Okechukwu, C.A., Souza, K., Davis, K.D. and de Castro, A.B. (2014) Discrimination, Harassment, Abuse, and Bullying in the Workplace: Contribution of Workplace Injustice to Occupational Health Disparities. American Journal of Industrial Medicine, 57, 573-586.
https://doi.org/10.1002/ajim.22221

has been cited by the following article:

• TITLE: Prognosis of Workplace Bullying in Selected Health Care Organizations in the Philippines

  AUTHORS: Gloria M. Alcantara, Eric G. Claudio, Arneil G. Gabriel

  KEYWORDS: Workplace Bullying, Work Place Behavior, Health Care Organizations in the Philippines

  JOURNAL NAME: Open Journal of Social Sciences, Vol.5 No.9, September 18, 2017

  ABSTRACT: The major objective of the paper is to determine the existence of workplace bullying in selected health care organizations in the Philippines. The approach used in the study is a mixture of qualitative and quantitative research methods. The findings show that a median range of score on six factors to workplace bullying was established. Results also found that: no significant relationship exists between demographic profile of participants and their diagnosis of work-place bullying. The statistical treatment of t-test proved that there is no significant difference between the mean scores of the two groups as shown by a t-value of 2.02 in a two tailed test. The overall bullying prevalence scale is moderate as determined by individual responses of the participants. Human resource officers and organizational leaders may find the study useful in designing program intervention against workplace bullying. The implication of the study is the need for intervention program to prevent workplace bullying and revisit certain areas and policies where the degree of risk for frustration and dissents among medical personnel is high. The hospital managers must consider periodic review of personnel behaviour and policies as well as regular observation on bullying factors present in the organization to prevent its emergence. The study established the need to prevent bullying at its early stage to save organizational resources from wastage arising from workplace aggressive behavior.