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Workplace bullying in the context of organisational change: the significance of pluralism

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Abstract

The presence of depersonalised bullying during organisational change, highlighted through empirical research on lay-off procedures in India's information technology sector, underscores the rhetoric of unitarist human resource management and reinforces the importance of union action and co-worker mobilisation. The findings support the emergent view that collectivisation is the only solution to workplace bullying.

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