Intensive Remedial Identity Work: Responses to Workplace Bullying Trauma and Stigmatization

By Pamela Lutgen-Sandvik. 2008

278 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/b1be089b3c086be0e426bedf7ace70c615eed775

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Workplace bullying as an antecedent to job insecurity and intention to leave: a 6‐month prospective study (2014, background): “In addition, many targets experience that rumours are spread about them to the effect that their professional reputation is damaged (Lutgen-Sandvik, 2008), possibly making it harder for them to find new work at a later date, or at least evoking that concern.”
Answering Five Key Questions About Workplace Bullying (2012, background): “In addition to resistance, employees engage in a full range of identity work when they are abused, including work to save face, confirm self-perceptions with others, and re-story life narratives (Lutgen-Sandvik, 2008).”
Workers' perception of workplace bullying: A cross-cultural study (2011, background): “…that American perspectives of bullying imply different concepts compared with the European tradition (i.e., Saam, 2010), whereas others have stated that the terms workplace bullying, mobbing, employee emotional abuse, and nonsexual generalized harassment are synonymous (i.e., Lutgen-Sandvik, 2008).”
Workplace Bullying: Causes, Consequences, and Corrections (2010, unknown): “During early phases, targets may have difficulty encoding their experience aside from describing feelings of unease or heightened discomfort (Adams & Crawford, 1992; Lutgen-Sandvik, 2008b).”
The battered apple: An application of stressor-emotion-control/support theory to teachers’ experience of violence and bullying (2010, background): “Consequences to the target of workplace bullying and the organization have been demonstrated in numerous studies (Lutgen-Sandvig, 2008; Pearson et al., 2005; Workplace Bullying Institute and Zogby International, 2007; Zapf et al., 1996).”
Ideal Selves as Resources for the Situated Practice of Identity (2010, background): “(p. 626, italics added) Privileging active identity work—that which is conscious and concentrated— makes sense given that many studies of identity work focus on its occurrence at crisis points, moments of uncertainty, and anxiety about whom one is (e.g., Lutgen-Sandvik, 2008; Meisenbach, 2008).”
Stigma Management Communication: A Theory and Agenda for Applied Research on How Individuals Manage Moments of Stigmatized Identity (2010, background): “, Agne, Thompson, & Cusella, 2000; Smith, 2007b; Thompson, 2000) and to a lesser extent on occupational/workplace stigmas (e.g., Drew, Mills, & Gassaway, 2007; Lutgen-Sandvik, 2008).”
Workplace Bullying: A Complex Problem in Contemporary Organizations (2011, background): “Perhaps most interestingly, the participants' responses seem to mirror response by actual workplace bullying victims as outlined by Lutgen-Sandvik (2008).”
Workplace Bullying, Mobbing and General Harassment: A Review (2013, unknown): “…professional reputation, organizational identity and self-confidence, and the long-term loss of core beliefs in justice or fairness”, often developing new cynical views of the world, with many seeking therapeutic help and, for some, taking months and years to recover (Lutgen-Sandvik 2008, p. 110).”
Preventing workplace mobbing and bullying with effective organizational consultation, policies, and legislation. (2009, background): “Because of the relative helplessness (Lewis, 2004) and defenselessness of mobbing victims and their consequent humiliation (Lewis, 2004; Lutgen-Sandvik, 2008) and the intensity and duration of the mobbing experience itself, Leymann (1993) also used the term psychoterror to describe mobbing and workp”
Neutralizing workplace bullying: the buffering effects of contextual factors (2013, background): “At the individual level, the results of bullying include lower self-esteem, more negative emotion, anxiety, stress, fatigue, burnout and depression (Agervold and Mikkelsen, 2004; Cassitto et al., 2004; Djurkovic et al., 2006; Hauge et al., 2010; Hoel et al., 2004; Lovell and Lee, 2011; Lutgen-Sandvi”
Identity and identification at work (2016, background): “Lutgen-Sandvik, P. (2008). Intensive remedial identity work: Responses to workplace bullying trauma”
"He just didn't seem to understand the banter": Bullying or simply establishing social cohesion? (2012, methodology): “Sometimes it maybe used in a jokingmanner imitating a particular social conduct put into a different context (Lutgen-Sandvik, 2008).”