Loraleigh Keashly
Biographic Data
| ID | 762937 |
|---|---|
| NAME | Loraleigh Keashly |
| GIVEN NAMES | Loraleigh |
| FAMILY NAME | Keashly |
| SIGNATURE | KEASHLY L |
| AFFILIATIONS | University of Guelph |
| ORCID | 0000-0002-6717-6890 |
| VERIFIED | Yes |
| TOTAL WORKS | 11 |
| TOTAL CITATIONS | 65 |
| AUTHOR COUNT | 10 |
| EDITOR COUNT | 1 |
| FIRST PUBLICATION YEAR | 1990 |
| LATEST PUBLICATION YEAR | 2020 |
| H-INDEX | 4 |
Special topics and particular occupations, professions and sectors
Exploring workplace bullying from diverse perspectives: A Journal of Applied Communication Research forum
Workplace bullying is a pernicious workplace problem that harms employees and organizations alike. Targets suffer mental and physical consequences of repeated abuse. Organizations experience consequences such as diminished worker productivity and increased turnover. In some cases, even workplace violence. While these instances are thankfully rare, it is important to understand how workplace bullying manifests in organizations and what employees, …
Faculty Experiences with Bullying in Higher Education: Causes, Consequences, and Management
Although much research has been done on workplace aggression and bullying over the past two decades, academics have paid relatively little attention to bullying in their own institutions. In this article, we discuss what is currently known about bullying in academia, with a particular focus on faculty behavior, and apply empirical and conceptual findings from research on aggression and bullying in other work settings and the significant literatur…
Predicting the Risk for Aggression in the Workplace: Risk Factors, Self-Esteem and Time at Work
Time spent at work was examined as a predictor of aggression experienced in the workplace relative to identifiable job risk factors and victim characteristics (i.e., self-esteem). Based on past research, it was expected that job risk factors and self-esteem would predict aggression experienced at work. The expectation that time spent at work predicts aggression in addition to these variables is premised on the assumption that increased “exposure”…
Fundamental Violations
Working with ethno‐political conflict: A multi‐modal approach
(2000). Working with ethno‐political conflict: A multi‐modal approach. International Peacekeeping: Vol. 7, Peacekeeping and Conflict Resolution, pp. 97-120
Preference for and Fairness of Intervention: Influence of Third-Party Control, Third-Party Status and Conflict Setting
This study considered three important issues in the conflict intervention literature: (1) the contributions of third-party process control and outcome control to disputants' judgments of intervention procedures; (2) the nature of control prior to a decision being made, i.e. the process-content distinction; and (3) the influence of contextual variables (third-party status relative to disputants and conflict setting) on participants' procedural jud…
Abusive Behavior in the Workplace: A Preliminary Investigation
Dealing with hostile interpersonal relationships at work has been the topic of many popular books and workshops. Yet, with the exception of sexual harassment, there is surprisingly little mention in the organizational research literature on the nature, extent, and costs of abusive work interactions. These more frequent, more tolerated, and, thus, more damaging interpersonal interactions involve hostile verbal and nonverbal nonphysical behaviors d…
The Comparative Utility of Third Party Consultation and Mediation Within a Complex Simulation of Intergroup Conflict
Third party interventions designed to de-escalate intergroup conflict can be differentiated by their underlying assumptions regarding conflict. Process-oriented approaches such as third-party consultation try to de-escalate conflict by taking a subjective emphasis and focusing on the basic relationship between parties, their attitudes, and their perceptions. Traditional third-party interventions, particularly mediation, try to de-escalate conflic…
The Potential Complementarity of Mediation and Consultation within a Contingency Model of Third Party Intervention
This article provides a conceptual rationale for the potential complementarity of international mediation and third party consultation or problem-solving within the context of a contingency model. Social conflict is viewed as a dynamic process involving a mix of objective and subjective factors which changes over time, thus creating opportunities for different third party interventions. In the model, the various methods of intervention (conciliat…
Towards a Contingency Approach to Third Party Intervention in Regional Conflict: A Cyprus Illustration
management strategies, particularly third party approaches. Effective interventions need to acknowledge and address the numerous issues and demands which fuel the conflict. Thus, the different constituencies involved, their demands and interests, the belief systems challenged, the perceptions held, the history of the relationships, and the fundamental needs to be met must be dealt with if a conflict is to be resolved.1 With such a large number of…
Towards a Contingency Approach to Third Party Intervention in Regional Conflict: A Cyprus Illustration
management strategies, particularly third party approaches. Effective interventions need to acknowledge and address the numerous issues and demands which fuel the conflict. Thus, the different constituencies involved, their demands and interests, the belief systems challenged, the perceptions held, the history of the relationships, and the fundamental needs to be met must be dealt with if a conflict is to be resolved.1 With such a large number of…
Faculty Experiences with Bullying in Higher Education: Causes, Consequences, and Management
Although much research has been done on workplace aggression and bullying over the past two decades, academics have paid relatively little attention to bullying in their own institutions. In this article, we discuss what is currently known about bullying in academia, with a particular focus on faculty behavior, and apply empirical and conceptual findings from research on aggression and bullying in other work settings and the significant literatur…
The Potential Complementarity of Mediation and Consultation within a Contingency Model of Third Party Intervention
This article provides a conceptual rationale for the potential complementarity of international mediation and third party consultation or problem-solving within the context of a contingency model. Social conflict is viewed as a dynamic process involving a mix of objective and subjective factors which changes over time, thus creating opportunities for different third party interventions. In the model, the various methods of intervention (conciliat…
