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Managing Workplace Bullying

Received: 12 October 2013     Published: 30 October 2013
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Abstract

Workplace bullying is attracting increasing recognition and is an issue of concern for human resource managers and other actors in employment relations. This paper explores the concept of workplace bullying to determine its exact nature, features, sources, types, tactics and consequences of workplace bullying. It also examines how to deal with workplace bullying. The study had 280 participants selected from different organizations in the education, finance, communications and health sectors in Lagos Nigeria. Four hypotheses were tested on the relationship between work place bullying and organizational responses and attitudes, organization climate, gender and the self esteem. It found a significant relationship between gender and workplace bullying. Women tend to be more workplace bullies than men and have greater risks of becoming targets. There was a significant relationship between organizational attitudes and responses and the willingness of workers to report workplace bullying. A significant relationship was found between perceived organization culture and level of workplace bullying. Also there was a significant relationship between self esteem and workplace bullying. Victims of workplace bullying often exhibit lower levels of self-esteem and feel that their personalities caused them to be bullied.

Published in Journal of Human Resource Management (Volume 1, Issue 3)
DOI 10.11648/j.jhrm.20130103.11
Page(s) 39-47
Creative Commons

This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.

Copyright

Copyright © The Author(s), 2013. Published by Science Publishing Group

Keywords

Managing, Workplace, Bullying

References
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[3] Cortina, B. M, Magley. R.S, Williams. O.T and Langhout P. S. (2001) Exploring Workplace Bullying: A review of structures and processes in the workplace. Human Relations, 73(14), 430–452.
[4] Lutgen-Sandvik, P. (2010). The communicative cycle of employee emotional abuse: Generation and regeneration of workplace mistreatment. Management Communication Quarterly, 16(4), 471–501. doi: 10.1177/0893318903251627.
[5] Mattice and Garman (2011) Building a culture of respect:Managing bullying at work (pp. 135–154). London: Taylor & Francis.
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[7] James, D. (1997), ‘Jekyll, Hyde and Other Management Types’, Business Review Weekly, 1 December, p. 86.
[8] Idowu O. R. (2001) ‘Bullying in the Workplace’, Journal of Applied Social Psychology, vol. 7, no. 35, pp. 22-26.
[9] Adams, A., Crawford, N.(1992). Bullying at work: How to confront and overcome it. London: virago press.
[10] Oloko (2001) Workplace Bullying: Curing the Cancer of the Workplace. Public personnel management, 30(3), 269-286.
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[13] Field, Tim (2001) Bullying: what is it?
[14] Smith J. F, (1999) Prevalence and forms of bullying among business professionals: A comparison of two different strategies for measuring bullying. Journal of Work and Organizational Psychology, 16(3), 213–223.
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[17] King, D. 1996, ‘Bullying — a Workplace Nightmare’, Proctor, September
[18] Aluko M. F. (2006) Bully Insight - How to Resist, Challenge and Combat Workplace Bullying’, 26th June, p. 10
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[20] Aremu Issa (1999) ‘Organisation Structure in Nigeria: Implications for women participation’’ in Sokunbi, O et’al (et in Women and Trade Union in Nigeria. NPS Educational Pu blishers Ltd. S.W. Ibadan
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[23] Keashly, L., & Jagatic, K. (2000). The nature, extent and impact of emotional abuse in the workplace: Results of a statewide survey. Paper presented at the Academy of Management Conference, Toronto, Canada.
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Cite This Article
  • APA Style

    Fapohunda, Tinuke. M. (2013). Managing Workplace Bullying. Journal of Human Resource Management, 1(3), 39-47. https://doi.org/10.11648/j.jhrm.20130103.11

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    ACS Style

    Fapohunda; Tinuke. M. Managing Workplace Bullying. J. Hum. Resour. Manag. 2013, 1(3), 39-47. doi: 10.11648/j.jhrm.20130103.11

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    AMA Style

    Fapohunda, Tinuke. M. Managing Workplace Bullying. J Hum Resour Manag. 2013;1(3):39-47. doi: 10.11648/j.jhrm.20130103.11

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  • @article{10.11648/j.jhrm.20130103.11,
      author = {Fapohunda and Tinuke. M.},
      title = {Managing Workplace Bullying},
      journal = {Journal of Human Resource Management},
      volume = {1},
      number = {3},
      pages = {39-47},
      doi = {10.11648/j.jhrm.20130103.11},
      url = {https://doi.org/10.11648/j.jhrm.20130103.11},
      eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jhrm.20130103.11},
      abstract = {Workplace bullying is attracting increasing recognition and is an issue of concern for human resource managers and other actors in employment relations. This paper explores the concept of workplace bullying to determine its exact nature, features, sources, types, tactics and consequences of workplace bullying. It also examines how to deal with workplace bullying. The study had 280 participants selected from different organizations in the education, finance, communications and health sectors in Lagos Nigeria. Four hypotheses were tested on the relationship between work place bullying and organizational responses and attitudes, organization climate, gender and the self esteem. It found a significant relationship between gender and workplace bullying. Women tend to be more workplace bullies than men and have greater risks of becoming targets. There was a significant relationship between organizational attitudes and responses and the willingness of workers to report workplace bullying. A significant relationship was found between perceived organization culture and level of workplace bullying. Also there was a significant relationship between self esteem and workplace bullying. Victims of workplace bullying often exhibit lower levels of self-esteem and feel that their personalities caused them to be bullied.},
     year = {2013}
    }
    

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    AB  - Workplace bullying is attracting increasing recognition and is an issue of concern for human resource managers and other actors in employment relations. This paper explores the concept of workplace bullying to determine its exact nature, features, sources, types, tactics and consequences of workplace bullying. It also examines how to deal with workplace bullying. The study had 280 participants selected from different organizations in the education, finance, communications and health sectors in Lagos Nigeria. Four hypotheses were tested on the relationship between work place bullying and organizational responses and attitudes, organization climate, gender and the self esteem. It found a significant relationship between gender and workplace bullying. Women tend to be more workplace bullies than men and have greater risks of becoming targets. There was a significant relationship between organizational attitudes and responses and the willingness of workers to report workplace bullying. A significant relationship was found between perceived organization culture and level of workplace bullying. Also there was a significant relationship between self esteem and workplace bullying. Victims of workplace bullying often exhibit lower levels of self-esteem and feel that their personalities caused them to be bullied.
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