The purpose of this mixed Delphi study was to add to the body of knowledge by providing human resource professionals and organizational leaders with clearer definitions of workplace bullying that can be used to develop and enforce more effectively written workplace bullying policies regardless of industry. This mixed Delphi study examined how workplace bullying is defined in organizations and how human resource professionals interpret the existing policies to address claims of workplace bullying. The lack of a clear term results in inconsistent anti-bullying practices that impede organizations from addressing bullying in a manner that minimizes costs, reduces attrition, improves employee morale, and creates a safe workplace for employees. The sample population consisted of 20 human resource managers and directors and 131 nonhuman resource managers and frontline employees. The data analysis revealed that organizations do not have policies that clearly identify workplace bullying. The data analysis also revealed there was consensus among the sample participants relative to the development of three new definitions that improved the definition of the term workplace bullying.
|School:||University of Phoenix|
|School Location:||United States -- Arizona|
|Source:||DAI-A 76/06(E), Dissertation Abstracts International|
|Subjects:||Behavioral psychology, Management, Organizational behavior|
|Keywords:||Bullying, Harassment, Leadership, Leadership behaviors, Workplace bullying|
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