WEEK #8- Improving an existing article.

Workplace bullying is a persistent pattern of mistreatment from others in the workplace that causes either physical or emotional harm.^[1] It can include such tactics as humiliation, verbal, nonverbal, psychological, and physical abuse. This type of workplace aggression is particularly difficult because unlike the typical school bully, a workplace bully often operates within the established rules and policies of their organization and their society. In the majority of cases, bullying in the workplace is reported as being done by someone who has authority over their victim. However, bullies can also be peers and occasionally subordinates.^[2] Research has also investigated the impact of the larger organizational context on bullying. Including the group-level processes that impacts the incidence and maintenance of bullying behavior.^[3] Bullying can be covert or overt and it may be missed by superiors, it may also be known by many throughout the organization. Negative effects are not limited to the targeted individuals and may lead to a decline in employee morale and a change in organizational culture.^[4]

WEEK #3 Assignment Notes from 2 videos and 2 wiki pages:[edit]

Magazines are popular, entertaining and often display photos. However a journal is professional, technical and simple in format. The different elements of a journal are:[edit]

Empirical
Primary
Peer reviewed

The different types of journals are:[edit]

Research articles –empirical, primary, and peer reviewed
Literature reviews-not empirical, not primary, should be peer reviewed (methods and results)
Meta-analysis-not empirical, primary, should be peer reviewed (statistics)
Theoretical reviews- not empirical, not primary, should be peer reviewed
Psychology and subfield topics

Heuristics- shortcuts to identify empirical article (method/result sections)[edit]

Empirical definition: a systematic observation of behavior.[edit]

Examples of what's not empirical:[edit]

Personal observation
Unstructured interview

Primary articles either describe the researcher’s data collection process and/or present the theory as their own; also the conclusions of literature reviews are primary.[edit]

Peer-Review- identifies whether or not there is a significant contribution (EBSCO)
Meta-analysis: a statistical analysis that combines the results of multiple scientific studies
Systematic reviews- type of review that collects and critically analyzes multiple research studies or papers

References for I/O Phenomenon[edit]

A phenomenon that exist in I/O psychology is the relationship between the type of leadership and employee responses. Transformational leadership is a type of leadership concerned with motivating the employee by different means. The following studies show this relationship and the outcomes.[edit]

Spano-Szekely, L., Quinn Griffin, M. T., Clavelle, J., & Fitzpatrick, J. J. (2016). Emotional Intelligence and Transformational Leadership in Nurse Managers. Journal Of Nursing Administration, 46(2), 101-108.

doi:10.1097/NNA.0000000000000303

Yung-Shui, W., & Tung-Chun, H. (2009). THE RELATIONSHIP OF TRANSFORMATIONAL LEADERSHIP WITH GROUP COHESIVENESS AND EMOTIONAL INTELLIGENCE. Social Behavior & Personality: An International

Journal, 37(3), 379-392.

Evaluating a Wikipedia article[edit]

The article I chose to evaluate is on Transformational Leadership. The article is very well written, informative and neutral. The subheadings were organized and allowed the reader to navigate appropriate through the information. The page was also well cited and contained many links for further learning that works when you click on it.[edit]

^ Rayner, C. & Keashley, L. (2005). Bullying at work: A perspective from Britain and North America. In S. Fox & P. E. Spector (eds.) Counterproductive work behavior: Investigations of actors and targets (pp. 271-296). Washington DC: American Psychological Association.
^ Rayner, C., & Cooper, C. L. (2006). Workplace Bullying. In Kelloway, E., Barling, J. & Hurrell Jr., J. (eds.), Handbook of workplace violence (pp. 47-90). Thousand Oaks, CA: Sage.
^ Ramsay, S., Troth, A & Branch, S . (2010). Work-place bullying: A group processes framework Journal of Occupational and Organizational Psychology, 84(4), 799-816.
^ Williams, Ray (3 May 2011). "The Silent Epidemic: Workplace Bullying". Psychology Today. Archived from the original on 2016-06-11. Retrieved 2016-11-13.

[1] Rayner, C. & Keashley, L. (2005). Bullying at work: A perspective from Britain and North America. In S. Fox & P. E. Spector (eds.) Counterproductive work behavior: Investigations of actors and targets (pp. 271-296). Washington DC: American Psychological Association.

[2] Rayner, C., & Cooper, C. L. (2006). Workplace Bullying. In Kelloway, E., Barling, J. & Hurrell Jr., J. (eds.), Handbook of workplace violence (pp. 47-90). Thousand Oaks, CA: Sage.

[3] Ramsay, S., Troth, A & Branch, S . (2010). Work-place bullying: A group processes framework Journal of Occupational and Organizational Psychology, 84(4), 799-816.

[SilentEpidemic-4] Williams, Ray (3 May 2011). "The Silent Epidemic: Workplace Bullying". Psychology Today. Archived from the original on 2016-06-11. Retrieved 2016-11-13.

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