The influence of managerial factors on bullying in the Police

Recently there has been a growing trend to recognise the damaging nature of workplace bullying in organisations' Dignity at Work policies (CIPD, 2004). In this

article the author explores negative behaviours experienced by police officers and how their managerial environment influences the extent of these bullying behaviours.

Quantitative methods are used to analysis a whole force survey to explore the nature of bullying behaviour in the police and its antecedents. The findings indicate that

negative behaviour is widespread amongst officers and a minority experience it at intense levels. However, the nature of bullying experienced is predominantly indirect

and discreet. Senior ranks experience a different mix of behaviours but overall experience higher levels of bullying than junior ranks. The managerial environment

was found to be an important predictor of the degree of bullying experienced. The findings suggest that bullying research may be advanced when it is considered in a

broader frame, where managerial and organisational factors that create an environment in which bullying is possible and is precipitated are considered. The author suggests that the consequences of poor interpersonal management and

communication skills go beyond the expected negative consequences for weak commitment and low involvement because they create an environment in which bullying is more likely. Also suggested is monitoring the level of workplace bullying to allow early intervention to prevent serious consequences for employees’ well being,

and consequential organisational costs. In addition to being one of the few published studies to capture the total police population, the study appears to be the first

academic study that explores bullying in the police. The research highlights the importance of the managerial environment and how it might act as a gateway that

enables or discourages bullying behaviours.