Renee Cowan-Microgrant report

NCA Microgrant Report
Renee Cowan, University of Texas at San Antonio

HOW DO I KNOW IF IT’S WORKPLACE BULLYING? CULTURE MATTERS
Project Description

 

The National Communication Association micro grant provided through the Center for Intercultural Dialogue allowed me to begin a very productive conversation and collaboration with renowned European workplace bullying researcher, Dr. Denise Salin (Hanken School of Economics, Finland). I first connect Dr. Salin after reading her extensive research on workplace bullying and the organization from the European perspective.  Dr. Salin and I, along with our project partner, Dr. Suzy Fox (Professor, Loyola University, Chicago) are in the planning stage of a large multi-national research study on conceptions of workplace bullying.  Our conversations allowed me to better understand workplace bullying from a European perspective and helped shed light on pertinent issues when investigating bullying from a culture perspective.  In order to begin this effort, I needed to raise research funds to allow attendance at the planning meeting in Helsinki, Finland.

Renee_Denise-sm
Renee Cowan, Denise Salin

Raising Funds for the Trip
To fund this international collaboration trip, I estimated I would need $2,400 for airfare and hotel arrangements.  I was granted $900 from the National Communication Association through the Center for Intercultural Dialogue and $1200 in a Faculty Research Grant from the University of Texas at San Antonio.  This covered the majority of costs associated with the trip and I personally supplemented the remaining sum.  Our meeting was highly successful and because of the trip we are advancing through Phase 1 of the project.

The Project
During our meeting we discussed and finalized a three-phase international workplace bullying project.  From a U.S. human resources perspective, workplace bullying (WB) is defined as “Actions and practices that a ‘reasonable person’ would find abusive, occur repeatedly or persistently, harm or are intended to harm the target, and result in economic, psychological, or physical harm to the target and/or create a hostile work environment” (Fox, Cowan & Lykkebak, 2012, p. 10). While WB is a universal phenomenon, there are institutional, legal, organizational, and cultural factors that necessitate different approaches to bullying in different parts of the world.  We determined our guiding research question: based on the assumption that the violation of national, gendered, or other cultural norms will be perceived as rude, crude, or bullying behavior, to what extent will national differences in cultural values and communication norms be associated with differences in behaviors perceived to constitute workplace bullying?

The Center for Intercultural Dialogue grant allowed me to meet with Drs. Salin and Fox to discuss and refine our three-phase intercultural bullying research project.  We held this meeting during the week of June 1-8, 2013.  During this week-long meeting we were able to discuss important logistics of our international project including securing grants, our project schedule, securing country partners, and specifics of data collection.  The meeting was very productive and we are now able to move forward with data collection for Phase 1 in Summer 2013. We hope to complete the full project by Fall 2015.  We have secured collaboration from country partners in Argentina, Poland, Bahrain, Turkey, India, Australia, Austria, China, Greece, Mexico, the Caribbean, Puerto Rico and we have collaborators who have expressed interest in the United Kingdom and Israel.  What follows are more details on the project:

Phase 1. In this phase we have determined the participating countries and collaborators, gained commitment and alignment of the team members, developed the collaboration protocols and project guidelines, and began creating the interview and survey measures. The two main clusters of materials will be common measures of cultural characteristics and communication norms, an initial set of bullying items based on popular Workplace Bullying measures and semi-structured interview protocols. Focus groups in the U.S. and Finland will be conducted.  We have largely completed Phase one and plan to conduct most focus groups by the end of Summer 2013.

Phase 2. Focus group, interview and survey materials will be translated and back-translated, supplemented by culture-specific questions contributed by our country researchers. Each collaborator will conduct interviews with a minimum of 15 respondents, and will include Human Resource professionals, managers who have handled bullying incidents, and union leaders or other employee representatives.

The focus groups and interviews will seek to uncover underlying cultural assumptions, values, norms, and perceptions that contribute to judgments of workplace bullying behaviors. For each culture, we will work with the collaborators to develop a comprehensive and specific set of behaviors that employees in that culture would consider to be workplace bullying. This will be the starting point for the next phase, the survey.

Suzy, Renee, Denise-sm
Suzy Fox, Renee Cowan, Denise Salin

The project will produce strong intellectual significance by attending to the question: To what extent are national differences in cultural values, communication norms and gender roles associated with differences in a) behaviors perceived to constitute workplace bullying, b) how individuals and organizations respond to perceived workplace bullying, and c) preferences for organizational and public policies, including specific roles assigned to HR professionals in efforts to counter workplace bullying?

