國立虎尾科技大學 |

Organizational Culture and Individuals' Experience of Workplace Bullying.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	Organizational Culture and Individuals' Experience of Workplace Bullying./
作者:	Zeka, Luan.
面頁冊數:	1 online resource (320 pages)
附註:	Source: Dissertation Abstracts International, Volume: 79-04(E), Section: A.
Contained By:	Dissertation Abstracts International79-04A(E).
標題:	Management. -
電子資源:	click for full text (PQDT)
ISBN:	9780355540154

Organizational Culture and Individuals' Experience of Workplace Bullying.
Zeka, Luan.

Organizational Culture and Individuals' Experience of Workplace Bullying. - 1 online resource (320 pages)

Source: Dissertation Abstracts International, Volume: 79-04(E), Section: A.

Thesis (Ph.D.)

Includes bibliographical references

Workplace bullying is an epidemic in the United States. The purpose of this qualitative phenomenological study was to increase understanding of employees' lived experiences of bullying in an organizational culture. Schein's organizational cultural model provided the conceptual framework for the study. The research question addressed how individuals who were bullied or witnessed bullying in the New York State area perceived their experiences within the organizational culture. Data collection included a researcher's journal and in-depth interviews with 25 participants. Data were analyzed using Moustakas's modified van Kaam method of phenomenological analysis. From the data analysis process, three categories of bullying emerged and revealed nine themes that exposed the participants' experiences and perceptions of bullying and the organizational culture in the workplace. Findings indicated that witnesses and victims feel emotional, physical, and psychological effects from exposure to workplace bullying. Results also provided leaders with information that organizational culture, leadership, and management are related to workplace bullying. Organizational leaders and managers may use these findings to support positive social change by disclosing the effects that workplace bullying has on all members of the organization. Results may be used to develop interventions and anti-bullying policies to help employees address workplace bullying in their organizations, thereby ensuring a more positive work environment. Conducting additional research related to each of the themes may lead to a deeper understanding of how to address the many factors that facilitate bullying in the workplace.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9780355540154Subjects--Topical Terms:

558618
Management.
Index Terms--Genre/Form:

554714
Electronic books.

Organizational Culture and Individuals' Experience of Workplace Bullying.
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502 $a Thesis (Ph.D.) $c Walden University $d 2018.
504 $a Includes bibliographical references
520 $a Workplace bullying is an epidemic in the United States. The purpose of this qualitative phenomenological study was to increase understanding of employees' lived experiences of bullying in an organizational culture. Schein's organizational cultural model provided the conceptual framework for the study. The research question addressed how individuals who were bullied or witnessed bullying in the New York State area perceived their experiences within the organizational culture. Data collection included a researcher's journal and in-depth interviews with 25 participants. Data were analyzed using Moustakas's modified van Kaam method of phenomenological analysis. From the data analysis process, three categories of bullying emerged and revealed nine themes that exposed the participants' experiences and perceptions of bullying and the organizational culture in the workplace. Findings indicated that witnesses and victims feel emotional, physical, and psychological effects from exposure to workplace bullying. Results also provided leaders with information that organizational culture, leadership, and management are related to workplace bullying. Organizational leaders and managers may use these findings to support positive social change by disclosing the effects that workplace bullying has on all members of the organization. Results may be used to develop interventions and anti-bullying policies to help employees address workplace bullying in their organizations, thereby ensuring a more positive work environment. Conducting additional research related to each of the themes may lead to a deeper understanding of how to address the many factors that facilitate bullying in the workplace.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2018
538 $a Mode of access: World Wide Web
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