Embracing New Directions in Workplace Bullying Research

Samnani, Al‐Karim

doi:10.1177/1056492612451653

Cited by 63 publications

(90 citation statements)

References 54 publications

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“…Theoretical development in the WPB literature has been described as weak (Blasé & Blasé, 2002;Parzefall & Salin, 2010;Samnani, 2013). Researchers have however, drawn on a variety of theoretical frameworks, such as the social exchange theory (Parzefall & Salin, 2010), a work environment framework (Hauge et al, 2007), Bronfenbrenner's ecological systems theory (De Wet, 2010), critical management theory (Samnani, 2013), social dominance theory (SDT) (Parkin, Fishbein & Richey, 2006), job demands-resources model (Van den Broeck et al, 2011) and symbolic interactionism (Blasé & Blasé, 2002;Samnani, 2013) to frame and understand bullying behaviour.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

“…WPB research using a functionalist lens seeks to explain WPB through the discovery of regularities and causal relationships that exist between variables of interest. The interpretivism approach, on the other hand, will provide a rich description focusing on the experiences of the perpetrators and their understanding of negative behaviour (Samnani, 2013). Whilst the latter will provide a voice to the perpetrators of bullying, the functionalist lens will shed light on the ordinariness of WPB in schools.…”

Section: Research Approachmentioning

confidence: 99%

“…Researchers have however, drawn on a variety of theoretical frameworks, such as the social exchange theory (Parzefall & Salin, 2010), a work environment framework (Hauge et al, 2007), Bronfenbrenner's ecological systems theory (De Wet, 2010), critical management theory (Samnani, 2013), social dominance theory (SDT) (Parkin, Fishbein & Richey, 2006), job demands-resources model (Van den Broeck et al, 2011) and symbolic interactionism (Blasé & Blasé, 2002;Samnani, 2013) to frame and understand bullying behaviour. In this study we draw upon one of the most widely known and comprehensive frameworks of WPB proposed by Einarsen et al (2011), and SDT (Pratto & Stewart, 2012) to study the perpetrators of WPB in schools.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

See 2 more Smart Citations

The Perpetrators of Workplace Bullying in Schools: A South African Study

Wet¹,

Jacobs²

2014

MJSS

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Section: Theoretical Frameworkmentioning

confidence: 99%

Section: Research Approachmentioning

confidence: 99%

Section: Theoretical Frameworkmentioning

confidence: 99%

See 1 more Smart Citation

The Perpetrators of Workplace Bullying in Schools: A South African Study

Wet¹,

Jacobs²

2014

MJSS

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“…In order to more completely understand the deviant workplace behavior of dark triad personalities, there is need to apply a multi-paradigmatic approach, e.g. the Burell and Morgan´s framework (Samnani, 2013). For a deeper understanding of the deviant workplace behavior, the following approaches can be applied:…”

Section: Limitations Of the Research And Proposals For Further Researchmentioning

confidence: 99%

Dark Triad of Croatian Management Students

Bogdanović¹,

Cingula

2015

CEBR

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This paper researches the so-called "dark triad" personality traits of management student populations, because of their potential to generate dysfunctional organizational behavior and processes. Namely, the dark triad with characteristics such as lack of empathy, willingness to manipulate others (for self-betterment), antagonism, and belief in one's own superiority can represent a real organizational threat. The goal of this paper is to stimulate thinking and discussion around this issue. The paper is based on questionnaire measurement that adopts the standardized short dark triad measurement instrument of Jones and Paulhus (2012) who measure the scales of Machiavellianism (9 items), narcissism (9 items) and psychopathy (9 items). The sample included 150 students of professional management studies at the Faculty of Economics, University of Split in Croatia. Results of the Croatian students are compared with the results of 387 students in Canada. The results suggest signi cant statistical di erences in the "dark triad" variables between the Canadian and Croatian samples. The practical implications of this paper are in raising awareness and stimulating the thinking of managers around the potential of the "dark triad" traits of engaged human resources to create organizational crisis, and to make preventive and responsive actions to manage the "toxic triad" threat.

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“…Notwithstanding the level of research into workplace bullying (Samnani, 2013), there is limited evidence of investigations into bullying behaviours amongst legal practitioners. The legal profession, with its traditions of hierarchy, power and status, and the demanding nature of the occupation and associated work practices, offers a somewhat unique environment in which workplace bullying can take hold.…”

mentioning

confidence: 99%

‘Shut up and bill’: workplace bullying challenges for the legal profession

Omari

Paull

2013

International Journal of the Legal Profession

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Keywords:Workplace bullying, workplace culture, billable hours, professional conduct, Australia "They want people who will shut up and bill" IntroductionThe context of modern work has changed significantly due to globalisation and increased competition (Noon et al., 2013). The impact of these changes can be felt at various levels, including: region, country, sector, industry and profession. The way in which work and employees are affected depends on how organisations, and professions, respond to the changes and the accompanying competitive pressures. Some of these pressures have led to institutions and organisations attempting to "convince, cajole and persuade" employees to maximise deliverables (Evetts, 2013, p. 790) across a range of professions. This has led to concerns relating to quality of worklife, stress, and the increasingly precarious nature of professional work in, for example, 2 engineering, accounting and the law (Bergin & Jimmieson, 2013;Francis, 2012;Smith, Derrick & Koval, 2010).In Australia, the legal profession, characterised by an adversarial court system, intense competition, long hours and a tradition of elites, including hierarchical structures, has also been subject to increasing demands in the changing context. This results in a 'pressure--cooker' environment, with the potential for adverse effects on individuals, law firms, the profession and eventually the wider society.At one level a certain amount of competition and conflict contributes to a productive workplace, and where work is about income generation, constructive conflict can contribute to the bottom--line. At another level, conflict can also be dysfunctional. Heightened levels can change a positively charged workplace into a breeding ground for ill--feeling, resentment and incivility: a toxic environment. A range of behaviours from inappropriate conduct and incivility, all the way to bullying, abusive conduct and outright victimisation can be found in environments which are highly charged as a result of the pressures of competition and a climate of survival of the fittest (Omari et al., 2013;Salin, 2003a).Occupations in which there are interactions with clients are recognised as having higher levels of incivility (van Jaarsveld et al., 2010;Westaby, 2010). In such settings, front--line staff are responsible for satisfying client expectations within the boundaries established by the organisation, including service standards and cost minimisation. The legal profession is no different: salaried professionals work under a strict time--for--service regime, known as 'billable hours', and must satisfy client expectations at the same time as meeting the demands of the firm. 3Notwithstanding the level of research into workplace bullying (Samnani, 2013), there is limited evidence of investigations into bullying behaviours amongst legal practitioners. The legal profession, with its traditions of hierarchy, power and status, and the demanding nature of the occupation and associated work practices, offers a somewhat unique environment in whi...

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Embracing New Directions in Workplace Bullying Research

Cited by 63 publications

References 54 publications

The Perpetrators of Workplace Bullying in Schools: A South African Study

The Perpetrators of Workplace Bullying in Schools: A South African Study

Dark Triad of Croatian Management Students

‘Shut up and bill’: workplace bullying challenges for the legal profession

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