If you have enjoyed this episode, kindly share this with your friends. For comments and suggestions, please write to [email protected] or tweet to @psych_chat.

If you are interested to know more about what OmniPsi Consulting offers, please click on the link www.omnipsi.com.

If you are interested in my blog, you can click on this link www.draustintay.com

You can check out the details of Dr Clara To, our featured guest,  below

Company website - http://talentlink.com.hk/
Linkedin Profile - https://www.linkedin.com/in/clarato/

If you have enjoyed this episode, kindly share this with your friends. For comments and suggestions, please write to [email protected] or tweet to @psych_chat.

If you are interested to know more about what OmniPsi Consulting offers, please click on the link www.omnipsi.com.

If you are interested in my blog, you can click on this link www.draustintay.com

If you have enjoyed this episode, kindly share this with your friends. For comments and suggestions, please write to [email protected] or tweet to @psych_chat.

If you are interested to know more about what OmniPsi Consulting offers, please click on the link www.omnipsi.com.

If you are interested in my blog, you can click on this link www.draustintay.com

You can check out the details of Dr Simon Miles featured in this episode below

Company website - https://mywritingcoach.org/
Linkedin Profile - https://www.linkedin.com/in/drsimonmiles/

If you have enjoyed this episode, kindly share this with your friends. For comments and suggestions, please write to [email protected] or tweet to @psych_chat.

If you are interested to know more about what OmniPsi Consulting offers, please click on the link www.omnipsi.com.

If you are interested in my blog, you can click on this link www.draustintay.com

Some of the references shared in this episode are as follow:

Folkman, S., & Lazarus, R. S. (1985). If it changes it must be a process: A study of emotion and coping during three stages of a college examination. Journal of Personality and Social Psychology, 48, 150–170. doi:10.1037/0022-3514.48.1.150

Hershcovis, M. S., Turner, N., Barling, J., Arnold, K. A., Dupré, K. E., Inness, M., . . .Sivanathan, N. (2007). Predicting workplace aggression: A meta-analysis. Journal of Applied Psychology, 92, 228–238.

Penney, L. M., & Spector, P. E. (2005). Job stress, incivility, and counterproductive work behavior (CWB): The moderating role of negative affectivity. Journal of Organizational Behavior, 26, 777–796. 

If you have enjoyed this episode, kindly share this with your friends. For comments and suggestions, please write to [email protected] or tweet to @psych_chat.

If you are interested to know more about what OmniPsi Consulting offers, please click on the link www.omnipsi.com.

If you are interested in my blog, you can click on this link www.draustintay.com

To effectively prevent workplace bullying, organizations need to ensure that they have a clear policy against workplace bullying. It is also essential that their employees are aware that such a policy is in place. Organizations can communicate this to their employees through the use of mediums such as notices, newsletters, internal memorandums and awareness campaigns. Training is essential for those who will be involved in dealing with complaints of workplace bullying, and these will include managers and HR personnel.

When organisations discuss workplace bullying openly and have processes and procedures to reduce and tackle workplace bullying, they will create a safe work environment for their employees.

Some of the references mentioned in this episode are as follow:

https://www.reuters.com/article/us-southkorea-labour/south-koreans-using-spy-gadgets-to-fight-workplace-bullying-idUSKCN1VO13I

https://www.ladbible.com/news/news-man-cops-21000-fine-for-workplace-bullying-incident-20190829

https://www.youtube.com/watch?v=GSBNma0-ylg

There is a need for organisations to take an active role in the prevention of workplace bullying. They should not adopt a wait and see approach instead they need to re-evaluate their own policies and practices that perpetuate workplace bullying.

Individuals in the workplace can be bullied for almost anything such as physical outlook, the way they speak or sound and their sexual orientation. Creating awareness is a start to make workplace bullying an important issue to be discussed in the workplace.

