Workplace bullying after whistleblowing: future research and implications

Abstract

Structured abstractPurpose: This viewpoint paper presents directions for future research by linking the academic fields of workplace bullying and whistleblowing together. This article also suggests implications as to how to deal with the health consequences that can develop after such workplace experiences.Design/methodology/approach: The paper describes empirical research on the link between whistleblowing and workplace bullying and suggests how to deal with the health consequences that develop in relation to workplace bullying after whistleblowing. Findings:Empirical research has documented the link between whistleblowing and workplace bullying and the devastating effects on health that may follow (e.g., depression and symptoms analogue to post traumatic stress). Implications for practice are; (1) to provide clear examples of unwanted workplace behavior and; (2) to help clinicians to gain a balance between the client's need to re-tell and the need for psychological treatment. Research limitations/implications:Future studies on workplace bullying are encouraged to;(1) be aware of the link to potential previous whistleblowing and; (2) study therapeutic interventions for employees exposed to bullying and who also have reported wrongdoing at work. Practical implications:

Mental Heath as a Weapon: Whistleblower Retaliation and Normative Violence

“…In whistleblower research discourses of mental health are also drawn upon to understand and to describe the severe consequences of whistleblower retaliation. Researchers, for example, note instances of depression and symptoms analogous to post-traumatic stress disorder (Bjørkelo 2013), categorizing these as mental health impacts. Retaliatory tactics can lead to anxiety and feelings of isolation (Bjørkelo 2013), along with sleep difficulties (Jackson et al 2010;Peters et al 2011) and in some cases suicidal feelings (Lennane 1993).…”

“…Researchers, for example, note instances of depression and symptoms analogous to post-traumatic stress disorder (Bjørkelo 2013), categorizing these as mental health impacts. Retaliatory tactics can lead to anxiety and feelings of isolation (Bjørkelo 2013), along with sleep difficulties (Jackson et al 2010;Peters et al 2011) and in some cases suicidal feelings (Lennane 1993). These negative mental health symptoms appear following disclosures, with many whistleblowers described as previously 'high-achieving, respected' and committed employees (Rothschild 2013, p. 653).…”

Anmeldelse og kommentarer til En svensk tiger

“…Hvordan rommet for feil fortolkes, kan for øvrig påvirkes av kjennetegn ved politiet som organisasjon (Valland, 2016). Det gjelder også åpenheten for å fremvise atferd som går imot organisasjonskulturens opplevde rammer og/eller å fremvise sin organisasjons «bakside» (Bjørkelo, 2013(Bjørkelo, , 2014Bjørkelo & Gundhus, 2015).…”

Theorizing and Researching the Dark Side of Organization

“…More individually oriented research has focused on dark side perspectives on leadership (Liu, Liao & Loi, 2012;Tourish, 2013). We would also include a substantial body of studies of problematic behaviours such as workplace deviance and counterproductive action (Bennett & Robinson, 2000;Bordia, Restubog & Tang, 2008;Lau, Au & Ho, 2003;Lawrence & Robinson, 2007;Marcus & Schuler, 2004;Robinson & Bennett, 1995;Warren, 2003), discrimination (King, Shapiro, Hebl, Singletary & Turner, 2006;Ragins & Cornwell, 2001), bullying and incivility (Andersson & Pearson, 1999;Bjørkelo, 2013;Branch, Ramsay & Barker, 2013;Hepburn & Enns, 2013;Nielsen, Glasø, Matthiessen, Eid & Einarsen, 2013;Duffy, Ganster & Pagon, 2002;Tepper, Moss, Lockhart & Carr, 2007;Samnani, 2013;Salin & Hoel, 2013;Treadway, Shaughnessy, Breland, Yang & Reeves, 2013;Van Jaarsveld, Walker & Skarlicki, 2010), workplace violence and aggression (Glomb & Liao 2003), the causes, effects and consequences of stress and distress (Hardy, Woods & Wall, 2003;Kahn & Byosiere, 1992;Parker & Slaughter, 1988;Penney & Spector, 2005) and personal drug abuse and addiction (Acevedo, Warren & Wray-Bliss, 2009;Bacharach, Bamberger & Doveh, 2008;Frone, 2008;WrayBliss, 2009). …”

“…This led Greenberg (2010) to introduce the term insidious workplace behaviour to theorize a form of 'intentionally harmful workplace behaviour that is legal, subtle and low level (rather than severe), repeated over time, and directed at individuals or organizations' (p.4; emphasis added). Examples include interpersonal mistreatment (King et al, 2006;Ragins & Cornwell, 2001), workplace incivility which can include forms of bullying (Andersson & Pearson, 1999;Aquino & Thau, 2009;Bjørkelo, 2013;Branch et al, 2013;Duffy et al, 2002;Nielsen et al, 2013;Samnani, 2013;Salin & Hoel, 2013;Tepper et al, 2007), sexist humor (Hemmasi, Graf & Russ, 1994) and lying to others in the organization (Anand, Ashforth & Joshi, 2005). Greenberg's explicit focus on intentional behaviours is less ambiguous than Griffin and O'Leary-Kelly's (2004) emphasis on motivated behaviours, but comes in contradistinction to Vaughan (1999), who emphasizes unintended consequences.…”