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Managers in the firing line: Contributing factors to workplace bullying by staff – an interview study

Published online by Cambridge University Press:  02 February 2015

Sara Branch ,
Sheryl Ramsay  and
Michelle Barker
Sara Branch
Affiliation:
Centre for Work, Leisure and Community Research, Griffith Business School – Nathan Campus, Griffith University, Brisbane QLD, Australia
Sheryl Ramsay
Affiliation:
Centre for Work, Leisure and Community Research, Griffith Business School – Nathan Campus, Griffith University, Brisbane QLD, Australia
Michelle Barker
Affiliation:
Centre for Work, Leisure and Community Research, Griffith Business School – Nathan Campus, Griffith University, Brisbane QLD, Australia
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Abstract

Workplace bullying is a phenomenon that is attracting increasing interest from researchers throughout the Western world. To date, most of the research into workplace bullying has focused on managers and colleagues as the perpetrators of bullying in the workplace. By contrast, little is known about ‘upwards bullying’, where managers are the targets. We argue that in order to more fully understand workplace bullying as a whole, the phenomenon of upwards bullying requires research attention. In the present study, upwards bullying was explored in interviews conducted with 24 managers from public and private organizations, with the data coded and arranged thematically. Results indicate that potential contributing factors towards upwards bullying include the current work environment, change within organizations and power issues. We recommend that organizations identify the occurrence and processes of upwards bullying as important steps in developing comprehensive workplace bullying policies.

Keywords

powerupwards bullyingworkplace abuseworkplace bullying
Type
Research Article
Information
Journal of Management & Organization , Volume 13 , Issue 3 , September 2007 , pp. 264 - 281
Copyright
Copyright © Cambridge University Press and Australian and New Zealand Academy of Management 2007

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