Workplace Bullying: What We Know, Who Is to Blame and What Can We Do?

2001

124 citations recorded by the source corpus.

Subfields: Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/92dbd7bb00065b7a6e4bc5abc6f818c1fbab6a3d

Citations in the corpus

• Job insecurity, perceived employability and targets' and perpetrators' experiences of workplace bullying (2009, unknown): “Active-ineffective coping is a process that leads workers to vent emotions and frustrations on others, and that is more typical for perpetrators than targets of workplace bullying (Einarsen & Skogstad, 1996; Rayner et al., 2002).”
• Organisational responses to workplace harassment (2008, unknown): “…a disciplinary point of view might seem more natural to transfer the person who has engaged in unacceptable behaviour, evidence indicates that it is often the target that tends to be transferred, in particular in cases where the perpetrator is in a superior managerial role (Rayner et al., 2002).”
• Workplace Bullying, Mobbing and General Harassment: A Review (2013, unknown): “According to the definition, interactions between parties with equal power would not be labelled as workplace bullying (Einarsen et al. 2011; Hoel and Cooper 2001; Rayner et al. 2002).”
• Take This Job and … : Quitting and Other Forms of Resistance to Workplace Bullying (2006, unknown): “Most continues to come out of Scandinavia (e.g., Einarsen, 1999; Leymann, 1990), the UK (e.g., Hoel & Cooper, 2000; Rayner et al., 2002), and the European continent (e.g., Zapf, 1999).”
• A preliminary typology of organisational response to allegations of workplace bullying: see no evil, hear no evil, speak no evil (2004, unknown): “Hoel and Cooper (as cited in Rayner et al ., 2002) reported that of the actions taken by employees when bullied, only 3% indicated going to occupational health professionals, 3% went to the welfare department, 8% made use of the organisation’s grievance procedures and 11% went to personnel.”
• Active and Passive Accomplices: The Communal Character of Workplace Bullying (2010, unknown): “These patterns lends support to the notion that when workers bully up, they do so with groups comprised of other subordinates (Rayner et al., 2002).”
• Nightmares, Demons, and Slaves (2006, unknown): “Targeted workers usually report being unable to stop the abuse once it has become an established mode of interaction (Leymann, 1990; Rayner et al., 2002).”
• Workplace Bullying: A Complex Problem in Contemporary Organizations (2011, unknown): “In 2002, Quebec, Canada incorporated incremental changes to its Labor Standards Act which renders psychological harassment illegal (Namie, 2003; Rayner et al. 2002).”
• Answering Five Key Questions About Workplace Bullying (2012, unknown): “Organizational communication examinations of these linguistic choices explain why an entrenched pattern of bullying is so devastatingly harmful, and, furthermore, why it is so difficult for targets alone to end workplace abuse (Rayner et al., 2002; Zapf & Gross, 2001).”