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Mapping “Varieties of Workplace Bullying”

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How does the “varieties of workplace bullying” conceptualization expand our understanding of workplace bullying as a multi-faceted phenomenon?

Image courtesy of interviewee. November 26, 2024

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This video text discusses workplace bullying as a multifaceted issue, emphasizing its definition as emotional abuse or psychological violence occurring in professional relationships. The speaker highlights that workplace bullying is not merely organizational controls or exploitation but is characterized by negative behaviors such as insults, exclusion, and micromanagement.

This video differentiates between various types of bullying, including interpersonal bullying, depersonalized bullying influenced by organizational goals, and bullying that occurs externally, such as from clients or customers. It also points to the evolving understanding of bullying to include category-based harassment, such as discrimination based on gender, race, or disability.

The speaker discusses the complexity of bullying research, noting its growth from early studies focusing primarily on interpersonal dynamics to a broader understanding that includes socio-cultural contexts and the influence of technology, particularly regarding cyberbullying. They stress the importance of defining and understanding the context of bullying to tailor effective interventions and prevention strategies.

Additionally, the text mentions the roles of various stakeholders involved in bullying situations, such as targets, bullies, bystanders, managers, HR, and unions, and notes that understanding the interactions and dynamics between these parties is crucial for developing effective policies and interventions.

Overall, the speaker advocates for a comprehensive approach to studying and addressing workplace bullying, including recognizing its psychological impacts, cultural variations, and the necessity of legislating against it while fostering a respectful work environment.

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Here are five key points extracted from the video regarding workplace bullying and its broader convideo:

1. **Definition and Nature of Workplace Bullying**: Workplace bullying is defined as emotional abuse and a form of psychological violence. It encompasses negative behaviors such as gossiping, exclusion, excessive teasing, micromanagement, and the assignment of meaningless tasks. This construct indicates that bullying is fundamentally about interpersonal relationships rather than organizational controls or exploitation within workplace settings.

2. **Evolution of Understanding**: Initially, workplace bullying was considered a status-neutral phenomenon, where anyone could be a bully regardless of their social status. However, contemporary research recognizes "category-based harassment," where individuals may be targeted due to attributes like gender, age, religion, or sexual orientation, highlighting the complexities of bullying in social convideos.

3. **Varieties of Workplace Bullying Framework**: The framework developed through extensive research encompasses multiple facets of bullying, including interpersonal bullying, depersonalized bullying (where managers use emotional abuse for organizational objectives without targeting individuals), and external bullying (where individuals are bullied by clients or customers outside of their organization). This approach underscores that bullying is not a unitary construct but multi-dimensional.

4. **Importance of Convideo**: Understanding workplace bullying requires consideration of the cultural and convideoual factors that shape its dynamics. The effects and expressions of bullying vary across different cultural settings, necessitating tailored interventions that account for these differences. This includes recognizing bullying in convideos beyond the adult workplace, such as child labor situations.

5. **Need for Comprehensive Interventions**: Effective interventions to combat workplace bullying must consider various actors involved, including targets, perpetrators, bystanders, leaders, HR personnel, and unions. It’s essential to understand who participates in bullying situations and how they can help mitigate or exacerbate the problem. There is also a call for ongoing research to develop prevention strategies as technology alters the nature of workplace interactions, leading to new forms like cyberbullying.

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Here are some key quotes and ideas extracted from the video:

1. **Definition of Workplace Bullying**:
- "Work-based bullying basically is emotional abuse, so it's psychological violence or harassment or aggression."

2. **Nature of Bullying**:
- "Essentially it is emotional abuse that's taking place in the convideo of a relationship between people."
- "Bullying is not organizational controls... bullying as a construct is emotional abuse."

3. **Distinction from Exploitation**:
- "You are being exploited, and you may consider that to be bullying subjectively, but it's exploitation. So it is definitely a problem, but it doesn't fall within the construct of bullying."

4. **Changing Understanding of Bullying**:
- "Bullying was first researched as a topic... seen as status neutral."
- "We understand bullying to also cover category based harassment... you can be bullied because of gender, religion, class, age, caste, sexual orientation, disability, and so on."

5. **Framework Development**:
- "Varieties of workplace bullying framework... bullying is a multifaceted construct."

6. **Types of Bullying**:
- "There is a certain bullying which is depersonalized or impersonal... managers... engage in bullying... to get the work of the organization done."
- "External bullying is another dimension... bullying is happening between organizational members... or by a customer, by a patient, by a student."

7. **Evolving Research**:
- "The conventional understanding of bullying is one where they talk about repetition as being important."
- "Cyber bullying as a concept is being researched more... special characteristics of cyber bullying."

