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Annotated Bibliography
Cowan, R. L., Clayton, E., & Bochantin, J. (2021). Human resources as an important factor in
workplace bullying: Where we have been and should go. Pathways of Job-related
Negative Behaviour, 477-494.
The authors of this article are academics in the field of organizational science. They are
researchers at various universities in the United States. They are widely published in
various peer-reviewed journals and could regard authorities in human resources
management and, more specifically, on the issue of workplace violence.
This article is an in-depth analysis of workplace bullying from the perspective of human
resource professionals and employee representatives. Individual interviews were
conducted with HR professionals from wide-ranging interviews to establish the causative
agents of workplace bullying as a form of workplace violence. In addition, their study
sought to understand the role of an HR professional in addressing cases of workplace
violence. The findings reveal that the primary role of HR professionals is to provide
support to the victims and promoting a positive culture where antibullying policies are
enforced.
This source is invaluable for my research on workplace violence because the findings are
based on primary data collected through interviews. The article provides a unique
perspective on the problem of workplace violence through the lens of HR professionals.
The authors emphasize the critical of HR professionals in mitigating workplace violence.
This is a quantitative study which makes it easy to verify the validity of the information
presented. The recommendations of the study are applicable to any organization.
Birinxhikaj, M., & Guggisberg, M. (2017). The wide-ranging impact of sexual harassment in the
workplace: An Australian pilot study. International Journal of employment studies, 25,
6.
Birinxhikaj and Guggisberg are academics in public health and law. They are lecturers in
universities in Australia and have published numerous papers in peer-reviewed journals
on the subject of violence against women. This work focuses on illuminating women's
challenges in different contexts, such as the workplace.
In this article, they examine the issue of sexual harassment in the workplace. They
interview six women to understand their experience concerning workplace violence.
Their personal accounts highlight the adverse impact of sexual violence in the workplace.
The focal points of the study were harassment in the workplace, the adverse effects,
identification of the perpetrators, and mitigating mechanisms. The study concluded that
victims and perpetrators are not sure of what constitutes workplace violence. The
findings support existing which argue that sexual violence has adverse physical and
mental effects on the victims.
The article is vital for research because it discusses an issue prevalent in the workplace
yet is often ignored because the victims are often too afraid to speak out. The use of face-
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to-face interviews presents an authentic perspective on the issue of sexual violence in the
workplace. Through the article, gender as a critical factor in workplace violence is made
manifest. This is a challenge for every organization to create a safe space for women to
be productive.
Naseer, S., Raja, U., Syed, F., & Bouckenooghe, D. (2018). Combined effects of workplace
bullying and perceived organizational support on employee behaviors: does resource
availability help? Anxiety, Stress, & Coping, 31(6), 654-668
The authors of this article are academics in universities in Canada and Pakistan. The
researchers in organizational management. They are widely published in peer-reviewed
journals, and this article was a collaboration to examine the effect of workplace bullying
on employee behavior.
In this research, they use the social exchange theory and the conservation of resources
theory to argue that workplace bullying drains individuals' personal resources, leading to
low productivity and retaliatory behaviors. Organizational support is seen as a moderator
in mitigating the negative effects of bullying on employee behavior. The findings of the
study confirm their hypothesis that workplace bullying adversely affects the performance
of employees and leads to apathy. This is a quantitative study making it easier to test the
reliability and validity of the findings.
The article is helpful for my research because the findings are based on primary data
collection. The sample size is considerable, making it easy to reproduce the study in
different settings. A significant gap in this research is that it failed to show how
organizational support can be used to reduce workplace bullying. The results on this
aspect were inconclusive, and as such additional information is required to understand the
role of management in addressing the challenge of workplace violence.
Sheehan, M., McCabe, T.J., & Garavan, T.N. (2020). Workplace bullying and employee
outcomes: a moderated mediated model. The International Journal of Human Resource
Management, 31, 1379 - 1416.
The authors of this article are faculty members in the School of Business at the
University of Edinburg. Their research interests are in human resource management.
They are widely published in peer review journals and are experts in issues related to
workplace violence.
This paper examines the connection between workplace violence and employee
outcomes. This is biased towards the healthcare setting. The HR process theory is applied
to understand the mediating role of antibullying policies on employee outcomes and
whether training moderates this relationship. The findings indicate a strong correlation
between the implementation of antibullying policies and the performance of the
employees. Effective implementation reduces the probability of a hostile workplace
environment.
