422 research outputs found
The relationship between interpersonal conflict and workplace bullying : what roles do conflict management style and coping resources play in the prevention of workplace bullying? : a thesis presented in partial fulfilment of the requirements for the degree of Doctor of Philosophy in Management at Massey University, Albany, Auckland, New Zealand
No full textWorkplace bullying is a prevalent organizational problem with significant detrimental effects on individuals and organizations. While scholars have acknowledged that workplace bullying may stem from interpersonal conflict, little research has been conducted on the mechanism through which this occurs. Furthermore, there are few studies that have focused on identifying prevention strategies that could address workplace bullying caused by interpersonal conflict. Although scholars have recommended the use of problem solving as a means of preventing workplace bullying caused by interpersonal conflict, its importance as a preventive measure has not been fully acknowledged by scholars and practitioners. Specifically, there is a need for further research to determine how effective problem solving is in addressing various forms of interpersonal conflict in preventing workplace bullying. Moreover, there is a lack of investigation into how organizations can promote the adoption of problem-solving conflict management as a preventive strategy.
Drawing on stress theories and models (such as cognitive appraisal theory and the ARCAS model), this study tested the role of problem-solving conflict management as a coping mechanism and ethical leadership and psychological safety as coping resources in the relationship between task/relationship conflict as a work stressor and workplace bullying. Using structural equation modelling and survey data from 456 employees based in New Zealand, this study found that psychological safety through problem solving moderated the relationship between task conflict and exposure to/enactment of workplace bullying behaviors. However, psychological safety did not moderate the relationship between relationship conflict and the enactment of workplace bullying behaviors through problem solving. Additionally, ethical leadership through problem solving moderated the relationship between task conflict and exposure to/enactment of workplace bullying behaviors. Ethical leadership through problem solving moderated the relationship between relationship conflict and enactment of workplace bullying behaviors. However, neither ethical leadership nor psychological safety moderated the relationship between relationship conflict and exposure to workplace bullying behaviors through problem solving. This study makes three important theoretical contributions. First, this study opens up a new theoretical line by investigating workplace bullying as a strain outcome of interpersonal conflict. Second, this study extends our knowledge about the development of workplace bullying caused by interpersonal conflict by examining the influential role of coping resources on the selection of problem-solving conflict management style as a coping mechanism. Third, by collecting data about exposure to workplace bullying behaviors and enactment of workplace bullying behaviors, this study contributes to a better understanding of how workplace bullying develops. Alongside these theoretical contributions, this study also makes a practical contribution. This study examines the influence of coping resources that can influence the selection of a potentially effective conflict management style to cope with interpersonal conflicts as antecedents of workplace bullying. Therefore, the adoption of any coping resources that significantly encourage an effective conflict management style can be used as a workplace bullying preventive measure by organizations
Petite Manifesto, A--Text
No full textHand printed at the University of Nebraska-Lincoln and hand bound in St. Louis, Missouri during 1988 and 1989. cyanotype photos by Renschen printed with forward by Lucinda Hitchcock and a narrative by Douglas Dowd. Fonts used are Baskerville, Cochin Open, and Bulmer. Papers are Rives heavyweight and Mohawk letterpress printed on one side only. Cased in blue cloth over boards.UNL SPEC copy-- limited ed. of 50, this is no. 25, signed by author and photographe
Workplace Violence Ltd
No full textvii, 208 leaves ; 30 cm. Includes bibliographical references. University of Otago department: Management. "May 2004" -- T.p.In the rush to solve the problem of workplace violence there have been few pauses for critical reflection. Many academic writings on workplace violence are content to rely on a self-evident representation of violence to inform understandings. This reliance not only breaks a basic rule of method by taking for granted the very phenomenon to be analysed but also risks erasing, normalising or marginalising other understandings of workplace violence.
Addressing the research problem – how do representations of violence shape the discourse of workplace violence – considers these limitations and difficulties.
A perceived epidemic of workplace violence has received considerable attention in scholarly works. Much of the literature on workplace violence is anxious to point out the increasing rate and severity of workplace violence, offering a wealth of 'evidence' of an escalating trend. Some claim workplace violence has reached 'alarming numbers' and is the number one issue that 'worries companies most.' In response to these sorts of claims, a steady stream of regulatory guidelines and 'practical' managerial advice has emerged offering employers and goverment agencies 'solutions' to the problem of workplace violence. Yet, a considered treatment of violence expected of a scholarly account appears unnecessary – and even luxurious – in the face of the obvious and bloody 'reality' of workplace violence.
Wary of grounding workplace violence in these terms, this thesis engages with a broader tradition of philosophical reflections on violence to provide alternative representations that directly confront the sense of certainty evident in writings on workplace violence. Given these alternative representations, the difficulty lies in refusing to see violence as a simple formula while also resisting indeterminacy. In order to navigate through this complex situation, violence is considered as undecidable. This move draws attention to the way in which decisions are made in concrete everyday situations, what grounds these decisions, and their effects.
Thus utilising a discursive framework, and drawing on the work of Michel Foucault, this thesis critically explores the assumptions about violence that inform discussions of workplace violence. An analysis of an archive of 87 workplace violence texts published in the field of management and organisation studies contends that violence is represented as a set of deviant behaviours committed primarily by employees. Such a representation rests on a number of unacknowledged assumptions that limit alternatives and reflect particular relationships of power. Violence is limited to 'sovereign' manifestations where workplace violence is a problem for organisations rather than a problem of organisation.
