ABSTRACT
The Ombuds position through history operates independent of the executives to internally address complaints from a neutral position. With the informal latitude across an organization, the Ombuds can broker remedies within the bounds of organizational policy and procedures. Specifically, in higher education, the Ombuds position reasonably should be able to resolve conflict emerging from workplace bullying. Therefore, applying a conceptual framework of self-determination and employee mobilization and with n=174, I implemented a chi-square analysis to address the two central research questions: RQ1: With internal complaints at or above the median of three complaints annually, will colleges and universities with an Ombuds presence have employees less likely to file internal complaints? And RQ2: With external complaints at or above the median of three complaints annually, will colleges and universities with an Ombuds presence have employees less likely to file complaints to external agencies? Both chi-square tests reveal that the respondents in this study did not experience fewer complaints internally or externally because of an Ombuds’ presence on campus. The discussion explores possible intervening factors that might have contributed to these findings.
