When work hurts: A conceptual framework explaining how organizational culture may perpetuate workplace bullying

This work was motivated by research findings, suggesting that the prevalence of workplace bullying is increasing across the world. The workplace bullying research further suggests that the basic risk determinants of bullying lie in an organization’s work environment and that prevalence of workplace bullying may vary by occupation, sector, and country. Upon reviewing the existing literature, it becomes apparent that while organizational culture can be both indirectly and directly related to workplace bullying, references to the relationship between organizational culture and workplace bullying remain scant and what is available lacks substantive conceptual foundation. To address this apparent gap in research, the main purpose of this article is to present an integrated conceptual framework proposing the relationships between specific organizational culture dimensions and workplace bullying. The article was specifically written in accordance with previous studies which highlight factors that may perpetuate workplace bullying within organizations. While highly theoretical and conceptual in nature, this article is one that may be important in explaining how some organizational cultures may motivate, facilitate, perpetuate, enable, and precipitate workplace bullying, and thus offers insights into how to prevent workplace bullying by creating less enabling environments. The article concludes by offering theoretical arguments for how organizations should monitor, manage, and eradicate changeable organizational cultural practices that may otherwise enable workplace bullying.     

The co-evolution of gossip and friendship in workplace social networks

This study investigates the co-evolution of friendship and gossip in organizations. Two contradicting perspectives are tested. The social capital perspective predicts that friendship causes gossip between employees, defined as informal evaluative talking about absent colleagues. The evolutionary perspective reverses this causality claiming that gossiping facilitates friendship. The data comprises of three observations of a complete organizational network, allowing longitudinal social network analyses. Gossip and friendship are modeled as both explanatory and outcome networks with RSiena. Results support the evolutionary perspective in that gossip between two individuals increases the likelihood of their future friendship formation. However, individuals with disproportionately high gossip activity have fewer friends in the network, suggesting that the use of gossiping to attract friends has a limit.     

How transformational leadership positively impacts organizational citizenship behavior in successful Chinese social work service organizations

Social work service organizations (SWSOs) have developed quickly, and there were nearly 8,000 of such organizations throughout China in the end of 2017. However, this rapid growth has brought both great opportunities and challenges. Globally, leadership has received increasing attention in the social work profession in the 21st century. Among different types of leadership, transformational leadership has been identified as a key issue in bringing more innovation and motivating employees' organizational citizenship behavior to overcome such challenges. Therefore, this study aimed to focus on social workers from the 170 applicants of the “Top 100 Social Work Service Organizations of 2017” which could be seen as the more successful SWSOs in China to examine how transformational leadership impacts organizational citizenship behavior by considering two mechanisms, workplace social capital and professional autonomy, in different areas throughout China. A two‐step process analysis was employed. First, a structural equation model was theoretically built, and it examined the direct and indirect relationships among all four latent variables, considering two mediation effects. Second, multiple group (high social work developed area group versus low social work developed area group) analyses tested the moderation effect. This study confirmed the key role of transformational leadership in the success of SWSOs and found workplace social capital as a full mediator and professional autonomy as a partial mediator in the relationship between transformational leadership and organizational citizenship behavior. These findings may shed light on the further development of SWSOs from the perspective of enhancing social workers' organizational citizenship behavior.     

Perpetrators and targets of bullying at work: role stress and individual differences

A workplace survey study (N = 2215, response rate 47%) revealed that about 16% of the sample may be categorized as either perpetrators (5.4%), provocative victims (2.1%), or as targets of bullying (8.3%). Targets of bullying, provocative victims, and bullies were compared with those 84% who do not report any involvement with respect to bullying at work, self-esteem, aggressive tendencies, prior experiences of bullying, or experiences of role stress. Perpetrators were found to have a higher level of aggression than did the comparison group and the targets. Provocative victims manifested a low level of self-esteem and social competency combined with a high level of aggressiveness. Targets of bullying revealed low levels of self-esteem and social competency. Targets, provocative victims, and perpetrators reported elevated levels of role stress in the form of unclear or conflicting demands and expectations around work tasks and daily work.     

‘Building Bridges’

Abstract

‘Building bridges’ is a metaphor we have used to describe a collaborative research process involving social work academic and senior practitioners from government and non-government child protection and family service organizations in Victoria, Australia. The purpose of the research was to develop a ‘practice-generated approach to policy implementation’ in child protection practice. The research sought to explore the appropriateness of social constructionist approaches for child protection practice that might enhance the existing risk paradigm. This article aims to critically evaluate the process of ‘building bridges’ and its outcomes, by focusing on how potential and actual differences between organizational contexts, namely universities and various service-providing organizations, may influence relationships between theory and practice. We critically reflect on our research process comparing it with idealized forms of collaborative research discussed in the literature.     

