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The purpose of this chapter is to examine selected state laws regarding cyberbullying. The advances in technology have allowed bullying to take an online form, where bullies can remain anonymous and access their targets 24 hours a day. The online bullying has left school leaders in a legal dilemma as to how and when to address an incident that occurs off school grounds. The laws which guide school leaders are found at the state level. The major inconsistencies between state laws are illustrated in this chapter. The findings in recent research reveal that some state bullying laws define specific terms such as electronic communication, and intimidation, and harassment. Some state laws provide a detailed protocol for how teachers and administrators should report and handle online bullying that has an impact on the school environment. However, some states leave developing a protocol up to individual school districts. The varying school cyberbullying laws and policies mean that leaders across the United States do not have a unified way to handle issues originating off-campus. However, school leaders should have a comprehensive policy which helps to address cyberbullying issues. This chapter includes a critical examination of current laws in the states and a review of proposed federal statutes presently stalled in the U.S. Congress.

The purpose of this study is to explore the relationship between employee age and intimidation in the workplace. Dysfunctional employee behaviors such as harassment and aggression are harmful to the organizational work environment. Such destructive behaviors have long been viewed as negatively impacting organizational success. Additionally, the age dynamics in organizations are rapidly changing as the “graying of America” progresses, older workers remain in the workforce and younger workers delay employment.

The study utilizes data from the Federal Bureau of Investigation's National Incident-Based Reporting System (NIBRS), which is a national database containing information on crime in the US.NIBRS was used to measure the occurrence of workplace violence overall, and workplace intimidation specifically, in the restaurant industry, as well as the ages of both victims and perpetrators of work-related violence.

Results revealed that younger workers are more likely to perpetrate workplace intimidation than their senior counterparts. As victim age increases, employees are more likely to report intimidation than more serious crimes.

Workplace intimidation prevention programs do not typically include age as a factor. This study may be helpful to managers and HR managers charged with developing workplace training programs.

The results of this study contribute to the shared understanding of dysfunctional workplace dynamics. As the workforce collectively ages, organizations should acknowledge the potential impact age may have on violence in the workplace.

This research aims to analyse student bullying and faculty trust in elementary schools in the state of Texas.

Two dimensions of school bullying (teacher protection and student bullying) and three aspects of faculty trust (in clients, colleagues and the principal) were examined.

In general, the better the organizational trust of a school, the less student bullying. In addition, the greater degree of faculty trust in a school, the more teacher protection was evident. However, as predicted, different dimensions of faculty trust were more or less important in affecting the aspects of student bullying. In addition, two simple and parsimonious research instruments designed to measure salient organizational characteristics are identified.

This study represents an addition to the extant literature on bullying in schools; particularly the relationship between organizational trust and school bullying. It, however, represents a beginning and not an end to the examination of school bullying and trust. Hence, questions remain. For example, what are the institutional mechanisms that foster school trust? To what extent does each of the aspects of trust examined in this study relate to school bullying as perceived by students? To what extent is the collective efficacy of the faculty related to school bullying? Does faculty gender influence teacher perceptions of organizational trust and school bullying?

One of the more important findings of this study was that teacher trust in the principal did not play an important role in encouraging staff to protect students from their peers. The current research reaffirms the need for principals to assume an active role in ensuring that teachers do not disassociate themselves from attempts to monitor, regulate and confirm incidents of student aggression.

This study provides further groundwork to assist school administrators in identifying other areas sensitive to school‐based aggression and trust issues such as after school events, extracurricular activities and parent‐teacher interactions.

Although workplace bullying has often been considered a significant source of health-related problems, only a handful of studies have deeply examined this relationship. This paper aims to fill this gap by inspecting the direct as well as indirect relationships between bullying and emotional exhaustion. This study also explores the buffering role of religion between job insecurity and emotional exhaustion.

This correlational paper used the quantitative method of data collection (N = 102) from employees in Malaysia and used SmartPLS to analyze the data. To operationalize workplace bullying as the second-order factor, partial least squares was used to estimate the two-stage model through the repeated use of a manifest variable.

The result of the current study showed that workplace bullying has a positive impact on job insecurity as well as emotional exhaustion while also having a positive indirect effect on emotional exhaustion through job insecurity. Moreover, the result of this study reveals that religion has a moderating (buffering) influence on the relationship between job insecurity and emotional exhaustion.

The study merely applied self-report measures, thus potentially involving the common method variance problems.

