ABSTRACT
In an age of technology-imposed challenges – including phishing scams, surveillance monitoring, and social media spill-over – how universities limit the risks of workplace cyberbullying is another difficult question that human resources professionals must consider. This chapter examines studies on youth cyberbullying and traditional workplace bullying interventions, as well as recommendations from the evidence-based practice movement, to highlight sources that can help university practitioners move towards online solutions. Developing the most effective intervention to address an issue is a complex process. In order to coherently explain bullying intervention efforts, researchers have categorized these efforts as being either primary, secondary, or tertiary. Primary interventions focus on preventing bullying before it occurs; secondary interventions focus on providing employees with coping resources, in case bullying does occur; and tertiary interventions aim to reduce the negative consequences of bullying after it has occurred. Organizational researchers have not yet evaluated secondary interventions on resources that help employees cope when faced with traditional workplace bullying.