From Organizational Sexuality to Queer Organizations: Research on Homosexuality and the Workplace

Organization scholars historically ignored the crucial importance of sexuality in the workplace. But in the last 20 years, scholars influenced by the ‘sexuality in organizations’ perspective have documented the ways that the management and deployment of workers’ sexuality are key elements in organizational life. While most of these studies have documented persistent privileging of heterosexuality in work organizations, a recent trend is to investigate a new organizational form: the gay‐friendly workplace. We review legal and policy changes in US workplaces that have made them more accepting of gay and lesbian employees. Then we examine ethnographic studies of gay‐friendly organizations. Although they are certainly an advance over previous homophobic workplaces, the literature suggests that they may reproduce inequalities of race, class, and gender. Few studies have investigated ‘queer organizations’, which we identify as a rich area for future scholarship.     

Do Adolescents Intervene in Intergroup Bias-based Bullying? Bystander Judgments and Responses to Intergroup Bias-based Bullying of Refugees

This study examined 587 Turkish adolescents’ (M_age = 13.14, SD = 1.61) judgments and bystander responses towards hypothetical intragroup interpersonal (Turkish victim) and intergroup bias-based (Syrian refugee victim) bullying. Intergroup factors and social-cognitive skills were assessed as predictors. Findings revealed that adolescents were less likely to see bullying as acceptable and less likely to explicitly support the bully in intragroup interpersonal bullying compared to intergroup bias-based bullying. Further, adolescents with higher theory of mind and empathy were more likely to evaluate intergroup bias-based bullying as less acceptable and more likely to challenge the bully. Adolescents’ prejudice and discrimination towards refugees were predictors of bystander judgments and responses to intergroup bias-based bullying. This study provides implications for anti-bullying intervention programs.     

Recentering our tendencies: Immigrant youth development and the importance of context in social work research

According to Weiner’s model, help giving has various determinants such as social and individual causes, affective reactions, and responsibility. The aim of this study was (1) to examine the influence of bullying acts, the victim’s behavior at work, and revictimization on equity judgments and the perceived responsibility of perpetrators and victims; and (2) to test the determinants of help decisions. Twelve vignettes of bullying at work submitted to 133 participants varied according to the severity of bullying, the victim’s pro- or antisocial behaviors, and the victim’s antecedents. The results showed that the situation was judged less equitable, the victim less responsible, and the perpetrator more responsible, and the intention of help was increased, (1) when the perpetrator’s acts were serious, and (2) when the bullied person had shown prosocial behavior versus antisocial behavior. The help increased more (1) when the perpetrator’s acts were harmful and (2) when the victim had shown prosocial behaviors.     

Adolescent Bullying and Weapon Carrying: A Longitudinal Investigation

Using four data waves from an ongoing longitudinal study, we examined the longitudinal association between weapon carrying and bullying (i.e., bully, victim, bully‐victim). Participants were 1,042 adolescents (55.9% female) recruited from Texas high schools, including Hispanic (31.7%), White (30.3%), African American (26.6%), and other (11.4%) with a mean age of 15.1 years at baseline. Multivariate logistic regression revealed that only baseline bully‐victim was linked to weapon carrying and only 1 year later (Adjusted odds ratio = 1.76, 95% confidence interval: 1.08, 2.85), after controlling for baseline weapon carrying, age, gender, race, and parent education. No significant longitudinal association was found with bully or victim. Findings emphasize the importance of interventions targeting both bullying perpetrators and victims, while also highlighting the necessity of longitudinal research.     

When the main job tasks are perceived to be ‘irrelevant’ in the workplace: the internal uselessness of corporate social responsibility work in Japan

ABSTRACT

Despite a symbolic shift toward ‘emotional taint’ in dirty work literature, the role of the workplace has not been studied in relation to socially admired professions, such as corporate social responsibility (CSR) work. This article carries out an in-depth, critical examination of CSR as an emotionally tainted occupation in Japan. Its findings, substantiated by an analysis of 34 CSR workers’ rhetoric, help conceptualise ‘internal uselessness’. This emerges when workers feel their organisations publicly foster an image of their work that is decoupled from its internal reality, assigning them chief tasks they consider irrelevant. This leads to negative consequences that damage their workplace social relationships, professional aspirations and emotional well-being. The findings ultimately show that these CSR workers in Japan attempt to counterbalance internal uselessness through a social quest with peers outside their workplace, but also manage their emotions by rationalising their job status as inescapable, influenced by situated commitment norms.     

