Linda Shallcross

Qualitative Inquiry as Transformation and Agency

This chapter discusses an action research project into the lived experience of the workplace mobbing phenomenon. The action research methodology is based on the exemplarian model (Coenen & Khonraad, 2003) from the Netherlands Group. This model requires positive outcomes for those immersed in the problem to reduce the adversity of their circumstances. The findings challenge the psychological perspective of the existing bullying literature that tends to focus on individual behaviour. This research, undertaken over a three year period with 212 participants, identified the dysfunctional nature of public sector bureaucracies and the power gained through gossip and rumour as some of the key emergent themes to explain the workplace mobbing problem. In addition, resistance, conscientisation, and agency were identified as the key to transformation for those targeted.

Bosses Get Bullied Too: Exploring Upwards Bullying to Learn More About Workplace Bullying

Upwards bullying is a phenomenon that has received less attention than other forms of bullying (i.e. horizontal and downwards bullying). In part historical, and also driven by the higher number of people experiencing horizontal and downwards bullying, the limited acknowledgement of upwards bullying does not diminish the effect that bullying by subordinates can have on managers and supervisors. Research clearly demonstrates that upwards bullying affects managers/supervisors in a similar way to other targets. Indeed, it may in fact be complicated by the perceptions of others (e.g. fellow managers who believe that “you should be able to manage it”) that can lead to further feelings of shame and helplessness that targets often experience. Such perceptions by others and managers themselves can lead to ignoring the processes of bullying and the development of associated power imbalances between perpetrator and target, as well as the emotional toll that bullying can take on a target. Indeed, upwards bullying research is informing the field regarding how power imbalances can be created especially by highlighting the role that alternative forms of power (e.g. referent, network) can be used tacitly or intentionally to support bullying behaviour. Importantly, it also points to how the system designed to support targets can be used as a weapon against a manager or colleague, thereby undermining the justice process within workplaces. In addition to ongoing research into all facets of upwards bullying in the workplace, further research into how the grievance system can be strengthened is called for.