Workplace bullying is a topic that impacts many people in many different disciplines. Research has shown that workplace bullying affects upwards of half of all workers during their work histories, and once it becomes an entrenched pattern, targets, witnesses, and human resource managers, alike, face difficulties in effectively addressing or abating the issue. This quantitative study used a non-experimental design to explore whether there was any relationship between the following variables: minority status, acculturation, workplace satisfaction, perceived bullying, and perceived acculturation. Learned helplessness theory and minority stress theory were the theoretical foundations utilized to investigate workplace bullying and the role of culture. The General and Racial/Ethnic Bullying Scale, The Negative Acts Questionnaire-Revised (NAQ-R), and the Stephenson Multigroup Acculturation Scale (SMAS) were used to measure participant’s experiences. The results revealed that workplace bullying had been experienced by both minority and non-minority individuals; however, the assumption that minorities are at a greater risk for workplace bullying than non-minorities could not be substantiated by the data.
|Commitee:||Holstein, Janine, Mills, Frances|
|Department:||School of Public Service Leadership|
|School Location:||United States -- Minnesota|
|Source:||DAI-A 78/07(E), Dissertation Abstracts International|
|Subjects:||Social research, Philosophy, Social psychology|
|Keywords:||Acculturation, Culture, Quantitative, Workplace bullying|
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