Professor of Sport Management and Sr. Available editions United States. Articles Contributors Links Articles on Workplace bullying Displaying all articles Being bullied as a child, being female, young, and neurotic are significant predictors of whether you might be bullied in the workplace, one survey found.
Workplace cyberbullying is a growing problem and can cause more harm than traditional forms of bullying. Employers need to take active steps to protect employees from it. Sexual harassment of women is detrimental not only because of setbacks it causes in the workplace. It also harms women's health. Here's how I discovered how widespread it is. Human resources professionals should be trained at school and encouraged on the job to take employee complaints seriously.
But that's not how the profession works now. Research published in Psychological Science found that exposure to bullying in childhood predicted heightened risk of problems related to health, poverty, and social relationships in adulthood.
By the time they were in their mid-twenties, people who had been bullied growing up were more than twice as likely to have difficulty in keeping a job compared with peers who had never been bullied. To find out more about how bullying impacts employee health, an interdisciplinary team including psychological scientist Annie Hogh University of Copenhagen , economist Tine L.
Their results showed that men and women reported the same types of negative, bullying behavior from coworkers, and similar negative health effects immediately after being exposed to bullying. However, after being bullied, men and women appeared to have very different long-term health outcomes. As a part of the Bullying Cohort Study, a comprehensive survey was emailed to employees of 60 different Danish companies. Data from the bullying survey data was then matched with Danish government registry information on employment status, prescriptions, and medical diagnoses.
The government employment data included weekly updated information on sickness absenteeism, unemployment, previous labor market history, and previous sickness absence history.
Men and women largely experienced the same kinds of bullying behaviors at work, but the results suggest that men and women had divergent reactions to bullying. Men who were bullied were more likely than women to go into work even when they were sick, but women were more likely to seek out medical treatment and take medical leave. Exactly why male and female employees react to bullying different is unclear, and the authors caution that the effects of bullying are difficult to identify and tease apart from other confounding factors.
Overall, the results suggest that bullying can have serious consequences for organizations, and managers should implement strategies to reduce or eliminate bullying.
Long-term consequences of workplace bullying on sickness absence. Impact of bullying in childhood on adult health, wealth, crime, and social outcomes. Psychological Science, 24 10 , This study reinforces the anecdotal evidence I see all the time in my practice. Sadly, HR rarely intervene on behalf of the target. The bully is often perceived as a high performer even though their contributions are more than offset by the damage caused to other employees.
Do you know someone who has been bullied? Share this website with them. There oughta be a law! Have you read an article in your local paper or online? Use the opportunity to comment, tell your story and tell others about the campaign to get a law passed. Volunteer to work on the Healthy Workplace Campaign in your state. There are many different ways you can help out, please visit our Take Action page for more information.
Scandinavian nations have explicit anti-bullying laws since Many of the EU nations have substantially more legal employee protections, which compel employers to prevent or correct bullying.
Britain, the home of the term "workplace bullying," has broader anti-harassment laws than the U. Ireland has a strong health and safety code to address bullying. Canada's first provincial law was enacted in , the second in , another in , and the occupational health code for federal employees in Read more about the international movement.
Research on workplace bullying began in the late 's in Sweden. Heinz Leymann was the pioneer. The field has since exploded exponentially, including articles and books in psychology, occupational health and medicine, epidemiology, and management research.
Work Shouldn't Hurt! From June until the present, the Namies have led the first and only U.S. organization dedicated to the eradication of workplace bullying that combines help for individuals via our websites & over 12, consultations, telephone coaching, conducting & popularizing scientific research, authoring books, producing education .
Workplace bullying refers to repeated, unreasonable actions of individuals (or a group) directed towards an employee (or a group of employees), which The research found that 13%, or nearly 15 million workers, reported .
Research on workplace bullying, which has just recently passed the 20 year mark, has grown significantly over this duration of railblogau5.gq provide an extensive review of the extant literature, with a focus on the antecedents and consequences of workplace bullying. While the workplace bullying research is largely conducted in the context of secular workplaces and the literature is written from a secular point of view, the core dynamics of bullying should be a central concern to.
Workplace bullying, the persistent exposure to interpersonal aggression, and mistreatment from colleagues, supervisors, subordinates or other work-related individuals, is a prevalent form of organizational violence that. One-half (51%) of organizations reported that there had been incidents of bullying in their workplace. The three most common outcomes of bullying .