Copying with Bullying as an Intractable Organizational Conflict

This study's objective is to approach bullying as an asymmetric and relational conflict. In other words, a conflict where there is a great power imbalance between the affected parties, and where emotional and relational problems exist. First, we analyse the link between relational conflict and bullying, and secondly we try to verify whether the strategies that have shown their worth for handling relational conflict may also be used to cope with bullying. Results show that the presence of high relational conflicts and high positional power are related with the presence of bullying practices. In a similar way to what occurs with management strategies in intractable conflicts, integrating behaviours with the opponent increase practices of workplace bullying, while avoiding behaviours are related to a lower presence of these practices. Findings also confirm that a climate of support within the group is related with a lower presence of bullying practices. The study analyses the implications of these findings for coping with bullying in the organisational setting.