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Abstract

This article draws on research that sheds light on whether mediation is an appropriate intervention in complaints of workplace bullying. The different types of bullying that can be perpetrated are discussed. While mediation may be appropriate for most bullying complaints, when used alone it fails to address the antecedents that have been identified as contributing both to the development and maintenance of workplace bullying. This article examines these antecedents and argues that the sustainability of mediated outcomes may be at risk if mediation is used as the sole intervention to address complaints of workplace bullying.