Posts Tagged ‘workplace bullying research’
Tuesday, August 5th, 2014
It is common for the media, who have previous ignored workplace bullying, to proclaim that no law is needed because employers are voluntarily providing adequate solutions. We question the veracity of that claim and designed a survey to address it.
Please take a minute to answer a few questions about your experience with workplace bullying and what your employer did.
Tuesday, April 8th, 2014
U.S. NATIONAL PREVALENCE in 2014
Workplace bullying is repeated mistreatment and a form of “abusive conduct.” For the first time, we used the definition of workplace bullying that matches perfectly the definition codified in the Healthy Workplace Bill.
Thus, we asked Americans to consider only the most serious forms of bullying. Eye rolling may be part of bullying, but it alone is not sufficient. Nonverbal cues coupled with verbal abuse and the tactics of exclusion are delivered by perpetrators repeatedly in order to intentionally harm targeted individuals. The closest analogy to workplace bullying is domestic violence. Bullying is a non-physical form of workplace violence.
Tags: American workers affected, bullying statistics, Daniel Christensen, David Phillips, Gary Namie, national prevalence, WBI 2014 U.S. Workplace Bullying Survey, Workplace Bullying Institute, workplace bullying research
Posted in Bullying-Related Research, Social/Mgmt/Epid Sciences, WBI Education, WBI Surveys & Studies | 2 Archived Comments | Post A Comment (
Friday, December 20th, 2013
Sorry, there are no polls available at the moment.
Wednesday, March 20th, 2013
BARRIERS TO WORKPLACE BULLIED TARGETS
LEAVING THEIR JOBS
WBI 2013-C Instant Poll
One of the criticisms leveled against individuals targeted for workplace bullying is that they should “just” quit. That simplistic advice is cruel and short-sighted. Quitting is not a simple decision. Consider for a moment the single parent target. What will replace the lost income?
We at WBI who have talked to thousands of targets over the years by phone and in-person know there are other barriers to leaving a toxic work environment, regardless of how damaging that job and employer are to the target’s health. It is never easy to leave, to escape to safety.
This survey asks target-respondents to evaluate which two barriers listed convinced them to not leave.
Tags: bullied targets, economic factors and bullying, Gary Namie, injustice, personal pride, waiting for time to pass, WBI research, WBI studies, Workplace Bullying Institute, workplace bullying research
Posted in Tutorials About Bullying, WBI Education, WBI Surveys & Studies | 2 Archived Comments | Post A Comment (
Friday, August 31st, 2012
The 7th Workplace Bullying Institute Instant Poll (2012-G) — survey results. Answering what it will take for U.S. employers to treat bullying as seriously as illegal forms of discrimination.
Friday, August 17th, 2012
2012 has been a busy year of research here at the Workplace Bullying Institute. We already have 8 studies archived at the site. All 2012 surveys to date are online (non-scientific, self-selected samples), relying on site visitors to be respondents (known to be predominantly a group of bullied individuals) so we can teach others how bullying affects innocent workers. We have analyzed 7 Instant Polls (IP, single-question surveys) and one large multiple-item questionnaire with the biggest sample of the year. Here is the easy guide to finding the result of each study.
|Survey||Title of the Study||Sample size|
|Strategies’ Effectiveness: What Works for Targets & What Doesn’t?||1,598||Results|
|IP-A||Why Bullying Happens||658||Results|
|IP-B||Employer Bullying Policies||311||Results|
|IP-C||Aftermath of Contacting HR for Help||372||Results|
|IP-D||Impact of Workplace Bullying on Employee Health||516||Results|
|IP-E||Employers’ Attitudes Toward Responsibility to Stop Workplace Bullying||250||Results|
|IP-F||Is Justice Attainable for Bullied Targets?||331||Results|
|IP-G||When & Why Employers Will Stop Bullying||338||Results|