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Dr. Loraleigh Keashly Wayne State [email protected]
313-577-3221
Workplace Bullying Survey:Briefing and Data Overview
This on-line survey was administered between 11/5/07 – 12/7/07
Dr. Joel H. Neuman SUNY - New Paltz
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Presentation overview
The survey, administration process, and sampleDefining Workplace aggression and bullyingDescribing the behaviors in questionFindings: Experienced/Witnessed Bullying on campusRelationships of bullies and victimsThe impact on targets and witnesses Responses to bullyingPerceived benefits & consequences of specific response tacticsBeliefs about the effectiveness of university policies and practicesKey points for action and next steps
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Sample Pages from On-line Survey3
About the Survey4
3
Sample Page from Organizational Experiences Section
√√
√√√
√√√
√√√
√
5
Sample Page from Workplace Behavior Inventory
NeverOnceA Few TimesSeveral TimesMonthlyWeeklyDaily
DeanChairSupervisor/ManagerOther Administrator (e.g. VP, Dir)Coworker/ColleagueSubordinateCustomer/ClientOther
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4
7
On-Line, n=1150 (97%)
Paper & Pencil, n=35
(3%)
On-line vs. Paper-and-Pencil Versionsand Overall Response Rate
Number of potential respondents:Student employees = 1,868Regular employees = 1,592
Number of surveys collected:1,150 on-line surveys35 paper & pencil surveys
Overall response rate = 34.3% {typically 20-60%}
3,460
Total surveys collected = 1,185
8
Survey Sample: Gender
Respondent Gender
Male n=327 33%
Female n=652 67%
5
9
Campus Population vs. Survey Sample: Gender
46%
54%
33%
67%
0
10
20
30
40
50
60
70
80
Female MaleGender
Perc
ent
Total Campus Population Total Sample Survey
Survey sample differs from campus popuation: Female (t(2525)= 5.74, p<.001, Male (t(1936)=4.28, p<.001
10
Survey Sample: Ethnicity
Ethnicity
Caucasiann=87991%
Hispanic/Latinon=131%
Black - African American
n=283%
Don't known=333%
Othern=172%
Other: Native American 2% Hmong 1% Korean 4% Filipino 1% Chinese 6% Vietnamese 2% Native Hawaiian/Pacific Islander 1%
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11
Ethnicity for Campus Population vs. Survey Sample
0.21
1.04
2.90
1.35
0.10
3.42
90.99
0.46
4.53
4.36
1.17
0.06
6.30
83.13
0.00 10.00 20.00 30.00 40.00 50.00 60.00 70.00 80.00 90.00 100.00
American Indian or Alaska Native
Asian
Black or African American
Hispanic or Latino
Native Hawaiian / Other PacificIslander
Unknown
White
Campus PCTSurvey Sample PCT
12
Survey Sample: Age
Age
50-59n=24825%
40-49n=17918%
30-39n=16016%
20-29 n=24726%
Less than 20n=647%
60 & Overn=768%
7
13
Survey Sample: DivisionInformation &
Technology Servicesn=425%
Finance & Administration, n=110
12%Institutional Diversity,
n=162%
Division of the President
n=121%
Student Affairsn=17118%
University Advancement
n=536%
Strategic Educational, Business and
Regional Partnershipsn= 81%
Don't known=39 4%
Academic Affairs, n=48251%
14Divisional Representation for Campus Population vs. Survey Sample
0 10 20 30 40 50 60 70
University Advancement
Student Affairs
Strategic ED, Bus & Reg
Institutional Diversity
Information Technology
Finance & Administration
Division of President
Academic Affairs
Campus PCT
Survey Sample PCT
8
15
Survey Sample: Position
What is your position?
Faculty Membern=26528%
Academic Department Chair
n=172%
Graduate Assistant or Teaching Assistant
n=879%
Student Employeen=20221%
Director/Department Head/Dean
n=586%
Executive (Vice President and above)
n=3<1%
Mid-level managern=515%
First-line supervisorn=404%
Front line staffn=20021%
Othern=384%
16
How many years have you worked at the University?
