Maryam Omari

Target experiences of workplace bullying: insights from Australia, India and Turkey

Purpose – The purpose of this paper is to explore target experiences of workplace bullying across Australia, India and Turkey, uncovering cross-cultural convergence and divergence. Design/methodology/approach – A questionnaire-based qualitative data survey of business school students with current/prior work experience (n=399) was undertaken. In total, 114 respondents (57 Australian, 34 Indian, 23 Turkish) identified themselves as targets of workplace bullying. Close-ended data pertaining to sociodemographic details were analysed via Statistical Package for the Social Sciences for descriptive statistics while open-ended data pertaining to experiences of bullying were thematically analysed against pre-figured categories derived from literature. Findings – Manifestations of, etiology of and coping with workplace bullying were similar across all three countries, highlighting cultural universals. Clear variations in source of bullying behaviour and availability and use of formal interventions as well as more s...

‘Shut up and bill’: workplace bullying challenges for the legal profession

Abstract Competition, work intensification and requirements for efficiency are some of the hallmarks of the modern work environment. Pressures in such settings can result in stress caused by long work hours, a lack of work–life balance and interpersonal conflict. The legal profession is prone to negative impacts due to its highly competitive environment. This, coupled with established hierarchical structures, significant power imbalances and pressure to measure work input rather than output (billable hours), can create ‘toxic’ settings. This paper reports the findings of a study of dignity and respect in the legal profession. Results indicate that many of the issues arise due to negative workplace cultures brought about and perpetuated by work practices and the leadership of the firm. Often the prevailing culture of intense competition, and a win-at-all-costs mentality, has negative repercussions for the security and standing of individuals. Those with position and power use work practices such as billable hours to push others to perform at extraordinary levels, in turn adversely affecting their well-being, quality of work life and tenure in the organisation or profession. The way forward would require a multi-pronged approach and cooperation and collaboration by the relevant stakeholders: regulators, professional associations, institutions and individuals.

Public sector work intensification and negative behaviors

Purpose – The purpose of this paper is to explore issues associated with sector specific change in the Australian Public Service (APS). Evidence is presented on the impact of New Public Management (NPM) on work intensification and subsequent negative behaviors by giving voice to APS employees who were subject to the NPM changes. Design/methodology/approach – Data were collected from APS employees, human resource managers and policy makers across 11 agencies on the nature of the changes, context of work, and workplace interactions. The study adopted a triangulated mixed method interpretivist approach using a survey instrument, stories, focus groups, and interviews. Findings – The NPM changes were aimed at creating a more professional and accountable APS. This resulted in individual agencies pursuing different approaches to productivity and efficiency while being accountable to the public and the government within a tight regulatory framework. These changes created competing priorities, affected the nature ...

Dignity and respect: important in volunteer settings too!

Purpose – Volunteers in some organisations are subject to new protections under legislative amendments in Australia which proscribe workplace bullying. These new protections provide impetus for the question of whether workplace bullying is an issue for (unpaid) volunteers and (paid or unpaid) volunteer managers. The purpose of this paper is to outline key exploratory findings. Design/methodology/approach – This exploratory and descriptive qualitative study employed an online survey to collect data on the experiences of participants and on their perception of what constitutes bullying in volunteering. Findings – The evidence suggests that many of the negative behaviours which might be found in workplaces are also found in volunteering, but there are also aspects unique to this setting. Research limitations/implications – This study was exploratory in nature and will benefit from further expansion and empirical testing. Practical implications – Many respondents reported that they have been subject to, or wi...

Debate: ‘Robust performance management’ or workplace bullying? Not just the ‘what’ but the ‘how’

There is a very fine and difficult to detect line between what can be called ‘robust performancfae management’ and workplace bullying. Most policies, guidance notes, codes of practice and legislative provisions are clear in that ‘reasonable management’ action does not constitute workplace bullying. But what is ‘reasonable management’ action? And are these few simple words enough to delineate justified management behaviour for corrective action from workplace bullying behaviour that is abusive, unfair, harsh, aggressive, ‘over-the-top’, ‘nit-picky’ and unrelenting? This distinction is more complicated than it first appears. A study of workplace bullying in the Australian public service found that a small number of victims reported increased productivity after being bullied. This may point to a number of scenarios, including the alleged victims’ performance having been sub-standard in the first place, and/or manager action having had positive effects on productivity, quality of work and output. It may also be that the alleged victims pushed themselves even harder in response to being bullied, and performed better in the hope that the bullying would stop. So, is this robust performance management and therefore ‘reasonable management’ action, or is it workplace bullying? The answer here is not only about the ‘what’, but also the ‘how’.

Matching expectations for successful university student volunteering

Purpose The purpose of this paper is to demonstrate the importance of expectation formation and matching for university student volunteers and their hosts. Design/methodology/approach This research involved a multi-stage data collection process including interviews with student volunteers, and university and host representatives from six Australian universities. The project team undertook an iterative process of coding and interpretation to identify themes and develop understanding of the phenomenon. Findings University student volunteering has the potential to fail to meet the expectations of at least one of the parties to the relationship when the expectations of the parties are not clearly articulated. Universities operating volunteer programmes have an important role in facilitating expectation formation and matching, minimising the chances of mismatched expectations. Research limitations/implications The study confirms the operation of a psychological contract for university student volunteers and organisations who host them which is consistent with other research in volunteering demonstrating the importance of matching expectations. Practical implications The paper identifies the importance of expectation formation and matching for hosts and students, and highlights the role of universities in facilitating matchmaking. Originality/value This paper contributes to the growing body of research on the role of the psychological contract in volunteering, in particular in university student volunteering and host organisations.