Workplace Bullying in New Zealand Institutes of Technology and Polytechnics: Prominence, processes, and emotions

This is a study of workplace bullying in New Zealand in the higher education sector. A number of western countries, including the USA, Australia, and many European countries, have identified bullying as a serious issue and interest in the phenomenon has grown worldwide. Recently, there has been a surge of research interest in New Zealand. However, a number of important questions remain unanswered. These questions relate to the extent of bullying, the absence of a comprehensive understanding of the process as targets experience it, and the emotional experience of bullying. Therefore, the purpose of this study is to establish the extent of workplace bullying in the New Zealand context and explore the ways in which targets construct their experiences. Specifically, the research investigated three questions: (1) To what extent does workplace bullying exist in New Zealand Institutes of Technology and Polytechnics (ITPs)?, (2) How do targets construct the process of workplace bullying?, and (3) How do targets use metaphor to construct the emotional experience of bullying? Several hypotheses were tested to probe these questions further. The study uses multiple methods, including quantitative and qualitative analyses, to enable a deep and comprehensive exploration of bullying (Cowie, Naylor, Rivers, Smith, & Pereira, 2002). An internationally recognised measure, the Negative Acts Questionnaire, was used to collect quantitative data from 151 workers in half of the ITPs in New Zealand, whilst semi-structured interviews with 31 workers, from nine ITPs, gathered qualitative data. Survey findings suggested that New Zealand ITP workers experienced negative acts at a higher level when compared to European workers. Being in a low-power position did not necessarily equate to a greater likelihood of being a target. Women and men reported similar levels of bullying, whilst part-time and temporary workers reported less than full-time and permanent workers. However, Maori, the indigenous people of New Zealand, reported significantly higher levels of bullying than non-Maori workers. Results from a thematic analysis of interviews indicated that targets of bullying constructed their experiences as a complex process that typically starts and ends with a change in an already troubled workplace. During the episode of bullying, various resistance strategies are possible and these have differing degrees of success. Although complex, the process followed a pathway that was similar for all targets, regardless of the differences in their experiences and backgrounds. Targets punctuated their experiences as extending well beyond the bullying behaviours themselves. Furthermore, they discussed a range of approaches to resistance that were associated with a variety of constraints to agency (Thompson, Nalder, & Lount, 2006; Deutsch & Coleman, 2006). Targets perceived their job satisfaction as negatively affected by bullying-related behaviours, but their job performance to be unaffected. Enjoyment of, or a commitment to, the job itself appeared to mitigate the effects of bullying on performance. Targets were emphatic about the difficulties they encountered in seeking organisational support. Organisations sequestered their responsibility for managing bullying and consequently contributed to its continuation. Severing the immediate work relationship was the only way in which bullying ended, although the parting occurred in several different ways, and this finding has particular implications for management. The themes formed a process model that comprises the broad range of experiences, contexts, and outcomes, presenting a challenge and an extension to existing models. Finally, the research identified naturally occurring metaphors. These were analysed using a systematic process to explore targets’ emotional experiences of bullying. Key findings were that targets described bullying in terms of violence, madness, natural forces, desert islands, water, games and hell. Based on an analysis of these metaphors, sadness, shame, and pain, emerged as the most prominent emotions. These findings provide a contribution to the small body of research into metaphors of bullying and emotions. In addition to providing insight into New Zealand ITP-specific experiences and making a comparison with those of other in countries, the thesis adds to existing research in several ways. The development of a comprehensive model, which uses the perspectives of those who have experienced bullying and highlights the context in which it occurs, extends existing conceptualisations of the bullying process. Identification of the metaphors that are common to the experience of bullying both supports and extends existing research. Finally, construction of targets’ emotions from their metaphors extends previous research into the emotional experience of bullying and addresses certain methodological shortcomings of earlier studies

Third-Party Interventions in Workplace Bullying: A neoliberal agenda?

Purpose: Bullying is a persistent, damaging feature of neoliberal workplaces, despite the increased use of third-party interventions (TPIs). The purpose of this paper is to investigate how TPIs relate to individualisation of the employment contract, whether TPIs deflect attention away from bullying and the impact for targets. Design/methodology/approach: Data were gathered from focus groups and interviews with members and officials of three large UK trade unions. Findings: TPIs individualise bullying allegations and such interventions are further characterised by impotence, injustice and lack of impartiality, serving to deflect bullying claims and exacerbate targets\u27 suffering. Practical implications: Recommendations are made to improve the efficacy of interventions. Originality/value: This paper increases the limited research into the efficacy of TPIs and makes a significant contribution to debates on neoliberal individualism

RuralCovidLife: A new resource for the impact of the pandemic on rural Scotland [version 2; peer review: 2 approved]

RuralCovidLife is part of Generation Scotland’s CovidLife project, investigating the impact of the COVID-19 pandemic and mitigation measures on people in Scotland. The RuralCovidLife project focuses on Scotland’s rural communities, and how they have been impacted by the pandemic.During survey development, Generation Scotland consulted with people living or working in rural communities, and collaborated with a patient and public involvement and engagement (PPIE) group composed of rural community leaders. Through this consultation work, the RuralCovidLife survey was developed to assess the issues most pertinent to people in rural communities, such as mental health, employment, transport, connectivity, and local communities.Between 14th October and 30th November 2020, 3,365 participants from rural areas in Scotland took part in the survey. Participant ages ranged from 16 to 96 (mean = 58.4, standard deviation [SD] = 13.3), and the majority of the participants were female (70.5%). Over half (51.3%) had taken part in the original CovidLife survey.RuralCovidLife includes a subsample (n = 523) of participants from the Generation Scotland cohort. Pre-pandemic data on health and lifestyle, as well as biological samples, are available for these participants. These participants’ data can also be linked to past and future healthcare records, allowing analysis of retrospective and prospective health outcomes.Like Generation Scotland, RuralCovidLife is designed as a resource for researchers. RuralCovidLife data, as well as the linked Generation Scotland data, is available for use by external researchers following approval from the Generation Scotland Access Committee. RuralCovidLife can be used to investigate mental health, well-being, and behaviour in participants living in rural areas during the COVID-19 pandemic, as well as comparisons with non-rural samples. Moreover, the sub-sample with full Generation Scotland data and linkage can be used to investigate the long-term health consequences of the COVID-19 pandemic in rural communities

Genetic mechanisms of critical illness in COVID-19.