Over 25 yearsn=93(10%)
21-25 yearsn=54(6%)
16-20 yearsn=86( 9%)
11-15 yearsn=61(6%)
6-10 yearsn=125(13%)
1-5 yearsn=342(35%)
Less than 1 yearn=59(6%)
Less than 6 monthsn=146(15%)
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17
Under which bargaining unit or personnel plan are you covered?
None of the aboven=268(29%)
MSUAASFn=98(11%)
MAPEn=38(4%)
MGECn=4
(<1%)
MMAn=18(2%)
Managerial Plann=3
(<1%)
IFOn=282(32%)
Commissioners Plann=9(1%)
Excluded Administrators
n= 21(2%)
AFSCMEn=170(19%)
18
Overall Satisfaction with Current Job
Benchmark data across industry sectors: 71% - 79%
Satisfied75% Neutral
6%
Dissatisfied19%
10
19
Overall Satisfaction with the University at this Time
Satisfied63%
Neutral14%
Dissatisfied23%
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Relationship Between Job Satisfaction and Satisfaction with the University
1462828Dissatisfied
304825Neutral
8081636SatisfiedOverall,
satisfaction with your
current job
DissatisfiedNeutralSatisfied
Overall, how would you rate your satisfaction with the universityr(1102) = .68
p<.0001
11
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
1
2
3
4
5
6
7
8
9
Workplace Civility Scale
Strongly Disagree Disagree Neutral Agree Strongly Agree
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
21
the people I work with treat each other with respecta spirit of cooperation andteamwork exists
the people I work with can be relied on when I need help
the people I work with take a personal interest in medisputes or conflicts are resolved fairly
differences among individuals are respected and valuedmgrs work well with employees of different backgrounds
discrimination is not tolerated
there is trust between employees and their supervisors
In m
y D
epar
tmen
tA
t M
SU
Workplace Aggression and Bullying
22
12
23Workplace Aggression vs. Workplace Bullying
Workplace Aggression: Isolated or occasional acts of “negative”workplace behavior.
Workplace Bullying: Persistent, enduring, and patterned forms of “negative” workplace behavior.
24In this questionnaire, have you reported experiencing any "negative" or "unpleasant" workplace behaviors?
Non=44945%
Yesn=54055%
13
25Rates of Exposure to Aggression or Bullying According to Checklist
Occasional Aggression
n=58361%
No Aggression n=15916%
Severe Bullying n=11011%
Some Bullying n=11412%
84% ofthose
respondingto these
questionsreported
experiencing aggression or
bullying.
This represents
68%of oursurveysample
26
Obstructional and Marginalizing Behavior
Given the "silent treatment" Others delay action on matters that were important to youBeen the target of rumors or gossipOthers fail to give you information that you really neededOthers refuse your requests for assistanceAttempts made to turn other employees against youHad your views or contributions ignored by othersHad co-workers fail to defend your plans or ideas to othersOthers consistently fail to return phone calls, memos, emailBeen lied toExcluded from work-related social gatherings
14
27
Rude, Disrespectful, Hostile, and Humiliating BehaviorReprimanded or "put down" in front of others Treated in a rude and/or disrespectful mannerSubjected to insults and temper tantrums when disagreeing with someoneYelled at or shouted at in a hostile mannerSubjected to excessively harsh criticism about your workHad someone flaunt status or treat you in a condescending mannerPrevented from expressing yourself (e.g., interrupted when speaking)Subjected to negative comments about your intelligence or competenceBeen glared at in a hostile manner
28
Work-Related Behavior
Denied a raise or promotion without being given a valid reasonGiven little or no feedback about your performanceGiven unreasonable workloads or deadlines-more than othersNot given the praise for which you felt entitledHad someone else take credit for your work or ideas
15
29
Insults and Personal Attacks
