This thesis addresses an existing gap in the workplace bullying literature: how Human Resource Practitioners (HRPs) construct, interpret and respond to workplace bullying. Semistructured interviews were conducted with individual HRPs and a small focus group using two forms of data collection: HRPs’ unprompted interpretations of a vignette depicting a bullying situation and HRPs’ own experiential accounts of handling bullying claims. The HRPs were from private and public sector organisations, and all occupied roles that involved dealing with bullying claims. The interviews were analysed using Critical Discourse Analysis, and Bourdieu’s Theory of Practice provided the framework for interpreting the multilevel individual, organisational and social factors influencing HRPs’ bullying-related practice. The findings suggest that bullying is a complex and difficult issue for HRPs due to a combination of organisational pressure to protect managers, management-centric antibullying policies and the relative powerlessness of Human Resource Management and HRPs in organisations. HRPs applied a range of interpretive mechanisms that served to attribute blame to the target and legitimise the manager’s behaviour, even when the behaviour described met academic definitions of bullying. The way the HRPs constructed, interpreted and responded to bullying claims depended on whether the alleged bully was the target’s peer or manager. The HRPs consistently constructed peer-to-peer claims as interpersonal conflict and manager-to-employee claims as the target’s reaction to performance-management practices. The HRPs’ construct of ‘genuine bullying’ appeared to comprise four essential criteria: intentional and person-related behaviour between peers, which has significant negative impact on a trustworthy target. These findings have significant implications for research and practice. Firstly, HRPs’ construct of ‘genuine bullying’ is fundamentally different to academic and organisational definitions of bullying. Secondly, as a result of these constructs and interpretive mechanisms it appears very unlikely that any management behaviour in manager-to employee claims would be constructed as bullying by HRPs.
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Today ABC researchers are guests at the annual Facebook and Google EMEA Child Safety Summit held at Facebook offices in Dublin. The focus of the event is to increase awareness and discuss the new aims to protect user privacy online, with leading experts and researchers working in online safety, bullying and social media use.
Facebook announced new safety procedures that will allow users to review and make choices about how their data is used. This is in line with the EU’s General Data Protection Regulation (GDPR) which comes into effect on the 25th of May. This will limit the advertising and what content is shown to 13 to 15 year old users unless they have permission from a parent. If you’re a parent and you’re not on Facebook you will receive an email.
You can learn more about Facebook, setting up profiles and increasing your privacy and security by going to Facebooks Parents Portal.
This thesis is presented as three papers. Paper 1, a literature review, examines causes, processes and health effects of workplace bullying. It examines the relationship between adult workplace bullying and health. It discusses the roles of personality factors and environmental and organisational factors in explaining workplace bullying and implications for intervention, prevention and treatment. Paper 2 reports a qualitative study, based on in-depth interviews with ten professional British women who were targets of adult work-place bullying. Data were analysed using grounded theory methods. The study investigated social and psychological processes in workplace bullying. Key themes which emerged included a central category of Change and Continuity in Social Relationships, which described how relationships both inside and outside the workplace developed during bullying. Linked categories were Being Heard/No Being Heard and Maintaining/Losing Self-Worth; these described others’ reactions to workplace bullying and how failure to support targets impacted upon targets’ self-esteem. Paper 3, using the same sample and methods, describes some barriers to targets’ disclosure and recognition of bullying, which have implications for help-seeking behaviours. Overall, this thesis emphasises the role of social processes in explaining the development of workplace bullying and its impacts on targets, and their implications for clinical psychologists.