So often we dont want to realize that we are dealing with a bully at work. This denial is often called “betrayal blindness,” a concept discussed by Jennifer Freyd (University of Oregon- ret.).   When we are in work or personal relationships, we don’t want to recognize behaviors or actions that could compromise that relationship. For example, we don’t want to learn our spouse is cheating. We rely on spouses for financial and social support.  To realize that the spouse is cheating then puts someone in a position to ignore the betrayal or address it, a betrayal that could jeopardize the relationship.

The same occurs with workplace bullying. We often don’t want to name it because then we realize we must ignore or address the betrayal. Addressing a bully can compromise the relationship, one that financially supports that employee.  However, to solve a problem, we have to NAME the problem.  Please see the Negative Acts Questionnaire– which is publically available. Einarsen et al. from the University of Bergen are some of the pioneers in workplace bullying research.

Einarsen, S., Hoel, H., & Notelaers, G. (2009). Measuring exposure to bullying and harassment at work: Validity, factor structure and psychometric properties of the Negative Acts Questionnaire-Revised. Work & Stress, 23(1), 24-44. https://doi.org/10.1080/02678370902815673