Subjected to derogatory name calling Subjected to obscene or hostile gesture
30
Mean Response Ratings for Aggression Dimensions
0
0.2
0.4
0.6
0.8
1
1.2
1.4
1.6
1.8
2
Obstructional andMarginalizing
Behavior
Work-RelatedBehavior
Rude, Disrespectful,Hostile, Humiliating
Behavior
Insults and PersonalAttacks
AGGRESSION DIMENSIONS
MEA
N R
ESPO
NSE
RA
TIN
GS
Different color bars differ significantly, p. <.05
16
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Top 10 Aggressive Behaviors
36.3
35.2
39.9
39.3
36.6
41.6
45.6
42.7
47.1
51.4
0.0 10.0 20.0 30.0 40.0 50.0 60.0
Flaunt status
Given the silent treatment
Contributions ignored
Glared at
Given little feedback
Lied to
Fail to give you info
Not given the praise
Others delay action
Rude-disrespectful B
ehav
ior
Percent Responding
“Other” forms of aggression experienced by respondents
Open-ended comments classified by aggression
dimensions
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17
“Other” aggression reported in open-ended comments:Obstructional & Marginalizing Behavior
Being ignoredOpposing views not toleratedReverse “sexism”intolerance for religious beliefsRacial jokesJokes/comments of sexual nature
Rude, Disrespectful, Hostile, and HumiliatingLack of respectDemeaning treatment (treated like child, 2nd class citizen, treated as stupid)Public “put-downs”
Work-related AggressionWork-related punishment (e.g., refusal to change work schedule, removal of authority)Withholding needed informationNepotism in hiring practices
Insults and Personal AttacksName callingThreats to harm (jeopardize tenure, threatened funding for non-compliance, use of physical size to intimidate, student threat)
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In the past 12 months, have you experienced:
0 100 200 300 400 500 600 700 800 900 1000Frequency
Any form of racial orethnic prejudice on
the job?
Sexual harassment onthe job?
Physical violence,sexual assault, or the
threat of physicalharm on the job?
No 940 970 986Yes 67 39 23
Any form of racial or ethnic prejudice on the job? Sexual harassment on the job?
Physical violence, sexual assault, or the threat of physical harm on the
job?
18
Of those reporting …Racial/Ethnic prejudice reported: • 64% Racist remarks • 63% Racial/ethnic jokes & slurs
Sexual Harassment Reported:• 74% Female• 19% Negative comments re sexual orientation• 37% Unwanted terms of endearment • 16% Unwanted touching or fondling • 65% Subjected to suggestive or offensive stories • 66% Sexist remarks• 11% Consequences for refusing sexual requests
Physical violence, sexual assault, threats reported:• 9% Hit with object•18% Pushed, shoved, thrown, or bumped into• One individual reported rape/sexual assault
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36In response to the negative workplace behaviors that you experienced, did you do any of the following?
261
232
64
285
312
477
0% 20% 40% 60% 80% 100%
Report any of theseexperiences to asuperior or union
official?
Confront theperson(s) involved in
any of thesebehaviors?
File a formalcomplaint or
grievance about anyof these experiences?
Yes No
19
37
University Units Approached for Help & Perceived Effectiveness of that Approach
0
10
20
30
40
50
60
70
80
Dir sup
rvsr/m
grCha
ir
Union r
ep HR
Affirmati
ve A
ction
Office o
f VP
EAP
Preside
nt's O
ffice
Comm on
Stat
us of
Wom
en
Wom
en's
Center
Office o
f Cha
ncell
or
Diversi
ty Com
mission
LGBT C
enter
Improved Situation Worsened SituationPCT Using This Approach
38
Definition of workplace bullyingprovided on survey
BULLYING IS DEFINED AS:
"all those repeated actions and practices that are directed to one or more workers, which are unwanted by the victim, which may be done deliberately or unconsciously, cause humiliation, offense, and distress, and that may interfere with job performance and/or cause an unpleasant working environment.”
20
39
Have you ever witnessed or experienced bullying at work?
