ABSTRACT
Workplace bullying and similar harassment is recognized as a major concern for organizations and individuals (Joint Commission, 2008). When workplace aggression is present, the negative outcomes for organizations include loss of work productivity and diminished effort towards shared goals (Anderson and Pearson, 1999). While the cost of failing to address problematic workplace behaviors is significant and widely acknowledged, how to address organizational structures and individual issues within the workplace remains a challenge that companies have, at present time, not successfully answered.
