Shutting-Up or Speaking-Up: Navigating the Invisible Line between Voice and Silence in Workplace Bullying

Patricia EASTEAL, Allison BALLARD

Research output: Contribution to journalArticle

4 Downloads (Pure)

Abstract

In this article, we identify and discuss individual and organisational factors which contribute to bully victims’ or targets’ decisions about whether or not to voice complaints about workplace bullying in Australian workplaces. This article examines the costs of voice and silence in workplace bullying matters for both targets and organisations. ‘Voice’ is understood as existing on a continuum, which ranges from informally voicing concerns about bullying behaviour to making a formal complaint or report within the workplace or to an external agency. The ‘silence’ of workplace bullying is also considered to exist on a continuum and may include things such as not raising the bully issue at all, exiting the workplace rather than addressing the issue, and ‘being silenced’ by external influences after having made a complaint. We suggest some organisational changes to facilitate the reporting and better handling of bullying complaints.
Original languageEnglish
Pages (from-to)47-54
JournalAlternative Law Journal
Volume42
Issue number1
DOIs
Publication statusPublished - 2017

Fingerprint

speaking
exclusion
workplace
complaint
organizational change
costs

Cite this

@article{8f4fb9ec04a24b6a9a08baf01898024d,
title = "Shutting-Up or Speaking-Up: Navigating the Invisible Line between Voice and Silence in Workplace Bullying",
abstract = "In this article, we identify and discuss individual and organisational factors which contribute to bully victims’ or targets’ decisions about whether or not to voice complaints about workplace bullying in Australian workplaces. This article examines the costs of voice and silence in workplace bullying matters for both targets and organisations. ‘Voice’ is understood as existing on a continuum, which ranges from informally voicing concerns about bullying behaviour to making a formal complaint or report within the workplace or to an external agency. The ‘silence’ of workplace bullying is also considered to exist on a continuum and may include things such as not raising the bully issue at all, exiting the workplace rather than addressing the issue, and ‘being silenced’ by external influences after having made a complaint. We suggest some organisational changes to facilitate the reporting and better handling of bullying complaints.",
keywords = "bullying, silence, voice, workplace violence",
author = "Patricia EASTEAL and Allison BALLARD",
year = "2017",
doi = "10.1177/1037969X17694793",
language = "English",
volume = "42",
pages = "47--54",
journal = "Alternative Law Journal",
issn = "1037-969X",
publisher = "Legal Service Bulletin Co-operative Ltd",
number = "1",

}

Shutting-Up or Speaking-Up: Navigating the Invisible Line between Voice and Silence in Workplace Bullying. / EASTEAL, Patricia; BALLARD, Allison.

In: Alternative Law Journal, Vol. 42, No. 1, 2017, p. 47-54.

Research output: Contribution to journalArticle

TY - JOUR

T1 - Shutting-Up or Speaking-Up: Navigating the Invisible Line between Voice and Silence in Workplace Bullying

AU - EASTEAL, Patricia

AU - BALLARD, Allison

PY - 2017

Y1 - 2017

N2 - In this article, we identify and discuss individual and organisational factors which contribute to bully victims’ or targets’ decisions about whether or not to voice complaints about workplace bullying in Australian workplaces. This article examines the costs of voice and silence in workplace bullying matters for both targets and organisations. ‘Voice’ is understood as existing on a continuum, which ranges from informally voicing concerns about bullying behaviour to making a formal complaint or report within the workplace or to an external agency. The ‘silence’ of workplace bullying is also considered to exist on a continuum and may include things such as not raising the bully issue at all, exiting the workplace rather than addressing the issue, and ‘being silenced’ by external influences after having made a complaint. We suggest some organisational changes to facilitate the reporting and better handling of bullying complaints.

AB - In this article, we identify and discuss individual and organisational factors which contribute to bully victims’ or targets’ decisions about whether or not to voice complaints about workplace bullying in Australian workplaces. This article examines the costs of voice and silence in workplace bullying matters for both targets and organisations. ‘Voice’ is understood as existing on a continuum, which ranges from informally voicing concerns about bullying behaviour to making a formal complaint or report within the workplace or to an external agency. The ‘silence’ of workplace bullying is also considered to exist on a continuum and may include things such as not raising the bully issue at all, exiting the workplace rather than addressing the issue, and ‘being silenced’ by external influences after having made a complaint. We suggest some organisational changes to facilitate the reporting and better handling of bullying complaints.

KW - bullying

KW - silence

KW - voice

KW - workplace violence

U2 - 10.1177/1037969X17694793

DO - 10.1177/1037969X17694793

M3 - Article

VL - 42

SP - 47

EP - 54

JO - Alternative Law Journal

JF - Alternative Law Journal

SN - 1037-969X

IS - 1

ER -