Burned by Bullying in the American Workplace: Prevalence, Perception, Degree and Impact†

By Pamela Lutgen-Sandvik, Sarah J. Tracy, J. K. Alberts. 2007

640 citations recorded by the source corpus.

Subfields: Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/a13282a43566317ddd6aa83521432250e8dae967

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In Sociology and Political Science

Citations in the corpus

Workplace Bullying: Considering the Interaction Between Individual and Work Environment (2015, background): “In a U.S.-based study, Lutgen-Sandvik et al. (2007) reported that 47 percent of employees have experienced some form of bullying over a 2-year period.”
Active and Passive Accomplices: The Communal Character of Workplace Bullying (2010, methodology): “studies reporting that supervisors are the most frequently reported bullies (Lutgen–Sandvik, 2009; Lutgen–Sandvik et al., 2007; Namie, 2000; Namie, 2003a).”
Measuring exposure to bullying and harassment at work: Validity, factor structure and psychometric properties of the Negative Acts Questionnaire-Revised (2009, neutral): “Lutgen-Sandvik, Tracy, & Alberts, 2007 ; Nielsen et al, 2008 ).”
Understanding the relationship between experiencing workplace cyberbullying, employee mental strain and job satisfaction: a dysempowerment approach (2017, background): “Empirical evidence has indicated that witnessing traditional workplace bullying is associated with individual negative outcomes (Hoel, Cooper & Faragher, 2004 ; Lutgen-Sandvik et al., 2007 ; Vartia, 2001), although these effects are not as strong when compared to targets of bullying.”
Workers' perception of workplace bullying: A cross-cultural study (2011, background): “As discussed earlier, there are several competing concepts of bullying in the US and the physical aspects are historically more prominent than the psychological or emotional aspects (i.e., Keashly & Jagatic, 2003; Kelloway et al., 2006; Lutgen-Sandvik et al., 2007).”
Bullying and health at work: The mediating roles of psychological capital and social support (2014, background): “Secondly, following Lutgen-Sandvik et al. (2007), and based on reasoning that behaviours that are experienced less often than either weekly or daily are less likely to be bullying, we recoded the NAQ items so that never, occasionally and monthly were scored 0, while weekly was scored 1 and daily…”
Perceived severity of various bullying behaviours at work and the relevance of exposure to bullying (2009, background): “Similarly, Lutgen-Sandvik, Tracy, and Alberts ( 2007 ) introduced the concept of bullying degree as the sum of the number of different negative acts (referred to as bullying “intensity”), and their duration and frequency.”
Intensive Remedial Identity Work: Responses to Workplace Bullying Trauma and Stigmatization (2008, background): “Numerous negative interactions that feel intimidating, insulting or exclusionary constitute bullying—actions targeted workers typically believe are intentional efforts to harm, control, or drive them from the workplace (Lutgen-Sandvik et al., 2007).”