Towards Reducing the Harm: Workplace Bullying as Workplace Corruption—A Critical Review
- 1.5k Downloads
Workplace bullying and workplace corruption are both disturbing workplace phenomena. However, despite considerable research into both, there remains insufficient understanding of either, including scant recognition that, at times, they may intersect. A critical review of what have been hitherto quite separate literatures is undertaken for the purpose of developing a research agenda that recognises the potential areas of overlap. Rather than isolating and distinguishing the two constructs, or attempting to link or explain their complex causes, secondary analysis of the respective literatures is critically undertaken to showcase the possible overlaps that can exist. What is presented is evidence from the literature that, sometimes, acts of workplace bullying are also acts of corruption, and have rarely been recognised as such previously. Recognising this overlap is intended to encourage the emergence of a new, and much needed, research agenda. Increased understanding of both these harmful workplace phenomena can then emerge to make our workplaces safer—for employees, employers, and the organisations that employ them.
KeywordsWorkplace bullying Corruption Workplace health and safety Secondary data analysis
- Ackroyd, S. (2009). Even More Misbehaviour? Presentation at The Centre of Management and Organisation Studies. Sydney: University of Technology.Google Scholar
- Andersson, L. M., & Pearson, C. M. (1999). Tit for tat? The spiralling effect of incivility in the workplace. Academy of Management Review, 24(43), 452–471.Google Scholar
- Baillien, E., Neyens, I., & De Witte, H. (2008). Organizational, team related and job related risk factors for bullying, violence and sexual harassment in the workplace: a qualitative study. International Journal of Organisational Behaviour, 13(2), 132–146.Google Scholar
- Baron, R., & Neuman, J. (1998). Workplace aggression—the iceberg beneath the tip of workplace violence: evidence on its forms, frequency and targets. Public Administration Quarterly, 21, 446–464.Google Scholar
- Bowie, V. (2002). Defining violence at work: A new typology. In M. Gill, B. Fisher, & V. Bowie (Eds.), Violence at Work: Causes, Patterns and Prevention (pp. 1–20). Cullompton: Willan Publishing.Google Scholar
- Budd, T. (1999). Violence at work: Findings from the British crime survey. London: Home Office.Google Scholar
- Cohen, C. F. (1999). When managers mediate: stuck in the middle with you. Dispute Resolution Journal, 54(3), 65–69.Google Scholar
- D’Cruz, P., & Noronha, E. (2010). Protecting my interests: HRM and targets’ coping with workplace bullying. The Qualitative Report, 15(3), 507–534.Google Scholar
- Einarsen, S. E., Hoel, H., Zapf, D., & Cooper, C. L. (2003). The concept of bullying at work: the European tradition. In S. Einarsen, H. Hoel, D. Zapf, & C. L. Cooper (Eds.), Bullying and emotional abuse in the workplace: International Perspectives in Research and Practice. London: Taylor & Francis.Google Scholar
- Felson, R. B. (2000). A social psychological approach to interpersonal aggression. In V. B. Van Hasselt & M. Hersen (Eds.), Aggression and Violence: An Introductory Text (pp. 9–22). Boston/London: Allyn and Bacon.Google Scholar
- Fuller, T. (2004). Bully them to make them leave. International Herald Tribune, 8 September, p 11.Google Scholar
- Hillard, J. R. (2009). Workplace mobbing: Are they really out to get your patient? Current Psychiatry, 8(4), 45–51.Google Scholar
- Hindess, B. (2004). Corruption and democracy in Australia. Canberra: Australian National University.Google Scholar
- Hirigoyen, M.-F. (2005). Stalking the Soul: Emotional Abuse and the Erosion of Identity. New York: Helen Marx Books.Google Scholar
- Hockley, C. (2003). The impact of workplace violence on third party victims: a mental health perspective. Australian e-Journal for the Advancement of Mental Health, 2(2), 108–118.Google Scholar
- Hoel, H., & Cooper, C. (2000). Destructive conflict and bullying at work. In University of Manchester Institute of Science and Technology Report (pp. 1–29). Manchester: University of Manchester, UK.Google Scholar
- Human Rights and Equal Opportunity Commission (HREOC). (2008). Good practice, good business: Eliminating discrimination and harassment from your workplace, Canberra, Australia. http://www.hreoc.gov.au/info_for_employers/fact/workplace.html,1830hrs. Viewed: 29 September 2008.
