Date of Conferral
2022
Degree
Doctor of Business Administration (D.B.A.)
School
Management
Advisor
Franz Gottleib
Abstract
Workplace bullying is a growing problem that costs companies billions of dollars each year. Human resource leaders who do not employ strategies to reduce workplace bullying may experience poor organizational performance and high turnover rates. Grounded in the organizational culture workplace bullying model, the purpose of this multiple case study was to explore strategies human resource and line managers (HRLM) use to reduce workplace bullying. Participants were five HRLM who managed programs that successfully reduced workplace bullying in Michigan. Data were collected from semistructured interviews and a review of archival documents. Yin’s five-phase analytic cycle was used to guide the thematic analysis. Three themes emerged: establishing a desired organizational culture, creating an employee wellness program, and training employees. A key recommendation for HRLM is to implement a symbiotic organizational culture with organizational programs and employee training. Implications for positive social change include the potential to create work cultures conducive to civility, leading to satisfied workers and improving organizations and communities.
Recommended Citation
Brown, Gregory James, "Strategies Human Resource and Line Managers Use to Reduce Workplace Bullying" (2022). Walden Dissertations and Doctoral Studies. 12932.
https://scholarworks.waldenu.edu/dissertations/12932
Included in
Business Commons, Cultural Resource Management and Policy Analysis Commons, Other Education Commons
