‘You live and breathe it…’: Exploring experiences of workplace cyberbullying among New Zealand nurses

2019 ◽  
pp. 1-19 ◽  
Author(s):  
Natalia D'Souza ◽  
Bevan Catley ◽  
David Tappin ◽  
Darryl Forsyth
Keyword(s):  
New Zealand ◽  
Knowledge Base ◽  
Work Environment ◽  
Workplace Bullying ◽  
Effective Management ◽  
Negative Outcomes ◽  
Research Gap ◽  
Initial Research

AbstractCyberbullying presents a new workplace issue with initial research demonstrating strong links to negative outcomes for individuals and organisations across a range of sectors. Yet, detailed accounts of target experiences of cyberbullying remain largely unexamined. To address this crucial research gap, this study explores nurses' experiences of workplace cyberbullying – a profession with high rates of workplace bullying. Adopting a work environment perspective, this paper provides an in-depth examination of eight cases of workplace cyberbullying that emphasise the practical and theoretical complexities associated with this emerging workplace hazard. Specifically, workplace cyberbullying is often experienced within a broader pattern of bullying behaviours, leading to a potentially wider scope of harm for those involved. A new typology of cyberbullying based on the source of perpetration is also presented that contributes to our growing understanding of the issue while extending the knowledge base for the effective management of workplace cyberbullying.

scholarly journals Asexuals negotiate the ‘onslaught of the heteronormative’

Sexualities ◽  
2021 ◽  
pp. 136346072199338
Author(s):  
Tiina Vares
Keyword(s):  
New Zealand ◽  
Everyday Life ◽  
Cultural Context ◽  
Emotional Responses ◽  
Emotional Impact ◽  
Individual Interviews ◽  
The Past ◽  
Aotearoa New Zealand ◽  
The Everyday ◽  
Research Gap

Although theorizing and research about asexuality have increased in the past decade, there has been minimal attention given to the emotional impact that living in a hetero- and amato-normative cultural context has on those who identify as asexual. In this paper, I address this research gap through an exploration of the ‘work that emotions do’ (Sara Ahmed) in the everyday lives of asexuals. The study is based on 15 individual interviews with self-identified asexuals living in Aotearoa New Zealand. One participant in the study used the phrase, ‘the onslaught of the heteronormative’ to describe how he experienced living as an aromantic identified asexual in a hetero- and amato-normative society. In this paper I consider what it means and feels like to experience aspects of everyday life as an ‘onslaught’. In particular, I look at some participants’ talk about experiencing sadness, loss, anger and/or shame as responses to/effects of hetero- and amato-normativity. However, I suggest that these are not only ‘negative’ emotional responses but that they might also be productive in terms of rethinking and disrupting hetero- and amato-normativity.

scholarly journals Ethnocentrism: Enemy of Productive and Happy Multicultural Workplace

2021 ◽  
Vol 12 (5) ◽  
pp. 756-760
Author(s):  
Aneesya Panicker, Avnish Sharma
Keyword(s):  
Work Environment ◽  
Work Productivity ◽  
Effective Management ◽  
Multicultural Organizations ◽  
Significant Point ◽  
Multicultural Organization ◽  
Research Studies ◽  
Changing World

Organizations and professionals are usually unaware about the fundamental rationale behind workplace ethnocentrism. Due to globalization today’s workplace are becoming multi-cultural, thus to address and understand the intricacies of ethnocentrism and being sensitive towards the issue is the need of the hour. Effective management of culturally diversified workplace is significant point of concern. As it may germinate challenges before the organization, one such challenge is related with ethnocentric feeling among culturally diversified workforce towards each other. This paper will explain the concept of ethnocentrism at workplace, the psychology of ethnocentric tendency and the various problems that an ethnocentric view presents before the multicultural organization while dealing with culturally diversified employees by synthesizing various research studies done in this area, comprising of examining various approaches to ethnocentric tendency. It also answers why diversity at workforce that exemplifies a changing world and contemporary workplace which is vital for creating competitive work environment that enhance work productivity. It will also discuss the implication of ethnocentrism in multicultural organizations and how to avoid the intricacies of ethnocentric phenomenon and resultant conflicts and disruptions arising at the workplace.

Predictive Analytics of Workplace Bullying and Bad Leadership Practices

2021 ◽  
pp. 149-170
Author(s):  
Joshua R. Garcia ◽  
dt ogilvie ◽  
D. Anthony Miles
Keyword(s):  
Work Environment ◽  
Leadership Practices ◽  
Workplace Bullying ◽  
First Generation ◽  
Predictive Analytics ◽  
The United States ◽  
Behavioral Traits ◽  
Bullying Behavior ◽  
Bad Leadership ◽  
Hostile Work Environment

Bad leadership and aggressive behavior in the workplace have been a recurring problem for most companies in the United States. With the rise in hostile work environment litigation, management has to address the problem of workplace bullying of employees. The purpose of this chapter is to examine the problem of workplace bullying and bad leadership behavioral traits on the victims and victims' actions to deal with bullying behavior. The researchers conducted a nationwide study with 327 participants that have experienced workplace bullying and bad leadership. The researchers used a first-generation, researcher-developed survey instrument to conduct this study. The results of the study show there is strong causal influence of workplace place bullying traits and victim behavior such as employee resignations and HR complaints. Management should carefully evaluate the effects of workplace bullying and bad leadership on its workforce.