Human resource professionals must be aware that employees who are exposed to bullying actions may consider emotional exhaustion and job security needs to be restored among targets. For instance, they need to ensure that no unwanted and illegitimate relocation or alternation of work task has occurred. Furthermore, it is significant to encourage employees to regularly attend religious services because religious involvement could foster mental health, in part by lowering the risk of exposure to stressful life events such as job insecurity.

This study could be beneficial for organizations and researchers looking to address emotional exhaustion, security and bullying in a context broader than physical health and may further supplement the discussions around workplace bullying, mental health and religion.

The purpose of this paper is to take a critical look at anti‐bullying initiatives at work. It questions current prescriptive thinking about effective ways of tackling workplace bullying, illuminating neglected contextual conditions and organizational constraints that affect attempts to develop and sustain pre‐emptive management programmes.

A qualitative case approach was employed for a comparative analysis of two anti‐bullying initiatives: one each in the public and private sectors.

The case results challenge the popular belief that business needs provide an impetus to coherent action against mistreatment at work, revealing the significance of local reactions and the mediating influence of competing subcultures and group identities on the “working out” of formal initiatives.

This research underlines the importance of extending bullying research to include more in‐depth and applied work on the problems of enacting and sustaining anti‐bullying initiatives.

Effective action against bullying involves more than policy making, rule forming and guideline setting. It is important to cultivate the resilience of those at the sharp end of anti‐bullying projects, and engage with managers and employees who experience difficulties or confront unpalatable changes to their work situation as anti‐bullying initiatives develop.

This article casts light on an under‐researched area, since available literature concentrates on the underlying causes and consequences of workplace bullying. Prescriptions for tackling the problem tend to be drawn out of causal and impact studies with limited empirical evidence about their viability, or analysis of possible constraints on their implementation.

The purpose of this study was to investigate the moderating effects of organizational justice and workplace friendship on the relationship between workplace bullying and hotel employees’ well-being.

The research sample included 310 entry-level employees of international tourism hotels in Taiwan. This study adopted hierarchical regression for data analysis.

The study found that workplace bullying negatively impacted on hotel employees’ well-being. Organizational justice and workplace friendship had significantly positive effects on hotel employees’ well-being. Compared with workplace friendship, organizational justice had a significant moderating effect on the relationship between workplace bullying and hotel employees’ well-being.

In the research fields of hospitality, past studies failed to use organizational justice and workplace friendship to moderate the relationship between workplace bullying and hotel employees’ well-being. This study confirmed that organizational justice could effectively buffer the negative effect of workplace bullying on hotel employees’ well-being.

Notes the growth of bullying in the workplace; defines “bullying” and discusses forms of bullying. The action that should be taken by managers and organisations is reviewed.

The purpose of this paper is to examine aspects of how workplace bullying is identified by the Negative Acts Questionnaire-Revised (NAQ-R), with a focus on the appropriateness of its response scale using item response theory (IRT).

IRT, in which the probability of a particular item response reflects an underlying latent variable, was used to examine NAQ-R responses from a sample of 1,173 Australian public servants (Study 1), and a representative UK data set (n=3,494; Study 2).

Results indicated that problems with the response scale appear to be due to the inclusion of the abstract “now and then” option amongst concrete time options (“never”, “now and then”, “monthly”, “weekly” and “daily”). These results were replicated in Study 2, providing evidence of the robustness of the findings, and suggesting the observations are not sample specific.

This work has implications for methods employed to identify and measure workplace bullying in research and organisational practice. Inconsistent endorsement of response scale options is a concern when total scores are calculated, or when a number of behaviours being experienced with a particular frequency on the response scale are taken as an indication of bullying having occurred.

Examining and refining the manner in which workplace bullying is indexed is important for identifying and managing workplace risks to health, safety and well-being.

The purpose of this study is to determine the effects of the psychosocial work environment on the turnover of civil service cadre officers in rural areas in Bangladesh.

Physical intimidation, mental health and well-being, organisational impediments, decision latitude, psychological job demands and social interaction were developed as variables to examine in relation to job satisfaction and turnover. This study gathers 406 responses from Bangladesh Civil Service (BCS) cadre officers in rural areas to test the hypotheses.

The findings indicate that physical intimidation increases employee turnover, whereas psychosocial job demand decreases it. Physical intimidation reduces job satisfaction, whereas decision flexibility and social interaction enhance job satisfaction, hence reducing the turnover of civil service cadre officers in rural Bangladesh.

This research contributes to the creation of context-specific and targeted public sector support, particularly the interventions and policies addressing the work environment in rural areas.