Pan-Pacific Conference XXXIV. Designing New Business Models in Developing Economies

2008; Ramsay & barker, 2012; Cowen, 2013;
Samnani, Singh & Ezzedeen, 2013; Ousey,
Warelow, Steve & Steve, 2014). In conclusion,
focusing on the cost implications of the
phenomenon on society, it can be significant. All of
the above discussed consequences have direct social
and economic implications because of job losses,
physical and mental health demands, deteriorated
interpersonal skills and relationships (Vega &
Comer, 2005; Harthill, 2008; Matthiesen &
Einarsen, 2010; Bartlett & Bartlett, 2011;Ramsay &
Barker, 2012; Cowen, 2013; Samnani, Singh &
Ezzedee, 2013).
LIMITATIONS OF THE META-SYNTHESIS
AND SUGGESTIONS FOR FURTHER
STUDIES
The meta-synthesis produced an inclusive and
global perspective on aggression and bullying
attributes and consequences in the workplace, but
due to time constraints only a selection of available
literature and resources were searched for evidence.
Future research should include a wider variety of
resources and also consider continental and specific
career fields. Although many studies on aggression
and bullying in the workplace exist, more studies on
a broader and in-depth understanding of the
phenomenon may significantly contribute towards
HR practices, policies and government bills.
Qualitative meta-synthesis contributions may
further distinguish or inform questionnaires and
models for quantitative studies.
CONCLUSION
The ongoing debate and research on aggression and
bullying in the workplace encouraged this metasynthesis
to discover a broader understanding of the
reality of this phenomenon and problem. The
literature search yielded ample literature of which
much were quantitative as well, but 10 qualitative
studies were identified suitable for inclusion in this
meta-synthesis. The systematic review and metasynthesis
identified four key themes on specific
attributes and consequences of aggression and
bullying in the workplace. Clarification of the
consistency between the literatures synthesized was
evaluated during the meta-synthesis. Despite many
scholarly and popular media reports on aggression,
bullying, violence and harassment in the workplace,
it is reasonable to wonder how the contribution of
all this assimilated knowledge benefit real life.
While, government bills, policies and procedures,
HR practices and intervention strategies address this
phenomenon, the proper change and implementation
of the above mentioned has to come from within
each organisation. It is time that organisations take
ownership and address aggression and bullying in
the workplace not just on paper but also in action.
REFERENCES
The full list of references is available upon request
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