Developing Roles and Skills in Community-Living Adults With Severe and Persistent Mental Illness

People with severe and persistent mental illness often experience a disruption in the development of social roles, and the skills within these roles. Role Development, a set of guidelines for practice, is an intervention to develop roles and skills. The purpose of this study was to continue to examine the efficacy of this intervention. Ten people attending two community mental health programs participated in evaluation and treatment based on Role Development. Quantitative pretest and posttest measures were used. Qualitative components were incorporated to get a sense of the experience involved in developing roles and skills. Quantitative results indicated statistical significance (p < .05) in the development of roles and skills. Qualitative data revealed multiple trends experienced by the participants. This study contributes to the evidenced-based knowledge regarding development of roles and skills for persons living with severe and persistent mental illness.     

Does bullying others at school lead to adult aggression? The roles of drinking and university participation during the transition to adulthood

This study uses a three‐wave longitudinal study of young Australians to identify developmental processes underlying the relationship between school bullying and physical aggression in early adulthood. The central question is whether and how drinking and participation in work or university study disrupt or entrench aggressive pathways from school bullying to adult aggression. Self‐report data were collected from 88 females and 63 males (N = 151) during childhood (age 10), adolescence (age 14), and early adulthood (age 20). Participants who bullied other students during childhood and adolescence, or during adolescence only, reported more physical aggression during early adulthood than those who never bullied. However, those who had bullied during adolescence only reported significantly higher adult aggression if they were also drinking at above‐average frequencies. Conversely, participation in university, compared to being in the workforce, was associated with significantly less adult aggression among the at‐risk groups. Findings suggest that particular contexts during early adulthood can offer youth on aggressive trajectories (as evidenced by bullying at school) unique opportunities to turn their behaviour around. Other contexts, however, may exacerbate aggressive behaviour patterns.     

Cognitive Analytic Therapy: time and process

Cognitive Analytic Therapy (CAT) is an increasingly popular brief therapeutic approach for use with a variety of types of clinical problem. This paper outlines the key components of CAT and demonstrates its use by case examples. The history of CAT is traced, particularly the concept of Reciprocal Roles which was developed from Object Relations Theory. It is suggested that CAT has considerable potential as a collaborative, active therapy, with particular application to difficult patients such as those with borderline personality disorder. Some of the differences from other psychodynamic therapies are described, and an assessment of its future role is provided.     

Does Bullying Victimization Suppress IQ? The Effects of Bullying Victimization on IQ in Iraqi and African American Adolescents: A Traumatology Perspective

This study explored the effects of bullying victimization (BV), as a Type II traumatic stressor, on intelligence quotient (IQ), posttraumatic stress disorder (PTSD), and complex PTSD symptoms. Participants were 390 African American and Iraqi refugee adolescents. Measures of BV, cumulative life trauma, PTSD, discrimination, and IQ were administered. Correlational, multilevel regression, and path analyses were conducted. BV, independent of cumulative trauma, and discrimination were found to have significant direct effects on increased PTSD symptoms and significant direct and indirect negative effects on perceptual reasoning, processing speed, and working memory. BV was also associated with increases in the discrepancy between perceptual reasoning and verbal comprehension. The implications of these results for the prevention and treatment of bullying victims are discussed.     

A job characteristics approach to explain workplace bullying

This article analyses job characteristics as antecedents of workplace bullying, in line with the early Scandinavian research tradition. Research thus far suggests a large variety of possible job related antecedents. Recent review findings and methodological criticism, however, suggests that these findings need to be treated with caution. Warr's Vitamin model is used to summarize relevant job-related antecedents of workplace bullying. All relationships are tested simultaneously in a hierarchical regression analysis, controlling for covariates. A large and heterogeneous sample of Belgian workers is used to test the hypotheses (n = 6175). The results show that task autonomy is not significantly related to bullying. In line with earlier research, role conflicts and role ambiguity are the most important antecedents. Also (lack of) participation in decision making, (lack of) skill utilization, workload, cognitive demands, changes in the job, job insecurity, and (lack of) task-related feedback are found to be directly related to workplace bullying. These findings are discussed in the light of the literature and some suggestions for practice are formulated.     