Yesn=31632%
Yesn=41241%
Non=67768%No
n=59459%
0
10
20
30
40
50
60
70
80
90
100
Witnessed Experienced
PER
CEN
T
40
Crossover of Witnessing and Being Bullied
45%ReportSome
ExperienceWith
Bullying asVictim
orWitness
No Exposure55%
Bullied Only5%
Witnessed Only13%
Witnessed & Bullied27%
21
41
Witnessing Bullying
42Witnessed Bullying Reported by Division
0 20 40 60 80 100 120 140 160 180 200
Academic Affairs
Fin & Administration
Info& Tech Services
Institutional Diversity
Division of the President
Student Affairs
University Advancement
Strat ED, BU & Reg Part
Don't know
Div
isio
n
Frequency
Academic Affairs 50%Student Affairs 19%Fin & Administration 14%University Advancement 6%Division of the President 2%Info& Tech Services 5%Institutional Diversity 1%Strat. ED, BU & Reg Part 1%Don't know 3%
22
43Percent of respondents witnessing bullying by position
First-line supervisor5%
Mid-level manager7%
Director/Department Head/Dean
9%
Executive (Vice President and above)
0%
Faculty Member32%
Graduate Assistant or Teaching Assistant
6%
Academic Department Chair2%
Student Employee9%
Other3% Front line staff
27%
44
Percent of respondents witnessing bullying by bargaining unit or personnel plan
IFO37%
MMA3%
MAPE4%
MSUAASF14%
Other13% AFSCME
25%
Commissioners Plan1%
Excluded Administrators
3%
23
45
For those respondents witnessing bullying number of incidents they have observed
41% of respondents answering this question have witnessed bullying (n=412/1006)
One5%
Many24%
Several27%
A Few44%
94.8% of thosewitnessing bullying haveseen more than one incident. 50.3% have seen several or manyincidents
46In thinking about the most significant or memorable case of bullying that you have witnessed: (1) what was the gender of the victim? (2) What was the gender of the bully?
69.2% of Victimsand 56.6% of Bullieswere Female
0
20
40
60
80
100
120
140
160
180
200
Female Male
Gender of Bully
Freq
uenc
y
Gender of Victim
Female
Gender of Victim Male
46
24
47In thinking about the most significant or memorable case of bullying that you have witnessed: (1) what was the race of the victim? (2) What was the race of the bully?
0
50
100
150
200
250
300
350
White Minority
Race of Bully
Freq
uenc
y
Race of Victim White
Race of Victim Minority
91.9% ofVictims and93.1% of bullies were White
47
48
I don't know2%
Customer/Client3%
Subordinate6%
Other5%
Dean4%
Chair5%
Another Administrator
9%
SupervisorManager
26%
Coworker Colleague
40%
In thinking about the most significant or memorable case of bullying that you have witnessed, what was the relationship of the bully to the victim?
44.3% ofthe bullies
held hierarchically
“superior”positions to their victims
48
25
49To the best of your knowledge, how long has the bullying been going on?
More than 36 months (3 years),
n=139 (34%)
24-36 months, n=33 (8%)
18-24 months, n=31 (8%)
12-18 months, n=25 (6%)
6-12 months, n=36 (9%)
1-6 months, n=32 (8%)
At least 1 month, n=6 (1%)
Less than 1 month, n=12(3%)I don't know
n=92(23%)
50
The degree to which respondents were bothered by witnessing bullying
Moderatelyn=95(23%)
A little bitn=50(12%)
Not at alln=2
(<1%)
A great dealn=259(64%)
99% of thosewho witness
bullying reportbeing
“bothered” bythese
incidents
26
51Compared with those who have not witnessed bullying, those who have witnessed bullying are significantly more likely to say that:
Work adversely impacts their emotional healthWork adversely impacts their physical healthThey are more dissatisfied with their current jobThey are more dissatisfied with the universityThey are more likely to transfer to another deptThey are fearful at workWork is a source of stressThey are less committed to the institutionThey are more likely to leave the university
52
Responses to Witnessed Bullying & Perceived Effectiveness of that Approach
0
10
20
30
40
50
60
70
80
90
100
talke
d to co
workers
talke
d to vi
ctim ab
out w
hat w
as ha
ppening
talke
d to fa
mily and
friend
s
did not
know
wha
t to do
advis
ed vict
im to
repo
rt incid
ent
ignored i
t or d
id nothing
reporte
d incid
ent to
manag
ement
advise
d victi
m to avo
id bull
y
got oth
er peo
ple to
denou
nce co
nduct
tried to
keep th
e bull
y way
from
the v
ictim
told b
ully t
o stop
the be
havio
rs
helped
them
to ta
lk to
each ot
her
went with
the vi
ctim to
report
the i
nciden
t
Improved Situation Worsened SituationPCT Using this Approach
27
53
Open-ended comments regarding responses to witnessed bullying
Commiserated – shared experienceOffered concrete support to victim (during pursuit of incident; helped victim achieve goals and feel good about self)Defended victims against criticism/unfair comments & emphasized victims strengthsGave specific advice to victim (e.g., leave unit, get lawyer)
Coached the bully (e.g., suggestions on more positive ways to handle situation; spoke to others who could influence bullyDocumented bullyingInformed persons in position to do something (e.g., union, chair)Provided information during formal investigations.
