Take This Job and … : Quitting and Other Forms of Resistance to Workplace Bullying

By Pamela Lutgen-Sandvik. 2006

269 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/be6f3eb23a78f64f25f54793805529cc10656a06

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: Causes, Consequences, and Corrections (2010, unknown): “In fact, when asked what others facing bullying should do, targets most frequent recommendation is leaving the organization (Lutgen-Sandvik, 2006; Zapf & Gross, 2001).”
Burned by Bullying in the American Workplace: Prevalence, Perception, Degree and Impact† (2007, unknown): “Although some of the most recent research suggests that resistance to bullying is common (Lutgen-Sandvik, 2006), the majority of definitions for workplace bullying suggest that the target must, for one reason or another, feel unable to stop or prevent abuse.”
Workplace bullying as an antecedent to job insecurity and intention to leave: a 6‐month prospective study (2014, background): “In fact, in a qualitative study among targets and witnesses of workplace bullying, Lutgen-Sandvik (2006) reported that fear of discharge was a frequently voiced concern.”
Escaping bullying: The simultaneous impact of individual and unit-level bullying on turnover intentions (2012, background): “Pertinent to the current study, qualitative work by Lutgen-Sandvik (2005, 2006) on bullying victims has shown that quitting, including the desire to quit, is one of most prevalent forms of resistance in response to workplace bullying.”
The Toxic and Mythical Combination of a Deductive Writing Logic for Inductive Qualitative Research (2012, unknown): “…Ellevold, & Stamp (2008); Canary (2010); Dougherty, Kramer, Klatzke, & Rogers (2009); Ganesh & Stohl (2010); Jian, (2007); Larson & Tompkins (2005); Lutgen-Sandvik (2006); Meisenbach, Remke, Buzzanell, & Liu (2008); Sahlstein, Maguire, & Timmerman (2009); Scarduzio & Geist-Martin (2008); and…”
Workplace Bullying: A Complex Problem in Contemporary Organizations (2011, background): “Lutgen-Sandvik (2006) reports that the stress and desire to quit also translate to witnesses of workplace bullying.”
Workplace Bullying, Mobbing and General Harassment: A Review (2013, unknown): “Alternatively, from the targets’ perspective, Lutgen-Sandvik (2006) found that targets were sometimes able to turn to each other and to sympathetic co-workers for support and seek to increase their power base through a collective voice and coordinated, group-based resistance measures.”
Answering Five Key Questions About Workplace Bullying (2012, background): “Meanwhile, some witnesses are so horrified by bullying that they are galvanized to fight against it (Lutgen-Sandvik, 2006).”