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Defining Workplace Bullying in Institutions of Higher Learning

Journal of Organization and Human Behaviour

Volume 4 Issue 1

Published: 2015
Author(s) Name: Fritz NgaleIlongo | Author(s) Affiliation: Lecturer, National University of Lesotho, Lesotho
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Abstract

This study aimed at exploring the definition of workplace bullying as psychological violence among academic staff of the National University of Lesotho. The methodology for this study was the qualitative research approach, with an overarching intention of making meaning out of respondents definition of the phenomenon of workplace bullying which they had experienced. Data for this study were collected through a semi-structured interview on 20 academic staff members of the aforementioned institution. Data analysis was done through the iterative and inductive methods of the Interpretive Phenomenological Analysis (IPA). Results of the study highlighted the following rubrics in respondents definition of workplace bullying as psychological violence: abuse of status, covert and or overt negative behaviors, premeditated intention to impose ones will and suppress that of others, devaluing others, and causing harm to the victims of bullying. Workplace bullying can thus be described as negative group dynamics which has characteristics that are diametrically opposed to those of positive psychology. Workplace bullying impacts negatively on, and compromises organizational effectiveness and efficiency, employee physical resilience, intellectual stimulation, emotional balance, family harmony, self-esteem, self-image, and self-actualization.

Keywords: Workplace Bullying, Tertiary Institutions, Status Abuse;, Covert Or Overt Behaviours, Suppressing Others Wills, Devaluing Others

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