Bullying rife in astronomy and geophysics

Astronomy and geophysics have a systemic bullying and harassment problem, according to an investigation by the Royal Astronomical Society (RAS).

The Impact of Workplace Bullying and Harassment on Employee Turnover in Banking Industry of Pakistan

This study has been executed with intent to find out the impact of workplace bullying and harassment on employees’ turnover among the bankers. Qualitative data was gathered through in-depth interviews from 50 bankers. Non- probability sampling technique was adopted. In this research study, the researcher has used the principle of purposive sampling. The results depict that bankers are being bullied but they do not want to leave their organizations due to bullying. There are many other factors that make them think to leave organization such as extreme stress, work burden and better opportunities for work. The results also revealed that employees who are being harassed do not disclose such incidents. This paper contains a message for the senior management of organizations to review their bullying and harassment policies. Moreover, this study suggests that there can be other factors that can be the reason for employee turnover.

Bullying and Harassment as a Consequence of Workplace Change in the Australian Civil Service: Investigating the Mediating Role of Satisfaction With Change Management

Public sector organizations frequently restructure due to shifting management trends, crises, and political developments. Earlier research indicates that the sometimes-drastic reforms implemented in government strongly affect employees, causing psychosocial effects such as frustration, stress, and negative work environments. This may in turn increase the likelihood of severe phenomena such as workplace bullying and harassment. It remains unclear, however, how public organizations can introduce changes while preventing side-effects such as bullying and harassment. The goal of this article is twofold. First, we test whether evidence on the relationship between workplace change and bullying and harassment holds when using a large, public sector-wide sample. Second, we investigate whether satisfaction with change management plays a mediating role. Using cross-sectional and strata-based panel data analyses on Australian data, results indicate a positive relationship between workplace change and workplace bullying and harassment, but also suggest that satisfaction with change management mitigates this effect.

I’m Here; I’m Queer: How One Parent Advocates for the Inclusion of Queer Youth

Educators and school administration are tasked with creating schools that support and affirm LGBTQ+ (lesbian, gay, bisexual, transgender, and queer) students and families. This study explores a high school in a conservative community as one parent attempts to advocate for their transgender child and other LGBTQ+-identifying students. Although school employees are mandated by state and federal laws to ensure that all students are free from bullying and harassment, the research highlights that schools remain hostile for many LGBTQ+ students. This article provides reflection questions throughout the case as a way for school leadership to grapple with and challenge their thinking regarding LGBTQ+-affirming strategies in their schools.

Racist bullying of BAME (Black and Asian Minority Ethnic) women within police services in England: Race, gender and police culture

This article examines the hidden and under-researched area of bullying and harassment of Black and Asian Minority Ethnic (BAME) women in the police service in England. It discusses the impact of a historical policy failure to acknowledge the importance of intersectionality in matters of diversity and the continuing struggle between race and gender. This contributes to the ‘invisibility and sexualization’ of BAME women in policing. In doing so, it makes BAME women susceptible to unique tactics of bullying and harassment that contribute to their impeded progression compared with their White counterparts. These unique tactics are enhanced by the police organization and enforced by police culture. The article concludes that the bullying and harassment of BAME women are underpinned by issues of patriarchy and racism that are difficult to challenge in a bureaucratic and hierarchical organization like the police.