In working through these arguments, this thesis indicates the taken for granted codes that shape research into workplace violence. Reflecting on the concept of violence and its sense of certainty will have important implications for considering the context in which violence is understood, experienced, tolerated, accepted or rejected by members of society. This might invite pause for reflection when we see various actions represented as violence. It might also invite us to reflect on the way that so many of the violences of today are treated as if they were something else.UnpublishedDeciding on Violence. (2002). Reason in Practice: The Journal of Philosophy of
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Doing Philosophical Violence.
No full textThis paper proposes a consideration of how an engagement with philosophy might serve as a critical starting point for acting on the issue of workplace violence. In particular a consideration of how a philosophical engagement with the concept of violence might contribute to a more rigorous and critical discussion about workplace violence. A discussion, however, that is not limited to how might we philosophise workplace violence but a discussion that enables us to imagine different violence(s). Thus, the aim is not only to expound the merits of such an engagement but also to tentatively offer what it might look like to philosophise workplace violence. Incidents of workplace violence – especially those involving multiple homicides – are now well documented and publicised by the news media. In addition, there is a growing body of literature offering employers and employees a range of practical and regulatory interventions aimed at solving the problem of workplace violence. The effect of this coverage and responses to it, write Bulatao & VandenBos (1996), has been to elevate workplace violence into a distinct category synonymous with disgruntled employees or former employees wrecking deadly vengeance on their superiors and co-workers. For many writers workplac
Workplace Violence Ltd
No full textvii, 208 leaves ; 30 cm. Includes bibliographical references. University of Otago department: Management. "May 2004" -- T.p.In the rush to solve the problem of workplace violence there have been few pauses for critical reflection. Many academic writings on workplace violence are content to rely on a self-evident representation of violence to inform understandings. This reliance not only breaks a basic rule of method by taking for granted the very phenomenon to be analysed but also risks erasing, normalising or marginalising other understandings of workplace violence.
Addressing the research problem – how do representations of violence shape the discourse of workplace violence – considers these limitations and difficulties.
A perceived epidemic of workplace violence has received considerable attention in scholarly works. Much of the literature on workplace violence is anxious to point out the increasing rate and severity of workplace violence, offering a wealth of 'evidence' of an escalating trend. Some claim workplace violence has reached 'alarming numbers' and is the number one issue that 'worries companies most.' In response to these sorts of claims, a steady stream of regulatory guidelines and 'practical' managerial advice has emerged offering employers and goverment agencies 'solutions' to the problem of workplace violence. Yet, a considered treatment of violence expected of a scholarly account appears unnecessary – and even luxurious – in the face of the obvious and bloody 'reality' of workplace violence.
Wary of grounding workplace violence in these terms, this thesis engages with a broader tradition of philosophical reflections on violence to provide alternative representations that directly confront the sense of certainty evident in writings on workplace violence. Given these alternative representations, the difficulty lies in refusing to see violence as a simple formula while also resisting indeterminacy. In order to navigate through this complex situation, violence is considered as undecidable. This move draws attention to the way in which decisions are made in concrete everyday situations, what grounds these decisions, and their effects.
Thus utilising a discursive framework, and drawing on the work of Michel Foucault, this thesis critically explores the assumptions about violence that inform discussions of workplace violence. An analysis of an archive of 87 workplace violence texts published in the field of management and organisation studies contends that violence is represented as a set of deviant behaviours committed primarily by employees. Such a representation rests on a number of unacknowledged assumptions that limit alternatives and reflect particular relationships of power. Violence is limited to 'sovereign' manifestations where workplace violence is a problem for organisations rather than a problem of organisation.
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Mr. Theodore F. Bevan's Fifth expedition to British New Guinea : Preliminary presentation pamphlet (illustrated)
No full textLimited to 100 copies.; Author's presentation copy to the Editor of the Sydney Morning Herald.; Ferguson, no. 6989.; Also available in an electronic version via the Internet at: http://nla.gov.au/nla.aus-f6989; Ferguson copy signed by author
Managing Workplace Bullying Complaints: Conceptual Influences and the Effects of Contextual Factors
No full textWorkplace bullying complaints are commonly utilized as the primary intervention approach for organizations where employees seek to stop inappropriate behaviour or gain redress. No single agreed-upon approach has been forwarded as a best practice for organizations to adopt. Instead, complaints can be viewed as disciplinary matters, health and safety concerns or public disclosures that can be raised through whistleblowing. These different conceptualizations adopt differing terminology and assumptions, which in turn has implications for how bullying is tackled. A critical concern in this area is the high prevalence of bullying reported in academic literature and staff surveys. In contrast, the number of complaints is often much lower indicating significant under-reporting. A range of organizational and individual factors are discussed that may enable and inhibit the efficacy of a complaint process. The means by which the complaint process may act as a negative influence as a form of undermining through raising vexatious complaints, with the intent of undermining the accused perpetrator, are also discussed. A review of these factors will ultimately contribute towards a consideration of what constitutes a successful complaint process and what practices and strategies organizations can adopt to ensure the effective handling of workplace bullying complaints. Finally, future directions for research are also proposed
Workplace bullying in the nursing profession-A call for secondary intervention research-
No full textManaging Workplace Bullying Complaints: Conceptual Influences and the Effects of Contextual Factors
No full textWorkplace bullying in the nursing profession-A call for secondary intervention research-
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