Measuring workplace bullying |
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| Affiliation: | 1. Department of Child and Youth Studies, Brock University, St Catharines, Ontario, Canada;2. Andrew Dane, Department of Psychology, Brock University, St Catharines, Ontario, Canada;1. National Institute of Occupational Health, PB 8149 Dep, 0033 Oslo, Norway;2. Department of Psychosocial Science, University of Bergen, Postbox 7807, 5020 Bergen, Norway;3. Department of Behavioural Sciences and Learning, Linköping University, SE-581 83 Linköping, Sweden;1. Uninettuno Telematic International University, Rome, Italy;2. Norwich Business School, University of East Anglia, Norwich, United Kingdom;3. Centre for Advances in Behavioural Science, Coventry University, Coventry, United Kingdom;4. Department of Psychology, Sapienza University of Rome, Rome, Italy;1. SWPS University of Social Sciences and Humanities, Faculty in Wroclaw, ul. Ostrowskiego 30b, 53-238 Wroclaw, Poland;2. University of Lower Silesia, ul. Strzegomska 55, 53-611 Wroclaw, Poland;1. Department of Psychosocial Science, Faculty of Psychology, University of Bergen, Norway;2. National Institute of Occupational Health, Oslo, Norway |
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| Abstract: | Workplace bullying is increasingly being recognized as a serious problem in society today; it is also a problem that can be difficult to define and evaluate accurately. Research in this area has been hampered by lack of appropriate measurement techniques. Social scientists can play a key part in tackling the phenomenon of workplace bullying by developing and applying a range of research methods to capture its nature and incidence in a range of contexts. We review current methods of research into the phenomenon of bullying in the workplace. We examine definitional issues, including the type, frequency, and duration of bullying acts, and consider the role of values and norms of the workplace culture in influencing perception and measurement of bullying behavior. We distinguish methods that focus on: (a) inside perspectives on the experience of bullying (including questionnaires and surveys, self-report through diary-keeping, personal accounts through interviews, focus groups and critical incident technique, and projective techniques such as bubble dialogue); (b) outside perspectives (including observational methods and peer nominations); (c) multi-method approaches that integrate both inside and outside perspectives (including case studies). We suggest that multi-method approaches may offer a useful way forward for researchers and for practitioners anxious to assess and tackle the problem of bullying in their organizations. |
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