This research will result in several direct outputs that will be beneficial for both U.S.-based and global HR departments: 1) specific guidelines for what should be effective practice in addressing WB from a training standpoint, 2) specific guidelines for anti-bullying policy for global and U.S.-based organizations, 3) guidelines for identifying and addressing WB in both local and multicultural contexts, 4) dispute resolution guidelines and procedures and 5) suggestions for incorporating anti-bullying considerations into organizations’ formal performance management and disciplinary systems.  The project’s potential broader impacts are to offer guidance to Human Resource Professionals (HRPs) and managers in defining, recognizing and responding to workplace bullying complaints and situations, and to help multinational corporations develop guidelines that enable people from diverse national backgrounds to work together.

REFERENCE
Fox, S., Cowan, R. & Lykkebak, K. (2012). Revision of the workplace bullying-checklist: workplace bullying policy survey for HR professionals. Proceedings, Academy of Business Research, New Orleans, March 15, 2012.

[NOTE: Renee Cowan’s original project proposal is available here.]

Renee Cowan – micro grant

Renee CowanDr. Renee Cowan, of the Communication Department at the University of Texas at San Antonio, received one of the National Communication Association’s micro grants in Fall 2012 to travel to Finland and meet with Dr. Denise Salin, of the Hanken School of Economics, to plan collaborative work on investigating conceptions of workplace bullying across nations. How bullying and bullying behaviors are understood is likely influenced by the values and beliefs of the larger culture or nation in which the activity has taken place. What constitutes bullying in one culture likely differs from other cultures because of differing value systems. Salin is an international expert on workplace bullying from an organizational perspective who has theorized several important antecedents to bullying in organizations and organizational responses to bullying from the Finnish organizational perspective. Cowan will begin an intercultural conversation with her in an effort to better understand workplace bullying from the European perspective as well as discuss possible collaborations with her on a large multi-national workplace bullying research project. The research question is: based on the assumption that the violation of national, gendered, or other cultural norms will be perceived as bullying behavior, to what extent will national differences in cultural values and communication norms be associated with differences in behaviors perceived to constitute workplace bullying? 

Sara DeTurk

RESEARCHER PROFILE

Sara DeTurk is an associate professor of communication at the University of Texas at San Antonio. Her research focuses on dialogue, identity (especially whiteness), alliances across difference, and social change activism. Her doctoral dissertation (Arizona State University, 2004) was a phenomenological study of an intergroup dialogue program. She also holds an M.Ed. in international education and a B.A. in psychology. Her publications include the following:

DeTurk, S. (2011). Allies in action: The communicative experiences of people who challenge social injustice on behalf of others. Communication Quarterly, 59 (5), 1-21.

DeTurk, S. (2011). “I need to know”:  Conditions that encourage and constrain intercultural dialogue.  Journal of Intergroup Relations, 35 (1), 37-60.

DeTurk, S. (2010). “Quit whining and tell me about your experiences!”:  (In)tolerance, pragmatism, and muting in intergroup dialogue. In R. T. Halualani & T. K. Nakayama (Eds.), The Handbook of Critical Intercultural Communication. Malden, MA: Wiley-Blackwell.

DeTurk, S., &  Foster, E. (2008). Dialogue about dialogue:  Investigating intersubjectivity in interview research. Qualitative Research Journal, 8 (2), 14-27.

DeTurk, S. (2006).  The power of dialogue:  Consequences of intergroup dialogue and their implications for agency and alliance building.  Communication Quarterly, 54, 33-51.

DeTurk, S. (2005).  “When I was white”:  Semiosis of whiteness, race, and sociocultural diversity in contemporary U.S. culture.  Journal of Intergroup Relations, 32 (1), 40-60.

Broome, B. J., DeTurk, S., Kristjansdottir, E., Kanata, T., & Ganesan, P. (2002).  Giving voice to diversity: An interactive approach to conflict management and decision-making in culturally diverse work environments.  Journal of Business and Management, 8 (3), 1-26.

DeTurk, S. (2001).  Intercultural empathy:  Myth, competency, or possibility for alliance building?  Communication Education, 50 (4), 374-384.

She is currently conducting ethnographic research on a social change organization in San Antonio.