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Challenging workplace bullying: The...

Berlingieri, Adriana.

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Challenging workplace bullying: The shaping of organizational practices toward systemic change.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Challenging workplace bullying: The shaping of organizational practices toward systemic change./
作者:	Berlingieri, Adriana.
面頁冊數:	266 p.
附註:	Source: Dissertation Abstracts International, Volume: 76-12(E), Section: A.
Contained By:	Dissertation Abstracts International76-12A(E).
標題:	Educational leadership. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3715345
ISBN:	9781321934519

Challenging workplace bullying: The shaping of organizational practices toward systemic change.
Berlingieri, Adriana.

Challenging workplace bullying: The shaping of organizational practices toward systemic change. - 266 p.

Source: Dissertation Abstracts International, Volume: 76-12(E), Section: A.

Thesis (Ph.D.)--University of Toronto (Canada), 2015.

In the last two decades, much effort has been invested in empirical research to understand workplace bullying. However, the identification, development and use of practices to counter it remain one of the largest research gaps in the field. This study centres on how the current conceptualization of bullying places an exclusive focus on individual actors and acts which directly shapes prevention and intervention organizational practices limiting the potential for long-term, systemic change. I sought out an organization that is attempting to take up the concept of bullying differently and trace how this conceptualization shapes their practices.

ISBN: 9781321934519Subjects--Topical Terms:

529436
Educational leadership.

Challenging workplace bullying: The shaping of organizational practices toward systemic change.
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245 1 0 $a Challenging workplace bullying: The shaping of organizational practices toward systemic change.
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520 $a In the last two decades, much effort has been invested in empirical research to understand workplace bullying. However, the identification, development and use of practices to counter it remain one of the largest research gaps in the field. This study centres on how the current conceptualization of bullying places an exclusive focus on individual actors and acts which directly shapes prevention and intervention organizational practices limiting the potential for long-term, systemic change. I sought out an organization that is attempting to take up the concept of bullying differently and trace how this conceptualization shapes their practices.
520 $a As a critical organizational ethnography, guided by institutional ethnography and practice-based studies, this study includes fieldwork within a major healthcare organization. I examine practices in depth, in particular policies and education and training programs, using participant conversations and textual analysis. I examine links between how the concept of workplace bullying is constructed on an everyday basis by organizational members and internal organizational practices. Bullying in this organization is conceptualized as an interpersonal issue, as well as an organizational and societal issue and as interrelated with other forms of violence. Changes in interpersonal relations of their members, as well as systemic and organizational changes, are central goals.
520 $a It is important for anti-violence (including bullying) practices to not focus on individual acts and behaviours alone. Workplace bullying is best recognized and dealt with also as an organizational issue. If the organization's role remains hidden, its systems and practices interrelated with violence will continue unaltered. In particular, organizations need to view anti-violence practices as interrelated to those countering inequities in the workplace. Effective anti-violence practices do not stop with implementation. They are ongoing, collaborative processes of development, evaluation, learning, communication and unwavering commitment. Practice do not stand alone, but are related to, support and shape one another.
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