8. **Importance of Convideo**:
- "Cultural convideo... bullying is not the same in different cultures... understanding bullying in its convideo makes your intervention that much more effective."

9. **The Role of Various Stakeholders**:
- "You have the targets and you have the bullies... bystanders, leaders, HR... interventionists."

10. **Focus of Research**:
- "The ecological factors that cause it, the consequences... how do people cope with bullying?"

11. **Call for Action**:
- "It needs attention and looking at... what can be done at that level as well."
- "If it's about relational indignity... can we relate better?"

These quotes encapsulate the central themes of the video, which include the definition and nature of workplace bullying, its multifaceted aspects, the importance of convideo and stakeholder roles, as well as the evolving nature of research in this field.

X-TIMESTAMP-MAP=LOCAL:00:00:00.000,MPEGTS:90000

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Context of this particular work.

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It's actually a comprehensive literature review,

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which is kind of taking stock of the field.

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Uh, and, it's the introductory chapter

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to our four volume, handbook.

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Now, you know, it basically takes a stock

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and sets the tone for the whole handbook

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and gets an idea of what, where the field is currently.

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And work-based bullying basically is emotional abuse,

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so it's psychological violence or harassment or aggression.

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And, it basically comprises of negative behaviors

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that could include, you know, insults, threats,

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gossiping, exclusion

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and isolation, excessive teasing,

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micromanaging people at work, you know,

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withholding information from them,

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assigning meaningless tasks.

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But essentially it is emotional abuse

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that's taking place in the context

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of a relationship between people.

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And why I emphasize this is

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because I would like, you know, based on the literature,

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I would like this understanding to be clear

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that workplace bullying is not organizational controls.

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You know, all organizations use means of coordination.

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They may use surveillance, they may use, you know,

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tight deadlines, et cetera,

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and that is a part that could make you feel bullied.

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You could experience that as bullying,

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but bullying as a construct is emotional abuse.

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Similarly, you know, you could feel

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that you are being exploited when the working conditions are

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not being met, either in terms of decent work indicators

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or in terms of, you know, the legal requirements of

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what working conditions should be per industry.

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You are being exploited, and you may consider that

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to be bullying subjectively,

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but that's not bullying if it's not emotional

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abuse, but it's exploitation.

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So it is definitely a problem,

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but it doesn't fall within the construct of bullying.

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So bullying is emotional abuse,

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and there's a concept which is closely related.

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You see, when bullying was first, researched

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as a topic, it was seen as status neutral, which means

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that it was just that a person in the

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organization was bullying someone else.

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The simplest example could be that, you know,

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a Asian woman like me is being bullied

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by another Asian woman at the same level,

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and that woman is from the same social

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class as me and so on.

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And that's what is known as status neutral.

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So, you know, there was this understanding

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that workplace bullying state is neutral,

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but over the years, as the research on bullying has expanded

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and there's a greater understanding of it,

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we understand bullying to also be,

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to cover category based harassment.

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That means that you can be bullied

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because of gender, you can be bullied

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because of religion, you could be bullied

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because of class age, you know, caste,

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sexual orientation, disability and so on.

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So there is this understanding of category based harassment,

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or as this now more, you know, more, widely termed

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as microaggressions, you know, so there is a thing

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that you didn't be booty only

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because of, a lack of status, you know, lack

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of your social category,

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but that can also influence bullying,

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category based harassment, varieties

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of workplace bullying framework is something that NEA nar,

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who's my co-author and

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Collaborator, and I developed as a result of extensive,

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engagement with this field, both as a result

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of our own primary based research in India

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and in other countries, as well as the engagement

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with the international literature.

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Because we've been involved in this

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field for a very long time.

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It's been at least 17 years,

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and we've been researching this field.

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And what we observed through our own research

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and through the engagement with the literature is that,

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you know, bullying is a multifaceted construct.

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And, a lot of times, the bulk

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of the researchers focus on

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what is done is interpersonal bullying.

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That is bullying where one person targets another person

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or one group targets another person or another group,

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and there you are singled out

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and you are targeted, you know,

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at an interpersonal level.

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But that was not the whole picture.

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What we found, you know, when we did a lot

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of research in India, and this has been found in other parts

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of the world as well, is that there is a certain bullying,

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which is depersonalized

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or impersonal, where, you know, in order to get the work

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of the organization done, managers, supervisors,

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et cetera, they engage in bullying.

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That means that they use emotional abuse to get work done

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to achieve the organization objectives.

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And they're doing it with everybody in the

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organization, all the subordinates.

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They're not targeting anybody,

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they're not singling anybody out,

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but they just applied across the board to get work done.

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So there's no personal agenda that they have.