54
Being Bullied
28
55
How many people have been involved in bullying you?
Onen=133(43%)
Twon=94(30%)
Threen=44(14%)
Fourn=14(4%)
More than four, n=28( 9%)
57.5% ofvictims arebullied by more thanone person
56
Victims and Bullies by Gender
0
20
40
60
80
100
120
140
160
Female Male
Gender of Victim
Freq
uenc
y
Gender of Bully
Female
Gender of Bully Male
Of all respondents33% (216) women and 27% (87) men identify as victims.
Victims (71.3%) and bullies (61.4%) were predominantly female (N=303)
29
57
Race/Ethnicity of Bullies and Victims
0
50
100
150
200
250
300
Minority White
Race of Victim
Freq
uenc
y
Race of Bully White
Race of Bully
Minority
Victims (95.1%) and bullies (96.3%) were predominantly white
58
Who was most responsible for bullying you?
Another Administrator
n=37(12%)
Coworker/Colleague n=130(42%)
Subordinaten=11(4%) Supervisor/Manager,
n=64(21%)
Chairn=23 (7%)
Deann=11(4%)
Othern=25(8%)Customer/Client
n=7(2%)
Equally likely be coworker (42.4%) or higher-ups (43%)
30
59
Being Bullied as a Functionof Age
40-49n=82(27%)
30-39n= 47(16%)
50-59n=111(37%)
60 or overn=29(10%)
Less than20n=3(1%)
20-29n=28(9%)
60
Being Bullied as a Function of Job Tenure
Less than 1 yearn=8(3%)
Less than 6 monthsn=11(4%)
Over 25 yearsn=40(13%)
21-25 yearsn=29(10%)
16-20 yearsn=39(13%)
11-15 yearsn=36(12%)
6-10 years(n=62)(21%)
1-5 yearsn=74(24%)
31
61Division of employment for those respondents reporting being bullied
Institutional Diversityn=4(1%) Info & Tech Svcs
n=13(5%)
Finance & Administration
n=37(13%)
Division of the President
n=6(2%)
Student Affairsn=51(18%)
Academic Affairs, n=146(51%)
Don't known=9(3%)
University Advancement
n=17(6%)
Strat ED, BUS, & Reg Partnership
n=2(1%)
62Position of employment for those respondents reporting being bullied
Front line staff n=85 (30%)
Other n=10(3%)
Student Employee n=19(6%)
Academic Department Chairn=4 (1%)
Graduate Assistant or Teaching Assistant
n=12(4%)
Faculty Member n=104 (36%)
Director/Department Head/Dean
n=31 (10%)
Mid-level manager n=16(5%)
First-line supervisor n=16(5%)
32
63
Percent of respondents bullied by bargaining unit or personnel plan
IFOn=112(39%)MAPE
n=11(4%)
MMAn=11(4%)
MSUAASFn=42(14%)
None of the above, n=25(9%)
AFSCMEn=79(27%)
Commissioners Plan, n=3
(1%)
Excluded Administrators
n=7(2%)
64
How long has the bullying been going on?
0 5 10 15 20 25 30 35 40
Less than 1 month
At least 1 month
1-6 months
6-12 months
12-18 months
18-24 months
24-36 months
More than 36 months
Dur
atio
n of
Bul
lyin
g
Percent
33
65
How much has being bullied bothered you?
