19th Learning EB Workplace Bullying Scholarly Presentation

1. A Review of Related Literature
Annaliza F. Tan
Workplace Bullying

2. 1980s Early 1990s Late 1990s
Mobbing – coined by Swedish
physician Heinz Leymann to
illustrate the hostile behavior he
saw directed to the workers
which involves a reign of
psychological terror
perpetuated on a target via
innuendo & rumors
Workplace Bullying – coined
by British journalist Andrea
Adams. She ran a series of
documentaries in her BBC radio
program to bring it to the
attention of wider audience.
Since then, United Kingdom
remained a leader in identifying
and recognizing workplace
bullying behavior.
Workplace Bullying – Drs.
Namie introduced the term into
American employment law.
Garie Name, PhD is the co-
founder of Workplace Bullying
Institute and author of the book
The Bully-free Workplace.
Origins of Workplace Bullying (WPB)
Concept
Bullying has been predominantly used by researchers in the United Kingdom and Ireland, Australia
and Northern Europe, whereas German researchers have used the term "mobbing" for the same
phenomenon.

3. • In Northern America, related and partly overlapping phenomena have been studied under a
variety of different names: employee abuse, workplace aggression, victimization,
interpersonal deviance, social undermining, workplace incivility.
• WPB has been recognized as major occupational stressors since the mid-1990s.
• There are different terms used to describe it, such as employee abuse, emotional abuse,
mistreatment and neglect at work, mobbing and harassment. The most systematic
approach comes from Scandinavia, where there is a strong public awareness and anti-
bullying legislation.
Origins of Workplace Bullying (WPB)
Concepts

4. 1. Competitiveness
2. Compensation for deficiency
3. Protection for self-esteem
4. Envy
5. Predatory bullying
6. Dispute-related bullying
7. Performance appraisal or reward structures that may unwittingly compensate
the emasculating of others
8. In-group/Out-group dynamics
9. Lack of awareness
10.Management philosophy
11. Workplace change
Source: Caponecchia & Wyatt, 2011
Factor that motivates a person to exhibit
bullying behavior

5. • Hauge, Skogstad & Einarsen (2009) investigated the predictive effects of both
individual and situational factors as predictors of bullying in the workplace among
the representative sample of the Norwegian workforce.
• They anchor their study on the stressor-emotion model of counterproductive
behavior of Spector and Fox (2005).
• Their research findings support the impression that bullying will flourish in stressful
working environments and thus generate an important contribution in identifying
antecedent conditions to neutralize the development of workplace bullying. Logistic
regression analysis reveals that being oneself a target of bullying, regardless of
incidence, and being male strongly anticipated participation in bullying of others.
Role and interpersonal conflicts, among situational factors, considerably predicted
being a perpetrator of bullying.
Individual and Situational Factors as
predictors of bullying in the workplace

6. 1. Genes
2. Chain reaction
3. Hormonal changes
4. Social environment
5. Family background
6. Physical punishment
7. Pursuit of power
Source: Velasquez, 2009 (Thesis: Bullying and home and school environment)
7 Perceived Causes of Bullying

7. • Self-report method
• Operational method
 Negative Acts Questionnaire (NAQ) by Einarsen & Raknes, 1997
 Leymann Inventory of Psychological Terror (LIPT) by Leymann, 1997
• Content Analysis (Gumbus & Lyons, 2011) to find out emerging themes from a
writing assignment that ask participants to respond to questions about WPB
• Policy-capturing Methodology. Martin and La Van identify case characteristics
that have relationship with the outcome of the case (Workplace Bullying: A
Review of Litigated Cases, 2010).
• Antecedent – Behavior - Consequence Model illustrate the dynamics of bullying in
the workplace.
Instruments that measures workplace
bullying

8. "Individuals affected by workplace bullying are the perpetrators,
the targets, the witnesses, other employees, and
organizational leadership.“
Source: Altman, Workplace Bullying: Application of Novak's (1998) Learning Theory and Implications for Training, 2009
Who are at risk?

9. • One of the first strategies that should be enacted to defray bullying is to establish
an anti-bullying policy which has a clear definition and examples of
bullying behaviors, anti-retaliation and confidentiality sections and
includes a formal and informal complaint process (Carden & Boyd, 2013).
• Employers should not promote behaviors that manipulate and harm others (Salin,
2003).
Ways and means to stop & prevent WPB

10. Thank you!
Ms. Annaliza F. Tan is a graduate school student at
UP-Diliman, SOLAIR. She is working on her thesis on
workplace bullying. For inputs and comments, you
may reach her at annaliza.tan@gmail.com