Jerry Carbo is Associate Professor of Management at Shippensburg University. He teaches courses in Labor Relations, and Business and Society. His main areas of research are workplace bullying, workers' rights as human rights, and socially sustainable business systems.
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WORKPLACE BULLYING: DEVELOPING A HUMAN RIGHTS DEFINITION FROM THE PERSPECTIVE AND EXPERIENCES OF TARGETS
Article first published online: 2 SEP 2010
DOI: 10.1111/j.1743-4580.2010.00297.x
© 2010 The Authors. WorkingUSA: The Journal of Labor and Society © 2010 Immanuel Ness and Wiley Periodicals, Inc.
Additional Information
How to Cite
Carbo, J. and Hughes, A. (2010), WORKPLACE BULLYING: DEVELOPING A HUMAN RIGHTS DEFINITION FROM THE PERSPECTIVE AND EXPERIENCES OF TARGETS. WorkingUSA, 13: 387–403. doi: 10.1111/j.1743-4580.2010.00297.x
Amy Hughes is Academic Materials Librarian at Northern Arizona University. Her main area of research has been with Native American tribes and tribal communities with additional research interests in sustainable community development. Her background is in anthropology.
Publication History
- Issue published online: 2 SEP 2010
- Article first published online: 2 SEP 2010
- Abstract
- Article
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- Cited By
Workplace bullying is a severe and pervasive problem. Targets of workplace bullying suffer devastating effects both personally and professionally. Bullying violates the human rights of the targets of bullying. Despite the seriousness of this problem, the definition of and measurement of incidents of workplace bullying has lacked proper focus. One indicator of this is the difference in incident rates between the operational and self-report methods of workplace bullying. Questions surround elements of many of the definitions of workplace bullying including the requirement of repetitiveness, the requirement of intent, and the role of power. In this study, the researchers explore the stories of sixteen targets of workplace bullying in order to develop a better definition of workplace bullying and to begin to explore the reasons for the differences between self-report and operational incident rates of workplace bullying. The implications of this study suggest that many definitions of workplace bullying are indeed too narrow but that power differential is indeed a critical component of workplace bullying.