ABSTRACT
In this chapter, we summarize research findings on organizational risk factors of workplace bullying. In particular, we discuss risk factors associated with (1) job design and work organization, (2) organizational cultures and climate, (3) leadership and conflict management, (4) organizational change and (5) power and control. Overall, the studies reviewed provide strong evidence for the work environment hypothesis, that is, the notion that bullying largely stems from deficiencies in the work environment and in management practices. This also points to the importance of addressing underlying organizational factors if we want to reduce the risk of bullying.
