Interventions in workplace bullying: A multilevel approach

Ethical Infrastructure and Successful Handling of Workplace Bullying

“…Related research on workplace bullying has so far focused on the interventions against and preventions of workplace bullying, and their success has been measured by evaluating the reduction in prevalence rates (Escartin, 2016;Hodgins, 2014). Recommendations have often been based on research findings regarding the antecedents and correlates of workplace bullying (Hodgins et al, 2014;Saam, 2010;Salin, 2009). However, only few studies have addressed the effects of such measures on workplace bullying (Hodgins et al, 2014;Saam, 2010).…”

“…Recommendations have often been based on research findings regarding the antecedents and correlates of workplace bullying (Hodgins et al, 2014;Saam, 2010;Salin, 2009). However, only few studies have addressed the effects of such measures on workplace bullying (Hodgins et al, 2014;Saam, 2010). This study showed that the elements of the formal and informal systems inherent in the ethical infrastructure against workplace bullying are interrelated.…”

“…Exposure to such highly unethical behavior has been shown to be related to a range of negative consequences at both the individual and the organizational levels Hoel et al, 2011;Hogh et al, 2011;Nielsen & Einarsen, 2012;Salin & Hoel, 2011). To combat such unethical behavior, most studies have focused on the interventions tailored at preventing workplace bullying (Escartin, 2016;Hodgins et al, 2014;Saam, 2010;Salin, 2009). However, as Hodgins (2014) argued, employees experiencing bullying are frustrated by their organization`s poor response and inability to handle such misdeeds.…”

Adopting an Evidence-Based Approach to Prevent and Intervene against Workplace Bullying Situations

“…Most empirical intervention studies are focused on organizational or interpersonal interventions, omitting the possibility of combining the strengths and virtues of both perspectives, as highlighted by Saam [22]. For example, Pate and Beaumont [23] had an organizational focus, interested in developing programs, policies and work practices to promote a safe working environment in UK.…”

Leadership and approaches to the management of workplace bullying

“…For example, Saam, (2010) investigated the strategies employed by consultants in cases of workplace bullying, whilst a recent study conducted in Sweden highlights various problems with the implementation of anti-bullying policy relating to the role of trade unions and employers . Harrington, Rayner and Warren (2012) undertook interviews with HR professionals, finding that they often distrusted local managers to deal effectively with conflicts amongst their employees, whilst Salin (2008aSalin ( , 2008b has provided accounts of the type of measures used by HR managers to prevent and deal with bullying.…”