Overview
- The only book so far to take forward the concept of depersonalized bullying at work
- Includes empirical studies which anchor its theoretical contributions
- Delineates the distinguishing attributes of depersonalized bullying at work
- Elucidates a theoretical framework of depersonalized bullying at work
- Suggests primary, secondary and tertiary prevention activities to tackle depersonalized bullying at work
- Includes supplementary material: sn.pub/extras
Part of the book series: SpringerBriefs in Psychology (BRIEFSPSYCHOL)
Access this book
Tax calculation will be finalised at checkout
Other ways to access
Table of contents (4 chapters)
Keywords
- Abusive organizational practices by managers
- Bullying and indirect costs to companies
- Compounded bullying
- Dysfunctional workplace behaviours
- Grievance avenues for employees
- ITES-BPO sector and bullying
- Interventions for workplace bullying
- Intimidating and aggressive tactics at work
- Levels of intervention for workplace bullying
- Manager experiences of bullying
- Professionalism and workplace bullying
- Routine subjugation of employees
- Subjective experiences of work in call centres
- Target experiences of bullying
- Target orientation and workplace bullying
- Workplace bullying and empirical evidence from India
- Workplace mobbing
- Workplace victimization
About this book
The book advances the nascent concept of depersonalized workplace bullying, highlighting its distinctive features, proposing a theoretical framework and making recommendations for intervention. Furthering insights into depersonalized bullying at work is critical due to the anticipated increased incidence of the phenomenon in the light of the competitive contemporary business economy, which complicates organizational survival.
Drawing on two hermeneutic phenomenological inquiries set in India focusing on targets and bullies, the book evidences that depersonalized bullying is a sociostructural entity that resides in an organization’s structural, processual and contextual design. Enacted by supervisors and managers through the engagement of abusive and aggressive behaviours, depersonalized bullying is resorted to in the pursuit of competitive advantage as organizations seek to ensure their continuity and success. Given the instrumentalism associated with the world of work, targets and bullies encountering depersonalized bullying display largely ambivalent responses to their predicament. Ironically, then, organizations’ gains in terms of effectiveness are offset by the strains experienced by these protagonists.
The theoretical generalizability of the findings reported in the book facilitates the development of an integrated framework of depersonalized workplace bullying, laying the foundations for forthcoming empirical and measurement endeavours that progress the concept. The book recognizes that whereas primary level interventions mandate repositioning the extra-organizational environment and/or recasting organizational goals to balance business and employee interests, secondary level and tertiary level interventions encompass various types of formal and informal social support to address targets’ and bullies’ interface with depersonalized bullying at work.
Authors and Affiliations
About the author
Bibliographic Information
Book Title: Depersonalized Bullying at Work
Book Subtitle: From Evidence to Conceptualization
Authors: Premilla D'Cruz
Series Title: SpringerBriefs in Psychology
DOI: https://doi.org/10.1007/978-81-322-2044-2
Publisher: Springer New Delhi
eBook Packages: Behavioral Science, Behavioral Science and Psychology (R0)
Copyright Information: The Author(s) 2015
Softcover ISBN: 978-81-322-2043-5Published: 09 September 2014
eBook ISBN: 978-81-322-2044-2Published: 28 August 2014
Series ISSN: 2192-8363
Series E-ISSN: 2192-8371
Edition Number: 1
Number of Pages: XI, 75
Number of Illustrations: 3 b/w illustrations
Topics: Industrial and Organizational Psychology, Organizational Studies, Economic Sociology, Human Resource Management