Leah P. Hollis – författare

This analytical volume uses qualitative data, quantitative data, and direct employee experiences to aid understanding of why workplace bullying occurs in universities throughout the US. To address higher education workplace bullying, this text offers data-driven interventions for human resource staff and departments to effectively tackle this destructive phenomenon.

Drawing on Hollis’ first-hand research which is supported by findings from a 2019 Human Resources data collection, this text identifies populations which are most vulnerable to discrimination within academia. The data shows how human resource departments, executive leadership, and faculty might proactively intervene to prevent workplace bullying. Divided into two parts, the book offers empirical analysis of structural interventions for human resource efforts to combat workplace bullying in higher education. Second, the book puts forth solutions based on empirical findings for organizations and human resources to combat workplace aggression and civility which hurts higher education. Further, the author examines the specific effect of workplace harassment and cyberbullying on women of color, junior faculty, women, and the LGBTQ community.

This text will benefit researchers, doctoral students, and conducting higher education research. Additionally, the book focusses on structural issues which interfere with multicultural education more broadly. Those interested in Human Resource Management, the sociology of education, and gender and sexuality studies and will also enjoy this volume.

This analytical volume uses qualitative data, quantitative data, and direct employee experiences to aid understanding of why workplace bullying occurs in universities throughout the US. To address higher education workplace bullying, this text offers data-driven interventions for human resource staff and departments to effectively tackle this destructive phenomenon.

Drawing on Hollis’ first-hand research which is supported by findings from a 2019 Human Resources data collection, this text identifies populations which are most vulnerable to discrimination within academia. The data shows how human resource departments, executive leadership, and faculty might proactively intervene to prevent workplace bullying. Divided into two parts, the book offers empirical analysis of structural interventions for human resource efforts to combat workplace bullying in higher education. Second, the book puts forth solutions based on empirical findings for organizations and human resources to combat workplace aggression and civility which hurts higher education. Further, the author examines the specific effect of workplace harassment and cyberbullying on women of color, junior faculty, women, and the LGBTQ community.

This text will benefit researchers, doctoral students, and conducting higher education research. Additionally, the book focusses on structural issues which interfere with multicultural education more broadly. Those interested in Human Resource Management, the sociology of education, and gender and sexuality studies and will also enjoy this volume.

Black Women, Intersectionality, and Workplace Bullying extends and enriches the current literature on workplace bullying by examining specifically how work abuse disproportionality hurts women of color, affecting their mental health negatively and hence their career progression.

In this interdisciplinary text, Hollis combines the fields of intersectionality and workplace bullying to present a balanced offering of conceptual essays and empirical research studies. The chapters explore how researchers have previously used empirical studies to address race and gender before arguing that the more complex an identity or intersectional position, such as being a Black gender fluid woman, the more likely a person shall experience workplace bullying. The author also looks at how this affects Black women’s mental health, such as through increased anxiety, depression, insomnia, and self-medicating behaviors, before looking specifically at Black female athletes as a study, the topic of colorism at work and its impact on Black women, and how workplace bullying compromises organizations diversity and inclusion initiatives.

This book will be of immense interest to graduate students and academics in the fields of social work, ethnic studies, Black studies, Africana studies, gender studies, political science, sociology, psychology, and social justice. It will also be of interest to those interested in intersectionality and how this relates to race and gender of women.

Black Women, Intersectionality, and Workplace Bullying extends and enriches the current literature on workplace bullying by examining specifically how work abuse disproportionality hurts women of color, affecting their mental health negatively and hence their career progression.

In this interdisciplinary text, Hollis combines the fields of intersectionality and workplace bullying to present a balanced offering of conceptual essays and empirical research studies. The chapters explore how researchers have previously used empirical studies to address race and gender before arguing that the more complex an identity or intersectional position, such as being a Black gender fluid woman, the more likely a person shall experience workplace bullying. The author also looks at how this affects Black women’s mental health, such as through increased anxiety, depression, insomnia, and self-medicating behaviors, before looking specifically at Black female athletes as a study, the topic of colorism at work and its impact on Black women, and how workplace bullying compromises organizations diversity and inclusion initiatives.

This book will be of immense interest to graduate students and academics in the fields of social work, ethnic studies, Black studies, Africana studies, gender studies, political science, sociology, psychology, and social justice. It will also be of interest to those interested in intersectionality and how this relates to race and gender of women.