Journal of Occupational Health Psychology

Can you put together the 2 parts of the paper and update based on the feedback below. There shouldn’t be much editing but just some adjustments to the final paper with all the parts in one paper.

Feedback to Learner6/15/17 11:29 PM

Good job on the paper.  My dissertation was on workplace bullying and often the leadership style associated with bullying is the authoritative/coercive style. The authoritative/coercive management philosophy uses fear as a prime motivator (Singh, 2009).  This philosophy convinces subordinates that a loss of privileges, rewards, promotion, credit, or wage will occur if they fail to comply (Singh, 2009).

However, Laissez-faire managers provide inactivity in policing bullying tactics and therefore become passive accomplices.  Laissez-faire managers inadvertently support bullying through unresponsiveness in correcting the behavior (Namie & Lutgen-Sandvik, 2010).  A study by Skogstad, Einarsen, Torsheim, Aasland, and Hetland (2007) supported the notion that a laissez-faire leadership style provides fertile ground for bullying between coworkers though the creation of a social climate characterized by high levels of interpersonal conflicts and role stress.  Furthermore, the study by Skogstad et al. (2007) indicated that laissez-faire leadership might be more of a counterproductive leadership style than a zero type of leadership style, associated with a stressful environment characterized by high levels of role stress and interpersonal conflicts.

Namie, G., & Lutgen-Sandvik, P. E. (2010).  Active and passive accomplices: The communal

character of workplace bullying.  International Journal of Communication 4(2010), 343-373.

Singh, A. (2009).  Organizational power in perspective.  Leadership & Management In

     Engineering9(4), 165-176.  doi:10.1061/(ASCE)LM.1943-5630.0000018.

Skogstad, A., Einarsen, S., Torsheim, T., Aasland, M., & Hetland, H. (2007).  The destructiveness of

laissez-faire leadership behavior.  Journal of Occupational Health Psychology, 12(1), 80-92.


Dr. Rick