The limits to workplace friendship: Managerialist HRM and bystander behaviour in the context of workplace bullying

Abstract

Purpose

This paper seeks to describe bystander behaviour including bystander decisions, actions and outcomes, in the context of workplace bullying.

Design/methodology/approach

The paper draws on a study rooted in van Manen's hermeneutic phenomenology conducted with agents who witnessed workplace bullying in international‐facing call centres in Mumbai and Bangalore, India. Conversational interviews and sententious and selective thematic analyses were undertaken to explore participants' lived experiences.

Findings

Participants' experiences were captured by the core theme of “helpless helpfulness” which subsumes the major themes of “the primacy of friendship” and “the ascendance of the self”. Friendship prompted participants to completely protect targets and to fully resolve the bullying situation. Yet, participants, whose initial behaviour was in the desired direction, greatly curbed their efforts in response to supervisory reactions and organizational positions. Inclusivist and exclusivist HR strategies adopted by the employer organization constrained participants in their endeavours to support targets.

Research limitations/implications

The study achieves theoretical generalisability but further research is needed to establish statistical generalisability.

Practical implications

Bystander intervention is an important solution to workplace bullying. The study findings help in developing more effective bystander intervention training programmes, apart from advocating the engagement of HRM as a truly unitarist ideology, the development of effective employee redressal mechanisms and the relevance of pluralist approaches and collectivisation endeavours.

Originality/value

Bystander behaviour in the context of workplace bullying has received limited empirical attention. The study breaks new ground in uncovering the contribution of workplace friendship and organizational inclusivist and exclusivist HR strategies to bystander experiences. Further, workplace bullying remains largely unexplored in India.

Citation

D'Cruz, P. and Noronha, E. (2011), "The limits to workplace friendship: Managerialist HRM and bystander behaviour in the context of workplace bullying", Employee Relations, Vol. 33 No. 3, pp. 269-288. https://doi.org/10.1108/01425451111121777