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Depersonalized Bullying: An Emergent Concern in the Contemporary Workplace

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Concepts, Approaches and Methods

Part of the book series: Handbooks of Workplace Bullying, Emotional Abuse and Harassment ((HWBEAH,volume 1))

Abstract

Depersonalized bullying at work, evident in real and virtual forms across a range of industries in public, private and voluntary sectors in the formal and informal economy worldwide, represents the organizational level of analysis. Whereas the substantive area of workplace bullying focuses mainly on the interpersonal level of analysis, field-based postpositivist scholarship has led to a growing recognition of depersonalized bullying in the light of the contemporary business context fuelled by capitalism. Depersonalized bullying, with its quest for competitive advantage, is embedded in organizational design and involves four main protagonists, namely, targets, bullies, bystanders and employers/workplaces, unfolding as perennial or temporally bounded. Managers and supervisors rely on abusive behaviours with subordinates in order to realize the organizational agenda. Yet, their aggression is involuntary and impersonal. Though depersonalized bullying is normalized by various ideologies and discourses pertaining primarily to business necessity and professionalism, being endorsed by top management, it blurs the line between legitimate and illegitimate organizational power. Indeed, even the human resource management (HRM) ideology of the workplace tilts in favour of performance management over employee rights. Notwithstanding their subjugation, targets of depersonalized bullying display various types of resistance. Their agency reinforces the dialectical character of power in workplace bullying. Depersonalized bullying aids a contextualized and politicized understanding of abuse at work, with implications for the interventions which purport to resolve it. That is, tackling depersonalized bullying necessitates addressing mainstream macroeconomic dynamics with a long-term view in mind so that social justice may be achieved. It is believed that collective action has a key role to play in this endeavour.

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Author information

Authors and Affiliations

  1. School of Administrative Studies, York University, Toronto, ON, Canada

    Adriana Berlingieri

  2. Organizational Behaviour Area, Indian Institute of Management Ahmedabad, Ahmedabad, India

    Premilla D’Cruz

Authors
  1. Adriana Berlingieri
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  2. Premilla D’Cruz
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Correspondence to Adriana Berlingieri .

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Editors and Affiliations

  1. Organizational Behaviour (OB), Indian Institute of Management Organizational Behaviour (OB), Ahmedabad, Gujarat, India

    Premilla D'Cruz

  2. Organisation Behaviour, Indian Institute of Management Ahmedabad Organisation Behaviour, Ahmedabad, India

    Ernesto Noronha

  3. University of Bergen, Department of Psychosocial Science University of Bergen, Bergen, Norway

    Guy Notelaers

  4. Portsmouth Business School, University of Portsmouth Portsmouth Business School, Portsmouth, UK

    Charlotte Rayner

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Berlingieri, A., D’Cruz, P. (2019). Depersonalized Bullying: An Emergent Concern in the Contemporary Workplace. In: D'Cruz, P., Noronha, E., Notelaers, G., Rayner, C. (eds) Concepts, Approaches and Methods. Handbooks of Workplace Bullying, Emotional Abuse and Harassment, vol 1. Springer, Singapore. https://doi.org/10.1007/978-981-10-5334-4_7-1

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  • DOI: https://doi.org/10.1007/978-981-10-5334-4_7-1

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