Workplace Bullying Policies: A Review of Best Practices and Research on Effectiveness

Ferris, Patricia A.; Deakin, Ria; Mathieson, Shayne

doi:10.1007/978-981-10-5338-2_3-1

Cited by 4 publications

(2 citation statements)

References 27 publications

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“…Summary of hypotheses testing night shifts, providing them separate rest areas and flexible working hours, and actively following anti-harassment policies to enhance women's mental health and well-being. These findings were also concurrent withFerris et al (2018), who described that HR plays a significant role in mitigating workplace harassment.…”

supporting

confidence: 65%

Role of human resource policies in ensuring women’s safety in the workplace

Khan

2022

Problems and Perspectives in Management

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This paper aims to assess how human resource (HR) management policies affect women’s workplace safety. In addition, this study analyzes the degree to which measures have been taken to ensure that working women have a safe environment. Responses from 208 women working in Saudi Arabia’s small and medium-sized private businesses were gathered. The paper employed a survey questionnaire using snowball sampling technique. Thus, critical HR practices that have an impact on workplace safety for women are highlighted. As women frequently face these difficulties, the findings suggested that HR policies should tailor working women’s needs in maternity, health, transportation, childcare, and a safe workplace. Moreover, support for divorced and widowed workers would significantly increase women’s safety at work. Compared to other HR policies, there is a stronger correlation between medical and maternity leave. This paper supports research on women’s safety and HR management in the Saudi context and has significant practical implications for practitioners. Acknowledgments The author thanks all the respondents who participated and contributed by giving their valuable opinions and making this study possible.

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supporting

confidence: 65%

Role of human resource policies in ensuring women’s safety in the workplace

Khan

2022

Problems and Perspectives in Management

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“…A comprehensive approach is recommended to combat intentional bullying of and discrimination against PCAs in RACFs, especially based on culture or country of birth. This approach should include evidence-based intervention at several levels, including anti-bullying and anti-discrimination policies to prevent unacceptable behaviours, maximise equality and opportunity for all staff, and facilitate a fair working environment ( Ferris et al, 2021 ; Gillen et al, 2017 ). When necessary, in-service training should be provided to remind staff what constitutes bullying and discrimination and how to avoid those behaviours.…”

Section: Discussionmentioning

confidence: 99%

Caring Self-Efficacy of Personal Care Attendants From English-Speaking and Non-English-Speaking Countries Working in Australian Residential Aged Care Settings

et al. 2023

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Objectives: This study compared the caring self-efficacy between personal care attendants (PCAs) from English-speaking and non-English-speaking countries, controlling for potential sociodemographic and work-related covariates. PCAs’ perceptions of their caring self-efficacy were further explored. Methods: An independent samples t-test was used to determine the mean difference in the caring self-efficacy score between the two groups. A multivariate analysis was conducted to adjust for covariates. Thematic analysis was conducted on open-ended responses. Results: The results showed that caring self-efficacy was significantly influenced by whether participants primarily spoke English at home rather than where they were born. Younger age and everyday discrimination experiences were negatively associated with caring self-efficacy. Both groups perceived that inadequate resources and experiencing bullying and discrimination reduced their caring self-efficacy. Discussion: Access to organisational resources and training opportunities and addressing workplace bullying and discrimination against PCAs, particularly younger PCAs and those from non-English-speaking backgrounds, could improve their caring self-efficacy.

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Civility Values and Cyberbullying Prevention in the Digital Workspace

Zedlacher

Hartner-Tiefenthaler

2022

Research Anthology on Combating Cyber-Aggression and Online Negativity

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In the digital workspace, new forms of (negative) interactions have emerged. Workplace cyberbullying can be pervasive, fast, and intrude the private sphere. These aspects make organizational surveillance and prevention challenging. In this conceptual chapter, the authors argue that for establishing an ethical digital workspace, civility values and ethical principles of individual responsibility and mutual respect are crucial. For prevention of workplace cyberbullying, formal systems like technological detection systems or policies are insufficient. Rather, organizations need to foster informal “social control.” The social norms in small workgroups and the leader's role-modeling behavior should guide the digital behavior of employees at and beyond work, and eventually create a climate of respect. This should also help to increase bystanders' moral awareness of allegedly minor uncivil incidents. Examples of different formal and informal preventive measures are discussed. The chapter ends with a brief discussion and outlook on future legal and technological advancements.

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Workplace Bullying Policies: A Review of Best Practices and Research on Effectiveness

Cited by 4 publications

References 27 publications

Role of human resource policies in ensuring women’s safety in the workplace

Role of human resource policies in ensuring women’s safety in the workplace

Caring Self-Efficacy of Personal Care Attendants From English-Speaking and Non-English-Speaking Countries Working in Australian Residential Aged Care Settings

Civility Values and Cyberbullying Prevention in the Digital Workspace

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