When prey turns predatory: Workplace bullying as a predictor of counteraggression/bullying, coping, and well-being

By Raymond T. Lee, Céleste M. Brotheridge. 2006

216 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/8629e4282bf4eb0f9cb337d04c55ac9f59f174c7

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Workplace bullying and employee silence (2017, background): “…in the context of literature on stress, and increasingly in the more broad context of organizational research, to date, we are among a few researchers (e.g. Lee and Brotheridge, 2006; Tuckey and Neall, 2014; Wheeler et al., 2010) to apply this theoretical lens to research on workplace bullying.”
Workplace Bullying: An Integrative Literature Review (2011, background): “Unlike incivility and violence, bullying is by definition ongoing and repetitive in nature (Lee & Brotheridge, 2006).”
Workplace Bullying, Mobbing and General Harassment: A Review (2013, unknown): “Thus, incidents in the workplace, such as bullying, can be considered an affective event (see Ghosh et al. 2011; Glasø et al. 2011; Lee and Brotheridge 2006; Lim et al. 2008).”
The ill-treatment of employees with disabilities in British workplaces (2013, background): “…of workplace bullying research usually assume that health is the dependent variable in the relationship with bullying (Fox and Stallworth, 2005; Lee and Brotheridge, 2006; Matthiesen and Einarsen, 2001; Zapf and Gross, 2001) and have not debated the direction of causation (Beswick et al.,…”
Individual and situational predictors of workplace bullying: Why do perpetrators engage in the bullying of others? (2009, background): “H a u g e et a l. have previously been found to be an important antecedent for engaging in aggressive behaviour at work (cf. Lee & Brotheridge, 2006; Neuman & Baron, 2003).”
Relationships Between Machiavellianism, Organizational Culture, and Workplace Bullying: Emotional Abuse from the Target’s and the Perpetrator’s Perspective (2014, background): “Studies on children (e.g., Andreou 2004) and adults (e.g., Lee and Brotheridge 2006) showed that some victims undertake the activities typical of perpetrators.”
Emotional labour profiles: Associations with key predictors and outcomes (2018, methodology): “In addition, despite their distinctive nature, research has shown that these different emotional labour strategies tend to be positively related to one another (e.g. Lee & Brotheridge, 2006).”
Workplace victimization: aggression from the target's perspective. (2009, background): “One problem-focused coping strategy is to retaliate against the perpetrator as a way of altering his or her behavior through punishment or by demonstrating one’s willingness to defend against further mistreatment (Glomb 2002, Lee & Brotheridge 2006).”
Workplace Bullying: Considering the Interaction Between Individual and Work Environment (2015, background): “Finally, research has also found that hostility can predict an employee’s likelihood of being targeted (Lee and Brotheridge 2006).”