Staff perceptions of workplace bullying in a South African higher education institution
- Authors: Adesemowo, Bosede Olaitan
- Date: 2018
- Subjects: Bullying in the workplace , Harassment Work environment
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/23404 , vital:30539
- Description: During the past decade bullying has received growing attention in organizational research. Workplace bullying is a complex phenomenon with a variety of situational, dispositional and systemic influences and it has been defined as “status-blind interpersonal hostility that is deliberate, repeated and sufficiently severe as to harm the targeted person's health or economic status” (Namie, 2003:3). A literature overview revealed the destructive consequences of bullying, such as trauma, suicide, depression, anxiety, stress, lowered self-esteem, anger and a lessening of productivity for both the individuals and the organizations concerned. This study presents the perceptions of staff members, in the form of recognized trade union representatives, of workplace bullying at the Nelson Mandela Metropolitan University. The theoretical framework that informed the study comprised the dispositional and the ecological model that emphasised Ubuntu and the cultural values of the University. The research approach was carried out through qualitative and exploratory methods. Through primary and secondary data collection, a purposive sample of semi-structured interviews was collected in the context of the aim and the objectives of the study. It analysed the importance of an anti-bullying policy, management styles, power imbalances, the impact of bullying on staff and institution health and explored the existing supportive systems that deal with grievances procedures. This study concludes with concrete evidence that workplace bullying existed in Nelson Mandela University and there were no policies to effect control over perpetrators’ acts. Based on the findings of the study, recommendations are made regarding a strategy on how management can effectively address bullying complaints without prejudice and discrimination, such as an anti-bullying policy, and creating continuous awareness of the phenomenon.
- Full Text:
- Date Issued: 2018
- Authors: Adesemowo, Bosede Olaitan
- Date: 2018
- Subjects: Bullying in the workplace , Harassment Work environment
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/23404 , vital:30539
- Description: During the past decade bullying has received growing attention in organizational research. Workplace bullying is a complex phenomenon with a variety of situational, dispositional and systemic influences and it has been defined as “status-blind interpersonal hostility that is deliberate, repeated and sufficiently severe as to harm the targeted person's health or economic status” (Namie, 2003:3). A literature overview revealed the destructive consequences of bullying, such as trauma, suicide, depression, anxiety, stress, lowered self-esteem, anger and a lessening of productivity for both the individuals and the organizations concerned. This study presents the perceptions of staff members, in the form of recognized trade union representatives, of workplace bullying at the Nelson Mandela Metropolitan University. The theoretical framework that informed the study comprised the dispositional and the ecological model that emphasised Ubuntu and the cultural values of the University. The research approach was carried out through qualitative and exploratory methods. Through primary and secondary data collection, a purposive sample of semi-structured interviews was collected in the context of the aim and the objectives of the study. It analysed the importance of an anti-bullying policy, management styles, power imbalances, the impact of bullying on staff and institution health and explored the existing supportive systems that deal with grievances procedures. This study concludes with concrete evidence that workplace bullying existed in Nelson Mandela University and there were no policies to effect control over perpetrators’ acts. Based on the findings of the study, recommendations are made regarding a strategy on how management can effectively address bullying complaints without prejudice and discrimination, such as an anti-bullying policy, and creating continuous awareness of the phenomenon.
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- Date Issued: 2018
Community service professional nurses' experiences of bullying in state hospitals
- Authors: Yon, Gadieja
- Date: 2014
- Subjects: Public health nurses , Bullying in the workplace , State hospitals
- Language: English
- Type: Thesis , Masters , MCur
- Identifier: vital:10056 , http://hdl.handle.net/10948/d1018622
- Description: It is estimated that 80 percent of nurses experience some type of bullying in the workplace during their working lives, and bullying from colleagues has become a major concern. Bullying involves repeated forms of negative behaviours directed at a victim over time. More specifically, the victim is bullied repeatedly over time, with bullying ranging from mild to more severe forms that often go unreported. Bullying in the workplace may cause low self-esteem, depression and anxiety, physical illness and in some cases, the inability to work. The aim of this research study was to explore and describe community service professional nurses’ experiences of being bullied in state hospitals. The information gathered during the course of the study was used to develop strategies that can prevent the bullying of community service professional nurses in the workplace. The design of the study was qualitative, exploratory, descriptive, and contextual in nature. The population sample included all community service professional nurses in state hospitals in the Nelson Mandela Bay area. The researcher employed purposive sampling to select participants from the population of community service professional nurses employed at state hospitals. She collected data by conducting semi-structured individual interviews to gain in-depth accounts from participants and by making observations, which were captured in field notes. Data collected during the interviews were transcribed verbatim and analysed according to Tesch’s eight steps of analysis. Themes were identified through this process and compared to relevant literature. The researcher used the services of an independent coder to aid in the coding process. Trustworthiness was ensured by following Lincoln and Guba’s model of trustworthiness, which comprises the following concepts: credibility, transferability, dependability, and conformability. The researcher ensured that the study adhered to high ethical standards through the principles of justice, beneficence, non-maleficence, and respect for people.
