ABSTRACT
This commentary considers the previous chapters and maps them to extant research within workplace bullying. It commences with a short debate on defining bullying, followed by a discussion of the antecedents and culminates in a framework for interventions to address bullying within a university context. Combining the extant research on bullying antecedents, Iain Coyne conceptualized a framework reflecting preventative, supportive and remedial interventions at the organizational, group and individual level. The work environment hypothesis has played a dominant role in explaining antecedents of workplace bullying. The organizational level considers initially identifying risk factors for bullying, through ultimately developing a culture of dignity and respect where bullying is not tolerated. Group level interventions focus on changing group norms and values, and individual level interventions include providing training, informal and formal support mechanisms, and support. At the organizational-preventive level, to develop a culture of dignity and respect, all stakeholders in the university context need to understand and adhere to the culture.
