The experience of bullying in Great Britain: The impact of organizational status

By H. Hoel, Cary L. Cooper, B. Faragher. 2001

504 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/de4bbf945d29d9f787d5b5eaf00f653516ec56d9

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Bullying is detrimental to health, but all bullying behaviours are not necessarily equally damaging (2004, methodology): “Moreover, as has been argued in a previous article (Hoel et al ., 2001) in order for such an approach to be successful, it needs to consider the possibility that an interaction may exist between different demographics, e.g. organisational status and gender.”
Workplace bullying and the employment relationship (2011, background): “In some Nordic countries, for example, the predominant pattern is co-worker bullying (Hoel and Einarsen, 2010; Vartia, 2003), while in Britain managers are usually the perpetrators and their subordinates the recipients (Hoel et al., 2001; Rayner et al., 2002).”
Self and peer nominations of bullying: An analysis of incident rates, individual differences, and perceptions of the working environment (2003, methodology): “For example, the Einarsen and Skogstad (1996) and Hoel et al. (2001) surveys used the criterion of during the last six months, but Leymann (1996) used a strict criterion ofweekly for over six months.”
Why is Organizational Change Related to Workplace Bullying? Role Conflict and Job Insecurity as Mediators (2009, result): “…which reflects an acceptable response rate (44 percent) when compared to other studies on organizational change (e.g. Brockner et al., 1994; De Cuyper et al., 2008; Patterson and Cary, 2002) and workplace bullying (e.g. Hoel et al., 2001; Neyens et al., 2007; Matthiesen and Einarsen, 2007).”
Workplace bullying: a cross‐level assessment (2006, background): “The negative externality of workplace bullying to the organizational bottom-line of profitability or expected turnover has been documented (Einarsen and Skogstad, 1996; Farrell, 2002; Hoel et al., 2001; Leymann, 1996; Rayner, 1997; Rayner and Cooper, 1997; Salin, 2001).”
"He just didn't seem to understand the banter": Bullying or simply establishing social cohesion? (2012, background): “These may range from stress to burnout and even depression (Hoel et al., 2001; Mikkelsen & Einarsen, 2001).”