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It's the organizational objectives,

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and that's depersonalized bullying.

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Then the other part is that most

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of the bullying research has focused on bullying

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that's taking place within a workplace

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or within an organization that's internal.

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Bullying is happening between organizational members.

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For example, you know, a superior bullies a subordinate

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or peers bully one another,

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or a subordinate bullies a superior as well.

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But you could have instances where you are bullied

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by a customer, by a patient, by a student, by a supplier

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or a contractor, and that is outside of the organization,

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and that is also bullying.

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What happens is, you know, the conventional understanding

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of bullying is one

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where they talk about repetition as being important.

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It has to be frequent, it has be persistent,

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and there are cutoffs as well in the measurement

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of bullying that exist.

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And that is very important, no doubt,

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because, you know, there is, what happens

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with persistence is that bullying escalates

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and you experience it as more of serious, more severe.

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But in external bullying, you know,

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when you are being bullied by a customer

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or by a student, what happens is

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that you can experience it frequently as well,

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because if, if several customers come

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and they are different customers

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with several customers come in and bully, bully you,

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and in a single shift in a restaurant, for example,

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or on a call center, you've experienced so much of bullying

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or you know, a, a particular customer keeps coming into the

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restaurant, a particular student harrises you every day in

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class, that is also bullying.

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There is a element of repetition over there.

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So external bullying is another dimension.

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So I've spoken about four internal,

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external interpersonal depersonalized,

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and the other aspect is the form that bullying takes.

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You know, so obviously earlier on, our understanding

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of bullying was always about approximate interactions

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because we met each other in the workplace,

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we met physically, and the bullying would be face to face,

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it would happen in a physical place.

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But now when we use technology, we use phones, email,

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text messages, social media, you know,

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you are being bullied in virtual forms as well.

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And you know, that is also very important.

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The boss can pick up the phone and start yelling at you,

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or a text message or an email.

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And these aspects of bullying have a number

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of special characteristics.

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One is that, you know, first of all,

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repetition takes on a different, sort of,

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a different quantitation altogether.

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Because if I see an email, it may be sent once,

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but I keep reading it and I read it

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and read it again, I feel the pain

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of the negativity over and over again.

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That mail could have been sent to a lot of other people.

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So there's an audience reach, there's a boundarylessness,

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and those people could forward it to others.

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So the whole experience gets, you know, widened

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and more people come to know about it.

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So there's a certain kind of, special dimensions to

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what we term a cyber bullying.

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There's also imperson impersonation, right?

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Somebody can create a fake email

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account and start bullying me.

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I don't know who's actually doing it,

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or if we are talking over, you know,

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a virtual medium like this, you know, sometimes

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because we are not physically in the same location,

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there's a certain sense of distance

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and that makes me be more aggressive.

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That makes me be more, you know, forward in,

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in speaking badly to the person I'm speaking to, et cetera.

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So there are certain special characteristics

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with cyber bullying, and that's getting more cyber bullying

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as a concept is being researched more.

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So varieties of workplace bullying framework basically says

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that bullying is not a unitary construct,

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but it has multiple facets.

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And when we are studying bullying, we should be clear

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what we are studying because it's only when we are clear

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what we are studying that we can tailor make our

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interventions to suit that.

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Like for example, if the bullying in a workplace

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is really depersonalized, you know, managers

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and supervisors are engaging in bullying in order

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to get the work done, in order

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to realize the organizational agenda, there's no point

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of having, you know, interventions which focus on,

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you know, trying to see that people, behave well

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with each other in the sense

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that they don't target each other, you know,

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because deeper self bullying is not targeted.

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So in that sense, understanding the kind of bullying

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that is going on is really important to be able

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to intervene effectively.

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Bullying is being researched a lot these

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years and with good reason.

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Uh, I'm not sure if you are aware,

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but there was an ILO survey global survey in 2022,

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which has shown that one in five people have experienced

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bullying psychological violence during their working life,

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you know, so it's quite a big problem,

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and we find that, there's a lot

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of research going on, on bullying.

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So from the early years, you know,

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the early nineties when bullying began

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to get researched in Scandinavia

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to now it's really a issue

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being researched all over the globe.

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So to give you another idea, I mean, a lot

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of the earlier research started in psychology

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and in Scandinavia, so that was,

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was the main disciplinary focus.

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And a lot of the psychological theories, you know,

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around stress and coping, like the job designs,

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resource model, conservation of resources,

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social exchange theory, were very relevant.

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And now effecti events theory has

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also become quite important.

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And research in that domain,

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because of the psychological basis,

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was a lot more positivist, a lot more quantitative.

