State of the art report on bullying at the workplace in the Nordic countries

Hansen, Åse Marie

doi:10.6027/tn2011-515

Cited by 8 publications

(9 citation statements)

References 67 publications

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“…Considering how harassment and bullying are used in policies and other organizational documents and that harassment is already well understood, legally expanding the definition of harassment might be a possible solution to the problem of inadequate worker protection against bullying (Yamada, 2000). Other countries, including Australia, the United Kingdom, France, and Finland, have expanded the concept of harassment to include bullying behaviors, which could be experienced by all workers (Hansen, 2011; Yamada, 2011). These legal initiatives are relatively new, and although their effect on the incidence and prevalence of workplace bullying is unknown, they do indicate that workplace bullying is not “part of the cost of being employed” (Yamada, 2011, p. 481).…”

Section: Discussionmentioning

confidence: 99%

An Investigation of Organizational and Regulatory Discourses of Workplace Bullying

Johnson

Boutain

Tsai

et al. 2015

Workplace Health Saf

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Organizations use policies to set standards for employee behaviors. Although many organizations have policies that address workplace bullying, previous studies have found that these policies affect neither workplace bullying for targets who are seeking assistance in ending the behaviors nor managers who must address incidents of bullying. This article presents the findings of a study that used critical discourse analysis to examine the language used in policies written by health care organizations and regulatory agencies to regulate workplace bullying. The findings suggest that the discussion of workplace bullying overlaps with discussions of disruptive behaviors and harassment. This lack of conceptual clarity can create difficulty for managers in identifying, naming, and disciplining incidents of workplace bullying. The documents also primarily discussed workplace bullying as a patient safety concern. This language is in conflict with organizations attending to worker well-being with regard to workplace bullying.

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Section: Discussionmentioning

confidence: 99%

An Investigation of Organizational and Regulatory Discourses of Workplace Bullying

Johnson

Boutain

Tsai

et al. 2015

Workplace Health Saf

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“…In 1994 Sweden was the first country in the world to enact legislation; today anti‐bullying laws exist in all Scandinavian and many EU countries. Available statistics reveal, however, that bullying has not been redressed adequately in various EU countries especially Finland, The Netherlands, Belgium, Ireland and France (Hansen and the Nordic Bullying Network Group ). According to Finnish and European studies on conditions at work, bullying is more common in Finland than in any other EU nation with one in five Finnish workers report being bullied at work (Hansen and the Nordic Bullying Network Group ; Uutiset ).…”

Section: Discussion: the Prevalence Of Workplace Bullying And Organismentioning

confidence: 99%

The race without a finishing line: legislative means for confronting bullying in the Australian workplace

Hanley

O'Rourke

2015

Asia Pac J Human Res

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In this paper we investigate the evolution of occupational health and safety (OHS) legislation aimed at harnessing workplace bullying. We begin with a brief discussion of workplace safety and literature covering workplace bullying. Then we present an overview of the development of Australian OHS legislation in recognising the influence of psychosocial hazards such as bullying. Following this we examine the Fair Work Commission's anti-bullying jurisdiction which commenced on 1 January 2014. We argue that while the new anti-bullying laws are a welcome response to the problem of workplace bullying, they offer a minimalist rather than a comprehensive remedy to the problem. We conclude that the only way to provide an adequate response is to create stand-alone legislation that recognises bullying as a criminal offence with remedies sufficiently castigatory to act as a deterrent to would-be workplace bullies and prompt proactive workplace cultural change.

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“…Mobbning är en riskfaktor för utveckling av hjärt-och kärlsjukdomar, depression, utbrändhet, ångest, nervositet, minskad arbetsglädje och minskat allmänt välbefinnande. 61 Med arbetsförmåga avses balansen mellan enskilda arbetstagares resurser och arbetsplatsens ledning och krav. 51 "Välbefinnande" omfattar fysiska, psykologiska, organisatoriska och psykosociala faktorer, men är inte tydligt definierat eftersom välbefinnande står i relation till förändringar inom samhälle och teknik.…”

Section: Psykosociala Arbetsfaktorerunclassified

Unga arbetstagares arbetsmiljö i de nordiska länderna

Kines¹,

Framke²,

Salmi³

et al. 2013

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State of the art report on bullying at the workplace in the Nordic countries

Cited by 8 publications

References 67 publications

An Investigation of Organizational and Regulatory Discourses of Workplace Bullying

An Investigation of Organizational and Regulatory Discourses of Workplace Bullying

The race without a finishing line: legislative means for confronting bullying in the Australian workplace

Unga arbetstagares arbetsmiljö i de nordiska länderna

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