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Human Resource Professionals and Workplace Bullying: A Systems Approach to Performance Improvement Intervention in Criminal Justice Agencies

Ritzman, Matthew Elwood
http://rave.ohiolink.edu/etdc/view?acc_num=toledo1415354439

Abstract Details

2014, Doctor of Philosophy, University of Toledo, Curriculum and Instruction: Educational Technology.
Workplace bullying is a significant problem carrying wide-ranging consequences in organizations of various sizes and in a variety of work environments. Research suggests ten to twenty percent of employees are exposed to workplace bullying annually. A review of scholarly literature established workplace bullying as a problem impacting employee and organizational performance, with many researchers suggesting human resource professionals should be integral in addressing workplace bullying in organizations. This study utilized the central tenets of human performance technology, specifically systems theory, to focus on the organizational subsystem of human resources as it relates to preventing, identifying, and addressing workplace bullying. There were three identified purposes to this study. The first purpose of the study was to provide a valid measure of workplace bullying reporting from the perspective of the human resource professional. The second purpose of the study was to take an occupation-specific approach to investigate if employees in correctional organizations report workplace bullying behavior to their organization through human resource professionals at a different rate than in other fields of employment. The third purpose of the study was to investigate if correctional organizations are utilizing performance improvement interventions discussed in current scholarly literature to address workplace bullying. Results indicated human resources professionals in this survey have a different perspective on workplace bullying as compared to those considered in the comparison study. Further, correctional organizations are not widely using performance improvement interventions to address workplace bullying. The Rasch Mathematical Model was used to evaluate the research instrument. The Rasch analysis suggested the research instrument could be revised for improved functionality.
Berhane Teclehaimanot, Ph.D. (Committee Chair)
Gregory Stone, Ph.D. (Committee Member)
Lisa Kovach, Ph.D. (Committee Member)
Robert Sullivan, Ph.D. (Committee Member)
227 p.
Education
Criminal Justice; Corrections; Workplace Bullying; Curriculum and Instruction; Human Performance Technology; Human Resources; Educational Technology; Training; Human Resource Development

Recommended Citations

Citations

  • Ritzman, M. E. (2014). Human Resource Professionals and Workplace Bullying: A Systems Approach to Performance Improvement Intervention in Criminal Justice Agencies [Doctoral dissertation, University of Toledo]. OhioLINK Electronic Theses and Dissertations Center. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1415354439

    APA Style (7th edition)

  • Ritzman, Matthew. Human Resource Professionals and Workplace Bullying: A Systems Approach to Performance Improvement Intervention in Criminal Justice Agencies . 2014. University of Toledo, Doctoral dissertation. OhioLINK Electronic Theses and Dissertations Center, http://rave.ohiolink.edu/etdc/view?acc_num=toledo1415354439.

    MLA Style (8th edition)

  • Ritzman, Matthew. "Human Resource Professionals and Workplace Bullying: A Systems Approach to Performance Improvement Intervention in Criminal Justice Agencies ." Doctoral dissertation, University of Toledo, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1415354439

    Chicago Manual of Style (17th edition)

toledo1415354439
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© 2014, all rights reserved.
This open access ETD is published by University of Toledo and OhioLINK.