Bullying has been a source of growing concern in contemporary organizations, and the international dimension to this conference will highlight the fact that the problem is not constrained by borders or culture. Following the highly successful conferences of Stafford (1998), Brisbane (2000), London (2002), Bergen (2004) and Dublin (2006), the 2008 conference in Montreal will seek to provide a leading edge overview of our current knowledge of bullying in the workplace.
The intersection between different research traditions, theoretical and methodological backgrounds, as well as between research and practice, are necessary conditions for the development of new ideas and theories, and we are eager to encourage such an expansion of knowledge in our conference.
We invite researchers, business and organizational representatives, labour leaders, industry representatives, lawyers, human resources, health and psychological professionals, and practitioners from all disciplines who are involved in research and/or practice on bullying at work to submit proposals for poster presentations, and papers on new research findings, prevention/intervention programs, and policies that address the problem of bullying at work. Students and junior researchers are invited to share their research as well...
Please note that the deadline for Posters and Papers is December 1, 2007
E-mail : bullying@er.uqam.ca - More info
3 comments:
Maybe our universities will pay for us to attend this conference if we can put together a paper......
Aphra Behn
An extract from Bullying: When Work Becomes Indecent - Angelo Soares Montreal 2002
Definitions of BULLYING
Different definitions have been used in different studies on bullying at work. Listed
below are some of the principle definitions used in the francophone and anglophone
literature:
Χ repeated and obstinate attempts of one person to torment, frustrate, or break the
resistance of an another person, an attempt to get a wanted reaction from them. It
is a form of treatment that, applied with persistence, provokes, pressures, frightens,
intimidates, and inconveniences the victim (Brodsky, 1976).
Χ destructive process consisting of a succession of hostile statements and actions
which, if taken in isolation, seem harmless, but whose constant repetition has
pernicious effects (Leymann, 1996: p. 26-27).
Χ any and all action which, through its repetition or its severity, diminishes the dignity
or the integrity of the worker... It can take many forms such as insults, humiliation,
threats, blackmail, direct or indirect accusations, unfounded insinuations, unjustified
acts of retaliation, constant personal attacks (Au bas de l'échelle, 1998).
Χ repeated inappropriate behaviour, direct or indirect, whether verbal, physical or
otherwise, conducted by one or more persons against another or others, at the
place of work and/or in the course of employment, which could reasonably be
regarded as undermining the individual
=s right to dignity at work. (Doyle, 2001)
Χ all behaviour deemed abusive (through gestures, words, demeanour, attitude...)
which diminishes, by its repetition or systematization, the dignity or the
psychological or physical integrity of an individual, thereby compromising the
individual's employment or causing damage to labour relations (Hirigoyen, 2001: p.
13).
Aphra Behn
Is there any way we can jointly write a 'blog' research article to be sent to the conference.....
... or maybe you are already writing articles to contribute to academic debate
...blue skies thinking???
Aphra Behn
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