition of the victim, cause the employer material damage and destroy the...

職場排斥指的是工作場合中未能促進人際關係好發展的為，如忽和排擠他人，並會對個體的情感、認知、和為各方面都產生負面的影響。本文提出一個新的研究模型探讨性别、自我建構、任務依賴性和職場排斥及其後果之間的關係。首先，本文提出關係式的自我建構會減少個體被排斥的機會，但是獨型的自我建構則會增加被排斥的可能性。其次，基於性別角色的一致性理論，本文提出在女性群體中，兩種自我建構與職場排斥的關係都會增強。对于排斥在工作场合中的影响，本文提出職場排斥會減少工作場合中的幫助為，並会增强個體的職傾向。除此之外，任務依賴性可以調節職場排斥對幫助為和職傾向的影響。本研究在中國大收集調查問卷，用SPSS 分析資，並通過回歸分析進假設檢驗。数据分析的結果支援本文的大部分假設：首先，性别和關係的自我構建与職場排斥之間存在顯著的相關；其次，任務依賴性可以抵消排斥與幫助為的負相關，但會增強排斥與職傾向的正相關。 / Workplace ostracism is defined as the omission of promotional interaction behaviors in workplace, which results in some detrimental effects on individuals’ emotion, cognition and behavior. This thesis proposes a model to examine the relationships among self-construal, gender, task interdependence, workplace ostracism and its outcomes. Specifically, I suggest that relational self-construal can reduce an individual’s ostracism experience but independent self-construal leads to more of such experience. Furthermore, based on the theory of gender role congruity, I propose that the linkage between selfconstrual and ostracism experience is stronger for women. I also suggest that workplace ostracism may lead to decrease in helping behavior and stronger turnover intentions for employees. Additionally, task interdependence, a jobrelated characteristic, is expected to moderate the above relationships. I collected the data via a survey in China and used SPSS to analyze the data. The hierarchical regression results support most of the hypotheses. Gender and relational self-construal are significant factors affecting workplace ostracism, and task interdependence moderates the relationships between ostracism and its outcomes. / Detailed summary in vernacular field only. / Ji, Mingshuang. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2013. / Includes bibliographical references (leaves 83-103). / Abstracts also in Chinese; appendix 2 in Chinese. / ACKNOWLEDGEMENTS --- p.i / ABSTRACT --- p.iii / TABLE OF CONTENTS --- p.v / Chapter I. --- INTRODUCTION --- p.1 / Background --- p.1 / Objectives of the Study --- p.5 / Significance of the Study --- p.6 / Organization of the Thesis --- p.8 / Chapter II. --- LITERATURE REVIEW --- p.9 / Ostracism --- p.9 / Self-construal and gender --- p.18 / Social Exchange Theory --- p.23 / Summary of this Chapter --- p.25 / Chapter III. --- IHYPOTHESES DEVELOPMENT --- p.26 / Effects of self-construal --- p.29 / Moderating effect of Gender --- p.33 / Outcomes of ostracism in workplace --- p.38 / Moderating Effect of Task Interdependence --- p.42 / Chapter IV. --- DATA AND METHOD --- p.50 / Data Collection --- p.50 / Measures --- p.53 / Analytical Strategy --- p.57 / Chapter V. --- RESULTS --- p.59 / Descriptive Statistics --- p.59 / Factor Analysis --- p.62 / Regression Analyses --- p.62 / Chapter VI. --- DISCUSSION AND CONCLUSION --- p.73 / Summary of Findings --- p.73 / Contributions --- p.76 / Limitations --- p.79 / REFERENCES --- p.83