Racial/Ethnic Bullying: Exploring Links Between Bullying and Racism in the US Workplace.

By S. Fox, Lamont E. Stallworth. 2005

550 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/d960e3a20e81a2b8cb944ceb77cee92b8443a6ea

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

Invisible at Work (2013, background): “…BC Canada, V6T 1Z2 E-mail: Sandra.robinson@sauder.ubc.ca Being overlooked, excluded, or ignored by other individuals or groups is a common experience across all social contexts (Williams, 1997), including the workplace (fox & Stallworth, 2005; Hitlan, Kelly, Schepman, Schneider, & Zárate, 2006).”
Work-to-Family Spillover Effects of Workplace Ostracism: The Role of Work-Home Segmentation Preferences (2013, unknown): “A survey of 262 full-time employees indicates that, over a five-year period, 66 percent of respondents had experienced the silent treatment, whereas 29 percent reported that other people had intentionally left the area when the respondents had entered (Fox & Stallworth, 2005).”
The development and validation of the Workplace Ostracism Scale. (2008, background): “Another survey revealed that, over a 5-year period, 66% of employees had been given the silent treatment; of those surveyed, 29% reported that others had left the room when they entered and 18% reported having been moved to an isolated location (Fox & Stallworth, 2005).”
The battered apple: An application of stressor-emotion-control/support theory to teachers’ experience of violence and bullying (2010, methodology): “For example, in the data from the Fox and Stallworth (2005) study of corporate employees, respondents who reported pervasive bullying reported significantly higher levels of negative emotions than either respondents who reported rare bullying, or those who reported no bullying; respondents who…”
Dispositional antecedents and consequences of workplace ostracism: An empirical examination (2011, background): “As employees often experience various workplace mistreatments at the same time (Duffy et al., 2002; Fox and Stallworth, 2005; Tepper, 2000), it may be necessary to add those mistreatments in the study to see the unique contribution of workplace ostracism on employee organizational-based self-esteem ”
Concept Creep: Psychology's Expanding Concepts of Harm and Pathology (2016, background): “…exclusion is also evident in definitions of workplace bullying, one checklist giving as an example times when someone “gave you the silent treatment” (Fox & Stallworth, 2005) The horizontal creep of the bullying concept into electronic media and adult workplaces, and into indirect and exclusionary…”
The contribution of student perceptions of school climate to understanding the disproportionate punishment of African American students in a middle school (2012, background): “Specifically, racial/ ethnic bullying is defined as repeated hostile behaviors that range from verbal insults to more serious forms of abuse explicitly based on race or ethnicity (Fox & Stallworth, 2005).”
Not So Subtle (2016, background): “In contrast, overt discrimination has been labeled as bullying (Fox & Stallworth, 2005), old-fashioned racism (Virtanen & Huddy, 1998), hostile sexism (Glick & Fiske, 1997), and formal discrimination (as reviewed above, Hebl et al., 2002).”
Towards a multi‐foci approach to workplace aggression: A meta‐analytic review of outcomes from different perpetrators (2010, background): “This adds up to more than 66 because several studies measured more than one source of aggression within the same study (e.g., Fox & Stallworth, 2005; Frone, 2000; Schat, Desmarais, & Kelloway, 2005).”
Performance-enhancing compensation practices and employee productivity: The role of workplace bullying (2014, background): “With studies reporting a high prevalence rate and negative consequences of bullying in organizations (e.g., Fox & Stallworth, 2005; Lutgen-Sandvik, Tracy, & Alberts, 2007), the possible unintended consequences of performance-enhancing compensation practices on bullying represent an important avenue…”
When Self-View Is at Stake: Responses to Ostracism Through the Lens of Self-Verification Theory (2017, background): “The experience of ostracism, including feeling ignored, excluded, or invisible at work, is a common and impactful experience (Ferris, Brown, Berry, & Lian, 2008; Fox & Stallworth, 2005; Hitlan, Kelly, Schepman, Schneider, & Zarate, 2006).”
Workplace Bullying: Considering the Interaction Between Individual and Work Environment (2015, background): “An individual who is persistently insulted or criticized represents one form of bullying (Fox and Stallworth 2005).”