Documents Hoel, Helge 9 results

"The disclosure of lesbian, gay or bisexual identity is generally presented as a conscious act of leaving heterosexuality. Such interpretation fails to take into account the dynamic processes involved in constructing non-heterosexual identities and to what degree such identities are embodied or disembodied. Supported by interview data among lesbian and gay employees in six British workplaces, this article explores how non-heterosexual identities become known in organizational settings by arguing that lesbians and gay men continue to collide with social expectations and stereotypical ideas of how sexual identities should be ‘worn' and performed. These expectations and ideas both shape colleagues' assumptions about their non-heterosexual identities and can expose lesbians and gay men to negative behaviour at work in highly gendered ways."

"Purpose – The purpose of this paper is to argue that bullying is a gendered, rather than gender-neutral, phenomenon.
Design/methodology/approach – The paper reviews empirical findings on gender and bullying and identifies and discusses theoretical frameworks that can provide explanations for identified gender differences.

Findings – The paper shows that there are gender differences not only in reported prevalence rates and forms of bullying, but that gender also matters for the way targets and third parties make sense of and respond to bullying. It is shown that gendered conceptions of power, gender role socialisation theory and social identity theory are all relevant for explaining reported gender differences.
Research limitations/implications – The theoretical frameworks that have been selected should not be seen as exhaustive, but rather as useful examples. The authors encourage researchers in the field of bullying to pursue cross-disciplinary research and actively apply existing theoretical frameworks to integrate their findings more firmly in existing research on related themes.
Practical implications – The finding that bullying is gendered rather than gender-neutral has implications above all for the way managers, organisational representatives and policy-makers should address and prevent workplace bullying.
Originality/value – The paper questions the prevailing notion that bullying is gender-neutral and demonstrates the importance of gender in the experience of workplace bullying. It further identifies gaps in research and puts forward an agenda for future research in this area."

"Workplace bullying is increasingly recognized as an important area of debate, particularly among researchers adopting a psychological perspective of work. This paper examines definitions of workplace bullying and explores less orthodox approaches within a British context. It focuses primarily on managers as perpetrators, and comments on the 'bullying organization', the relevance of human resource management and of gender. Context, the workplace balance of power, workers' collective resistance and trade unions are then emphasized as significant factors and the potential for developing a contextualized, politicized and interdisciplinary approach to workplace bullying is suggested. Links with mobilization theory are explored, and the issue is also examined within the UK public sector environment."

"Previous research strongly indicates that the perpetrators of workplace bullying in Britain are mainly managers. Contrary to the predominant view in workplace bullying literature and despite cost implications for employers, this article proposes an agenda for future empirical research focused on whether employers may also benefit significantly from bullying. It outlines a definition of workplace bullying, key debates and prescriptions suggested in previously published literature for management to contest and prevent it. When bullying is perceived in terms of managerial control of labour and the core concepts of the labour process – an approach not previously embraced in the established psychological and social psychological analyses of the issue – bullying is better understood as an endemic feature of the capitalist employment relationship. Existing secondary material and future research possibilities are then explored and discussed, with some conclusions that are aimed to take the research in this field in new directions."

"This article explores workplace bullying in Britain and Sweden. It compares and contrasts the patterns of bullying in the two countries, examines the attitudes and responses of employers and explores the different legal frameworks. It adopts a contextualized approach and explores the possibility of a connection between workplace bullying issues and the distinctive patterns of industrial relations in the two countries. The article draws on previously published material to examine these questions, suggesting possibilities for new empirical research."

"Le présent rapport identifie les schémas et formes des comportements de harcèlement et de violence sur le lieu de travail au sein de l'UE et décrit la récente intensification des activités et initiatives en relation avec le harcèlement et la violence dans la sphère légale, de nouvelles législations régissant ces problèmes ayant été récemment adoptées ou mises à l'ordre du jour dans plusieurs pays. Il présente également la preuve des effets indésirables de ces comportements sur les individus, les organisations et la société, et en évalue le coût financier potentiel. Enfin, il analyse les facteurs susceptibles de faciliter et d'entraîner la violence physique et psychologique, et passe au crible une série de bonnes pratiques en matière de prévention et de gestion du harcèlement et de la violence sur le lieu de travail."

"This report publishes the findings of the project. It identifies the different forms and patterns of violence and harassment in the workplace in the EU and describes the recent upsurge in activity and initiatives with respect to violence and harassment within the legal arena, with new legislation addressing these problems recently enacted or in the pipeline in a number of countries. It also presents evidence of adverse effects on individuals, organisations and society, and assesses the potential financial costs. Finally, it analyses the factors that may contribute to and cause physical and psychological violence, and reviews a variety of good practices with respect to preventing and managing violence and harassment at work. ..."

"This report will explore the problems of stress and various forms of violence at the beginning of the new millennium and the relationship between them. The main focus will be on the cost of stress/violence. To establish the cost a clear indication of the possible effects of stress and violence is needed. In order to put organisations into action such an exploration needs to be comprehensive in the sense that it includes not only the costs to the individual but also the potential costs to the organisations. Moreover, in order to gain the attention of policy providers, the costs to society should also be emphasized.
In spite of numerous pitfalls in the research on stress and violence at work, (particularly of a conceptual and methodological nature), and utilizing the often far from perfect data, it is attempted to put a price on the problems. To support this attempt, some simple methods of cost-calculation are introduced.
As the primary aim of this report is to bring about change, interventions will also be discussed. Progress on intervention with regard to stress and various forms of violence will be evaluated and where relevant, good examples of successful interventions will be presented.
However, before discussing the problems of workplace stress and violence, some factors and trends which are likely to affect the presence and scale of violence at work will be briefly highlighted."

"Building on the success of two earlier best-selling editions from 2003 and 2011, this benchmark text and highly cited reference work now appears in its third edition. This book is a research-based resource on key aspects of workplace bullying and its remediation, which:

Covers the nature and complexities of bullying and harassment in the workplace
Presents the evidence on its prevalence, risk groups, antecedents and outcomes
Examines cyberbullying and harassment in the digital world
Describes the roles of bystanders and the coping possibilities of victims
Discusses prevention, intervention, treatment and the management of specific cases
Explains legal perspectives, the role of HR and of internal policies

Edited by leading experts in the field and presenting contributions from subject experts, it provides state-of-the-art reviews of the main themes in the field, as well as practical remedies and solutions at individual, organizational and societal levels, providing a much-needed update and expansion of the original work, as the research and literature on this problem with its manifold detrimental effects has expanded radically over the last decade. This book should be of interest to all scholars in the field of organizational behavior and social processes at work. In particular, the book is a much-needed tool for bachelor, master and PhD students, new and experienced researchers in the field, advanced practitioners and policy makers, including labor inspectors, union representatives, HR-personnel, lawyers, management consultants, and counsellors in private practice, family physicians and occupational health practitioners, to name a few."