Although researchers have been interested in workplace bullying for several years, it remains largely misunderstood and is a challenge for organizations. Confusion around even the definition of bullying makes it more difficult to detect and, as a result, to reduce how often it occurs. This scientific interpretation aims to narrow down the concept of workplace bullying, to identify the main risk factors and to suggest prevention and intervention measures to deal with it, while taking into account the cultural context of organizations.
This scientific interpretation is based on three studies. The first, by Baillien and colleagues (2017), involves empirical and conceptual differences between bullying and interpersonal conflicts. The second study, by Hogh and colleagues (2017), was done to determine the prevalence of workplace bullying and its main risk factors. Finally, the third study, by Salin and colleagues (2018), examines measures for preventing workplace bullying and taking action against it that have been put in place by human resource professionals in 14 countries.
Legend : Recommendation of our expert
Expert adviser:
- FRANÇOIS COURCY, full professor, Psychology, Université de Sherbrooke
FRÉDÉRIC MALLETTE, doctoral student in Psychology, Université de Sherbrooke
Authors:
- ÉTIENNE FOUQUET, research assistant, Université de Sherbrooke
PATRICE DANEAU, research assistant, Université de Sherbrooke
JOSÉE CHARBONNEAU, research assistant, Université de Sherbrooke
This initiative was made possible through a collaboration with the Université de Sherbrooke.
DEFINING BULLYING
The first study, by Baillien and colleagues (2017), aimed to define workplace bullying. To do so, the authors differentiated between interpersonal conflicts and bullying, as the two are often confused. Defining bullying as a separate phenomenon is essential to be able to take action on the ramifications it causes.
WHAT WE MEAN BY:
Interpersonal conflict
Interpersonal conflict is considered to be a confrontation during which the employees concerned become aware of and feel a negative impact on something they value, which is important to them. The conflict can also be expressed through a dispute between two or more parties who realize that they have a conflict, regarding motivations, roles, goals, objectives, intentions or interests. Interpersonal conflict is seen as something that could lead to workplace bullying.
It is important not to confuse interpersonal conflict with workplace bullying.
Workplace bullying
Workplace bullying refers to a situation in which one or more employees are targeted on numerous occasions, and over a long period of time (six months or more), through negative actions at work. It can include physical and sexual violence. More specifically, workplace bullying involves trying to discredit the victim on a personal and professional level through false allegations of professional misconduct, incompetence or criminal acts (1. Hirigoyen, M. F. (2000). Us et abus du terme : harcèlement moral. Synapse, 164, 75. (2000). Us et abus du terme : harcèlement moral. Synapse, 164, 75.)
Psychological harassment
Psychological harassment means “any vexatious behaviour in the form of repeated and hostile or unwanted conduct, verbal comments, actions or gestures, that affects an employee’s dignity or psychological or physical integrity and that results in a harmful work environment for the employee.” (Loi sur les normes du travail du Québec (2018). RLRQ, c. N-1.1, art. 81(18).)
It is not unusual for workplace bullying to be confused with psychological harassment, and vice versa. The two terms have similar definitions and are often taken as synonyms in the scientific research. If the difference is not obvious in the scientific literature, it is even more difficult for human resource professionals to observe it on the ground and adapt their actions as a result. It seems that workplace bullying is a more specific form of psychological harassment, and for this reason, this text focuses mainly on bullying.
Method
The study sample was done in Germany with the help of various announcements in newspapers in which readers were invited to participate in a study on social conflicts: to create an appropriate group of non-victims for the study, the word “bullying” was not used in recruitment.
Participants had to complete a log book for 20 days in which they described events that could be related to conflicts – their own or those of other people in the organization. After the 20 days there was a 4-month break, then they began making entries in the log book for another 20 days.
Portrait of the study:
- 109 participants (47 assigned to the victims’ group and 62 to the non-victims’ group)
- Average age of 46 years for the victims’ group and 39 years for the non-victims’ group
- 70% of participants in the victims’ group and 62% of the non-victims’ group were women
- 48% of participants in the victims’ group and 52% of the non-victims’ group had a degree or diploma (university or similar)
CHARACTERISTICS OF WORKPLACE BULLYING
Frequency
- Bullying happens at least once a week.
Negative social behaviour
- Bullying involves exposure to real, negative social behaviours involving work (e.g. devaluation of work and of the employee’s efforts) or personal attributes (e.g. ridicule, social isolation).
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