The links between organisational change and workplace bullying

Research Briefing

Keywords: bullying, workplace bullying, organisational change, change, psychological contract

Over the last six or seven years a number of research studies have discovered that organisational change programs are often accompanied by an increase in systematic and persistent workplace bullying, particularly in terms of devaluing employees’ work, motivations and efforts, as well as social isolation and ridicule.

Additionally, a raft of studies from 2010 to 2017 have found empirical evidence that there is a strong association between organisational change, perceptions of a breach of psychological contract and an increase in counter-productive work behaviours, such as stealing, purposeful low-quality work, sabotage, withdrawal, information misuse, dissent etc.

This briefing looks at a new study looking at the connections between organisational change and workplace bullying. As such it is a very useful briefing for anyone involved in HR or organisational change / development.

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Sofronio Jadulco

Sophie is a core member of the Oxford Review. She started working with us in 2017 and hands a diverse range of really important jobs from social media to marketing and customer support. Sophie is the efficient member of the team, making sure all those background tasks get done just right. Without her, almost none of what happens in the background would get done.