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Thesis Submitted for Degree of Doctor of Philosophy in The Prefaces THE UNIVERSITY OF HULL CONTRIBUTION OF PERSONALITY FACTORS TO BULLYING IN THE WORKPLACE Being a thesis submitted for degree of Doctor of Philosophy in the University of Hull ," by Elizabeth Seigne M.A. (Dublin), M.A. (Keele) December, 2002. Prefaces "Over the past 20 years, I have gone into organisations to try and understand with them how groups and individuals work together. The fallible, unreasonable part of myself has stood me in good stead and helped me to understand the irrational, the sadistic, the vengeful, and the aggression that can lie just below the surface of organisations festering one day, bursting out another" (Crawford, 2001, p. 21). Prefaces TABLE OF CONTENTS SECTION ONE: LITERATURE REVIEWS Page numbers CHAPTER ONE: GENERAL LITERATURE REVIEW OF BULLYING Introduction 1 Part One: Definitions of bullying 3 Power relationships 15 Persistency, Duration and Frequency 16 Intent and Acknowledgement 17 Part two: Bullying in Schools 19 Types of bullying behaviour 19 Prevalence of school bullying 21 Characteristics of victims and bullies 25 Relevance of school studies to workplace bullying 28 Part three; Workplace bullying. 31 Publications 31 Bullying behaviour 34 Measuring bullying at work 36 Prevalence of workplace bullying 38 Aggression 41 Stress 42 Explanations of workplace bullying 44 Organisational factors 45 Characteristics inherent in human organisations 49 Personality 52 Status within organisations 53 Gender differences and sexual harassment 55 Age 58 Effects of workplace bullying 59 Action taken by victims 63 Action taken by - and effects of bullying on organisations 65 Preventive managerial strategies for dealing with bullying 67 Conclusion 70 1 Prefaces Page numbers CHAPTER TWO: LITERATURE REVIEW WITH REFERENCE TO PERSONALITY Introduction 73 Part One: Personality traits of victims and bullies 81 Victims 83 Bullies 86 Part Two: Developmental perspective of victims and bullies 90 Victims 91 Bullies 94 Conclusion 99 SECTION TWO; ANTECEDENTS OF WORKPLACE BULLYING CHAPTER THREE: CONTRIBUTORY FACTORS OF WORKPLACE BULLYING Introduction 100 Method 104 Sample 104 Measurements 106 Procedure 109 Results 111 Discussion 132 SECTION THREE: VICTIM PROFILE CHAPTER FOUR: VICTIMS' PERSONALITY AS A CONTRIBUTORY FACTOR OF WORKPLACE BULLYING Introduction 142 Part One: Comparison of personality traits of victims and non-victims 144 Method 145 Sample 145 Measurements 147 Procedure 150 Results 152 Part Two: Personality of victims 163 Method 163 Sample and Procedure 163 Results 164 11 Prefaces Page numbers CHAPTER FOUR (continued) Subsidiary Survey - second study 171 Method 171 Sample and Procedure 171 Measurements 172 Results 175 Discussion for Part One and Two 180 SECTION FOUR: BULLY PROFILE CHAPTER FIVE: BULLIES' PERSONALITY AS A CONTRIBUTORY FACTOR OF WORKPLACE BULLYING Introduction 189 Part One: Comparison of personality traits of bullies and non-bullies 196 Method 197 Sample 197 Measurements 199 Procedure 200 Results 203 Part Two: Personality of bullies. 207 Introduction 207 Results 207 Discussion for Part One and Two 225 111 Prefaces Page numbers SECTION FIVE: BULLYING AT AN ORGANISATIONAL LEVEL CHAPTER SIX: ORGANISATIONAL BULLYING Introduction 234 Case study A 241 Organisation as a causal factor 242 Personality characteristics as a contributory factor 242 Analysis of case study 243 Case study B 245 Analysis of case example 246 Case study C 247 Analysis of case example 250 Discussion 251 SECTION SIX: OVERVIEW AND GENERAL DISCUSSION CHAPTER SEVEN: FINAL DISCUSSION Introduction 259 Reflections on the literature reviews 260 Introduction to studies 262 Chapter Three 265 Chapter Four 269 Chapter Five 270 Chapter Six 273 Conclusion 276 Concluding comments 276 Concluding analysis 281 Concluding synopsis 285 References 287 IV Prefaces LIST OF TABLES CHAPTER THREE Table 3.1 Percentage of Respondents per Employment Sector (N=30) Table 3.2 Frequency of Occurrence, as a Percentage of Total Sample of Victims, for Description of the Workplace Table 3.3 Frequency of Occurrence, as a Percentage of the Total Sample of Victims, for Types of Bullying Experienced in the Workplace Table 3.4 Perceived Reasons as a Percentage of Total Sample as to why Victims were Bullied Table 3.5 Job Position and Gender of Bullies and Victims Table 3.6 Age Range of Alleged Male and Female Bullies Table 3.7 Frequency of Occurrence of Psychological Symptoms as a Percentage of Total Victim Samples' Experience Table 3.8 Frequency of Occurrence of Physical Symptoms as a Percentage of Total Victim Samples' Experience Table 3. 9 Actions Taken by Victims as a Result of Being Bullied as percentage response of total sample Table 3. 