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But at the same time, you know, you found towards the end

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of the nineties and the early two thousands, a lot

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of people from the US began

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to study it from the communications discipline,

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and that research became a lot more qualitative post

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positivist and gave a different, you know, set

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of insights into the field.

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Yeah, so broadly when we look,

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and now of course it studied all over the world,

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it still remains largely quantitative

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with strong positivist focus,

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but there are qualitative elements as well, you know,

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post positivist elements as well, which we see,

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which are definitely enriching the field.

254
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So basically the focus is to look at what is bullying,

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what are its features to look at antecedents,

256
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the ecological factors that cause it, the consequences,

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you know, which are so severe,

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and how they can be dealt with.

259
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How do people cope with the bullying?

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And the, then the other aspect,

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which I think the quantitative people look at more

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as the mediators, the moderators,

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and the people who are studying it from a more post

264
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positivist or qualitative perspective, we look at

265
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what are the factors, what is the course

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or the pro processes involved?

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What is the way in which it unfolds over time,

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and what are the different factors which either mitigate,

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reduce it or accentuate it, you know?

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So that's one aspect.

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And the other aspect is who are the actors

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that are involved in bullying situations?

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You of course have targets and you have bullies

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or perpetrators as they're called.

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And then you have the bystanders, the witnesses

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or the observers who are also getting increasing attention.

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What is their role? What do they do?

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Do they support the target? Do they support the bully?

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And, you know, how can they contribute

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to mitigating a situation, accentuating it?

281
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Then of course the leaders, the supervisors

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and the managers, sometimes they themselves are the bullies,

283
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but sometimes they are not the bullies,

284
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they are the supervisors

285
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or managers who maybe the targets turn to

286
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as a first line of defense.

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So you have the leaders at different levels in an

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organization because you have the immediate supervisors,

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the line managers, but you also have the, you know,

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top managers who set the tone

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for the organizational culture, who are involved in policy

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and creating, you know, procedures, et cetera.

293
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So that's another set of players. So I've talked about four.

294
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Then you have hr. So HR is another big player,

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and what is their role?

296
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You know, conventionally their role has been the employee

297
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advocacy role, but now increasingly their strategic business

298
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partners with managers.

299
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So what role do they play really in

300
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addressing workplace bullying?

301
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And then you also have unions

302
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because, you know, particularly in the global north

303
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and particularly so many years ago,

304
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unions were very important.

305
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They're still very important though.

306
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Union strength may be weakening,

307
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but they still play a very important

308
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role in workplace bullying.

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And now you have newer alternative forms of organizing.

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You have civil society organizations,

311
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social movements like me too, for example.

312
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You also have, worker aggregations, et cetera, you know,

313
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so what role do they play, in, in terms

314
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of a bullying situation and so on.

315
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So you have the different players.

316
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So that's another aspect of bullying, which you know,

317
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is also paid attention to, as I mentioned,

318
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targets and bullies.

319
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Bystanders, leaders are some of the primary people,

320
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and then you have

321
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interventionists, you know, the whole spectrum.

322
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Interventionists intervention would be at three different

323
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levels, primary, secondary, tertiary.

324
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And here you have a whole lot.

325
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You have legislators, work regulation authorities,

326
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which are government or state related interventions,

327
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you know, labor inspectors, for example.

328
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Then you have therapists, you have mediators,

329
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arbitrators, you know, confidential counselors in the,

330
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in the global north, like in the Netherlands.

331
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And you know, in, other countries,

332
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these are very important.

333
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So you have a whole range of the spectrum would be very,

334
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very wide in terms of the theoretical,

335
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the disciplinary basis, which then have influence on

336
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what theories you study or what methods you use.

337
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Then the focus of the research, you know, as I mentioned,

338
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causes consequences, course of the ill issue,

339
00:13:07.305 --> 00:13:08.525
and then the act and the players.

340
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So it's quite large or field,

341
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and yes, there's lots

342
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of research from all over the world that is being done.

343
00:13:14.195 --> 00:13:15.645
Yeah, I would say very good.

344
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Ill add one more part here, which I forgot,

345
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which is the context, you know, the cultural context,

346
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within which, and that is something very important for all

347
00:13:23.285 --> 00:13:26.045
of us to keep in mind because bullying is not the same

348
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in different cultures.

349
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We use the metaphorical frameworks of, of gannon

350
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and pill in combination

351
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because, you know, this helps us to capture a context,

352
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a cultural context in its complexity,

353
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and to understand how bullying unfolds within that,

354
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which I think is also important just like capturing

355
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varieties which variety

356
00:13:43.905 --> 00:13:45.885
or which combination of variety you're talking about.

357
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Similarly, when you understand bullying in its context,

358
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it makes your intervention that more eff

359
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that much more effective.

