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Date of Award

1-1-2014

Document Type

Dissertation - NSU Access Only

Degree Name

Doctor of Philosophy in Conflict Analysis & Resolution

Department

Graduate School of Humanities and Social Sciences

First Advisor

Dustin Berna

Second Advisor

Jason J. Campbell

Third Advisor

Judith McKay

Abstract

Workplace bullying is a repeated, health-harming mistreatment carried out in the form of verbal abuse or other ways that are threatening, humiliating, and intimidating; which interferes with work; and which prevents work from being completed (Lutgen-Sandvik & Sypher, 2009). The study sought to explore reported workplace bullying and how the phenomenon plays out as a fundamental conflict that affects the quality of life of those bullied. The study was guided by a central research question namely, what effects follow reported workplace bullying? A sub-question focused on the nature and extent of the effects of reported workplace bullying.

Using the phenomenological research methodology, eight participants who reported being bullied in the workplace were interviewed. The following themes: 1) Confusion Concerning Organizational Response, 2) Fear Concerning Various Levels of Reprisals, 3) Re-bullied as Consequence of Reporting Experience, 4) Intimidation to Force Regret for Reporting Experience, 5) Alienation within the Workplace, 6) Hopelessness and Helplessness about Conditions in the Workplace, and 7) Physical and Emotional Stress Deranging Personal and Social Balance emerged from the findings.

Based on discussions of the implications of the study, an Organizational Response Model (ORM) dealing with bullying and reported workplace bullying was developed as a prescriptive tool to compliment several groups who work with the bullying conflict.

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