Workplace Bullying and Negative Behaviour in the Hospitality Industry

Bloisi, Wendy

doi:10.1007/978-981-10-5308-5_9

Cited by 3 publications

(6 citation statements)

References 76 publications

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“…The exigencies of business such as glitches in transactions, frustrations resulting from excessive bureaucracy and other factors can make guests behave in awkward ways, sometimes as a way of venting their frustrations, without intention to hurt or bully a staff. This resonates with Bloisi's (2018) argument that the traditional views of the bully, as that of a hostile person who has entitlement behaviour, lacks emotional sensitivity towards others and is domineering, may not necessarily fit in with the bully-guest, since there is inadequate weighing criteria of guest character and personality away from their own or home setting. This alibi is however not applicable to guests who may sexually harass hotel staff as the act is often very intentional, calculated and targeted (Nimri et al, 2020).…”

Section: Ihr 372mentioning

confidence: 55%

“…Nonetheless, since bullying is often defined from the perspective of the victim (Bloisi, 2018) and reasonably so, this research will be based on accepted labelling criteria. Future research into the viability of the Einarsen et al (2003) criterion will be useful to refine the definition of bullying for the hospitality context.…”

Section: Ihr 372mentioning

confidence: 99%

“…These behaviours may be tolerated by staff because of what Giorgi et al (2020, p. 1) have described as "Fear of Non-Employability and of Economic Crisis". Bloisi (2018) explains that staff may "tolerate" bullying for fear of losing their jobs. Taken individually, the causes of bullying need to be delved into.…”

Section: Causes Of Guest-bullying In Hotelsmentioning

confidence: 99%

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When being hospitable hurts (staff experiences of bullying from hotel guests)

Doe

Essiaw

2021

IHR

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PurposeThe hospitality industry is one of Ghana's key economic contributors. It is an industry that has significant indigenous investment. The sector also brings in foreign exchange for Ghana. In 2019, it generated $325 m through tourist visits. This makes the hospitality industry critical for the attraction of foreign direct investments. The research was therefore aimed at examining the business environment of the hospitality industry for evidence of negative factors that can hamper its greater contribution to the attainment of Goal 8 of the 17 Sustainable Development Goals of the UN such as guest-bullying and the incivility in hospitality occupations.Design/methodology/approachA convenience sampling method was used to select 346 samples out of the accessible 3,500 targeted population from 38 hotels in the capital city of Ghana, Accra, comprising of junior to senior employees of various departments. The questionnaires were scripted from a paper-based to digital format supported by the Opine software installed on tablets and smartphones, to enable complete adherence to all coronavirus disease 2019 (COVID-19) safety protocols. The study used a regression to ascertain the relationships between the dependent variables and the independent variables.FindingsThe study found the “Level of Permissiveness for Guests” positively and significantly “encouraged” guests to bully staff, while “Management and Staff Laxity” negatively but significantly explained guest bullying behaviour.Originality/valueThe study makes the first attempt in context to shed light on workplace bullying which represents one of the main factors that can inhibit or erode any gains or attempts to foster the achievement of Goal 8 of the 17 Sustainable Development Goals of the UN which is to create “Decent Work and Economic Growth”.

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Section: Ihr 372mentioning

confidence: 55%

Section: Ihr 372mentioning

confidence: 99%

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When being hospitable hurts (staff experiences of bullying from hotel guests)

Doe

Essiaw

2021

IHR

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“…In some workplaces, such behaviour is presented as part of the normative cultural competitive climate of market-driven and consumer orientated organisations (Salin and Hoel, 2011). Workplace bullying can also be found in external interactions, i.e., contacts with clients/customers (Bloisi, 2021), where interactions have been found to be ethno-racially or xenophobically defined (D'Cruz and Ernesto, 2015) and often mislabelled as 'being part of the job' and consequently overlooked (Bishop and Hoel, 2008).…”

Section: Studies Of Workplace Bullying and Intersectional Pointsmentioning

confidence: 99%

“…Workplace bullying can also be found in external interactions (i.e. contacts with clients/customers) (Bloisi, 2021), where interactions have been found to be ethno-racially or xenophobically defined (D’Cruz and Noronha, 2015) and often mislabelled as ‘being part of the job’ and consequently overlooked (Bishop and Hoel, 2008).…”

Section: Studies Of Workplace Bullying and Intersectional Pointsmentioning

confidence: 99%

Higher Rates of Bullying Reported by ‘White’ Males: Gender and Ethno-Racial Intersections and Bullying in the Workplace

Patel

Kamerāde

Carr

2022

Work, Employment and Society

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Existing workplace bullying literature suggests that ethno-racial minorities and women are more likely to be bullied in relation to their ethnicity, race or gender. However, very few studies apply an intersectional framework of analysis to consider, for instance, how ethno-racial status and gender interacts to affect general workplace bullying experiences and their reporting decisions. This article uses an intersectional analytical framework and a cross-sectional quantitative analysis of the British Workplace Behaviour Survey (2007–2008) to examine bullying in the workplace, as experienced by the intersections of ethno-racial status and gender. In discussing how some groups report particular dimensions of bullying more than others, this article closely examines the somewhat unexpected finding that ‘white’ men were significantly more likely to report instances of workplace bullying. This article argues for the use of an intersectional analytical approach to understand and progressively address the nuances of identity, power and workplace bullying experiences.

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Organizational Psychological Bullying: The Plight of the Youth and the Physically Impaired

Zimkhitha. F Juqu,

Hlalele Matebese

2024

Glob. j. psychol.

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This research critically examined organizational psychological bullying directed towards vulnerable individuals, namely the youth and the physically impaired, who face difficulties accessing employment opportunities globally. Unlike prior studies that focused on internal organizational bullying, this research investigated external factors beyond organizational structures. By conducting desktop research, the study aimed to provide insights that support a more inclusive work culture. The study developed the 60/30 model, proposing retirement at the age of 60 or after 30 years of service to promote inclusivity in the labor market, especially for historically marginalized individuals. It recommended that governments amend labor laws, review employment policies, and collaborate with stakeholders to create customized employment initiatives. Moreover, it suggested further research using quantitative or mixed methods approaches to validate these findings. The study further advocates positive transformations within the industrial and organizational psychology by advancing workplace diversity and inclusivity. Keywords: Marginalized Individuals, Organizational Bullying, Physically Impaired, Psychology, Victims, Youth.

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Workplace Bullying and Negative Behaviour in the Hospitality Industry

Cited by 3 publications

References 76 publications

When being hospitable hurts (staff experiences of bullying from hotel guests)

When being hospitable hurts (staff experiences of bullying from hotel guests)

Higher Rates of Bullying Reported by ‘White’ Males: Gender and Ethno-Racial Intersections and Bullying in the Workplace

Organizational Psychological Bullying: The Plight of the Youth and the Physically Impaired

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