The prevalence,risk factors and outcomes of workplace bullying among junior doctors: a systematic review

ABSTRACT

Junior doctors’ exposure to bullying may impact their training and compromise quality healthcare, yet little is known in relation to its predictors and effects. The aim of this paper is to assess the prevalence, factors and outcomes of workplace bullying among junior doctors. Literature search was performed to identify all primary studies examining workplace bullying among junior doctors using the following electronic databases: Medline, Scopus, Web of Science, PsycINFO and Cochrane Library. A total of 18 articles were included, reporting on a total of 9,597 junior doctors. The quality of evidence can be rated as moderate according to the Newcastle Ottawa Scale. From the review, a wide range (30–95%) of bullying prevalence, significant differences in bullying rates according to gender, age, height, ethnicity and subspecialty, and significant associations between bullying and mental strain, job dissatisfaction, burnout, and increased accidents at work were observed. Concurrently, heterogeneity in the terms and methodologies used to examine workplace bullying as well as definitional issues in relation to the persistency of negative interactions were noted. Evidence suggests that workplace bullying is a serious occupational hazard for junior doctors, and more research is warranted to better understand this phenomenon and address its definitional and methodological issues.     

Workers' perception of workplace bullying: A cross-cultural study

This study is one of the first studies to approach workplace bullying cross-culturally. It sought to compare employees' understanding of workplace bullying in two different world regions: Central America and Southern Europe, regarding three aspects of workplace bullying: psychological vs. physical harassment, hierarchical vs. horizontal bullying, and direct vs. indirect aggression. A convenience sample of 246 workers provided their own definition of workplace bullying through a single, open-ended question. The results showed that employees from Central America emphasized the physical component of workplace bullying more than the Southern European employees. However, similarities in the conceptualization of workplace bullying across both cultures were found as well. Both Southern European and Central American employees defined workplace bullying mainly as a hierarchical phenomenon, where the aggression took the form of direct strategies. Such differences and similarities bring to the field some positive inputs for the development and implementation of different strategies for dealing effectively with this phenomenon.     

Silence is golden? Characteristics and experiences of self-reported whistleblowers

This study investigates the characteristics of whistleblowers, the prevalence and nature of whistleblowing, and the occurrence of retaliation after whistleblowing using a randomly selected and representative sample of Norwegian employees. The results showed that 12 per cent self-reported as whistleblowers according to an operational definition. Being a leader, or a union or personnel safety representative was significantly related to whistleblowing. The most frequently reported wrongdoing was harassment conducted by a single colleague. Wrongdoer(s) received mixed responses, from no reaction to reprimand. Even though most whistleblowers were not sanctioned, they reported less job satisfaction and more workplace bullying than did nonwhistleblowers. Only a few were rewarded. For the most part, wrongdoing was stopped or reduced. However, whistleblowing was only partially effective, because whistleblowers reported lack of feedback about the result of their report. Results also showed that the status of the wrongdoer was related to the reaction he or she received afterwards, as were the type of wrongdoing and the effect on the wrongdoing, and the type of wrongdoing and the effect on the wrongdoer(s). Potential explanations for the results, such as the type of sample and power distance, are discussed. Practical implications of the study are also addressed, such as the importance of providing feedback to whistleblowers.     

The world turns at 33 and 45: Defining simple cutoff scores for the Negative Acts Questionnaire–Revised in a representative sample

Workplace bullying is a serious hazard in every day working life that needs to be assessed carefully. In order to achieve such a goal, both victims of severe bullying as well as targets of less intensive bullying need to be identified, the latter in order to prevent further escalation into severe bullying. Previous research has mainly offered simple and crude measures of who is and who is not a victim of bullying. In this article we show how cutoff scores for the scale Negative Acts Questionnaire–Revised (NAQ-R) can be calculated. Based on a representative sample of the Norwegian workforce, we formulated 2 cutoff points or thresholds for the NAQ-R with a Receiver Operation Characteristic curve. Employees with a score lower than 33 are not bullied, employees with a score between 33 and 45 may be considered as being bullied occasionally, and employees who score above 45 can be considered to be victims of workplace bullying. As the NAQ-R is used in more than 300 research projects worldwide, we hope to inspire other scholars to define similar cutoff points. In addition, we hope that clear cutoff scores may be of assistance to practitioners for designing interventions regarding workplace bullying in line with the identified problems.