ABSTRACT
The reality and scope of organizational bullying has been well documented over the past two decades (Adams, 1992; Field, 1996), but no formal policy or legal mandates to protect employees from bullying behavior have been instituted. Academic research finds that bullying exists on many levels (Roscigno et al., 2009), is manifested in various behaviors (Escartín et al., 2009), and cuts across many industrial sectors and geographic regions (Agervold and Mikkenlsen, 2004; Harvey et al., 2007; Hume et al., 2006; Randle, 2003). When combining the multifaceted environment of bullying with the operational challenges faced by organizations, the task of creating a comprehensive response to systemic bullying is daunting.