Some of the references mentioned in this podcast are as follow:

Björkqvist, K., Österman, K., & Hjelt-Bäck, M. (1994). Aggression among university employees. Aggressive Behavior, 20, 173–184.

Bowling, N. A., & Beehr, T. A. (2006). Workplace harassment from the victim’s perspective: a theoretical model and meta-analysis. Journal of Applied Psychology, 91:998–1012.

Coyne, I., Seigne, E., & Randall, P. (2000). Predicting workplace victim status from personality. European Journal of Work and Organizational Psychology, 9(3),335-349.

Einarsen, S. (1999). The nature and causes of bullying at work. International Journal of Manpower, 20, 16-27.

Einarsen, S., Raknes, B.I., & Matthiesen, S.B. (1994). Bullying and harassment at work and its relationship with work environment quality: An exploratory study. The European Work and Organizational Psychologist, 4, 381–401.

Harvey, S., & Keashly, L. (2003). Predicting the risk for aggression in the workplace: risk factors, self-esteem and time at work. Social Behavior & Personality, 31:807–14.

Hoel, H., Lewis, D., & Einarsdottir, A. (2014). The ups and downs of LGBs workplace experiences: discrimination, bullying and harassment of lesbian, gay and bisexual employees in Britain. Manchester: Manchester Business School.

Lee, R., & Brotheridge, C. (2006). When prey turns predatory: workplace bullying as a predictor of counter aggression/ bullying, coping, and wellbeing. European Journal of Work and Organizational Psychology, 15:352–77.

Leymann, H. (1993). Mobbing- psychoterror am Arbeitspaltz und wie man sich dagegen wehren kann (Mobbing – psychoterror in the workplace and how one can defend oneself). Reinbeck: Rowohlt.

Leymann, H. (1996). The content and development of mobbing at work. European Journal of Work and Organizational Psychology, 5, 165–184.

Liefooghe, A.P.D., & Mackenzie-Davey, K. (2001). ‘Accounts of Workplace Bullying: The Role of the Organization,’ European Journal of Work and Organizational Psychology, 10, 375–392.

Matthiesen, S. B., & Einarsen, S. (2001). MMPI-2 configurations among victims of bullying at work. European Journal of Work and Organizational Psychology, 10:467–84.

Samnani, A., & Singh, P. (2014). Performance-enhancing compensation practices and employee productivity : The role of workplace bullying. Human Resource Management Review, 24, 5-16.

Seligman, M. E. P. (1972). "Learned helplessness". Annual Review of Medicine. 23 (1): 407–412. 

Zapf, D., & Gross, C. (2001). Conflict escalation and coping with workplace bullying: a replication and extension. European Journal of Work & Organizational Psychology, 10:497–522.

Case Laws

Majrowski v Guy’s and St Thomas’s NHS Trust [2006], UKHL, 34 

Harvest Press Ltd v McCaffrey [1999] IRLR 778 

Bickerstaff v Butcher NIIT/92/14

In this episode, I will share with you the reasons why I want to talk about workplace bullying and what are the different definitions of workplace bullying.
 
I will also touch briefly on legislation and the concept of intent as a way to determine workplace bullying. For more information on workplace bullying research, please visit https://www.iawbh.org/
 
Please find below the references for the research mentioned in the podcast. 

Balducci, C., Alfano, V., & Fraccaroli, F. (2009). Relationships between mobbing at work and MMPI-2 personality profile, posttraumatic stress symptoms and suicidal ideation and behaviour. Violence and Victims, 24(1), 52-67.

Chappell, D., & Di Martino, V. (2006). Violence at Work (3rd Edn). International Labour Organisation, Geneva.

https://www.ilo.org/wcmsp5/groups/public/---dgreports/---dcomm/---publ/documents/publication/wcms_publ_9221108406_en.pdf
https://www.workplacebullying.org/individuals/problem/definition/

Dahl, J., & Wilson, K. (2004). Acceptance and commitment therapy and the treatment of persons at risk for long-term disability resulting from stress and pain symptoms: A preliminary randomised trial. Behavior Therapy, 35(4), 785-801.

