Mobbningen i skolorna har ökat. Indirekt mobbning är svårupptäckt, eftersom den är ämnad att döljas för alla utom den utsatta. Skolpersonals okunskap och subjektiva bedömningar i mobbningsincidenter begränsar elevers utsikter att få gehör vid rapportering. Syftet med denna studie var att undersöka skolpersonals erfarenheter av lågstadieelevers rapportering av indirekt mobbning och att belysa strategier skolor har för att upptäcka lågstadieelevers utsatthet. Kvalitativ analys av åtta semistrukturerade intervjuer med yrkesverksamma inom lågstadiet, utfördes. Det framkom existera ett mörkertal av indirekt mobbning på lågstadiet, varpå deltagarna insisterade på samverkan och kunskap för att upptäcka utsatthet. Krav på arbetet bidrog till upplevd stress, vilket försummade möjligheterna till anknytning mellan personal och elever. Teoretiskt kopplades studien till anknytningsteorin då både forskning och denna studies deltagare menar att tillit skapar förutsättningar för att elever ska rapportera mobbning. Slutsatsen dras att ökad bemanning kan stärka tilliten i elev-personalrelationer, vilket således ökar utsikterna att indirekt mobbning upptäcks.

Workplace bullying is creating negative physical and psychological effects on employees and has a serious impact on the organisations’ bottom line. Workplace bullying has been related to excessive absenteeism, high employee turnover and hostile work environments. However, no recent studies on the prevalence of workplace bullying in the South African context are available. This is important because of the multicultural, multiracial composition of the South African workforce, and socio–demographic factors such as race, gender, age, education level and type of industry should be investigated to determine if differences exist with regard to the experience of workplace bullying. The personality resource, sense of coherence, should add an important element to this study, as the results could offer an important indicator for managers to change the employee’s environment in order to render the stimuli to which they are exposed more understandable, significant and manageable. In South Africa, diversity, multiculturalism, affirmative action and equal employment opportunity are words in common currency in a newly democratic country. Literature suggests that if diversity within African organisations is positively experienced, it could enhance harmony and effectiveness within that organisation. The objectives of this study were to 1) determine the relationship between workplace bullying, socio–demographic characteristics, sense of coherence and diversity experiences according to the literature; 2) to determine how frequently employees in South Africa experience acts of workplace bullying; 3) to determine if there are significant differences between socio–demographic groups (including race, gender, age, education and industry) with regards to workplace bullying; 4) to determine if there are significant differences between the different types of bullying (direct, indirect, supervisor and colleague bullying) with regards to sense of coherence; and 5) to determine if there are significant differences between the different types of bullying (direct, indirect, supervisor and colleague bullying) with regard to diversity experiences. An availability sample (N = 13 911) was utilised to determine the prevalence of workplace bullying in a sample of South African employees. Frequencies were used to determine the prevalence of workplace bullying for the total sample and MANOVA was used to determine differences between the groups. The results indicated that workplace bullying is a prevalent problem in South Africa, as people experience frequent overall bullying (4% reported being often bullied; 31,1% reported being always bullied). On the socio–demographic characteristics, Blacks experienced a higher level of workplace bullying in comparison with the other race groups, and men and women experience statistically significant differences with regards to workplace bullying. It was evident that older employees experience statistically significantly lower levels of bullying, and a statistically significant difference between those employees with a secondary and tertiary education was found. It seems that the highest levels of direct bullying by supervisors occurred in the government industry, followed by the mining industry. Individuals with a higher SOC experienced lower levels of bullying compared to individuals with a lower SOC. Statistically significant differences were found on all bullying dimensions with regards to diversity experiences. Recommendations were made for future research and organisations. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.

Workplace bullying is creating negative physical and psychological effects on employees and has a serious impact on the organisations’ bottom line. Workplace bullying has been related to excessive absenteeism, high employee turnover and hostile work environments. However, no recent studies on the prevalence of workplace bullying in the South African context are available. This is important because of the multicultural, multiracial composition of the South African workforce, and socio–demographic factors such as race, gender, age, education level and type of industry should be investigated to determine if differences exist with regard to the experience of workplace bullying. The personality resource, sense of coherence, should add an important element to this study, as the results could offer an important indicator for managers to change the employee’s environment in order to render the stimuli to which they are exposed more understandable, significant and manageable. In South Africa, diversity, multiculturalism, affirmative action and equal employment opportunity are words in common currency in a newly democratic country. Literature suggests that if diversity within African organisations is positively experienced, it could enhance harmony and effectiveness within that organisation. The objectives of this study were to 1) determine the relationship between workplace bullying, socio–demographic characteristics, sense of coherence and diversity experiences according to the literature; 2) to determine how frequently employees in South Africa experience acts of workplace bullying; 3) to determine if there are significant differences between socio–demographic groups (including race, gender, age, education and industry) with regards to workplace bullying; 4) to determine if there are significant differences between the different types of bullying (direct, indirect, supervisor and colleague bullying) with regards to sense of coherence; and 5) to determine if there are significant differences between the different types of bullying (direct, indirect, supervisor and colleague bullying) with regard to diversity experiences. An availability sample (N = 13 911) was utilised to determine the prevalence of workplace bullying in a sample of South African employees. Frequencies were used to determine the prevalence of workplace bullying for the total sample and MANOVA was used to determine differences between the groups. The results indicated that workplace bullying is a prevalent problem in South Africa, as people experience frequent overall bullying (4% reported being often bullied; 31,1% reported being always bullied). On the socio–demographic characteristics, Blacks experienced a higher level of workplace bullying in comparison with the other race groups, and men and women experience statistically significant differences with regards to workplace bullying. It was evident that older employees experience statistically significantly lower levels of bullying, and a statistically significant difference between those employees with a secondary and tertiary education was found. It seems that the highest levels of direct bullying by supervisors occurred in the government industry, followed by the mining industry. Individuals with a higher SOC experienced lower levels of bullying compared to individuals with a lower SOC. Statistically significant differences were found on all bullying dimensions with regards to diversity experiences. Recommendations were made for future research and organisations. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.

The purpose of the study was to investigate the frequency and type of bullying behaviours experienced in a Pretoria private high school in the past six months. The aim was to determine how factors such as gender, age and ethnicity influenced the frequency and type of bullying experienced. The different types of bullying behaviours were categorised into physical, indirect, verbal and cyber-bullying. A quantitative method was applied and a self-report questionnaire was administered to 367 learners ranging from ages 12 – 18 (Grade 8 to Grade 12). The results of the study indicated that indirect bullying (such as malicious gossip) was the highest form of bullying reported in the study and occurred equally throughout the grades. However a high amount of bullying in all categories was found in the grade 9 group. Females reported higher frequencies of indirect bullying than males but no differences were found with regards to gender and the other types of bullying. No differences were found between the ethnic groups and physical violence as well as cyber-bullying. Caucasians seem to experience higher frequencies in bullying behaviours when it came to indirect bullying compared to African and Asian learners. Indian learners were also more prone to experience indirect bullying than Asians. Caucasians were also more likely to experience verbal bullying than Asian learners. It was found that racial bullying might occur in the school but that it does so at a minimal level. / Dissertation (MA)--University of Pretoria, 2010. / Psychology / unrestricted