Workplace bullying in New Zealand

2015 ◽  
pp. 173-191
Author(s):  
Bevan Catley ◽  
Kate Blackwood ◽  
Darryl Forsyth ◽  
David Tappin
Keyword(s):  
New Zealand ◽  
Workplace Bullying

Examining the Relationship Between Personality Traits and Exposure to Workplace Bullying

2019 ◽  
Vol 20 (4) ◽  
pp. 1069-1087
Author(s):  
Arpana Rai ◽  
Upasna A. Agarwal
Keyword(s):  
Personality Traits ◽  
Work Environment ◽  
Big Five ◽  
Workplace Bullying ◽  
Openness To Experience ◽  
Theory And Practice ◽  
Big Five Personality ◽  
Full Time ◽  
The Relationship

Workplace bullying is a common and constantly occurring phenomenon in organizations. Various factors render a workplace conducive to the occurrence of bullying-like features of the work environment and personality traits of the employees. While work environment features are well-established antecedents of workplace bullying, much of the research on personality traits as antecedents of bullying remains inconclusive. Drawing on the victim precipitation theory and the Big Five personality taxonomy, the present study aims to examine the relationship between four personality traits (conscientiousness, agreeableness, extraversion and openness to experience) and exposure to workplace bullying. We have excluded neuroticism, as it is a well-established antecedent of workplace bullying, whereas literature suggests mixed findings on the relationships between the remaining four personality traits and workplace bullying. A total of 835 full-time Indian managers working across different Indian organizations served as the sample for our study. The results suggest that conscientiousness, agreeableness, extraversion and openness to experience negatively correlate with workplace bullying. Implications for theory and practice are also discussed in this article.

Managing New Zealand Women in IT

2011 ◽  
pp. 1-17 ◽  
Author(s):  
Keri A. Logan ◽  
Barbara Crump
Keyword(s):  
Information Technology ◽  
New Zealand ◽  
Work Environment ◽  
Qualitative Studies ◽  
It Professionals ◽  
Women's Participation ◽  
Women In It ◽  
It Workforce ◽  
Workplace Attitudes ◽  
Males And Females

This chapter discusses workplace attitudes and policies that continue to affect women’s participation, retention, and promotion in the information technology (IT) workforce. It draws on data collected from two qualitative studies of New Zealand women working in the industry. The findings reveal that there are some distinct differences in the way in which males and females operate in the workplace, and that women’s values and different work practices are often not taken into account by management. Managers of IT professionals who recognise the subtleties of the gendered culture of the IT work environment and who develop and implement equitable policies and strategies will be rewarded by a creative, innovative, and productive workforce.

scholarly journals Descriptive study of workplace demand, control and bullying among migrant and Australian-born workers by gender: does workplace support make a difference?

BMJ Open ◽  
2020 ◽  
Vol 10 (6) ◽  
pp. e033652 ◽  
Author(s):  
Alison Reid ◽  
Alison Daly ◽  
Anthony D LaMontagne ◽  
Allison Milner ◽  
Elena Ronda Pérez
Keyword(s):  
New Zealand ◽  
Workplace Bullying ◽  
Response Rate ◽  
The Philippines ◽  
Migrant Status ◽  
Cross Sectional ◽  
Outcomes Measures ◽  
Being Bullied ◽  
Participant Response ◽  
Demand Control

ObjectiveThe objective of this study is to examine the relationship between bullying in migrants and Australians and types of workplace Iso-strain, by gender.Design and settingTwo descriptive cross-sectional surveys of the Australian working population.ParticipantsAustralian-born workers of Caucasian ancestry (n=1051, participant response rate=87.3%) and workers born in New Zealand (n=566), India (n=633) and the Philippines (n=431) (participant response rate=79.5%).Primary and secondary outcomes measuresUsing logistic regression, we examined whether self-reported assessment of various forms of bullying in the workplace was associated with Iso-strain (job with high demands and low control and without social support), gender and migrant status.ResultsThe prevalence of workplace bullying within the previous year was 14.5%. Sexual harassment, though rare (n=47, 1.8%), was reported by more women than men (83% vs 17%, χ2=19.3, p<0.0001) and more Australia or New Zealand born workers compared to India or the Philippines workers (75.5% vs 25.5%, χ2=4.6, p=0.032). Indian-born women had lower adjusted OR for being bullied and for being intimidated compared to other women. Independent of migrant status, Iso-strain (1), (low support from boss) and Iso-strain (2), (low support from colleagues) predicted being bullied. Women were more likely to be in an Iso-strain (1) job than men (18.7% vs 13.6%, p=0.013) and had twice the risk of being both verbally abused and intimidated compared to men (OR 9 vs OR 5.5, p<0.0001).ConclusionWorkplace bullying was more likely for women than men. There were few differences between workers from different migrant groups. Iso-strain was the strongest predictor of workplace bullying. Workplaces should encourage supportive and collegiate work environments.

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