Host-mediated lung inflammation is present1, and drives mortality2, in the critical illness caused by coronavirus disease 2019 (COVID-19). Host genetic variants associated with critical illness may identify mechanistic targets for therapeutic development3. Here we report the results of the GenOMICC (Genetics Of Mortality In Critical Care) genome-wide association study in 2,244 critically ill patients with COVID-19 from 208 UK intensive care units. We have identified and replicated the following new genome-wide significant associations: on chromosome 12q24.13 (rs10735079, P = 1.65 × 10-8) in a gene cluster that encodes antiviral restriction enzyme activators (OAS1, OAS2 and OAS3); on chromosome 19p13.2 (rs74956615, P = 2.3 × 10-8) near the gene that encodes tyrosine kinase 2 (TYK2); on chromosome 19p13.3 (rs2109069, P = 3.98 ×  10-12) within the gene that encodes dipeptidyl peptidase 9 (DPP9); and on chromosome 21q22.1 (rs2236757, P = 4.99 × 10-8) in the interferon receptor gene IFNAR2. We identified potential targets for repurposing of licensed medications: using Mendelian randomization, we found evidence that low expression of IFNAR2, or high expression of TYK2, are associated with life-threatening disease; and transcriptome-wide association in lung tissue revealed that high expression of the monocyte-macrophage chemotactic receptor CCR2 is associated with severe COVID-19. Our results identify robust genetic signals relating to key host antiviral defence mechanisms and mediators of inflammatory organ damage in COVID-19. Both mechanisms may be amenable to targeted treatment with existing drugs. However, large-scale randomized clinical trials will be essential before any change to clinical practice

Common, low-frequency, rare, and ultra-rare coding variants contribute to COVID-19 severity

The combined impact of common and rare exonic variants in COVID-19 host genetics is currently insufficiently understood. Here, common and rare variants from whole-exome sequencing data of about 4000 SARS-CoV-2-positive individuals were used to define an interpretable machine-learning model for predicting COVID-19 severity. First, variants were converted into separate sets of Boolean features, depending on the absence or the presence of variants in each gene. An ensemble of LASSO logistic regression models was used to identify the most informative Boolean features with respect to the genetic bases of severity. The Boolean features selected by these logistic models were combined into an Integrated PolyGenic Score that offers a synthetic and interpretable index for describing the contribution of host genetics in COVID-19 severity, as demonstrated through testing in several independent cohorts. Selected features belong to ultra-rare, rare, low-frequency, and common variants, including those in linkage disequilibrium with known GWAS loci. Noteworthily, around one quarter of the selected genes are sex-specific. Pathway analysis of the selected genes associated with COVID-19 severity reflected the multi-organ nature of the disease. The proposed model might provide useful information for developing diagnostics and therapeutics, while also being able to guide bedside disease management. © 2021, The Author(s)

My Little Desert Island: Using metaphors to identify the emotional impact of workplace bullying

Bullying is now recognized as a disruptive and persistent feature of work but despite the difficulties it causes within organisations, managers appear to be unwilling or unable to manage workplace bullying. One reason for this phenomenon\u27s persistence may be its invisibility for those who have not experienced it; therefore, this paper provides step-by-step details of an alternative approach for recognizing and understanding the impact of workplace bullying on employees. Using empirical data from targets of bullying, naturally occurring metaphors are systematically analysed and linked with emotions. It was found that metaphors associated with shame, sadness, and pain emerged strongly from the data and recognition of such emotions is likely to contribute to the visibility of bullying. Finally, this paper provides a novel methodology for gaining insight into a problem that has evaded any lasting solutions

Peak Performance Prism: A conceptual model of people enablers in organisations

Globalised economies have increased competition for organisations, so managers are under enormous pressure to improve performance and remain ahead of competitors. In this conceptual paper, we consider a range of factors that improve the likelihood of organisations attaining peak performance. We focus on factors associated with people employed in the organisation. The people enablers mainly stem from three perspectives, namely competency, motivation and opportunity, arranged as a People Performance Prism. There are other organisational enablers that have an impact on performance. These additional factors are named People Enablers and Organisational Enablers; these factors are arranged into a model to show how they contribute to peak performance in organisations

Organisational sequestering of workplace bullying: Adding insult to injury

This paper explores empirical data from human resources practitioners and employees to define the ways in which organisations respond to complaints about workplace bullying in New Zealand. Despite recommendations that organisations take workplace bullying seriously and increasing research in recent years, little evidence exists of improvements in the management of this problem. Indeed, this study adds to the gloom by providing an account of the ways in which a group of organisations failed to take responsibility for the welfare of their employees and members. A selection of disappointing responses to requests for help, and some possible explanations for these responses, is presented. Crucially, a set of terms for identifying organisational inaction towards full resolution of workplace bullying is introduced, resolving some aspects of denotative hesitancy in this area. Defining the approaches that hinder resolution of workplace bullying may contribute to its reduction