360
00:13:51.785 --> 00:13:53.565
For example, in a lot of global south context,

361
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you also have, which is

362
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what we have shown in our research,

363
00:13:56.625 --> 00:13:58.845
you have child labor, so you have bullying of children.

364
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So bullying is not only an adult phenomenon then.

365
00:14:01.265 --> 00:14:03.045
So when you talk about policies,

366
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you talk about interventions, you also need to look at,

367
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you know, how would you address something like child

368
00:14:08.165 --> 00:14:11.205
labor, bullying in child labor context.

369
00:14:11.385 --> 00:14:13.405
And within that, you know, you would have to

370
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of course intervene with a lot of, CSOs with the,

371
00:14:16.745 --> 00:14:20.485
you know, NGOs or also with legislation, et cetera.

372
00:14:20.485 --> 00:14:22.005
So it's a very complex issue

373
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and the spectrum is very, very wide.

374
00:14:24.365 --> 00:14:26.365
I think it's also because it's very relevant in the Indian

375
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context, because we have a lot of social categories

376
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and intersectionality of social categories.

377
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So we've been doing research on, sexual orientation,

378
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gender, caste and disability.

379
00:14:36.705 --> 00:14:38.445
So that's one of the things that I've been looking at.

380
00:14:38.445 --> 00:14:41.085
And as I say, cultural context is very important.

381
00:14:41.305 --> 00:14:43.365
And I've been involved in a study with a lot

382
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of international collaborators from particularly global

383
00:14:46.445 --> 00:14:49.245
south countries, looking at the relevance of,

384
00:14:49.585 --> 00:14:50.765
you know, scales,

385
00:14:51.155 --> 00:14:52.405
Instruments, you know,

386
00:14:52.405 --> 00:14:54.485
measuring instruments used in the global north

387
00:14:54.905 --> 00:14:57.525
and you know, how relevant they are say in global south

388
00:14:57.715 --> 00:14:59.485
context and cultural context

389
00:14:59.655 --> 00:15:01.765
where language can be an issue, et cetera.

390
00:15:02.305 --> 00:15:04.405
So, these are the things that I've been looking at.

391
00:15:04.545 --> 00:15:07.965
Uh, another thing I'm very, interested in this,

392
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looking at issues around prevention and intervention

393
00:15:10.325 --> 00:15:12.245
because I believe that, you know, as I mentioned,

394
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it is a very pressing problem across the globe,

395
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and, it needs attention

396
00:15:16.505 --> 00:15:18.205
and looking at, you know, what can be

397
00:15:18.205 --> 00:15:19.325
done at that level as well.

398
00:15:19.645 --> 00:15:21.645
I would say that, you know, I think it's important to know

399
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that workplace bullying is about relational indignity,

400
00:15:24.905 --> 00:15:26.445
you know, at the very basic level,

401
00:15:26.865 --> 00:15:28.885
it takes place within pe between people.

402
00:15:29.115 --> 00:15:31.285
It's emotional abuse, it's about relational indignity.

403
00:15:31.285 --> 00:15:32.405
So knowing what you are studying.

404
00:15:32.885 --> 00:15:34.845
Secondly, looking at context, you know,

405
00:15:34.845 --> 00:15:37.125
it's really important to capture context,

406
00:15:37.125 --> 00:15:38.605
and I would say context at multiple levels.

407
00:15:38.965 --> 00:15:41.445
Cultural context for sure, workplace context as well.

408
00:15:41.755 --> 00:15:43.685
It's very important to look at that.

409
00:15:44.225 --> 00:15:45.765
The third thing is look at prevention,

410
00:15:45.835 --> 00:15:48.045
because, you know, we've understood a lot about the problem.

411
00:15:48.145 --> 00:15:49.405
We still need to keep understanding

412
00:15:49.405 --> 00:15:51.885
because the problem is evolving as, you know,

413
00:15:51.885 --> 00:15:54.005
as we have more and more technological interfaces,

414
00:15:54.005 --> 00:15:55.485
we have more cyberbullying, et cetera,

415
00:15:55.665 --> 00:15:58.285
but at the same time trying to address it, you know,

416
00:15:58.285 --> 00:16:00.445
because on the one hand, if it's about relational ind

417
00:16:00.445 --> 00:16:02.445
dignity, which it is, then having more dignity

418
00:16:02.585 --> 00:16:03.605
at work, why not?

419
00:16:03.935 --> 00:16:06.325
We've always been talking about it. How could we enact it?

420
00:16:06.465 --> 00:16:08.605
You know, if it's about how we relate to each other,

421
00:16:08.915 --> 00:16:10.205
then can we relate better?

