Those who are bullied in the workplace appear to suffer more thanemployees who are subjected to sexual harassment, says Queen’s Schoolof Business Professor of Business Julian Barling.

This unexpected finding comes from a new study conducted by Drs.Barling and Sandy Hershcovis, a PhD graduate from the Queen’s School ofBusiness who is currently on faculty at the University of Manitoba.

The researchers reviewed the results of 110 studies conducted overthe past 21 years. They looked at both workplace aggression, whichincludes bullying, incivility and interpersonal conflict and sexualharassment. In the latter category are gender harassment, unwantedsexual attention and “quid pro quo” harassment: the extortion of sexualcooperation in return for job-related considerations.

Surprisingly, employees subjected to workplace aggression were morelikely than victims of sexual harassment to leave their jobs and tohave a poorer sense of well-being. The study also showed less jobsatisfaction and fewer satisfying relationships with their superiorsamong workers who were bullied.

One possible explanation for these findings is that sexualharassment victims, who now have the backing of legislation aimed atpreventing and punishing those responsible, may perceive they have astronger “voice” to respond, suggests Dr. Barling, an expert in labourrelations and organizational behaviour. “Employees are more able toseek recourse by filing a complaint with management or grieving to aunion, allowing a perception of personal controllability.”

Non-violent forms of workplace aggression are generally not illegal,however, and employees feel they must fend for themselves if theyexperience such acts. This lack of societal denunciation of aggressiondiminishes the employee’s ability to change, reduce, or eliminate thenegative act.

Another reason workplace aggression takes a special toll on victimsis its concealed and insidious nature, Dr. Barling continues. “Sexualharassment generally involves direct behaviors, such as gender-relatedjokes, unwanted touching, or unwanted requests for dates.”

In contrast, workplace aggression, in addition to acts such as namecalling and yelling, often involves hidden acts, such as withholdingresources, failing to correct false information, or ostracizing atarget.  While the victim of such behaviors can perceive these acts,confirmation or validation by others may be more difficult.

Also, as sexual harassment becomes increasingly unacceptable,victims may be more likely to assign blame. Victims of workplaceaggression – not normally viewed as an illegal act – may be more likelyto suffer in silence, fearing they are imagining such behaviors or areresponsible in some way for being targeted.

There is no intent to downplay the seriousness of sexual harassment compared to workplace aggression, the researchers say.

“What our study shows is that – due to its relative invisibility andcomparative lack of a legitimate social voice – the impact of workplaceaggression may be greater on employees, who must either exit theorganization or endure intolerable behaviors,” says Dr. Barling.