'Workplace bullying in the Australian health context’
The project explored and subsequently determined the definitions of bullying behaviours, perceptions and organisational responses to incidents by graduate health management trainees – as a response to the lack of qualitative methods exploring ideas of workplace behaviours.
Why did you decide to embark on your research degree at the Faculty of Health at UTS?
I had already commenced and made significant progress in my research degree at another university. Thus, the decision to transfer started when my supervisor took up a position at UTS. I did some of my own research, comparing the two universities and I found the Faculty of Health to be supportive, dynamic, unique and prepped with many services to assist. After speaking to a few of the UTS academics who spoke highly of their university and the research culture UTS is known for, I was certain UTS was the right place to complete my research. Now having studied here it is clear UTS is an emerging contemporary university with outstanding academic facilities and links with employers and stakeholders in the health sector which are so helpful for students.
What contribution to knowledge are you planning to make with your research project?
The literature supports the need to develop definitions, policies, procedures and frameworks which could prevent, or at least, address workplace bullying behaviours. The studies reviewed have illuminated a range of strategies, which when implemented effectively, could reduce the frequency of workplace bullying behaviours and impact the way the sector views workplace bulling as a legitimate mental health issue. Assisting organisations by virtue of this research will continue to help in changing negative attitudes towards bullying.
Who will benefit from your research?
As the research will shed greater light on workplace bulling as a form of harassment and as a mental health issue, individuals, organisations and management teams will benefit from a greater understanding of the ramifications of bullying and the best way to combat its effects. A shift toward positive relationship management, more relational language and a balance between prevention, intervention and crisis management is a way of demonstrating that the organisations’ desired outcomes align with the vision and culture.
The benefits would also include less staff turnover; reduced absenteeism of staff; higher productivity; increased staff morale and even decreased financial costs due to potential legal claims, worker’s compensation and managers’ time.
How did your supervisor selection cement your decision to begin your research journey at UTS?
I had formed a collaborative and trusting relationship over several years with my Supervisor who then was offered a position at UTS. Initially this fact was the key determinant in my deliberations to transfer my candidature to UTS. However, to date, I am extremely satisfied with my decision to complete my research at UTS. It has provided me with all the means to continue to create impactful research.