422
00:16:10.745 --> 00:16:12.565
So, prevention

423
00:16:12.565 --> 00:16:13.925
and intervention,

424
00:16:13.945 --> 00:16:16.205
is also something really very important, I would say,

425
00:16:16.205 --> 00:16:17.885
because you know, only, and,

426
00:16:17.885 --> 00:16:19.565
and for that, studying it in a way

427
00:16:19.565 --> 00:16:22.725
that your studies are valid so that your findings are valid

428
00:16:22.745 --> 00:16:24.405
and they can sort of,

429
00:16:24.745 --> 00:16:27.685
funnel into effective interventions is really very

430
00:16:27.685 --> 00:16:27.965
important.

Understanding Workplace Bullying: Emotional Abuse and Its Distinctions

00:00:00 - Context of this particular work. It's actually a comprehensive literature review, which is kind of taking stock of the field. and, it's the introductory chapter to our four volume, handbook. Now, you know, it basically takes a stock and sets the tone for the whole handbook and gets an idea of what, where the field is currently. And work-based bullying basically is emotional abuse, so it's psychological violence or harassment or aggression. And, it basically comprises of negative behaviors

00:00:36 - gossiping, exclusion and isolation, excessive teasing, micromanaging people at work, you know, withholding information from them, assigning meaningless tasks. But essentially it is emotional abuse that's taking place in the context of a relationship between people. And why I emphasize this is because I would like, you know, based on the literature, I would like this understanding to be clear that workplace bullying is not organizational controls.

00:01:05 - They may use surveillance, they may use, you know, tight deadlines, et cetera, and that is a part that could make you feel bullied. You could experience that as bullying, but bullying as a construct is emotional abuse. Similarly, you know, you could feel that you are being exploited when the working conditions are not being met, either in terms of decent work indicators or in terms of, you know, the legal requirements of what working conditions should be per industry. You are being exploited, and you may consider that to be bullying subjectively,

Understanding Bullying: Beyond Status to Category-Based Harassment

00:01:36 - abuse, but it's exploitation. So it is definitely a problem, but it doesn't fall within the construct of bullying. So bullying is emotional abuse, and there's a concept which is closely related. You see, when bullying was first, researched as a topic, it was seen as status neutral, which means that it was just that a person in the organization was bullying someone else. The simplest example could be that, you know, a Asian woman like me is being bullied by another Asian woman at the same level, and that woman is from the same social

00:02:06 - And that's what is known as status neutral. So, you know, there was this understanding that workplace bullying state is neutral, but over the years, as the research on bullying has expanded and there's a greater understanding of it, we understand bullying to also be, to cover category based harassment. That means that you can be bullied because of gender, you can be bullied because of religion, you could be bullied because of class age, you know, caste, sexual orientation, disability and so on. So there is this understanding of category based harassment,

00:02:41 - as microaggressions, you know, so there is a thing that you didn't be booty only because of, a lack of status, you know, lack of your social category, but that can also influence bullying, category based harassment, varieties of workplace bullying framework is something that NEA nar, who's my co-author and Collaborator, and I developed as a result of extensive, engagement with this field, both as a result of our own primary based research in India

Understanding the Multifaceted Nature of Workplace Bullying

00:03:10 - with the international literature. Because we've been involved in this field for a very long time. It's been at least 17 years, and we've been researching this field. And what we observed through our own research and through the engagement with the literature is that, you know, bullying is a multifaceted construct. And, a lot of times, the bulk of the researchers focus on what is done is interpersonal bullying. That is bullying where one person targets another person or one group targets another person or another group,

00:03:40 - and you are targeted, you know, at an interpersonal level. But that was not the whole picture. What we found, you know, when we did a lot of research in India, and this has been found in other parts of the world as well, is that there is a certain bullying, which is depersonalized or impersonal, where, you know, in order to get the work of the organization done, managers, supervisors, et cetera, they engage in bullying. That means that they use emotional abuse to get work done to achieve the organization objectives. And they're doing it with everybody in the

00:04:12 - They're not targeting anybody, they're not singling anybody out, but they just applied across the board to get work done. So there's no personal agenda that they have. It's the organizational objectives, and that's depersonalized bullying. Then the other part is that most of the bullying research has focused on bullying that's taking place within a workplace or within an organization that's internal. Bullying is happening between organizational members. For example, you know, a superior bullies a subordinate or peers bully one another, or a subordinate bullies a superior as well.

