Posts Tagged ‘bullying statistics’
2017 WBI US Survey: Infographic of major workplace bullying findings
Saturday, June 24th, 2017
Infographic for 2017 WBI U.S. Workplace Bullying Survey
Click on this link to view the 2017 WBI Survey Infographic
Download the Infographic in pdf format
Report Sections
- National Prevalence & Awareness: Online | Print pdf
- Gender & Race
- Perpetrator Rank
- Health Impact on Targets
- Notification by Targets
- Employer & Witness Reactions
- Stopping the Bullying
- Support for a New Law
- Post-2016-Election (Trump) Effect
- Methodology & Sample
You can download the COMPLETE REPORT here.
Tags: 2017 WBI U.S. Workplace Bullying Survey, abusive conduct, bullying statistics, Gary Namie, infographic, workplace bullying
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Workplace Bullying: About U.S. Bullied Targets
Monday, July 28th, 2014
ABOUT BULLIED TARGETS in 2014
Finally, we asked the American public what type of person is targeted for abusive mistreatment in the workplace. Though this was a short, not exhaustive, list of personality traits, the results are clear. Those who claimed to have been aware that workplace bullying happens, believe that the overwhelming majority of individuals targeted possess positive attributes.
That is, the same respondents who believed that targets are mostly incapable of defending themselves against bullying assaults believe targets are kind, cooperative and agreeable. Perhaps these same traits render the guileless person vulnerable to unpredictable attacks. This Survey does not provide a way to draw the causal link between the traits and targets’ ability to defend themselves.
It is noteworthy that only 6% of targets are considered abusers themselves.
Question: Which personal style best describes the targeted person?
Download the About Bullied Targets mini-Report
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Research Assistants: Daniel Christensen & David Phillips
Tags: 2014 U.S. Workplace Bullying Survey, bullying statistics, coaching, Daniel Christensen, Dave Phillips, eden therapy, Gary Namie, Jessi Eden Brown, workplace bullying, Workplace Bullying Institute
Posted in WBI Surveys & Studies | 4 Archived Comments | Post A Comment (
Workplace Bullying: Causal Factors in the U.S.
Monday, July 21st, 2014
CAUSAL FACTORS in 2014
Two questions explored with varying levels of accuracy the public explanation for why bullying happens.
In the better of the two Survey items, we asked respondents to choose one primary factor or reason for the bullying.
Question: Which one factor is most responsible for abusive mistreatment at work?
Tags: 2014 U.S. Workplace Bullying Survey, bullying statistics, causes of workplace bullying, Daniel Christensen, Dave Phillips, Gary Namie, Workplace Bullying Institute
Posted in WBI Surveys & Studies | 1 Archived Comment | Post A Comment (
Workplace Bullying: Support for U.S. Laws
Monday, July 14th, 2014
SUPPORT FOR A LAW in 2014
Question: Do you support or oppose enactment of a new law that would protect all workers from repeated abusive mistreatment in addition to protections against illegal discrimination and harassment?
The respondents who answered this question were individuals who were directly bullied, those who had witnessed it, the few who were perpetrators, and those with no personal experience but who believed it happened and those who believed it was exaggerated. Those groups taken together constituted the American public who were “aware” of abusive conduct at work, the 72% (See National Prevalence).
It is clear that those respondents, the American public aware of abusive conduct, want to see worker protections extended beyond the anti-discrimination statutes – 93% support specific anti-bullying legislation.
Furthermore, 50% of Survey respondents self-defined as Conservatives strongly support the Healthy Workplace Bill. With such little opposition from
those expected to oppose the bill, it is a certain conclusion that now is the time for passage of this new law.
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Tags: 2014 U.S. Workplace Bullying Survey, bullying statistics, Daniel Christensen, Dave Phillips, Gary Namie, Healthy Workplace Bill
Posted in Healthy Workplace Bill (U.S. campaign), WBI Surveys & Studies | No Archived Comments | Post A Comment (
Workplace Bullying: What Stops U.S. Bullying
Monday, June 16th, 2014
WHAT STOPPED THE BULLYING in 2014
Question: What stopped the abusive mistreatment?
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Tags: 2014 U.S. Workplace Bullying Survey, bullying statistics, Daniel Christensen, Dave Phillips, Gary Namie, Workplace Bullying Institute
Posted in WBI Surveys & Studies | 3 Archived Comments | Post A Comment (
Got a Minute? Coworker Witnesses
Saturday, June 14th, 2014
Tags: bullying statistics, coworker, Gary Namie, got a minute, Workplace Bullying Institute
Posted in Broadcasts: Video, TV, radio, webinars, Tutorials About Bullying | No Archived Comments | Post A Comment (
Workplace Bullying: U.S. Coworkers’ Actions
Tuesday, May 27th, 2014
COWORKER REACTION TO BULLYING in 2014
Results from several WBI online surveys of bullied targets reliably show that coworkers rarely help their bullied colleagues. Several social psychological processes operate in the group setting to explain the failure to act prosocially.