10 Personality Profile of Victims Comprising the Mean Sten Score of Victims for Primary Factors of Cattells' 165PF questionnaire Table 3.11 Personality profile of Victims Comprising the Mean Sten Score of Victims for Global Factors on Cattells' 16PF5 questionnaire v Prefaces CHAPTER FOUR Table 4.1 Comparison of Sten Scores Between Victims and Non-Victims of Workplace BUllying on ICES Major Scales in both Samples (private sector and public sector) Table 4.2 Comparison ofSten Scores between Victims and Non-Victims of Workplace Bullying on ICES Minor Scales in both Samples (private sector and public sector) Table 4.3 Summary Table Illustrating Actual and Predicted Group Membership Table 4.4 Mean Sten Scores on the ICES Major scales for the four categories of VictimINon- Victim (N= 120). Table 4.5 Mean Sten Scores on the ICES Minor Scales for the four categories of VictimINon-Victim (N=120). Table 4.6 Means and Standard Deviations for T-Scores on the Twenty One Sub- scales of the illS For those Identified as Victims (N=9) and Non-Victims' (N=2) Table 4.7 Means and Standard Deviations for T-Scores on the Sub-scales of the CFSEI-2 for those Identified as Victims (N=9) and Non-Victims (N=2) VI Prefaces CHAPTER FIVE Table 5.1 Means and Standard Deviations and t Values for Sten Scores on the four Major Scales of the ICES for Bullies and Non-bullies (N=34) Table 5.2 Means and Standard Deviations and t Values for Sten Scores on the Minor Scales of the ICES for Bullies and Non-bullies (N=34) Table 5.3 Means and Standard Deviations for t-Scores on the 21 Sub-scales of the illS For those Identified as Bullies (N=lO) and Non-bullies (N= 24) Table 5.4 Summary Table Illustrating Actual and Predicted Group Membership Table 5.5 Relationship Between Scores on the IC.E.S. and Scores on Childhood Behaviours and Workplace Behaviours For the Total Sample (N=34) Table 5.6 Relationship Between Scores on the illS Sub-scales and Scores on Childhood Behaviours and Workplace Behaviours for the Total Sample (N=34) Table 5.7 Descriptions (Responses in Percentages) of Work Environments as Perceived by Bullies and Non-bullies vu Prefaces LIST OF FIGURES CHAPTER THREE Figure 3.1 Victim Profile for the mean sten scores for the primary factors on the 16PF5 Figure 3.2 Victim Profile for the mean sten scores for the global factors on the 16PF5 CHAPTER FOUR Figure 4.1 Mean sten scores on the major scales of the ICES for victims and non-victims of workplace bullying for Sample 1 (public sector) Figure 4.2 Mean sten scores for the major scales of the ICES for victims and non- victims of workplace bullying for Sample 2 (private sector). Figure 4.3 Mean sten scores for the minor scales of the ICES for victims and non- victims of workplace bullying for Sample 1 (public sector). Figure 4.4 Mean sten scores for the minor scales of the ICES for victims and non- victims of workplace bullying for Sample 2 (private sector) Figure 4.5 Extent of bullying at school suffered by victims of workplace bullying Figure 4.6 Duration of bullying endured by victims of workplace bullying at school Figure 4.7 Mean T-score per sub-scale on the IDS for the victim group (N=9) and the non-victim group (N=2) Figure 4.8 Mean T-score per sub-scale on the CFSEI-2 Scales for the victim group (N=9) and the non-victim group (N=2) Vlll Prefaces CHAPTER FIVE Figure 5.1 Extent of bullying experienced by bullies and non-bullies in current position Figure 5.2 Extent of bullying experienced by bullies and non-bullies in any workplace Figure 5.3 Duration of bullying experienced in the workplace Figure 5.4 Comparison of profiles of bullies and non-bullies on the major scales of the ICES Figure 5.5 Comparison of profiles of bullies and non-bullies on the minor scales of the ICES Figure 5.6 Comparison of profiles of bullies and non-bullies on the sub-scales of the illS IX Prefaces ACKNOWLEDGEMENTS The phenomenon of workplace bullying was first acknowledged in Ireland in 1997 after the International Congress of Psychology in Dublin and subsequent media exposure. The notion of workplace bullying at that time was, and still is, a sensitive topic. Many organisations who were approached to participate in research, attempted to help and were then unable to because of 'personnel issues'; many others politely and firmly refused. Finally, my persistence was rewarded, and I am most grateful to the two mam organisations who gave me access to interview their employees in their work areas. Although I was labelled as a bully by the managing director of the private organisation, whom I had harassed to negotiate my case with personnel and union officials! Nevertheless, my presence was acknowledged in a very hospitable and professional manner. It is mainly thanks to a union friend that I was allowed access to the public organisation, and also kindly accepted by management there. I would personally like to thank to all the participants who expressed an interest in the research and were most generous with their time.
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