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020 _a9788132220442
_9978-81-322-2044-2
024 7 _a10.1007/978-81-322-2044-2
_2doi
050 4 _aHF5548.7-5548.85
072 7 _aJMJ
_2bicssc
072 7 _aPSY021000
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082 0 4 _a158.7
_223
100 1 _aD'Cruz, Premilla.
_eauthor.
_4aut
_4http://id.loc.gov/vocabulary/relators/aut
_926036
245 1 0 _aDepersonalized Bullying at Work
_h[electronic resource] :
_bFrom Evidence to Conceptualization /
_cby Premilla D'Cruz.
250 _a1st ed. 2015.
264 1 _aNew Delhi :
_bSpringer India :
_bImprint: Springer,
_c2015.
300 _aXI, 75 p. 3 illus.
_bonline resource.
336 _atext
_btxt
_2rdacontent
337 _acomputer
_bc
_2rdamedia
338 _aonline resource
_bcr
_2rdacarrier
347 _atext file
_bPDF
_2rda
490 1 _aSpringerBriefs in Psychology,
_x2192-8363
505 0 _aChapter 1. The significance of understanding depersonalized bullying at work -- Chapter 2. Interpersonal bullying at work as the conceptual benchmark for depersonalized bullying at work -- Chapter 3. Experiencing depersonalized bullying at work -- Chapter 4. Theorizing about depersonalized bullying at work.
520 _aThe book advances the nascent concept of depersonalized workplace bullying, highlighting its distinctive features, proposing a theoretical framework and making recommendations for intervention. Furthering insights into depersonalized bullying at work is critical due to the anticipated increased incidence of the phenomenon in the light of the competitive contemporary business economy, which complicates organizational survival. Drawing on two hermeneutic phenomenological inquiries set in India focusing on targets and bullies, the book evidences that depersonalized bullying is a sociostructural entity that resides in an organization’s structural, processual and contextual design. Enacted by supervisors and managers through the engagement of abusive and aggressive behaviours, depersonalized bullying is resorted to in the pursuit of competitive advantage as organizations seek to ensure their continuity and success. Given the instrumentalism associated with the world of work, targets and bullies encountering depersonalized bullying display largely ambivalent responses to their predicament. Ironically, then, organizations’ gains in terms of effectiveness are offset by the strains experienced by these protagonists. The theoretical generalizability of the findings reported in the book facilitates the development of an integrated framework of depersonalized workplace bullying, laying the foundations for forthcoming empirical and measurement endeavours that progress the concept. The book recognizes that whereas primary level interventions mandate repositioning the extra-organizational environment and/or recasting organizational goals to balance business and employee interests, secondary level and tertiary level interventions encompass various types of formal and informal social support to address targets’ and bullies’ interface with depersonalized bullying at work.
650 0 _aIndustrial psychology.
_926037
650 0 _aEconomic sociology.
_926038
650 0 _aPersonnel management.
_926039
650 1 4 _aIndustrial and Organizational Psychology.
_0https://scigraph.springernature.com/ontologies/product-market-codes/Y20030
_926040
650 2 4 _aOrganizational Studies, Economic Sociology.
_0https://scigraph.springernature.com/ontologies/product-market-codes/X22020
_926041
650 2 4 _aHuman Resource Management.
_0https://scigraph.springernature.com/ontologies/product-market-codes/517000
_926042
710 2 _aSpringerLink (Online service)
_926043
773 0 _tSpringer Nature eBook
776 0 8 _iPrinted edition:
_z9788132220435
776 0 8 _iPrinted edition:
_z9788132220459
830 0 _aSpringerBriefs in Psychology,
_x2192-8363
_926044
856 4 0 _uhttps://doi.org/10.1007/978-81-322-2044-2
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