Workplace Bullying in Higher Education Institutions
Date Issued
2023
Author(s)
Aslanova, Khadija
Abstract
Workplace Bullying gains an increasing interest as the world globalizes. Over
the past decade, public and private organizations grew, and one can hear complaints,
experiences, and sufferings employees share regarding workplace bullying.
Accordingly, public universities as the type of organizations with CEOs, administrative
staff, and technical workers are not the exception, and they may encounter workplace
bullying. Thus, I decided to investigate workplace bullying in public universities. The
focus of this study was to examine if workplace bullying existed in public universities
and the types of workplace bullying that administrators and faculty members were
exposed to. I, furthermore, strived to explore the effects of workplace bullying on the
physical and emotional well-being of administrators and faculty members, as well as the
quality of their services. The research employed a constructivist qualitative research
design. Overall, six department heads and twelve faculty members were interviewed,
and their perceptions and experiences related to workplace bullying were disclosed. The
results of the study revealed that in that public university administrators and faculty
members were aware of workplace bullying. Furthermore, the study uncovered several negative effects on both the physical and emotional well-being of academic
administration and staff, and the quality of their services by creating physical illnesses,
depression and self-inflicted injuries, and negligence and carelessness. The study also
offered three strategies to handle workplace bullying, namely, solving the issue by
discussing with the bully, turning the problem to authorities, and leaving the job based
on answers of research participants to interview questions. The study adopted Maslow’s
Hierarchy of Needs as a theoretical framework and participants’ perceptions and
experiences were analyzed through three levels: Esteem, Social, and Safety.
To prevent workplace bullying, respondents mentioned that there might be
conferences, seminars, and special training dealing with workplace bullying in
universities. Hence, I would recommend educational leaders and professionals rethink
the policies and practices of public universities to maintain proactive behavior toward
workplace bullying. Furthermore, launching special departments within each public
university which may provide informative gatherings, healing sessions, and offer issue
solutions may lead to the effective prevention method of workplace bullying and its
consequences.
the past decade, public and private organizations grew, and one can hear complaints,
experiences, and sufferings employees share regarding workplace bullying.
Accordingly, public universities as the type of organizations with CEOs, administrative
staff, and technical workers are not the exception, and they may encounter workplace
bullying. Thus, I decided to investigate workplace bullying in public universities. The
focus of this study was to examine if workplace bullying existed in public universities
and the types of workplace bullying that administrators and faculty members were
exposed to. I, furthermore, strived to explore the effects of workplace bullying on the
physical and emotional well-being of administrators and faculty members, as well as the
quality of their services. The research employed a constructivist qualitative research
design. Overall, six department heads and twelve faculty members were interviewed,
and their perceptions and experiences related to workplace bullying were disclosed. The
results of the study revealed that in that public university administrators and faculty
members were aware of workplace bullying. Furthermore, the study uncovered several negative effects on both the physical and emotional well-being of academic
administration and staff, and the quality of their services by creating physical illnesses,
depression and self-inflicted injuries, and negligence and carelessness. The study also
offered three strategies to handle workplace bullying, namely, solving the issue by
discussing with the bully, turning the problem to authorities, and leaving the job based
on answers of research participants to interview questions. The study adopted Maslow’s
Hierarchy of Needs as a theoretical framework and participants’ perceptions and
experiences were analyzed through three levels: Esteem, Social, and Safety.
To prevent workplace bullying, respondents mentioned that there might be
conferences, seminars, and special training dealing with workplace bullying in
universities. Hence, I would recommend educational leaders and professionals rethink
the policies and practices of public universities to maintain proactive behavior toward
workplace bullying. Furthermore, launching special departments within each public
university which may provide informative gatherings, healing sessions, and offer issue
solutions may lead to the effective prevention method of workplace bullying and its
consequences.