Understanding External and Virtual Dimensions of Bullying

00:04:44 - by a customer, by a patient, by a student, by a supplier or a contractor, and that is outside of the organization, and that is also bullying. What happens is, you know, the conventional understanding of bullying is one where they talk about repetition as being important. It has to be frequent, it has be persistent, and there are cutoffs as well in the measurement of bullying that exist. And that is very important, no doubt, because, you know, there is, what happens with persistence is that bullying escalates and you experience it as more of serious, more severe.

00:05:17 - when you are being bullied by a customer or by a student, what happens is that you can experience it frequently as well, because if, if several customers come and they are different customers with several customers come in and bully, bully you, and in a single shift in a restaurant, for example, or on a call center, you've experienced so much of bullying or you know, a, a particular customer keeps coming into the restaurant, a particular student harrises you every day in class, that is also bullying. There is a element of repetition over there. So external bullying is another dimension.

00:05:49 - external interpersonal depersonalized, and the other aspect is the form that bullying takes. You know, so obviously earlier on, our understanding of bullying was always about approximate interactions because we met each other in the workplace, we met physically, and the bullying would be face to face, it would happen in a physical place. But now when we use technology, we use phones, email, text messages, social media, you know, you are being bullied in virtual forms as well. And you know, that is also very important.

Understanding the Distinctive Aspects of Cyberbullying

00:06:19 - or a text message or an email. And these aspects of bullying have a number of special characteristics. One is that, you know, first of all, repetition takes on a different, sort of, a different quantitation altogether. Because if I see an email, it may be sent once, but I keep reading it and I read it and read it again, I feel the pain of the negativity over and over again. That mail could have been sent to a lot of other people. So there's an audience reach, there's a boundarylessness, and those people could forward it to others.

00:06:49 - and more people come to know about it. So there's a certain kind of, special dimensions to what we term a cyber bullying. There's also imperson impersonation, right? Somebody can create a fake email account and start bullying me. I don't know who's actually doing it, or if we are talking over, you know, a virtual medium like this, you know, sometimes because we are not physically in the same location, there's a certain sense of distance and that makes me be more aggressive. That makes me be more, you know, forward in,

00:07:22 - So there are certain special characteristics with cyber bullying, and that's getting more cyber bullying as a concept is being researched more. So varieties of workplace bullying framework basically says that bullying is not a unitary construct, but it has multiple facets. And when we are studying bullying, we should be clear what we are studying because it's only when we are clear what we are studying that we can tailor make our interventions to suit that. Like for example, if the bullying in a workplace is really depersonalized, you know, managers

Understanding Workplace Bullying: Importance of Targeted Interventions

00:07:53 - to get the work done, in order to realize the organizational agenda, there's no point of having, you know, interventions which focus on, you know, trying to see that people, behave well with each other in the sense that they don't target each other, you know, because deeper self bullying is not targeted. So in that sense, understanding the kind of bullying that is going on is really important to be able to intervene effectively. Bullying is being researched a lot these

00:08:22 - I'm not sure if you are aware, but there was an ILO survey global survey in 2022, which has shown that one in five people have experienced bullying psychological violence during their working life, you know, so it's quite a big problem, and we find that, there's a lot of research going on, on bullying. So from the early years, you know, the early nineties when bullying began to get researched in Scandinavia to now it's really a issue being researched all over the globe. So to give you another idea, I mean, a lot of the earlier research started in psychology

00:08:55 - was the main disciplinary focus. And a lot of the psychological theories, you know, around stress and coping, like the job designs, resource model, conservation of resources, social exchange theory, were very relevant. And now effecti events theory has also become quite important. And research in that domain, because of the psychological basis, was a lot more positivist, a lot more quantitative. But at the same time, you know, you found towards the end of the nineties and the early two thousands, a lot

Exploring the Dimensions and Dynamics of Workplace Bullying

00:09:25 - to study it from the communications discipline, and that research became a lot more qualitative post positivist and gave a different, you know, set of insights into the field. Yeah, so broadly when we look, and now of course it studied all over the world, it still remains largely quantitative with strong positivist focus, but there are qualitative elements as well, you know, post positivist elements as well, which we see, which are definitely enriching the field. So basically the focus is to look at what is bullying,

00:09:57 - the ecological factors that cause it, the consequences, you know, which are so severe, and how they can be dealt with. How do people cope with the bullying? And the, then the other aspect, which I think the quantitative people look at more as the mediators, the moderators, and the people who are studying it from a more post positivist or qualitative perspective, we look at what are the factors, what is the course or the pro processes involved? What is the way in which it unfolds over time, and what are the different factors which either mitigate,

00:10:29 - So that's one aspect. And the other aspect is who are the actors that are involved in bullying situations? You of course have targets and you have bullies or perpetrators as they're called. And then you have the bystanders, the witnesses or the observers who are also getting increasing attention. What is their role? What do they do? Do they support the target? Do they support the bully? And, you know, how can they contribute to mitigating a situation, accentuating it? Then of course the leaders, the supervisors and the managers, sometimes they themselves are the bullies,

