Workplace bullying and the employment relationship

Exploring Questions of Prevention, Control and Context

Datos Bibliográficos

ID2373449
AutoresDavid Beale (The University of Manchester, UK), David J Beale (0000-0002-9948-9197), Helge Hoel (0000-0003-2693-8550, The University of Manchester, UK)
Año2011
Volumen25
Número1
Páginas5-18
Fecha de publicación2011-03-01
Peer ReviewedSí
Open AccessSí
TipoARTICLE
RevistaWork Employment and Society (JOURNAL)
Identificadores de la revistaISSN: 0950-0170 • E-ISSN: 1469-8722
EditorialSAGE Publications Inc (PUBLISHER)
DOI10.1177/0950017010389228
OpenAlexW2102180700
IdiomaEN
Citas recibidas25
Referencias citadas22

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

CONTEST · Empirical research · Political science · Process (computing · Public relations · Sociology · Workplace bullying · Job Satisfaction and Organizational Behavior · Law · Psychology · Social Psychology · Workplace Violence and Bullying