Bullying in the Workplace: Annotated Bibliography

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Karyn Allison McPherson
Professor Mark Crilly
ENC 1102
14 March 2015
Bullying in the Workplace Annotated Bibliography
Samnani, Al-Karim and Parbudyal Singh. “20 Years of Workplace Bullying Research: A Review of the Antecedents and Consequences of Bullying in the Workplace.” Aggression and Violent Behavior. 17.6 (2012): 581-589. Print. Al-Karim Samnani and Parbudyal Singh are both Canadian professors in the study of human resource and business management, and have written multiple scholarly articles in different employment journals. It is cited in this journal article that workplace bullying antecedents and consequences are at the individual, group, organizational, and societal level. Their text focuses mainly on this, as bullying in the workplace is influenced by a host of factors and is defined as “regular and ongoing.” There are 20 years of empirical research studies cited in this article that have discovered “mixed findings” regarding the origins and demographics involved in the act of workplace bullying. What I found to be most interesting was that research has shown workplace bullying to be all-encompassing; rooted within groups and buried deep within the organizational structures. In their conclusion they acknowledge the significant physiological and psychological damage that perpetrators cause targets, including the bottom line of the very organizations which employ them. They also call for more research, admitting that it is imperative that we remember to keep in mind the variances between cultures across the globe. Parker, Kimberly A. “The Workplace Bully: The Ultimate Silencer.” Journal of Organizational Culture, Communications & Conflict. 18.1 (2014): 169-185. Print. This study discusses a research interview that took place in 3 different mid-sized cities from 31 working women (between the ages of 25-62 with the minimum of a bachelor’s degree), in an effort to find the answers to: how professional women characterize communication tactics of their bullying supervisors, and the responses of their targets. I found this article to be very insightful and declarative of a common theme amongst research on this topic. She points to the idea that clearly, work is a fundamental part of our lives—not only affecting our time spent at work, but also our time spent at home. The research she reveals from these women is profound and heart-wrenching, and she finds that it leaves them feeling wounded, empty, and powerless as their bullies use communication as a vessel for conducting their behavior. Parker finds that are 3 themes that emanate from her studies that are explained in great detail. In her research subject’s own words you will read how communication is deceptively used against them by their bullies to conceal healthy communication causing the targets to constantly feel ridicule, fear, and eventually shut down communication and productivity all together. Straussner, Shulamith Lala A. and Drew Lee. “Identifying and Treating Employees with Personality Disorders.” The Journal of Employee Assistance. 41.1 (2011): 1-6. Print.

In this journal article the authors discuss the significance that personality plays in the workplace. You will read that researchers have discovered that personality plays a huge role, and extends a preeminent impact on the working environment—even more so than systematic intelligence or occupational skills. You will find various ways in which employees with personality disorders present themselves from the “corrupt boss who exploits others”, to “the frantic worker who burns through an endless string of jobs and colleagues.” The authors claim the importance of comparing and contrasting the differences between personality traits versus personality disorders. It is noted that personality traits are the components that dictate how we respond to our environment, and personality disorder is described more as the inability to adapt to the environment. You will find a brief review of each...
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