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    Prevention of and interventions in workplace bullying: a global study of human resource professionals' reflections on preferred action
    (Routledge Journals, Taylor & Francis Ltd, 2020) Salin, Denise; Cowan, Renee L.; Adewumi, Oluwakemi; Apospori, Eleni; Bochantin, Jaime; D'Cruz, Premilla; Djurkovic, Nikola
    The aim of this study was to analyze Human Resource Professionals' reflections on the prevention of and intervention in workplace bullying across different countries. More specifically, the study sought to identify what actions were, in the experience of human resource professionals, best to prevent and intervene in bullying and uncover organizations' motives for engaging in such work. The study was conducted through semi-structured interviews (n = 214) in 14 different countries/regions, representing all continents and all GLOBE cultural clusters. Qualitative content analysis was performed to analyze the material. The findings indicate that bullying was largely conceptualized as a productivity and cost issue, and that was largely driving efforts to counter bullying. Training and policies were highlighted as preferred means to prevent bullying across countries. In contrast, there were large national differences in terms of preferences for either disciplinary or reconciliatory approaches to intervene in bullying. This study advances our understanding of what human resource professionals consider preferred ways of managing workplace bullying, and adds to our understanding of cross-national differences and similarities in views of this phenomenon. As such, the results are of relevance to both practitioners and scholars.
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    Workplace bullying across the globe: a cross-cultural comparison
    (Emerald Group Publishing Ltd, 2019) Salin, Denise; Cowan, Renee; Adewumi, Oluwakemi; Apospori, Eleni; Bochantin, Jaime; D'Cruz, Premilla; Djurkovic, Nikola
    Purpose - The purpose of this paper is to analyze cross-national and cross-cultural similarities and differences in perceptions and conceptualizations of workplace bullying among human resource professionals (HRPs). Particular emphasis was given to what kind of behaviors are considered as bullying in different countries and what criteria interviewees use to decide whether a particular behavior is bullying or not. Design/methodology/approach - HRPs in 13 different countries/regions (n = 199), spanning all continents and all GLOBE cultural clusters (House et al., 2004), were interviewed and a qualitative content analysis was carried out. Findings - Whereas interviewees across the different countries largely saw personal harassment and physical intimidation as bullying, work-related negative acts and social exclusion were construed very differently in the different countries. Repetition, negative effects on the target, intention to harm, and lack of a business case were decision criteria typically used by interviewees across the globe - other criteria varied by country. Practical implications - The results help HRPs working in multinational organizations understand different perceptions of negative acts. Originality/value - The findings point to the importance of cultural factors, such as power distance and performance orientation, and other contextual factors, such as economy and legislation for understanding varying conceptualizations of bullying.