Bullying And Emotional Abuse In The Workplace Pdf
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- Workplace bullying
- Workplace Bullying, Emotional Abuse and Harassment in the Context of Dirty Work
- Workplace bullying and harassment
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This conceptual paper presents the process whereby supervisors engage in bullying behavior against their subordinates at work. Specifically, a conceptual model is developed to portray the process by which supervisors who perceive an unbalanced psychological contract fulfillment under- or over-fulfilled might commit one of two different types of workplace bullying person- or work- related bulling toward subordinates through the process intended to restore or maintain their sense of power. In addition, self-control and organizational culture are proposed to be the moderators that can affect the relationship between under- and over- fulfilled psychological contracts and bullying perpetration. The model thus contributes to the literature by highlighting the process and interactions of how bullying behavior occurs in the workplace. The editorial department will not be responsible in anyway. If it is detected for its repetition, the author must be responsible for infringement of copyright. The article is prohibited to reproduce all or part of the text, unless allowed.
Workplace Bullying, Emotional Abuse and Harassment in the Context of Dirty Work
What we are describing here has been identified as "mobbing" and "bullying" at the workplace. Co-workers, superiors or subordinates, attack a person's dignity, integrity and competence, repeatedly, over a number of weeks, months or even years. A person is being subjected to emotional abuse, subtly or bluntly, often falsely accused of wrongdoing, and is persistently humiliated. Heinz Leymann, a psychologist and medical scientist, pioneered the research about this workplace issue in Sweden in the early 80ties. He identified the behavior as mobbing and described it as "psychological terror" involving "hostile and unethical communication directed in a systematic way by one or a few individuals mainly towards one individual. Because the organization ignores, condones or even instigates the behavior, it can be said that the victim, seemingly helpless against the powerful and many, is indeed "mobbed. And sadly, the victims did not have a reputation of not performing well, not meeting organizational standards, or who could not get along with others to begin with.
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The terms mobbing (Leymann, ) and workplace bullying (Adams,. ) are similar in meaning and involve superior-subordinate abuse that sets abuse into.
Workplace bullying and harassment
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The aim of this paper is to study certain factors that may be determinant in the emergence of workplace bullying among managers—employees with a recognized and privileged position to exercise power—adopting the individual perspective of the subject, the bullied manager. Individual, organizational, and contextual factors integrate the developed global model, and the methodology utilized to accomplish our research objectives is based on the binary logistic regression model.
Дэвид Беккер. Единственный мужчина, которого она любила. Самый молодой профессор Джорджтаунского университета, блестящий ученый-лингвист, он пользовался всеобщим признанием в академическом мире. Наделенный феноменальной памятью и способностями к языкам, он знал шесть азиатских языков, а также прекрасно владел испанским, французским и итальянским. На его лекциях по этимологии яблоку негде было упасть, и он всегда надолго задерживался в аудитории, отвечая на нескончаемые вопросы.
Вся эта концепция чем-то напоминала идею колонизации Марса - на интеллектуальном уровне вполне осуществимую, но в настоящее время выходящую за границы человеческих возможностей. - Откуда вы взяли этот файл? - спросила. Коммандер не спешил с ответом: - Автор алгоритма - частное лицо. - Как же так? - Сьюзан откинулась на спинку стула.
- Он пожал ее руку. - Примите мои поздравления, мистер Беккер. Мне сказали, что вы сегодня отличились. Вы позволите поговорить с вами об. Беккер заколебался.