Posts Tagged ‘research’


New WBI poll — believing bullied workers

Thursday, July 10th, 2014

For bullied targets. When I described what happened to me

View Results

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2014 WBI U.S. Workplace Bullying Survey results

Tuesday, February 25th, 2014


2014 WBI U.S. Workplace Bullying Survey
February 2014

National Prevalence & Awareness
Gender of Perpetrators & Targets
Perpetrator Rank
Race & Ideology
Employer Reactions
Coworker Actions
Stopping the Bullying
Support for a Law
Causal Factors
About Bullied Targets
Methodology

Funding by 93 Indiegogo Contributors and major support from


On-Lock Digital Authentication

Gary Namie, PhD, Research Director
Assistance from Daniel Christensen & David Phillips
© 2014, Workplace Bullying Institute, All rights reserved.
360.656.6630

Key Findings

- 27% of adult Americans have directly experienced “repeated abusive conduct that is threatening, intimidating, humiliating, work sabotage or work abuse.”

- Counting witnesses, 48% have been affected

- 72% of Americans are now aware of workplace bullying

- 93% of Americans want a law to protect them from abuse in addition to anti-discrimination laws

- Employers are lagging far behind and doing relatively nothing voluntarily to stop abusers on the payroll

- Women bullies still target women at a disproportional rate (68%)

- Women are still the majority of targets (60%)

Read a summary of the report at this website.


Download the complete report.


The WBI Infographic

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Posted in Bullying-Related Research, Social/Mgmt/Epid Sciences, WBI Education, WBI Surveys & Studies | 3 Archived Comments | Post A Comment () »



Lutgen-Sandvik writes great workplace bullying book in time for Christmas 2013

Thursday, December 5th, 2013

Adult Bullying
A Nasty Piece of Work:
Translating a Decade of Research
on Non-Sexual Harassment,
Psychological Terror, Mobbing,
and Emotional Abuse on the Job



By Pamela Lutgen-Sandvik, Ph.D.


North Dakota State University

Dr. Lutgen-Sandvik is arguably one of the most prolific American academic researchers on the topic of workplace bullying. She certainly is the best informed among academics, with few exceptions.

Here’s why.

Pam is real. From her bio, prior to earning her doctorate in organizational communication at Arizona State she worked as a social service organization administrator, first in the field of women’s advocacy and then in outpatient substance abuse treatment. Advocacy in the human services field is a rare background for academics.

Pam’s practical, kick ‘em in the shins approach to the esoteric world of academic research is revealed in the titles of some of her works — “Nightmares, demons & slaves” (can you hear Cher?), “Take this job and shove …” “Burned by bullying in America.” And her style of collecting research data was to talk with bullied targets.

This book is a compilation of her work. It is not written by an egghead. The subtitle refers to her “translating” research into plainspeak. That’s what she is profoundly good at doing well. Thus, it is ultimately readable.

The information found between the covers is useful if you are fighting a grievance, filing a complaint, embroiled in a lawsuit, or facing blank stares from HR.

The book covers many aspects of the bullying phenomenon with chapters on each — the prevalence, the stages of bullying, explaining the pain, the trauma and stigma of being bullied, how organizations become toxic, why women bully women, behavior of witnesses, and reversing the effects of bullying in individuals’ lives.

Pam dedicates the book to all those bullied individuals who bravely participated in her research.

In 2013, she moved to North Dakota State (NDSU) in 2013 to join the Department of Communication in Fargo. She continues to research, publish, and teach in the area of organizational communication at NDSU and serves as the Director of the NDSU Communication Research & Training Center. Dr. Lutgen-Sandvik is married, has two children, and lives in Moorhead, MN.

Also, in 2013, Pam attended the WBI Workplace Bullying University® training for professionals in Bellingham, Washington to which she contributed mightily.

Pam declares that

All proceeds from book sales support scientific research that seeks to reduce workplace bullying, improve workplace communications and build more respectful workplace climates.

Where else can approx. $11 accomplish all that? Buy this book for yourself and as gifts for loved ones who have been bullied at work. While shopping, also buy Overcoming Mobbing by Duffy & Sperry new this holiday season 2013, and our book, The Bully At Work. They will be forever grateful.

With Pam, our admiration is personal. She came to Bellingham to meet us Namies in 2003 before her graduate studies were finished. She came to glean all she could from Dr. Ruth. So she is more than an intellectual colleague, she is a precious friend. We bought the book. You should, too.

