When is bullying not bullying?
Not all cases of workplace conflict and improper behaviour conform to the classic victim-perpetrator definition of bullying
Not all cases of workplace conflict and improper behaviour conform to the classic victim-perpetrator definition of bullying
This research found that some perceived cases of bullying may have more to do with organisational-level environmental factors and dynamics than a simple victim-perpetrator scenario. To evaluate the risk of workplace conflict and bullying, HR teams should take an organisational-level perspective that looks beyond the potential victims and perpetrators.
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Jake joined the CIPD in 2018, having completed a master’s degree in Social Science Research Methods at the University of Nottingham. He also holds an undergraduate degree in Criminology and Sociology.
Jake’s research interests concern aspects of equality, diversity and inclusion, such as inequality, gender and identity in the workplace. Jake is currently involved in the creation of a research project examining the effectiveness of organisational recruitment programmes and their relationship with workplace performance.
Jake leads research on the CIPD Good Work Index programme of work, exploring the key dimensions of job quality in the UK. Jake has also written several CIPD evidence reviews on a variety of organisational topics, including employee engagement, employee resilience and digital work and wellbeing.
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