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- Date Issued: 2014
- Authors: Yon, Gadieja
- Date: 2014
- Subjects: Public health nurses , Bullying in the workplace , State hospitals
- Language: English
- Type: Thesis , Masters , MCur
- Identifier: vital:10056 , http://hdl.handle.net/10948/d1018622
- Description: It is estimated that 80 percent of nurses experience some type of bullying in the workplace during their working lives, and bullying from colleagues has become a major concern. Bullying involves repeated forms of negative behaviours directed at a victim over time. More specifically, the victim is bullied repeatedly over time, with bullying ranging from mild to more severe forms that often go unreported. Bullying in the workplace may cause low self-esteem, depression and anxiety, physical illness and in some cases, the inability to work. The aim of this research study was to explore and describe community service professional nurses’ experiences of being bullied in state hospitals. The information gathered during the course of the study was used to develop strategies that can prevent the bullying of community service professional nurses in the workplace. The design of the study was qualitative, exploratory, descriptive, and contextual in nature. The population sample included all community service professional nurses in state hospitals in the Nelson Mandela Bay area. The researcher employed purposive sampling to select participants from the population of community service professional nurses employed at state hospitals. She collected data by conducting semi-structured individual interviews to gain in-depth accounts from participants and by making observations, which were captured in field notes. Data collected during the interviews were transcribed verbatim and analysed according to Tesch’s eight steps of analysis. Themes were identified through this process and compared to relevant literature. The researcher used the services of an independent coder to aid in the coding process. Trustworthiness was ensured by following Lincoln and Guba’s model of trustworthiness, which comprises the following concepts: credibility, transferability, dependability, and conformability. The researcher ensured that the study adhered to high ethical standards through the principles of justice, beneficence, non-maleficence, and respect for people.
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- Date Issued: 2014
Arsenic in the boardroom: strategies to deal with toxic leaders
- Authors: Mey, Michelle
- Subjects: Bullying in the workplace , Psychology, Industrial
- Language: English
- Type: text , Lectures
- Identifier: http://hdl.handle.net/10948/20945 , vital:29421
- Description: Effective leaders are critical in building successful organisations, communities and nations. Whilst academia and business alike advocate positive organisational psychology and the development of positive leadership, the sad reality is that there is a growing global prevalence of toxic leadership, with research indicating that between 20% and 60% of leaders may be defined as toxic (Veldsman, 2016). While toxic leaders, who initially come across as charming, confident and persuasive, may be effective in achieving organisational objectives in the short term, the long-term consequences can be devastating to the organisational brand and reputation, as well as to the morale and psyche of its members. Even though toxic leaders and bullies are becoming increasingly prevalent in organisations there is a lack of empirical research on workplace bullying.
- Full Text:
- Authors: Mey, Michelle
- Subjects: Bullying in the workplace , Psychology, Industrial
- Language: English
- Type: text , Lectures
- Identifier: http://hdl.handle.net/10948/20945 , vital:29421
- Description: Effective leaders are critical in building successful organisations, communities and nations. Whilst academia and business alike advocate positive organisational psychology and the development of positive leadership, the sad reality is that there is a growing global prevalence of toxic leadership, with research indicating that between 20% and 60% of leaders may be defined as toxic (Veldsman, 2016). While toxic leaders, who initially come across as charming, confident and persuasive, may be effective in achieving organisational objectives in the short term, the long-term consequences can be devastating to the organisational brand and reputation, as well as to the morale and psyche of its members. Even though toxic leaders and bullies are becoming increasingly prevalent in organisations there is a lack of empirical research on workplace bullying.
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