Investigating the self-care practices of social work faculty: an exploratory study

Being a social work faculty member in academe can be challenging. Evidence suggests that faculty members, in general, experience high levels of stress and occupational burnout. Furthermore, harassment, bullying, and mobbing are commonplace. These problematic circumstances may be compounded for females, junior faculty, and under-represented (e.g. peoples of color) faculty groups. Engaging in adroit self-care practices is one way to assuage these problematic employment circumstances. Yet, there is a dearth in the literature that examines self-care practices among social work educators. This exploratory study examined the self-care practices of social work faculty (N = 124) at Council on Social Work Education accredited institutions in one southeastern state in the United States. Overall, data suggest that social work faculty do engage in adequate self-care practices, when compared to studies of general social work practitioners. Data also suggest differences in self-care by academic rank and professional licensing. After a brief review of literature, this paper will explicate results and identify salient discussion points and implications for social work education. This is the first paper known to the authors to explore self-care among social work faculty.     

Gendered,Invisible Work in Non‐profit Social Service Organizations: Implications for Worker Health and Safety

Nonprofit organizations (NPOs) play an important role in the provision of health and social services. In Canada the nonprofit sector includes 7.5 million volunteers and employs over 1.6 million paid workers. The sector is overwhelmingly female‐dominated — women make up over 80 per cent of workers in these nonprofit services. Work performed by women has traditionally been undervalued and invisible. It has often been considered safe by researchers, employers, policymakers and sometimes even workers themselves. Although there is some indication that jobs in the restructuring social services sector can be characterized by constant demand, high stress and violence, research into the working conditions and health hazards of these types of jobs has not been a priority. Using data from a qualitative study examining work in NPOs, we trace the ways that work performed in these workplaces is both gendered and invisible. We identify three types of invisible labour. ‘Background work’ facilitates and supports more visible and recognized organizational activities. Certain organizational language obscures the full spectrum of work that takes place in the organizations and the risks it may involve. ‘Empathy work’ includes the relationship building, counselling and crisis intervention that comprise key components of social service delivery. ‘Emotional labour’ involves the management of client emotions and workers' own emotions in the process of working with clients and delivering care under conditions of scarcity and contraction. The invisibility of these activities means that much of the day‐to‐day work done in the organizations, while particularly important in the context of social service restructuring, is taken‐for‐granted and undervalued by organizational outsiders. As a result, many of the hazards present in the jobs are hidden from view and workers' health may be compromised. We argue that the invisibility and taken‐for‐grantedness of certain types of work in NPOs is reflected in, and constitutive of, particular exclusions and shortcomings of current occupational health and safety systems designed to protect the health of workers.     

Accusation and confession discrepancies in bullying: Dual-perspective networks and individual-level attributes

Previous research on bullying implicitly assumes that individuals agree on who bullies whom and whom is bullied by who. We analyse dual-perspective networks from 96 school-classes in Germany, where adolescents were asked both whom they bully (confession network) and who bullies them (accusation network). Drawing from goal framing theory we explicitly examine discrepancies in the subjective perception of bullying, demonstrating that the majority of accusations have no corresponding confessions, and vice versa. There are more confessions than accusations overall. Furthermore, we investigate how individual-level attributes are associated with these discrepancies. Our study indicates that analyses of bullying relationships, as well as social networks in general, should account for relational discrepancies resulting from individuals’ subjective perceptions of social behaviour.     

The role of ‘workplace family’ support on worker health,exhaustion and pain

The goal of this study was to improve understanding of the potential health benefits of social support at work. We utilized 2002 GSS data to examine the relative influence of workplace support on self-reported health, exhaustion and experience of persistent pain in a sample of 1602 workers. Building on previous Demand-Control-Support models, we examined co-worker, supervisor, and organizational safety support (conceptualized as ‘workplace family’) in concert with job demands, job control and work-family conflict as predictors of worker health measures. We further tested the extent to which work-family conflict acted as a mediator between family and work characteristics and worker health outcomes. We found that increased co-worker support in the workplace was associated with better worker self-reported health, lower exhaustion and less pain. In addition, higher levels of perceived organizational safety support were associated with better self-reported health and lowered exhaustion. There is little evidence that work-family conflict mediates between work and family characteristics and worker health, and work-family conflict does not mediate the relationship between workplace family measures and worker health. We discuss results in light of workers’ changing and expanding definitions of family, with implications for changes in the organization of the workplace to improve workers’ health.     