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Fill out the newest WBI Survey

Monday, August 26th, 2013

At WBI we want to know more about the nature of workplaces where bullying occurs.

If have ever been a target of workplace bullying, or are currently struggling with a bully at work, please take a moment to fill this out.




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Forbes: Are Workplace Bullies Rewarded for their Behavior?

Friday, July 12th, 2013

Peggy Drexler, Forbes.com, July 10, 2013

As a longtime hotel manager for upscale resorts across the U.S., Sandrine had spent her career believing that good service was the key to success. That included being courteous to your guests—and to your co-workers. Which is why the company’s latest “star” employee, Russ, confounded her. He’d been hired as a bellman at the Northeast beach resort she was currently assigned to and in less than a year had worked his way up to associate manager, earning a promotion (and, she knew, a healthy raise) above her. She’d been with the company for nearly 10 years.

She could understand if he was an exceptionally hard worker, or a talented manager. But, she told me, Russ was verbally abusive to his staff, using fear and intimidation to get them to do what he wanted them to do, and to do it better and more quickly than any other department. He denied vacation requests and spread rumors about staffers who got on his bad side. Once, she’d witnessed him make fun of a hostess, in front of a dozen other employees, for a pimple she’d tried, not very successfully, to cover.

But when the hotel executives came to town, Russ played Mr. Popular amazingly well. “He was charming and believably personable, even if 20 minutes earlier he had been berating the chef,” she told me, frustrated by her own inability to climb the ranks as well as Russ had. The higher ups regarded Russ’s department as one of the most efficiently run—and it was, given his reports were scared to get on his bad side—and he was happy to accept all the credit for it. As far as the bosses could tell, people seemed to like him. “I always operated by the idea that he’d get what he deserved—people like that always do, don’t they?—but all he seemed to get was rewarded,” Sandrine said.

(more…)

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WBI Study: First-Time Abusers in Bullied Targets’ Lives

Monday, July 1st, 2013


FIRST-TIME ABUSERS IN BULLIED TARGETS’ LIVES
WBI 2013-H Instant Poll

Prior life experiences play a role in the depth of emotional injury that bullying can cause a person. Individuals who have never been abused in their lives may take longer to recognize that they are actually being bullied. Without memories or repressed cognitive representations of being the victim of abuse, bullying is a completely novel experience. Learning begins when first targeted for the first time in their lives.

Targets with prior brushes with abuse in their lives do not necessarily risk being targets of workplace bullying. However, when targeted, emotional memories are quickly triggered and those targets are subject to re-traumatization. The levels of emotional pain, shame and distress are much more severe than for individuals experiencing abuse for the first time as an adult in the workplace.

This single-question survey sought to ascertain what percentage of bullied targets were recipients of abusive conduct for the first time in their lives and who are the perpetrators.

(more…)

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WBI Study: Age and Workplace Bullied Targets

Monday, July 1st, 2013

AGE OF WORKPLACE BULLIED TARGETS
WBI 2013-G Instant Poll

For the 16 years of WBI operations, we have noticed that telephone callers seeking help with their workplace bullying problems are rarely young. They tend to be veteran workers with long careers. For a variety of reasons documented by other WBI studies older workers make ideal vulnerable targets. An earlier WBI study found the average age to be 41. We again asked about age when bullying started at work.
(more…)

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New WBI Survey

Monday, June 17th, 2013

Please take some time to complete the newest WBI Survey. How did you first discover workplace bullying?

Click here to take the survey

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New WBI Instant Poll — Uses of social media for workplace bullying

Tuesday, May 14th, 2013

How are you using social media regarding workplace bullying? Select uses that apply.

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If you work in K-12 American schools, please complete a survey

Monday, May 6th, 2013

A WBI Affiliate asks for your help if you work in K-12 American schools:

Please complete this survey that is part of my Doctoral dissertation through Aurora University, Aurora, IL.

The topic is “ A Systems Approach to Workplace Bullying in the K-12 Public Education Setting”.

Participants are invited to complete the survey regarding their observations or experiences in any of the roles in workplace bullying in the school setting. The opportunity to participate in an interview (either in person or by phone) regarding the experiences is available by providing the information at the end of the survey. Non-American respondents are not eligible for an interview at this time.

###

Thank you for helping.

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