Einarsen, S., Hoel, H., Zapf, D., & Cooper, C. L. (2003). The concept of bullying at work: The European tradition. In S. Einarsen, H. Hoel, D. Zapf & C. L. Cooper (Eds.), Bullying and emotional abuse in the workplace: International perspectives in research and practice. New York, NY: Taylor & Francis.

Einarsen, S., Hoel, H., Zapf, D., & Cooper, C. L. (2003). Bullying and Emotional Abuse in the Workplace: International Perspectives in Research and Practice. London: Taylor & Francis, 3–30.

Hoel, H., Rayner, C., & Cooper, C. L. (1999). Workplace bullying. International Review of Industrial and Organizational Psychology 14: 195–230.

Einarsen, S., Hoel, H., Zapf, D., & Cooper, C.L. (2011). ‘The concept of bullying and harassment at work: The European tradition’, in S. Einarsen, H, Hoel, D. Zapf and C.L. Cooper (eds), Bullying and Harassment in the Workplace: Developments in Theory Research and Practice. London: CRC Press.

Harrington, S., Rayner, C., & Warren, S. (2012). Too hot to handle -Trust and human resource practitioners implementation of anti-bullying policy. Human Resource Management Journal, 22(4), 392-408.

Harvey, S., & Keashly, L. (2003). Predicting the risk for aggression in the workplace: Risk factors, self-esteem and time at work. Social Behavior and Personality, 31, 807–814.Mitchell, R. J., & Bates, P. (2011). Measuring Health-Related Productivity Loss. Population Health Management, 14(2), 93-98.

Hershcovis, S. M. (2010). ‘Incivility, social undermining, bullying…oh my!: A call to reconcile constructs within workplace aggression research’, Journal of Occupational behaviour, 32, 499-519.

Hogh, A., Mikkelsen, E.G., & Hansen, A.M. (2011). Individual consequences of workplace bullying/mobbing. In S. Einarsen, H. Hoel, D. Zapf & C.L. Cooper (Eds.), Bullying and harassment in the workplace. Developments in theory, research, and practice (pp. 107-128). Boca Raton, FL: CRC Press.

Kivimäki, K., Elovainio, M., & Vathera, J. (2000). Workplace bullying and sickness absence in hospital staff. Occupational and Environmental Medicine, 57,656-660.

Lewis, D. (2004). Bullying at work: The impact of shame among university and college lecturers. British Journal of Guidance & Counselling, 32, 281–299.

Mowrer, O. H., & Viek, P. (1948). An experimental analogue of fear from a sense of helplessness. Journal of Abnormal and Social Psychology, 43, 193–200.

Ortega, A., Christensen, K. B., Hogh, A., Rugulies, R., & Borg, V. (2011). One year prospective study on the effect of workplace bullying on long-term sickness absence. Journal of  Nursing Management, 19:752–759.

This episode touches on what goal setting is and what are the tools you can use to help you set your goals.

In the first part of the episode, a definition of what goal setting was introduced and also an introduction of the five basic principles of goal- setting as proposed by Edwin Locke and Gary Latham. https://www.amazon.com/Theory-Goal-Setting-Task-Performance/dp/0139131388

In the second and third parts of the podcast, the two models introduced are

GROW - Goals, Reality, Options/Opportunities and Will/Way Forward 
SMART - Specific, Measurable, Achievable, Relevant and Time-based

In the fourth, I share three pitfalls based on my experience working with individuals. The information shared under the 1st pitfall derived from the principles used in the Acceptance and Commitment Therapy (ACT for short). To learn more about ACT, I would recommend the following books

1) The Happiness Trap - Russ Harris
2) The Essential Guide to the ACT Matrix - Kevin Polk and Benjamin Schoendorff
3) The Mindful and Effective Employee - Paul Flaxman, Frank Bond and Fredrik Livheim