Paljud töötajad tunnevad ennast töökohal halvasti kohelduna – “workplace bullying is a common phenomenon; millions of workers suffer from some form of workplace incivilities each year (Einarsen & Skogstad, 1996; Hoel & Cooper, 2000).” – ning sellealaste uuringute hulk aina kasvab. Siinviidatu on huvitav võib-olla seetõttu, et püüab mõista organisatsioonilist konteksti organisatsioonidisaini tähenduses asetades selle töötajate karakteristikutega “suhtesse”.
Autorid väidavad:

We argue that workplace bullying is conditioned not only by the characteristics of the individuals embedded in these relationships, but also by the workplace context.

Ja seavad fookuse:

We center our analysis on perceptions of experiencing bullying by one’s supervisor in particular for several reasons. Asymmetry of power has long been a central component in the study of workplace bullying (Einarsen et al., 2011, p.15), where bullies use their greater power in the workplace to attack those weaker than them. […] At the level of individual characteristics, we focus on unequal bullying experiences between men and women with their immediate supervisors. […] At the level of workplace attributes, we focus on policies and programs designed to promote women in the workplace or aid women in dealing with familial responsibilities.

Terror töökohal ja võimumängud:

Workplace bullying is fundamentally an issue of power in the work-place. Supervisors are most likely to engage in bullying-type behavior when they feel that they have been granted the power to do so by senior management (Einarsen, 1999), and when workers are not shielded from such abuse by powerful guardians (Roscigno et al., 2009; Sloan, 2012).

Kokkuvõttes väidetakse muuhulgas:

Tellingly, our results were mostly robust even when controlling for the individual-level use of workplace daycare and flextime policies, as well as the individual-level perception of how employees who use work-family policies are treated, suggesting that the cause lies beyond simply the personal use of work-family policies. […] We have shown how one type of organizational characteristic, diversity/equity and work-family policies, interact together with individual characteristics of workers to influence how workplace bullying is manifested. We have focused specifically on gender and gender-related policies in this paper, but the role of gender here also functions more broadly as one type of categorical distinction.

Rainey, A., & Melzer, S. M. (2021). The Organizational Context of Supervisory Bullying: Diversity/Equity and Work-Family Policies. Work and Occupations.