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dc.contributor.authorGardner, DHen_US
dc.contributor.authorBentley, Ten_US
dc.contributor.authorCatley, Ben_US
dc.contributor.authorCooper-Thomas, Hen_US
dc.contributor.authorO'Driscoll, Men_US
dc.contributor.authorTrenberth, Len_US
dc.coverage.spatialUniversity of Auckland, Auckland, New Zealanden_US
dc.date.available2013en_US
dc.date.issued2013en_US
dc.identifierhttp://www.psychology.org.nz/en_US
dc.identifier.citation2013, pp. 32 - 32 (1)en_US
dc.description.abstractWorkplace bullying remains a significant problem in many organisations worldwide, with significant negative impact on the wellbeing of individuals, organisations and communities. Interventions tend to be reactive, addressing individual perpetrators and targets rather than the structural or systemic factors that facilitate bullying. Individual coping responses which directly address the problem, such as counter-attacks or reporting, tend to escalate problems. Effective solutions are most likely to involve organisational factors such as constructive leadership, perceived organisational support and the presence of effective strategies for managing bullying. An organisation-wide survey was completed in New Zealand by 1733 employees from four sectors: healthcare (42%), education (27%), hospitality (8%) and travel (19%). Perceived organisational support, constructive leadership and effectiveness of organisational strategies were expected to be associated with reduced levels of bullying, and to weaken the positive association between bullying and strain and the negative relationship between bullying and wellbeing. In contrast, individual-level task-focused and emotion-focused strategies were expected to be associated with increased levels of bullying and to worsen the effects of bullying on strain and on wellbeing. Direct and moderated effects were analysed and implications for research and practice will be discussed.en_US
dc.format.extent32 - 32 (1)en_US
dc.publisherThe New Zealand Psychological Societyen_US
dc.sourceNew Zealand Psychological Society Annual Conference: Building bridges: Dialogues across Psychology: Whakatina: Ngā kōrero o te Mātai Hinengaroen_US
dc.titleEffectiveness of individual and organizational strategies to address workplace bullyingen_US
dc.typeConference Paper
dc.date.finish-date2013-09-09en_US
dc.date.start-date2013-09-06en_US
dc.description.confidentialfalseen_US
dc.identifier.elements-id203477
dc.description.publication-statusPublisheden_US
dc.description.place-of-publicationNew Zealanden_US
pubs.organisational-group/Massey University
pubs.organisational-group/Massey University/College of Humanities and Social Sciences
pubs.organisational-group/Massey University/College of Humanities and Social Sciences/School of Psychology
pubs.organisational-group/Massey University/Massey Business School
pubs.organisational-group/Massey University/Massey Business School/PVC's Office - Massey Business School
pubs.notesNot knownen_US
dc.publisher.urihttp://www.psychology.org.nz/en_US


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