Illuminating gendered organization assumptions

One key to why organizations have been less successful at integrating a work–family agenda into their organizational cultures is that workplaces have failed to consider how gender assumptions influence workplace practices, policies and cultures. This paper presents a theoretical framework for considering how gender role assumptions have prevented organizational attempts to become family friendly. Further, this paper uses an organizational case study to illustrate this point. Specifically, a theory of gendered organizations is used to frame an analysis of 30 employee interviews. Data suggest that gendered organizational assumptions inherent to several workplace policies and practices contribute to employee strain associated with negotiating the demands of life on and off the job. Further, the findings show that these gendered organizational assumptions prevent organizations from developing workplace cultures responsive to employees' work, family and personal needs. A brief review of the interdisciplinary work–family field is presented, followed by a discussion of gendered organizations. Then, using interview data collected from management and ‘front‐line’ female and male workers employed at a municipal government, this paper examines how workplace practices, presumably gender neutral, affect employees and the organizational culture in which they work.     

The effects of scaling strategies on the scaling of social impact: Evidence from Chinese social enterprises

Conventional nonprofit organizations (NPOs) and social enterprises (SEs) face constant challenges when scaling their social impacts, especially in societies undergoing transformation, such as China, where NPO and SE ecosystems are still nascent. Whereas previous studies have identified various scaling approaches for SEs, empirical investigations of the linkages between scaling strategies and scaling performance are lacking. To address this gap, we conducted a quantitative study of 293 Chinese SEs to examine how the four types of scaling strategies brought about different scaling performances and how the results varied upon organizational form. Our results revealed that three of these scaling strategies, namely knowledge dissemination, organizational growth, and contractual partnerships, contributed positively and significantly to scaling performance, whereas capacity building had a positive but not statistically significant effect. Our results also indicated that the positive contributions of organizational growth and knowledge dissemination to scaling performance were reinforced in SEs organized as nonprofits. Moreover, the results indicated that SEs that deployed combined and diversified scaling strategies demonstrated better scaling performance than those that deployed just one strategy. Our findings have important managerial implications for practitioners within the SE community, and especially providing a scientific basis for the managers of nonprofit SEs to select appropriate scaling strategies.     

Understanding weaknesses in bullying research: How school personnel can help strengthen bullying research and practice

School personnel (teachers, administrators, counselors, staff, and social workers) would greatly benefit from a stronger understanding of bullying dynamics. In order to heighten their understanding, we must strengthen bullying research. Despite more than 40 years of bullying research, a number of methodological weaknesses continue to plague the field of bullying. First, there is a lack of a common definition of bullying, making it difficult to compare results across studies. Second, some researchers use one-item measures of bullying, a practice that lacks content validity and fails to assess the entire scope of the bullying dynamic. Third, many measures fail to assess all forms of bullying. Fourth, researchers often fail to provide a definition of bullying or to even include the word “bullying” in their measures, thus conflating the measurement of bullying and aggression. Finally, most scales measure the prevalence of bullying and fail to assess the motivations for bullying or reasons why youth are bullied or bully others. The current article provides an overview of these five weaknesses present in bullying research, presents possible solutions, and discusses implications for school personnel.     

Reconsidering participatory action research for organizational transformation and social change

Abstract

Considering the notion of vagueness of organizational and social contexts during the processes of organizational transformation and social change, a dramaturgical model of organizations is proposed for facilitating the process of organizational transformation and learning in local and contingent contexts. Our strategy for participatory action research (PAR) is suggested for appreciating the importance of the multiple uses of research methods, hence the need to come to terms with pluralism and holism. In this paper, the design of participant-driven research, using the post-structuralist thought of Michel Foucault and Gilles Deleuze, is critically reviewed.     

In movimento: ‘contamination’ in action and the Italian Global Justice Movement

Abstract In this article we explore the process of ‘contamination’ (namely cross‐fertilization) in the development of the Global Justice Movement in Italy during the 1990s. We focus on two specific organizational sectors of this movement: labour organizations and associations for solidarity with the global South. We concentrate on a stage of the protest cycle that has been overlooked in social movement studies, namely the emergence of mobilization after a period of latency, and shed light on the process through which individual and organizational networks actually facilitate mobilization and vice versa. The process of ‘contamination’ in action is presented as the combination of structural, cognitive and affective mechanisms. It operates through both individual and organizational networks that together facilitate logistic coordination, enable the emergence of tolerance and mutual trust and allow frame bridging and the transnationalization of identities.     

学校欺负相关研究的回顾与社会学反思

对学校欺负相关研究的回顾发现,当前研究仍处于探索阶段,对于学校欺负核心概念仍然没有达成共识;理论研究处于"松散状态";现状研究对核心问题尚未探讨;研究方法与研究视角单一;干预策略本土化研究尚少。透过社会学视角,未来学校欺负研究应转向欺负行为背后,探讨谁在欺负与受欺负;明确学校欺负核心概念的内涵与外延;建立学术共同体提升理论研究与现状研究,尤其是对个案研究,在此基础上开展社会支持系统下的学校欺负干预实验,提升本土化研究水平。