- Independent Commission Against Corruption (ICAC). (1998). ICAC Act. Sydney, Australia. http://www.austlii.edu.au/au/legis/nsw/consol_act/icaca1988442. Viewed: August 1 2012.
- Independent Commission Against Corruption (ICAC). (2012). About corruption: What is corruption? Sydney, Australia. http://www.icac.nsw.gov.au. Viewed: August 1 2012.
- Jamieson, K. M. (1994). The Organization of Corporate Crime: Dynamics of Antitrust Violation. Thousand Oaks: Sage.Google Scholar
- Linstead, S. (2007). The Comedy of Ethics: The New York four, the duty of care and organizational bystanding. In R. Westwood & C. Rhodes (Eds.), Humour, Work and Organization (pp. 204–232). London & New York: Routledge.Google Scholar
- Lutgen Sandvik, P. (2009). The eye of the beholder: target and witness accounts of adult bullying at work. Management Communication Quarterly, 23(2), 258–270.Google Scholar
- Mann, R. (1996). Psychological abuse in the workplace. In P. McCarthy, M. Sheehan, & W. Wilkie (Eds.), Bullying: From the Backyard to the Boardroom (pp. 83–92). Sydney: Millennium Books.Google Scholar
- McCarthy, P. (2003). Bullying at work: A postmodern experience. In A. Schorr, W. Campbell, & M. Schenk (Eds.), Communication Research and Media Science in Europe (pp. 231–243). Berlin: de Gruyter.Google Scholar
- Namie, G., & Namie, R. (2003). Anti-bullying advocacy: an unrealized EA opportunity. Journal of Employee Assistance, 33(2), 9–18.Google Scholar
- Neuman, W. L. (2011). Social research methods: Qualitative and quantitative approaches (7th Edition), Allyn & Bacon, Sydney, Australia.Google Scholar
- Robinson, S. L., & Greenberg, J. (1998). Employees behaving badly: Dimensions, Determinants, and dilemmas in the study of workplace deviance. In C. L. Cooper & D. M. Rousseau (Eds.), Trends in Organizational Behavior (Vol. 5, pp. 1–30). New York: Wiley.Google Scholar
- Sherman, L. W. (1985). Three models of organizational corruption in agencies of social control. Social Problems, 27, 478–491.Google Scholar
- Sissener, T. K. (2001). Anthropological perspectives on corruption. Working Paper Series, Development Studies and Human Rights, WP 2001: 5. http://www.cmi.no. Viewed: 5 August 2012.
- Trevino, L. K., Butterfield, K. D., & McCabe, D. L. (1998). Ethical decision making in organizaitons: a person-situation interactionist model. Academy of Management Review, 11, 601–617.Google Scholar
- Twemlow, S., Sacco, F. C., & Williams, P. (1996). Bulletin of the Menninger Clinic, 60(3), 296–313.Google Scholar
- Varhama, L. M., & Bjorkqvist, K. (2004). Conflicts, workplace bullying and burnout: problems among municipal employees. Psychological Reports, 94, 116–124.Google Scholar
- Vickers, M. H. (2008). Why people with MS are really leaving Work: From a clayton’s choice to an ugly passage – A phenomenological study. Review of Disability studies: An International Journal, 4(4), 43–57.Google Scholar
- Vickers, M. H. (2009). Bullying, Disability and Work: A Case Study of Workplace Bullying. Qualitative Research in Organizations and Management, 4(3), 255–272.Google Scholar
- Vickers, M. H. (2013) Three Stories – And a Writer’s Tale: A Creative Writing Case Study of Workplace Bullying, Organization Management Journal, First Person, (B), 10: 1–9. doi: 10.1080/15416518.2013.801747.
- Work Health and Safety Act (WHSA) (2011), National, Commonwealth Government of Australia, (C2011A00137), http://www.comlaw.gov.au/Details/C2011A00137: Viewed: 20 March 2013.
- Yamada, D. C. (2000). The phenomenon of “workplace bullying” and the need for status-blind hostile work environment protection. Georgetown Law Journal, 88, 475–536.Google Scholar