Mobbing: Emotional Abuse in the American Workplace

By B. Martin. 2000

215 citations recorded by the source corpus.

Subfields: Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/9942db951a09515eb3cffe9bcca04abebc3d5a37

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In Sociology and Political Science

Citations in the corpus

Managers in the firing line: Contributing factors to workplace bullying by staff – an interview study (2007, background): “Therefore, it appears that change and the uncertainty it produces may trigger some staff to feel resentful of the decisions managers make (Davenport et al. 1999), possibly creating a level of uncertainty that makes some staff feel they need to act (Ashmore, Jussim, Wilder & Heppen 2001).”
Workplace Bullying: Causes, Consequences, and Corrections (2010, unknown): “Although there is no legal protection against bullying in the United States, some workers find grounds for sexual harassment, racial discrimination, constructive discharge, or wrongful termination cases (Davenport et al., 2002).”
Workplace Mobbing: Individual and Family Health Consequences (2007, background): “Mobbing and bullying at work results in a number of health consequences or injuries (Davenport et al., 1999) as they are referred to in recent literature. The health consequences extend to both the victim and the victim’s family and include a wide swath of physical, psychological, and interpersonal ”
Nightmares, Demons, and Slaves (2006, background): “When abused workers can only “empty the garbage” of workplace bullying when they go home, it can and does negatively affect family life (Davenport et al., 2002; Wyatt & Hare, 1997).”
The Dark Side of Leadership: Teacher Perspectives of Principal Mistreatment (2002, methodology): “Employing a variety of methods, researchers have used a number of terms in the conceptual, theoretical, and empirical literature to describe the workplace mistreatment/abuse phenomenon including incivility (Andersson & Pearson, 1999), mobbing (Davenport et al., 1999; Leymann, 1990), bullying (Einars”
The cost of violence/stress at work and the benefits of a violence/stress-free working environment (2001, methodology): “One of the most widely used approaches is to divide such acts into five categories: gender harassment, seductive behaviour, sexual bribery, sexual coercion and physical assault including rape (Till, 1980).”
Workplace Bullying: A Complex Problem in Contemporary Organizations (2011, background): “Additionally, organizational changes, cultures, and leadership styles often contribute to the pervasiveness of bullying behaviors (Davenport, et al., 2002; Hoel & Salin, 2003; Namie & Namie, 2003; Skogstad et al., 2007).”