The prevention of workplace bullying as a question of human resource management: measures adopted and underlying organizational factors

By Denise Salin. 2008

188 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Radiological and Ultrasound Technology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/144c96c9e09e4354b10daa37ca766d977684bbd5

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In Organizational Behavior and Human Resource Management

In Radiological and Ultrasound Technology

In Sociology and Political Science

Citations in the corpus

What we know, what we do not know, and what we should and could have known about workplace bullying: An overview of the literature and agenda for future research (2018, background): “Given that bullying is a form of workplace aggression that likely leads to negative consequences for targets, organizations and for society, a key question is how to address these problems (Hodgins et al., 2014; Salin, 2008a, 2009).”
Workplace Bullying, Mobbing and General Harassment: A Review (2013, unknown): “Interestingly, Salin (2008) found in her analysis of formal anti-bullying policies that targets of bullying were typically advised to contact their immediate superiors, suggesting that HR Departments are responsible for formulating policy and procedures, rather than any real involvement in…”
Workplace bullying and employee silence (2017, background): “Thus, supportive HR policies and practices and management support may encourage employees to combat bullying by refusing to accept it and by raising their voices against it (Salin, 2008).”
Neutralizing workplace bullying: the buffering effects of contextual factors (2013, background): “Given that organisational responses to bullying are often copied from one workplace to another (Salin, 2008), it is important to identify which organisational actions are seen as most effective in countering bullying (Mikkelsen et al.”
Perceptions of and reactions to workplace bullying: A social exchange perspective (2010, background): “Recommendations for dealing with bullying typically focus on anti-bullying policies to prevent bullying, mediation in conflicts, and/or organizational development and redesigning jobs and the work organization (Resch and Schubinski, 1996; Richards and Daley 2003; Salin, 2008; Salin, 2009).”
The world turns at 33 and 45: Defining simple cutoff scores for the Negative Acts Questionnaire–Revised in a representative sample (2013, background): “Although research has shown that many organizations only pay lip service to such policies (Salin, 2008), a bullying policy is fundamental.”
Job autonomy and workload as antecedents of workplace bullying: A two-wave test of Karasek's Job Demand Control Model for targets and perpetrators (2011, background): “Workplace bullying is by definition long-standing and typically includes the accumulation of many ‘minor negative acts’, leading to a pattern of systematic maltreatment (Salin, 2008).”
Psychosocial safety climate (PSC) and enacted PSC for workplace bullying and psychological health problem reduction (2017, background): “Scholars have suggested that the way managers approach the issue of bullying and the willingness of organizations to take future action may be affected by the safety climate itself (Salin, 2008, p. 229).”