Workplace Bullying, Mobbing and Harassment in Academe: Faculty Experience

Problem-Focused Coping Strategies, Workplace Bullying, and Sustainability of HEIs

“…As argued earlier in this paper, victims of bullying tend to underperform in general, where underperformance may take the form of increased absenteeism, lesser commitment to workplace duties and obligations, the resultant decreased quality and quantity of performance, and many others. Institutional turnover is one of the major possible consequences of bullying [11][12][13][65][66][67][68]. In this study, a simple linear regression analysis was employed to test if workplace bullying may significantly predict the respondents' intention of turnover.…”

“…The discussion on diverse styles of coping strategies and their efficiency in navigating specific situations of stress in an individual's private and professional lives have been thoroughly discussed in the literature [15][16][17][18][19][20]. In a similar manner, the discussion on bullying in the workplace maintains its momentum [8][9][10][11][12][13][14][21][22][23]. In this context, bullying in HEIs establishes itself as an important and self-standing challenge [24][25][26].…”

“…The debate on bullying in academia is not new, and yet regrettably the problem persists, and relating research maintains its relevance [8][9][10][11][12][13][14]. Diverse forms of bullying exist.…”

“…Details about which forms of action bullying can take are redundant at this point. Clearly, several detailed accounts of bullying and its forms exist in the literature [8,10,12,13]. The case that this paper seeks to make is that there is a direct correlation between the scale and scope of bullying in HEIs, the ways of coping with bullying and its implications, and the sustainability of HEIs.…”

Why documenting every gender bias counts: A short commentary

“…Accordingly, there is also a meta-bias, which indicates that studies addressing gender bias or discrimination are less valued in the scientific community than studies reflecting other types of inequalities (Cislak et al, 2018). Acknowledging the presence and consequences of gender bias in academia is important, however, to ad dress painful elements embedded within the academic community such as status-related bullying or sexual harassment (Keashly, 2021), which affect women to a much larger extent than men. Raising awareness about mechanisms of such malicious practice can help to address the problem in at least two ways.…”