Working with ethno‐political conflict: A multi‐modal approach
(2000). Working with ethno‐political conflict: A multi‐modal approach. International Peacekeeping: Vol. 7, Peacekeeping and Conflict Resolution, pp. 97-120
Preference for and Fairness of Intervention: Influence of Third-Party Control, Third-Party Status and Conflict Setting
This study considered three important issues in the conflict intervention literature: (1) the contributions of third-party process control and outcome control to disputants' judgments of intervention procedures; (2) the nature of control prior to a decision being made, i.e. the process-content distinction; and (3) the influence of contextual variables (third-party status relative to disputants and conflict setting) on participants' procedural jud…
The Comparative Utility of Third Party Consultation and Mediation Within a Complex Simulation of Intergroup Conflict
Third party interventions designed to de-escalate intergroup conflict can be differentiated by their underlying assumptions regarding conflict. Process-oriented approaches such as third-party consultation try to de-escalate conflict by taking a subjective emphasis and focusing on the basic relationship between parties, their attitudes, and their perceptions. Traditional third-party interventions, particularly mediation, try to de-escalate conflic…
Towards a Contingency Approach to Third Party Intervention in Regional Conflict: A Cyprus Illustration
management strategies, particularly third party approaches. Effective interventions need to acknowledge and address the numerous issues and demands which fuel the conflict. Thus, the different constituencies involved, their demands and interests, the belief systems challenged, the perceptions held, the history of the relationships, and the fundamental needs to be met must be dealt with if a conflict is to be resolved.1 With such a large number of…
The Potential Complementarity of Mediation and Consultation within a Contingency Model of Third Party Intervention
This article provides a conceptual rationale for the potential complementarity of international mediation and third party consultation or problem-solving within the context of a contingency model. Social conflict is viewed as a dynamic process involving a mix of objective and subjective factors which changes over time, thus creating opportunities for different third party interventions. In the model, the various methods of intervention (conciliat…
The Comparative Utility of Third Party Consultation and Mediation Within a Complex Simulation of Intergroup Conflict
Third party interventions designed to de-escalate intergroup conflict can be differentiated by their underlying assumptions regarding conflict. Process-oriented approaches such as third-party consultation try to de-escalate conflict by taking a subjective emphasis and focusing on the basic relationship between parties, their attitudes, and their perceptions. Traditional third-party interventions, particularly mediation, try to de-escalate conflic…
Abusive Behavior in the Workplace: A Preliminary Investigation
Dealing with hostile interpersonal relationships at work has been the topic of many popular books and workshops. Yet, with the exception of sexual harassment, there is surprisingly little mention in the organizational research literature on the nature, extent, and costs of abusive work interactions. These more frequent, more tolerated, and, thus, more damaging interpersonal interactions involve hostile verbal and nonverbal nonphysical behaviors d…
Preference for and Fairness of Intervention: Influence of Third-Party Control, Third-Party Status and Conflict Setting
This study considered three important issues in the conflict intervention literature: (1) the contributions of third-party process control and outcome control to disputants' judgments of intervention procedures; (2) the nature of control prior to a decision being made, i.e. the process-content distinction; and (3) the influence of contextual variables (third-party status relative to disputants and conflict setting) on participants' procedural jud…
Working with ethno‐political conflict: A multi‐modal approach
(2000). Working with ethno‐political conflict: A multi‐modal approach. International Peacekeeping: Vol. 7, Peacekeeping and Conflict Resolution, pp. 97-120
Predicting the Risk for Aggression in the Workplace: Risk Factors, Self-Esteem and Time at Work
Time spent at work was examined as a predictor of aggression experienced in the workplace relative to identifiable job risk factors and victim characteristics (i.e., self-esteem). Based on past research, it was expected that job risk factors and self-esteem would predict aggression experienced at work. The expectation that time spent at work predicts aggression in addition to these variables is premised on the assumption that increased “exposure”…
Fundamental Violations
Faculty Experiences with Bullying in Higher Education: Causes, Consequences, and Management
Although much research has been done on workplace aggression and bullying over the past two decades, academics have paid relatively little attention to bullying in their own institutions. In this article, we discuss what is currently known about bullying in academia, with a particular focus on faculty behavior, and apply empirical and conceptual findings from research on aggression and bullying in other work settings and the significant literatur…
Special topics and particular occupations, professions and sectors
Exploring workplace bullying from diverse perspectives: A Journal of Applied Communication Research forum
Workplace bullying is a pernicious workplace problem that harms employees and organizations alike. Targets suffer mental and physical consequences of repeated abuse. Organizations experience consequences such as diminished worker productivity and increased turnover. In some cases, even workplace violence. While these instances are thankfully rare, it is important to understand how workplace bullying manifests in organizations and what employees, …
Psychology (10 works) · Social Psychology (9 works) · Political science (7 works) · Law (5 works) · Social Psychology (5 works) · Workplace Violence and Bullying (5 works) · Conflict management (4 works) · Conflict resolution (4 works) · Law (4 works) · Bullying, Victimization, and Aggression (3 works)