Interpersonal Conflict Which Includes Mistreatment in a University Workplace

Abstract

In order to provide detailed documentation of faculty and staff experiences of perceived mistreatment, this article reports the findings of an institutional survey of mistreatment. From a random sample of 1,585 (11%) of one university’s workforce, 810 (51%) responses were received. Of the total responses, 187 (23%) met criteria used to define cases of perceived workplace mistreatment. Equal proportions of women and men reported incidents of mistreatment. Mistreatment was perceived to come from coworkers as well as superiors. For the sample as a whole, job satisfaction was severely affected by experiences of mistreatment. The highest proportion of reported mistreatment was 38% for professional staff (at-will employees), followed in order by 25% for classified staff (covered by civil service protection), and 11% for faculty. These findings indicate that mistreatment occurs at all levels in institutions of higher education. The negative consequences of mistreatment for individuals in the workplace, as well as for the institution as a whole, are substantial.

Mobbing and Work Alienation: Support From Colleagues as a Moderator

“…Prior research on mobbing has focused primarily on defining workplace bullying behavior, (Saunders, et.al., 2007), identifying the behavioural forms that bullying can take (Ayoko, et.al., 2003;Baron and Neuman, 1998;Bjorkqvist, et.al., 1994), measuring the frequency with which bullying behaviours occur in organisations (Einarsen and Raknes, 1997;Hogh and Dofradottir, 2001;Leymann, 1992;Salin, 2001), documenting the negative consequences that bullying can have on both the target and the organisation (Ayoko et.al., 2003;Bjorkqvist et.al., 1994;Einarsen and Raknes, 1997;Leymann, 1990;Price-Spratlen, 1995;Vartia and Hyyti, 2002), identifying who is likely to participate in workplace bullying interactions as the target and as the bully (Ayoko et.al., 2003;Keashly, et.al., 1994).…”

Physiological Response as Biomarkers of Adverse Effects of the Psychosocial Work Environment

“…Self-hatred and suicidal thoughts have also reported (Einarsen et al, 1994;Thylefors, 1987). Qualitative studies (Kile, 1990;Mikkelsen & Iversen, 2002;O'Moore et al, 1998;Price Spratlen, 1995;Thylefors, 1987) have demonstrated consequences such as reduced self-confidence, low self-worth, shyness, an increased sense of vulnerability as well as feelings of guilt and self-contempt. Moreover, some targets reported that their physical health and mental well-being had been permanently damaged (Mikkelsen, 2001).…”

Violence interpersonnelle en milieu de travail : une analyse du phénomène en milieu correctionnel québécois

“…Les regards posés sur la violence au travail demeurent généralement assez « disciplinaires » ou, tout au moins, plutôt partiels. Certains auteurs s'intéressent, par exemple, aux facteurs qui rendent un individu violent Crawford, 1997 ;Kelleher, 1996 ;Capozzoli et McVey, 1996 ;Elliott et Jarrett, 1994 ;Baron, 1993), quelques-uns s'attardent à des dimensions interpersonnelles telles l'envie ou la jalousie (Neuman et Baron, 2003 ;Vecchio, 2000 ;Andersson et Pearson, 1999) alors que d'autres posent un regard sur les dimensions organisationnelles associées au phénomène (Hoel et Salin, 2003 ;Soares, 2002 ;Lord, 1998 ;Mayew et Quinlan, 1999 ;Neuman et Baron, 1998 ;Einarsen et Raknes, 1997 ;Leymann, 1996 ;Spratlen, 1995 ;Johnson et Indvik, 1994 ;Björkqvist et coll., 1994 ;Diaz et McMillin, 1991). Rares sont ceux, cependant, qui posent un regard plus intégrateur sur le phénomène (Salin, 2003).…”

“…Il va aggraver le climat de travail, les tensions à l'égard des supérieurs, oui, mais aussi à l'égard des autres membres du personnel, lesquels peuvent notamment chercher à rétablir un équilibre par l'emploi de tactiques vengeresses, voire violentes à l'égard de ceux qui sont identifiés comme ayant obtenu des privilèges jugés injustifiés. Une part importante de la littérature portant sur la violence au travail porte d'ailleurs sur les liens entre le sentiment d'avoir été traité injustement et l'émergence de violence au travail (Fitness, 2000 ;Bulatao et VandenBos, 1996 ;Folger et Baron, 1996 ;Spratlen, 1995), ce qui va dans le sens, spécifiquement, de l'école de Dollard (1939) puis Berkowitz (1989Berkowitz ( , 1990) sur les théories de la frustrationagression. Plusieurs recherches portant sur la justice organisationnelle (voir notamment Neuman et Baron, 1998) suggèrent que, dans certaines circonstances, la perception d'un traitement injustifié peut être associée au conflit et à la violence au travail.…”