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The article is an essential resource for my research; it introduces workplace policies as a

critical component in addressing violence in the workplace. This was a quantitative study,
and the researchers collected views from different stakeholders in the workplace place.
The research methodology is replicable to future studies. In addition, This is a
quantitative study which makes it easy to verify the validity of the information presented.
The recommendations of the study are applicable to any organization.
Desrumaux, P., Jeoffrion, C., Bouterfas, N., De Bosscher, S., & Boudenghan, M. C. (2018).
Workplace bullying: How do bystanders’ emotions and the type of bullying influence
their willingness to help? Nordic Psychology, 70(4), 259-277.
The authors of this paper are academics, and their research interests are in the field of
psychology. They have been widely published in numerous peer-reviewed journals, and
this article examines violence from a psychological standpoint.
The article contends that bystanders are a critical component in evaluating violence in the
workplace. Bystanders can be mitigating or enabling elements in creating a culture of
workplace violence. Response to bullying incidents by witnesses in the workplace is
primarily influenced by the victim's behavior. The key variables of interest are the
witness's perception of the victim and the perpetrator, judgments on equity, and the
flexibility to assist the aggrieved parties. The findings show that victims are assisted by a
bystander if they are pro-social instead of anti-social. People exhibit negative emotions
toward the perpetrators and empathy toward the victims. There is a need for training to
address such problems in the workplace. Witnesses are discouraged from passivity in the
face of violence. To prevent the recurrence of violence, the perpetrators must be severely
punished.
The article is helpful for my research because it introduces a unique perspective
regarding workplace violence. Bystanders are the weak link in addressing the challenge
of workplace violence. Desrumaux et al. (2018) contend,” Human Resources
Management has to pay attention to suspect behaviors, has to react quickly, and has to be
attentive to the work climate and employees’ emotions and feelings" This is a helpful
insight into the role of HR in mitigating violence in the workplace. The article offers
numerous recommendations that are applicable to any environment. In addition, it is a
quantitative study making it easy to measure the connection between the different
variables.
Xu, T., Hanson, L. L. M., Lange, T., Starkopf, L., Westerlund, H., Madsen, I. E., ... & Hansen,
Å. M. (2018). Workplace bullying and violence as risk factors for type 2 diabetes: a
multicohort study and meta-analysis. Diabetologia, 61(1), 75-83.
The authors of this article are academics at the University of Copenhagen. The
researchers in social medicine. They are widely published in peer-reviewed journals, and
this article was a collaboration to examine the effect of workplace bullying on the health
of individuals.
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This article publishes the findings of a multicohort study to examine the connection
between social stress such as bullying at the workplace and the risk of suffering from
type 2 diabetes. Using a study sample of 45,905 men and women using self-reported
questionnaires, the results revealed that 12% of the employees were exposed to
workplace violence. Hospital records show that bullied employees are at a high risk of
developing type 2 diabetes. These results were consistent across men and women.
This research is helpful for my research because it underscores the impact of bullying on
the health of individuals. Being a quantitative study, the connections between the
different variables can be ascertained quickly. However, the study fails to elaborate on
whether bullying is the primary reason individuals are at risk of diabetes because of
workplace bullying. Numerous contributing factors were ignored, and as such, the
findings are not conclusive.
Gillen, P. A., Sinclair, M., Kernohan, W. G., Begley, C. M., & Luyben, A. G. (2017).
Interventions for prevention of bullying in the workplace. Cochrane Database of
Systematic Reviews, (1).
The authors of this study are researchers in organizational management. Their studies
have been published widely in peer-reviewed journals. They are an authority on
workplace violence, and the information presented applies to different scenarios.
The article argues the leading stressor in the workplace is bullying, and this has far-
reaching implications for the performance of the organization due to the reduced
productivity of the employees. This study provides strategies to mitigate bullying in the
workplace. This is a qualitative study, meaning that most of the published information is
based on previous studies. Four levels of intervention are applicable in mitigating
workplace violence: the first is the implementation of the relevant policies; the second is
the willingness of the management to ensure that the policies are enforced to protect
vulnerable employees. The laws must be unique to the circumstances of the organization;
the third is the job. This means there has to be a positive environment where the
employees are required to operate; the fourth is the employee. The employee must
undergo an extensive climate on workplace bullying and how to deal with a situation
when it arises. In addition, these policies only succeed if they are a deliberate effort to
discourage intolerance within the organization.
