Drama at Dunder Mifflin: Workplace Bullying Discourses on The Office

2016 ◽  
Vol 35 (1-2) ◽  
pp. 127-149 ◽  
Author(s):  
Erin M. Sumner ◽  
Jennifer A. Scarduzio ◽  
Jena R. Daggett
Keyword(s):  
Workplace Bullying ◽  
Real Life ◽  
Television Show ◽  
Workplace Bully ◽  
American Television ◽  
Social Discourses ◽  
Content Analyses ◽  
Bullying Behavior ◽  
Bullying Behaviors

This study examines the portrayal and affective framing of workplace bullying behaviors on the popular American television show The Office. Quantitative and qualitative content analyses were conducted on 54 episodes spanning the show’s nine seasons. Results revealed 331 instances of workplace bullying, for an average of 6.13 bullying behaviors per episode. Workplace bullying behavior on The Office was grouped into five categories: sexual jokes, public humiliation, practical jokes, belittlement, and misuse of authority. In general, instances of workplace bully were scripted as humorous and lacking significant consequences, which could further contribute to social discourses that perpetuate the problem of bullying in real-life workplaces.

scholarly journals Standing up against workplace bullying behavior: Recommendations from newly licensed nurses

2020 ◽  
Vol 10 (7) ◽  
pp. 35
Author(s):  
Carolyn R. Smith ◽  
Steven J. Palazzo ◽  
Paula L. Grubb ◽  
Gordon L. Gillespie
Keyword(s):  
Psychological Health ◽  
Workplace Bullying ◽  
Ecological Model ◽  
Organizational Level ◽  
Turnover Rates ◽  
Baccalaureate Nursing Programs ◽  
Standing Up ◽  
Physical And Psychological Health ◽  
Bullying Behavior ◽  
Bullying Behaviors

Objective: Workplace bullying exists in today’s healthcare system and often targets newly licensed nurses. Experiences of workplace bullying behavior may negatively affect the nurses’ physical and psychological health and impact job satisfaction and staff turnover rates at an organizational level. The purpose of this study was to explore strategies suggested by newly licensed nurses to prevent and intervene during incidents of workplace bullying behavior.Methods: An exploratory qualitative design guided this study. Three open-ended questions asked included: What do you think could be done to prevent a future, similar incident of workplace bullying? If you or someone else attempted to the stop the bullying incident, please describe the actions taken. If you or someone else did not attempt to stop the bullying incident, please state what would need to happen for you to intervene on behalf of yourself or someone else. Surveys were distributed electronically to newly licensed nurses from three baccalaureate nursing programs who had participated in a workplace bullying education intervention study as students. A total of 79 responses were received. Responses to three open-ended questions about recent incidents of workplace bullying behavior were coded and analyzed. Then the Social-Ecological Model was used to organize results into individual, relationship, and organizational level strategies.Results: Most respondents reported experiencing workplace bullying behaviors in the previous six months. Three domains of strategies were identified: Preventing Future Bullying Behavior, Stopping Incidents of Bullying Behavior, and Promoting Others to Act.Conclusions: Results indicated newly licensed nurses desire to be supported by their peers and organization as well as strategies to intervene when bullying behaviors occur. Implications for clinical practice and education are presented.

scholarly journals Accumulated Long-Term Exposure to Workplace Bullying Impairs Psychological Hardiness: A Five-Year Longitudinal Study among Nurses

2020 ◽  
Vol 17 (7) ◽  
pp. 2587 ◽  
Author(s):  
Kristina Vaktskjold Hamre ◽  
Ståle Valvatne Einarsen ◽  
Øystein Løvik Hoprekstad ◽  
Ståle Pallesen ◽  
Bjørn Bjorvatn ◽  
...  
Keyword(s):  
Cohort Study ◽  
Longitudinal Study ◽  
Workplace Bullying ◽  
Psychological Hardiness ◽  
Subsequent Exposure ◽  
Bullying Behavior ◽  
Bullying Behaviors ◽  
The Relationship

Personality has been hypothesized to act as antecedent as well as an outcome of workplace bullying. Still, investigations on the longitudinal relationship between bullying and personality are scarce. We investigated the relationship between accumulated exposure to bullying at work and subsequent changes in psychological hardiness. Additionally, we examined whether hardiness predicted subsequent exposure to bullying. The data were based on the Survey of Shiftwork, Sleep, and Health (SUSSH), a cohort study with annual surveys among Norwegian nurses. The participants who completed standardized instruments measuring exposure to bullying behavior at T1 (2008/09) to T4 (2012) and psychological hardiness at T1 (2008/09) and T5 (2012) were included (n = 938). The results showed that accumulated exposure to bullying (sum of exposure from T1–T4) was associated with reduced psychological hardiness at T5, adjusted for age, sex, and hardiness at baseline (β = –0.16, t = –5.70, p < 0.001). Accumulated exposure to bullying behaviors explained 2.3% of the change in hardiness. Less hardy individuals experienced higher levels of subsequent exposure to bullying behaviors, adjusted for age, sex, and bullying at baseline (β = –0.04, t = –2.21 p < 0.05). Long-term accumulated exposure to bullying behaviors seemed to be a stronger predictor for changes in hardiness as compared to hardiness in predicting exposure to bullying.

