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Workplace bullying is a pernicious workplace problem that harms employees and organizations alike. Targets suffer mental and physical consequences of repeated abuse. Organizations experience consequences such as diminished worker productivity and increased turnover. In some cases, even workplace violence. While these instances are thankfully rare, it is important to understand how workplace bullying manifests in organizations and what employees, bystanders, and organizations can do about it. At the invitation of the editor to convene a diverse panel of experts on workplace bullying, seven scholars responded to questions pertaining to six workplace bullying-related issues. These are conceptual definition; bystander intervention; the relationship between race, gender, and other marginalized identities and workplace bullying; interdisciplinary opportunities and constraints; developments in United States policy; and how employees, bystanders, and organizations can and should respond to workplace bullying.
Stacy Tye-Williams; Jerry Carbo; Premilla D’Cruz; Leah P. Hollis; Loraleigh Keashly; Catherine Mattice; Sarah J. Tracy. Exploring workplace bullying from diverse perspectives: A Journal of Applied Communication Research forum. Journal of Applied Communication Research 2020, 48, 637 -653.
AMA StyleStacy Tye-Williams, Jerry Carbo, Premilla D’Cruz, Leah P. Hollis, Loraleigh Keashly, Catherine Mattice, Sarah J. Tracy. Exploring workplace bullying from diverse perspectives: A Journal of Applied Communication Research forum. Journal of Applied Communication Research. 2020; 48 (6):637-653.
Chicago/Turabian StyleStacy Tye-Williams; Jerry Carbo; Premilla D’Cruz; Leah P. Hollis; Loraleigh Keashly; Catherine Mattice; Sarah J. Tracy. 2020. "Exploring workplace bullying from diverse perspectives: A Journal of Applied Communication Research forum." Journal of Applied Communication Research 48, no. 6: 637-653.
Qualitative research has the power to create awareness about social justice issues and the potential power to create social change (Denzin & Lincoln, 2011). These possibilities may be enhanced through the utilization of qualitative research techniques that are designed to approach social problems in new and creative ways. The focus of this chapter is on innovations in qualitative investigations of workplace bullying, harassment and emotional abuse. While some of the qualitative methods discussed in this chapter may not necessarily be entirely new qualitative tools, they are included because they have not been used widely to study workplace bullying, emotional abuse and harassment, if at all. The chapter begins with a brief overview of qualitative research on workplace bullying followed by a discussion of innovative qualitative research. Specifically, the qualitative techniques of participatory action research, critical incident technique, systematic diary research, critical hermeneutic phenomenology and innovative arts (bubble dialogue, photography, creative writing, autoethnography and performance ethnography/ethnotheatre) will be explored. The chapter will conclude with possibilities for the development of additional innovative qualitative approaches to workplace bullying research.
Stacy Tye-Williams. Innovations in Qualitative Approaches for Studying Workplace Bullying, Emotional Abuse and Harassment. Concepts, Approaches and Methods 2019, 1 -21.
AMA StyleStacy Tye-Williams. Innovations in Qualitative Approaches for Studying Workplace Bullying, Emotional Abuse and Harassment. Concepts, Approaches and Methods. 2019; ():1-21.
Chicago/Turabian StyleStacy Tye-Williams. 2019. "Innovations in Qualitative Approaches for Studying Workplace Bullying, Emotional Abuse and Harassment." Concepts, Approaches and Methods , no. : 1-21.
The present study contributes to the growing body of research on workplace bullying by examining the advice targets receive along with their interpretations of its usefulness. Based on an analysis of interviews with 48 individuals from a variety of occupations, we identified a paradox of workplace bullying advice where targets described themselves as offering the same advice to other targets they had received, even though they believed following the advice either would have made no difference or made their own situations worse. We address the paradox by considering the possibility that urging individual targets to ‘remain calm’ and ‘stay rational’ overestimates the difference a single individual can make, downplays the significance of strong emotional responses to bullying, and constrains the ability to think and act with greater freedom.
Stacy Tye-Williams; Kathleen J. Krone. Identifying and re-imagining the paradox of workplace bullying advice. Journal of Applied Communication Research 2017, 45, 218 -235.
AMA StyleStacy Tye-Williams, Kathleen J. Krone. Identifying and re-imagining the paradox of workplace bullying advice. Journal of Applied Communication Research. 2017; 45 (2):218-235.
Chicago/Turabian StyleStacy Tye-Williams; Kathleen J. Krone. 2017. "Identifying and re-imagining the paradox of workplace bullying advice." Journal of Applied Communication Research 45, no. 2: 218-235.