Key Players in Addressing Workplace Bullying

00:11:00 - they are the supervisors or managers who maybe the targets turn to as a first line of defense. So you have the leaders at different levels in an organization because you have the immediate supervisors, the line managers, but you also have the, you know, top managers who set the tone for the organizational culture, who are involved in policy and creating, you know, procedures, et cetera. So that's another set of players. So I've talked about four. Then you have hr. So HR is another big player, and what is their role? You know, conventionally their role has been the employee

00:11:33 - partners with managers. So what role do they play really in addressing workplace bullying? And then you also have unions because, you know, particularly in the global north and particularly so many years ago, unions were very important. They're still very important though. Union strength may be weakening, but they still play a very important role in workplace bullying. And now you have newer alternative forms of organizing. You have civil society organizations, social movements like me too, for example.

00:12:06 - so what role do they play, in, in terms of a bullying situation and so on. So you have the different players. So that's another aspect of bullying, which you know, is also paid attention to, as I mentioned, targets and bullies. Bystanders, leaders are some of the primary people, and then you have interventionists, you know, the whole spectrum. Interventionists intervention would be at three different levels, primary, secondary, tertiary. And here you have a whole lot. You have legislators, work regulation authorities,

Understanding Bullying in Diverse Contexts: The Role of Interventions

00:12:35 - you know, labor inspectors, for example. Then you have therapists, you have mediators, arbitrators, you know, confidential counselors in the, in the global north, like in the Netherlands. And you know, in, other countries, these are very important. So you have a whole range of the spectrum would be very, very wide in terms of the theoretical, the disciplinary basis, which then have influence on what theories you study or what methods you use. Then the focus of the research, you know, as I mentioned,

00:13:07 - and then the act and the players. So it's quite large or field, and yes, there's lots of research from all over the world that is being done. Yeah, I would say very good. Ill add one more part here, which I forgot, which is the context, you know, the cultural context, within which, and that is something very important for all of us to keep in mind because bullying is not the same in different cultures. We use the metaphorical frameworks of, of gannon and pill in combination because, you know, this helps us to capture a context,

00:13:37 - and to understand how bullying unfolds within that, which I think is also important just like capturing varieties which variety or which combination of variety you're talking about. Similarly, when you understand bullying in its context, it makes your intervention that more eff that much more effective. For example, in a lot of global south context, you also have, which is what we have shown in our research, you have child labor, so you have bullying of children. So bullying is not only an adult phenomenon then. So when you talk about policies, you talk about interventions, you also need to look at,

Understanding Workplace Bullying: Context and Intersectionality

00:14:08 - labor, bullying in child labor context. And within that, you know, you would have to of course intervene with a lot of, CSOs with the, you know, NGOs or also with legislation, et cetera. So it's a very complex issue and the spectrum is very, very wide. I think it's also because it's very relevant in the Indian context, because we have a lot of social categories and intersectionality of social categories. So we've been doing research on, sexual orientation, gender, caste and disability.

00:14:38 - And as I say, cultural context is very important. And I've been involved in a study with a lot of international collaborators from particularly global south countries, looking at the relevance of, you know, scales, Instruments, you know, measuring instruments used in the global north and you know, how relevant they are say in global south context and cultural context where language can be an issue, et cetera. So, these are the things that I've been looking at. another thing I'm very, interested in this,

00:15:10 - because I believe that, you know, as I mentioned, it is a very pressing problem across the globe, and, it needs attention and looking at, you know, what can be done at that level as well. I would say that, you know, I think it's important to know that workplace bullying is about relational indignity, you know, at the very basic level, it takes place within pe between people. It's emotional abuse, it's about relational indignity. So knowing what you are studying. Secondly, looking at context, you know, it's really important to capture context, and I would say context at multiple levels.

Promoting Dignity and Prevention in Workplace Bullying

00:15:41 - It's very important to look at that. The third thing is look at prevention, because, you know, we've understood a lot about the problem. We still need to keep understanding because the problem is evolving as, you know, as we have more and more technological interfaces, we have more cyberbullying, et cetera, but at the same time trying to address it, you know, because on the one hand, if it's about relational ind dignity, which it is, then having more dignity at work, why not? We've always been talking about it. How could we enact it? You know, if it's about how we relate to each other, then can we relate better?

00:16:27 - and intervention, is also something really very important, I would say, because you know, only, and, and for that, studying it in a way that your studies are valid so that your findings are valid and they can sort of, funnel into effective interventions is really very important.

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