Prevention of bullying and conflicts at work: Process factors influencing the implementation and effects of interventions

Abstract

Purpose

This paper aims tp prevent bullying and conflicts at work and to identify process factors associated with the implementation and effects of such interventions.

Design/methodology/approach

The paper presents process evaluation data from an intervention study in two organizations. A quasi‐experimental, process‐oriented research design was used. The following interventions were implemented: lectures on bullying, courses in conflict prevention and management, dialogue meetings, the distribution of pamphlets, newsletters and posters as well as steering group meetings.

Findings

Results indicate that participants benefited from the interventions, in particular the dialogue meetings and the courses in conflict prevention and management. Moreover, various factors stimulating or obstructing the implementation and effects of interventions were identified.

Research limitations/implications

The use of process evaluation to document the phases of the study and relevant process factors is a major strength. However, the study only included two public sector workplaces and no control groups.

Originality/value

The use of qualitative process‐evaluation helped identify important process factors affecting the implementation of interventions and their perceived effects. The paper thus yields valuable knowledge to researchers and practitioners.

Citation

Gemzøe Mikkelsen, E., Hogh, A. and Berg Puggaard, L. (2011), "Prevention of bullying and conflicts at work: Process factors influencing the implementation and effects of interventions", International Journal of Workplace Health Management, Vol. 4 No. 1, pp. 84-100. https://doi.org/10.1108/17538351111118617