Not at all n=3 (1%)
A little bit n=30 (10%)
Somewhatn=82 (27%)
A great deal n=192 (62%)
99% ofthose being
bullied reportbeing
“bothered” bythese
incidents
66
Being bullied - Impact
31.5% missed work -51% missed at least 1 day of work in past 30 days
63.5% felt worthless (19.1%)64.6% felt bad about self (20.3%)88.9% felt helpless to do anything (49.2%)64.6% thought about quitting (40.4%)
Percentages in red represent “a great deal”
34
67
Have you thought about getting revenge for being bullied?
Not at all n=154 (51%)
A little bit n=93(30%)
Moderately n=38(12%)
A great deal n=22 (7%)
49% ofrespondents
being bulliedreport
thinkingabout gettingrevenge
68Compared with those who have not reported being bullied, those who have been bullied are significantly more likely to say that:
Work adversely impacts their emotional healthWork adversely impacts their physical healthThey are more dissatisfied with their current jobThey are more dissatisfied with the universityThey are more likely to transfer to another deptThey are fearful at workWork is a source of stressThey are less committed to the institutionThey are more likely to leave the university
35
69
Responses to Experienced Bullying & Perceived Effectiveness of that Approach
0
10
20
30
40
50
60
70
80
90
100
talke
d with
coworke
rs
talked w
ith fa
mily &
friends
staye
d calm
avoided t
he bully
told s
uprvs
r, mgr, c
hair, de
an
acted as
if did
n't care
ignore
d it or d
id nothing
asked
colle
agues f
or help
behaved extr
a nice to
bully
asked
bully to
stop
went along
with
behavior
lowered m
y pro
ducti
vity
not tak
e behavior s
eriously
went to th
e union
told H
R about it
had someo
ne spea
k to bull
y
made for
mal compla
int
asked
for t
ransfe
r
threa
tened to te
ll others
Improved SituationW orsened SituationPCT Using This Approach
70
Open-ended comments regarding responses to being bullied
WithdrawalLeft organizationTransferred to other unitStopped working on project to escape bully
Spoke directly with bullyWas assertiveClarified expectations in writingHonest discussion about issues
Encouraged administration lawyer to pursue legal action
36
71Workplace Environment Policy & Employee Complaint procedures are communicated clearly and enforced.
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Communication Policy Enforcement Policy
Perc
ent
Disagree Neither Disagree nor Agree Agree
Beliefs about the effectiveness of Workplace Environment Policy & Employee Complaint Procedures
Info about policies is communicated to all employeesEmployees aware of behaviors covered by policiesEmployees receive adequate training on policiesThere are consequences for physical aggression or threatsThere are consequences for being mean or verbally aggressiveEmployees are sanctioned for behaving aggressivelyPolicies are effective at preventing physical aggressionPolicies are effective at preventing nonphysical aggressionFormal complaints about physical aggression taken seriouslyFormal complaints about non-physical aggression taken seriouslyPeople can get away with being aggressive or hostile toward othersPolicies are effective at preventing all forms of workplace aggression
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Strongly Disagree Disagree Neutral Agree Strongly Agree
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
72
37
73
Key Points for Action68% of survey sample reports aggression/bullying.Aggression primarily from faculty/staff (not students).Both vertical and horizontal aggressionExposure to bullying part of campus experience for manyLongstanding bullying relationships are presentSimply observing such behavior adversely impacts witnesses.Informal actions by campus members have mixed results. How enhance effectiveness?Formal campus procedures seem to be useful in responding to hostility WHEN they are used. Why aren’t they used more often?Formal campus policies/procedures are perceived to be less useful for nonphysical (psychological) aggression
74
Next steps…
Continued conversations with the campus community to make sense of the data and identify additional useful analysesIdentify ways to further act on the dataIntegrate information derived from the survey, follow-up analyses, and conversations to formulate final report—including findings & recommendationsObtain feedback from campus community on our final report and discuss our possible future involvement in the development, implementation, and evaluation of interventions.