Predictive Analytics of Workplace Bullying and Bad Leadership Practices

2021 ◽  
pp. 149-170
Author(s):  
Joshua R. Garcia ◽  
dt ogilvie ◽  
D. Anthony Miles
Keyword(s):  
Work Environment ◽  
Leadership Practices ◽  
Workplace Bullying ◽  
First Generation ◽  
Predictive Analytics ◽  
The United States ◽  
Behavioral Traits ◽  
Bullying Behavior ◽  
Bad Leadership ◽  
Hostile Work Environment

Bad leadership and aggressive behavior in the workplace have been a recurring problem for most companies in the United States. With the rise in hostile work environment litigation, management has to address the problem of workplace bullying of employees. The purpose of this chapter is to examine the problem of workplace bullying and bad leadership behavioral traits on the victims and victims' actions to deal with bullying behavior. The researchers conducted a nationwide study with 327 participants that have experienced workplace bullying and bad leadership. The researchers used a first-generation, researcher-developed survey instrument to conduct this study. The results of the study show there is strong causal influence of workplace place bullying traits and victim behavior such as employee resignations and HR complaints. Management should carefully evaluate the effects of workplace bullying and bad leadership on its workforce.

Killing Two Birds with One Deceit

2016 ◽  
Vol 8 (2) ◽  
pp. 179-218 ◽  
Author(s):  
Marta Dynel
Keyword(s):  
Real Life ◽  
Television Series ◽  
American Television ◽  
Speaker Meaning ◽  
Complex Mechanisms

This paper explores the workings of deception performed in multi-party interactions, a topic hitherto hardly ever examined by deception philosophers. Deception is here discussed in the light of a neo-Goffmanian classification of (un)ratified hearers and a neo-Gricean version of speaker meaning, anchored in non-reflexive intentionality and accountability, which is shown to operate beyond the speaker-hearer dyad. An utterance, it is argued, may carry different meanings, judged according to their (lack of) intentionality and (non)deceptiveness, towards the individuals performing different hearer roles. The complex mechanisms of deception with regard to different hearers are illustrated with examples culled from the American television series “House.” Deception in fictional interactions is illustrative of real-life manifestations of deception, yet it brings into focus also those rare ones, which are in the centre of philosophical attention.

scholarly journals Bullying di Tempat Kerja di Indonesia

2018 ◽  
Vol 26 (2) ◽  
pp. 137
Author(s):  
Ika Adita Silviandari ◽  
Avin Fadilla Helmi
Keyword(s):  
Cultural Values ◽  
Workplace Bullying ◽  
Point Of View ◽  
Bullying Behavior ◽  
Type Frequency ◽  
Standard Concept

 Workplace bullying is one of organizational phenomenon that has received a lot of attention from many parties, both academics and practitioners. The workplace bullying is like an iceberg phenomenon. It is exist but hard to be revealed and lifted to the surface. This phenomenon can be seen as practically and methodologically point of view. Practically, it is caused by passivity and silent act from the victim or bullying eyewitnesses, and methodologically, it hasn’t found the standard concept of workplace bullying which causing lack of workplace bullying research. In this article, the author try to review the workplace bullying’s concepts and constructs, starting by reviewing the problem of definition, including type, frequency, & duration of bullying actions, and considering the role of workplace cultural values and norms in influencing the perception of bullying behavior.

Workplace Bullying Among Nurses: Developing a Model for Intervention

2019 ◽  
Vol 34 (2) ◽  
pp. 346-362 ◽  
Author(s):  
Judith E. Arnetz ◽  
Laurie Fitzpatrick ◽  
Shelia R. Cotten ◽  
Christine Jodoin ◽  
Chu-Hsiang (Daisy) Chang
Keyword(s):  
Workplace Bullying ◽  
Work Teams ◽  
Qualitative Content Analysis ◽  
Personal Characteristics ◽  
Organizational Factors ◽  
Hospital Nurses ◽  
Ability To Work ◽  
Effective Interventions ◽  
Bullying Behavior ◽  
Team Trust

Workplace bullying is endemic to the nursing profession and it threatens nurses' health and ability to work safely. However, effective interventions to prevent workplace bullying are lacking. A sample of hospital nurses (n = 15) explored experiences of bullying and ideas for intervention via four focus groups in 2016. Four main themes emerged from the qualitative content analysis: (a) characteristics that define bullying behavior; (b) facilitators of bullying; (c) consequences of bullying; and (d) possible interventions. Although personal characteristics played a role, bullying was primarily facilitated by workplace and organizational factors that hindered the establishment of collegiality and team trust among nurses. Findings have informed a conceptual model for prevention of nurse-to-nurse bullying with ethical leadership and communication, trust, and social cohesion in work teams as key elements.