The perspective of the general public captured in this national Survey describes circumstances somewhat more positively than surveys of bullied targets. We believe the reference to “most of the witnesses” led to these inexplicable results. The flaw is in the design of the question.
Doing nothing was the most cited tactic. Of course, doing nothing to help colleagues when they are distressed is not a neutral act. It is negative. However, it is not the same as betraying the target by siding with the perpetrator(s). Negative actions were taken in 49% of cases.
Tags: 2014 U.S. Workplace Bullying Survey, bullying statistics, coworkers, Daniel Christensen, David Phillips, Gary Namie, Workplace Bullying Institute
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Workplace Bullying: U.S. Employers’ Reactions
Monday, May 19th, 2014
EMPLOYER REACTION TO BULLYING in 2014
In 2014 at the time of the Survey, there was no state or federal law yet enacted to compel American employers to address abusive conduct that occurred outside the limited definitions of illegal discriminatory actions. The absence of a law means that employers may tolerate misconduct without legal risk. Of course, repeated abusive conduct, as defined in the prevalence question, does prove costly for employers who choose to ignore it. Tangible costs include unwanted turnover of key skilled personnel, absenteeism, higher insurance costs (health and employment practices liability), and litigation expenses. Intangible costs include: damage to institutional reputation and an impaired ability to recruit and retain the best talent.
A rational employer would seek to minimize preventable costs and strive to eliminate demonstrable abusive conduct. A 2013 WBI poll conducted by Zogby of Business Leaders, CXO-level corporate leaders, showed that 68% of executives considered “workplace bullying a serious problem.” And according to this current 2014 Survey, 48% of Americans are affected by bullying. Given the confluence of this awareness, we asked the public how employers were voluntarily dealing with bullying without needing to comply with laws.
Question: What do you know to be the most common American employer reaction to complaints of abusive conduct (when it is not illegal discrimination)?
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Tags: 2014 U.S. Workplace Bullying Survey, bullying statistics, Daniel Christensen, David Phillips, employer reactions, Gary Namie, Workplace Bullying Institute
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Workplace Bullying: Race, Ideology, and the U.S. Bullying Experience
Monday, May 12th, 2014
RACE AND THE BULLYING EXPERIENCE in 2014
Below are the percentages within each ethnic group that had been bullied, witnessed it and the combined percentage to represent those “affected” by bullying.
The overall percentage of those affected was 47.7%. All three non-White groups had much higher rates than the U.S. percentage. Hispanics were the highest; African-Americans were second. Non-White respondents are considered to be members of legally protected status groups. Employers have to comply with state and federal anti-discrimination laws. That is, when they endure harassment, they would be eligible to demand protection from their employers in most situations.
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Tags: 2014 U.S. Workplace Bullying Survey, bullying statistics, Daniel Christensen, David Phillips, Gary Namie, race and bullying, WBI, workplace bullying
Posted in WBI Education, WBI Surveys & Studies | 12 Archived Comments | Post A Comment (
Workplace Bullying: Perpetrator Rank & Number in the U.S.
Monday, April 28th, 2014
PERPETRATOR RANK & NUMBER in 2014
Mobbing was the term adopted by Heinz Leymann to describe health-harming abusive conduct at work. Mobbing implies multiple perpetrators. Mobbing preceded the term workplace bullying. However, WBI has consistently defined bullying as committed by one or more persons. Bullying nearly always escalates to more than one person joining the main instigator to torment the target.
Question: Who was (were) the principal perpetrator(s)?
Respondents said the following:
- 77% of cases involved single perpetrators
- 23% of cases involved multiple perpetrators
In 14% of cases, the bullying was generated by a combination of perpetrators operating at different levels of the organization – bosses, peers, and subordinates.
With respect to perpetrator’s rank, not counting the combined sources cases:
- 56% held a higher rank, was a boss, top-down
- 33% abuse came from peers, lateral or horizontal, same level
- 11% bullying from subordinates, bottom-up
This pattern is consistent with previous WBI national Surveys.
No interactions between rank and race or rank and gender were found.
When perpetrators enjoy a higher organizational rank than targets, opportunities to abuse authority present themselves. Further, the likelihood of targets being able to confront the boss about her or his unacceptable conduct approaches zero, given the difficulty of crossing the “power gradient.” Coworker, peer-to-peer, bullying may not involve power differences, but the health harm caused by social exclusion/ostracism that peers employ poses an equal, if not greater, threat to the target’s safety.
Download the Perpetrator Rank & Number mini-Report
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Research Assistants: Daniel Christensen & David Phillips
Tags: 2014 WBI, 2014 WBI U.S. Workplace Bullying Survey, bully boss, bully bosses, bullying statistics, Daniel Christensen, David Phillips, Gary Namie, perpetrator rank, Workplace Bullying Institute
Posted in WBI Education, WBI Surveys & Studies | 1 Archived Comment | Post A Comment (
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