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dc.contributor.advisorMcDougall, Patriciaen_US
dc.creatorHaffner, Carlien_US
dc.date.accessioned2010-01-06T10:45:05Zen_US
dc.date.accessioned2013-01-04T04:23:24Z
dc.date.available2011-01-13T08:00:00Zen_US
dc.date.available2013-01-04T04:23:24Z
dc.date.created2009en_US
dc.date.issued2009en_US
dc.date.submitted2009en_US
dc.identifier.urihttp://hdl.handle.net/10388/etd-01062010-104505en_US
dc.description.abstractTo date, little empirical work regarding workplace bullying has been done in Canada, thus, a more extensive look at this phenomenon in the Canadian context is needed. One-hundred-and-twenty University of Saskatchewan employees at different levels (e.g., faculty, support staff, administration) were recruited to complete an on-line survey designed to test a number of predictions. The primary goals set forth in the present project were threefold: (1) estimate the prevalence of varying workplace bullying behaviours in a Canadian context; (2) examine connections between workplace environments and prevalence of these aggressive behaviours; and (3) explore whether individuals’ willingness to intervene in aggressive actions they witness is tied to features of the workplace environment and other mitigating factors. In relation to prevalence, employees reported more witnessed bullying, as compared to experienced bullying. Although no gender differences were observed for rates of bullying, participants did report significantly more female than male perpetrators. In accordance with the study’s predictions, negative work environments were positively associated with the prevalence of bullying behaviour. However, in general, negative work environments were not tied to bystanders’ willingness to intervene in aggressive actions. Other mitigating factors were positively linked to a bystander’s willingness to intervene in a bullying incident, including: bullying event is considered serious; someone else steps in to intervene first; bullying is considered a recurring event; bystander likes the victim; bystander dislikes the bully; bystander believes victim did not deserve the bullying behaviour; and victim believes intervening will not take a lot of time and energy. Implications, as well as practical applications of these findings are discussed.en_US
dc.language.isoen_USen_US
dc.subjectworkplace bullyingen_US
dc.subjectworkplace environmenten_US
dc.subjectbystandersen_US
dc.titleWorkplace bullying: factors that influence a bystander's willingness to interveneen_US
thesis.degree.departmentCollege of Arts and Scienceen_US
thesis.degree.disciplineCollege of Arts and Scienceen_US
thesis.degree.grantorUniversity of Saskatchewanen_US
thesis.degree.levelMastersen_US
thesis.degree.nameMaster of Arts (M.A.)en_US
dc.type.materialtexten_US
dc.type.genreThesisen_US
dc.contributor.committeeMemberLawson, Karenen_US
dc.contributor.committeeMemberWormith, Steveen_US


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