Acceptance of Workplace Bullying Behaviors and Job Satisfaction: Moderated Mediation Analysis With Coping Self-Efficacy and Exposure to Bullying

2018 ◽  
Vol 122 (5) ◽  
pp. 1883-1906 ◽  
Author(s):  
Milica Vukelić ◽  
Svetlana Čizmić ◽  
Ivana B. Petrović
Keyword(s):  
Job Satisfaction ◽  
Mediation Analysis ◽  
Self Efficacy ◽  
Workplace Bullying ◽  
Negative Relationship ◽  
Moderated Mediation ◽  
Efficacy Beliefs ◽  
Bullying Behaviors ◽  
The Relationship ◽  
Negative Acts

Previous research explored workplace climate as a factor of workplace bullying and coping with workplace bullying, but these concepts were not closely related to workplace bullying behaviors (WBBs). To examine whether the perceived exposure to bullying mediates the relationship between the climate of accepting WBBs and job satisfaction under the condition of different levels of WBBs coping self-efficacy beliefs, we performed moderated mediation analysis. The Negative Acts Questionnaire – Revised was given to 329 employees from Serbia for assessing perceived exposure to bullying. Leaving the original scale items, the instruction of the original Negative Acts Questionnaire – Revised was modified for assessing (1) the climate of accepting WBBs and (2) WBBs coping self-efficacy beliefs. There was a significant negative relationship between exposure to bullying and job satisfaction. WBB acceptance climate was positively related to exposure to workplace bullying and negatively related to job satisfaction. WBB acceptance climate had an indirect relationship with job satisfaction through bullying exposure, and the relationship between WBB acceptance and exposure to bullying was weaker among those who believed that they were more efficient in coping with workplace bullying. Workplace bullying could be sustained by WBB acceptance climate which threatens the job-related outcomes. WBBs coping self-efficacy beliefs have some buffering effects.

Influence of Cyber and Workplace Bullying Towards Employee Negative Emotions the Moderating Role of Gender

2018 ◽  
Vol 8 (2) ◽  
pp. 20-34 ◽  
Author(s):  
M Rajalakshmi ◽  
B Naresh
Keyword(s):  
Workplace Bullying ◽  
Negative Emotions ◽  
Cyber Bullying ◽  
Descriptive Research ◽  
Two Factors ◽  
Depression Level ◽  
Bullying Behavior ◽  
Moderating Role ◽  
Social Loneliness

The main aim of this study is to understand the bullying behavior and its impact towards negative emotions among IT employees. There are two factors in bullying, workplace bullying and cyber bullying, which have an influence on emotional and social loneliness, depression, anxiety, stress and suicide (negative emotions) with moderating role of gender. The study is based on descriptive research design and non-probability purposive sampling methods which have been adopted for data collection. Items are adopted from various scales to measure workplace bullying and cyber bullying and its influence on negative emotions with a moderating role of gender. Findings: The findings of the study describes that negative emotions of employees are being influenced by bullying behavior. The result denotes that emotional and social loneliness is being affected due to cyber bullying and employee stress and depression level is being affected by workplace bullying.

Jewish, Queer-ish, Trans, and Completely Revolutionary: Jill Soloway's Transparent and the New Television

2016 ◽  
Vol 69 (4) ◽  
pp. 10-22 ◽  
Author(s):  
Amy Villarejo
Keyword(s):  
Real Life ◽  
Gender And Sexuality ◽  
Cultural Industries ◽  
The Gaze ◽  
American Television ◽  
Queer People ◽  
Location Shooting ◽  
Television Representation

To judge by the critical enthusiasm with which the second season of Amazon Prime's Transparent (2014–) series has been embraced, Jill Soloway not only has a big trans-affirmative hit on her hands but has succeeded in stimulating a lively conversation about queerness, trans politics, and television representation within the broader society. If the first season of that imaginative lifeworld stressed Maura's transgender emergence through the manipulation of the gaze, the second season expands into queer territory in several ways. Real life, or life seemingly offscreen, has always bled into American television, whether through location shooting, topical references, stars' relationships, or just the indexical details of sound and image. Like cinema, that is, television has always been a documentary of what it records, even in the most minimal sense. What's new is that overtly queer people now make television, and they are seeking to blend details of their queer lifeworlds with the sounds and images of television and the cultural industries elaborated here. Understanding the nature of this blend helps to more accurately pinpoint the conceptions of religion, gender, and sexuality that Soloway brings to Transparent and wants to explore through its textures and detail.

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