The article is vital to my study because it provides information on how to mitigate
workplace violence. There are elaborate recommendations. The downside is that study is
qualitative, which makes it difficult to measure the validity of the findings, and the
investigation is not reproducible. Some of the suggestions provided are possible from a
theoretical standpoint but challenging to implement.
Johnson, A., Nguyen, H., Groth, M., & White, L. (2018). Workplace aggression and
organizational effectiveness: The mediating role of employee engagement. Australian
Journal of Management. https://doi.org/10.1177/0312896218768378
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The authors of this article are faculty members at the University of Sidney Business
School. Their research interests are in human resource management. They are widely
published in peer review journals and are experts in issues related to workplace violence.
The article explicates violence in the workplace with a particular focus on effectiveness,
often organization and employee engagement. Using social capital theory, the authors
highlight the connection between aggression in the workplace and organizational
effectiveness. The research is biased toward the health sector. The findings reveal that
increased workplace aggression results in poor patient outcomes. Workplace aggression
is epitomized through emotional and physical threats. The costs incurred by the
organization are immeasurable. One of the main strategies to curb workplace aggression
is through policies that ensure perpetrators of violence in the workplace are severely
punished. The productivity of employees who have endured workplace violence is
significantly reduced. When employee engagement is compromised, organizational
effectiveness is also affected.
This study provides valuable information for my research because it is a quantitative
study showing the connection between the different variables under investigation. The
research methodology is replicable to future studies. The recommendations of the study
are applicable to any organization.
Li, X., & Lim, S. (2017). Cross-cultural differences in workplace aggression. Research and
theory on workplace aggression, 245-268.
The authors of this article are faculty members at the National University of Singapore.
Their research interests are in human psychology. They are widely published in peer
review journals and are experts in issues related to workplace violence.
The article discusses workplace aggression from a cultural perspective. Lim &
Kim(2017) contend that workplace aggression perception varies from one culture to
another. Workplace aggression is envisioned from three primary dimensions. The first is
its impact on the victim, the perpetrator's perspective, and the workplace. A western-
centric view was used in examining workplace aggression. Culture has a strong influence
on interaction in the workplace. A patriarchal society promotes a negative culture in the
workplace. There has been a failure by corporate organizations to reign in on workplace
violence by failing to create a positive environment that promotes cultural diversity. The
interaction of employees is primarily influenced by the environment they are raised.
Employees from cultures where violence is normalized enable violence in the workplace.
The power distance in terms of the management and employees means acts of violence
are ignored for fear of reprisal.
This article is vital for my study because it highlights the importance of culture in
understanding workplace aggression. The downside is that study is qualitative, which
makes it difficult to measure the validity of the findings, and the study is not
reproducible. Some of the suggestions provided are possible from a theoretical standpoint
but challenging to implement theoretically.
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Magnavita, N., Di Stasio, E., Capitanelli, I., Lops, E. A., Chirico, F., & Garbarino, S. (2019).
Sleep problems and workplace violence: a systematic review and meta-analysis.
Frontiers in neuroscience, 13, 997.
The authors of this paper are occupational health and neuroscience experts. Apart from
being published in peer-reviewed journals, they have industry experience on many issues
highlighted in their report. They are an authority on the impact of workplace violence on
the health of individuals.
This paper is a meta-analysis of literature discussing the intersection between the inability
to sleep and workplace violence. Without proper sleep, the productivity of employees is
severely compromised. The cognitive performance of individuals is negatively affected
due to workplace violence. Workplace violence is common in many corporate
organizations, yet little effort has been made to address some of the inherent challenges.
Working late becomes a form of emotional abuse for many employees when they are not
compensated for their effort. Most studies ignore this issue.
This article is helpful for my research because it highlights an issue that is often
overlooked in many discourses seeking to address workplace violence. The physiological
health of an individual is influenced by determines their productivity. The downside is
that study is qualitative, which makes it difficult to measure the validity of the findings,
and the study is not reproducible. Some of the suggestions provided are possible from a
theoretical standpoint but challenging to implement theoretically.