Leah P . Hollis | The Pennsylvania State University (original) (raw)

Papers by Leah P . Hollis

The Department Chair, 2024

D uring the Thanksgiving 2023 holiday, academics and Americans alike enjoyed a much-needed respit... more D uring the Thanksgiving 2023 holiday, academics and Americans alike enjoyed a much-needed respite from our harried lives. However, in our increasingly interconnected global society, not everyone enjoyed a peaceful week. I am referring to the impact of the Hamas terrorist group that attacked the Gaza Strip on October 7, 2023. According to ABC News, Hamas murdered more than 1,200 people and injured another 6,900 (Frayer 2023). An additional 200 to 250 people were taken hostage. To be clear, El Deeb (2023) wrote, "The group [Hamas] was founded in 1987 by Sheikh Ahmed Yassin, [and] has vowed to annihilate Israel and has been responsible for many suicide bombings and other deadly attacks on civilians and Israeli soldiers. The U.S. State Department has designated Hamas a terrorist group in 1997. The European Union and other Western countries also consider it a terrorist organization." Faculty and academics are continuously left contemplating how to react or respond to a wartime crisis that envelopes campus colleagues and students. The seven-day ceasefire in late November 2023 led to the release of hostage Abigail Edan. She is a beautiful, bright-eyed little Jewish girl who saw her mother murdered and then fled to her father, who was gunned down while she was in his arms. According to news reports, she crawled out from under his bloody body and ran to a house, only to be among those taken hostage. Abigail's horrendous story and those of others taken hostage are juxtaposed with hate crimes against both Palestinians and Jews in the United States. Fall break ended with three Palestinian twentyyear-old men, Hisham Awartani, Kinnan Abdel Hamid, and Tahseen Ahmed, being gunned down in an apparent hate crime just outside the University of Vermont. They were simply taking a quiet walk while donning a keffiyeh, the traditional Middle Eastern black-and-white checkered scarf. Amid generational trauma that affects the Jewish and Palestinian communities, academic communities scramble to offer a response. With powerful donors pulling support from Harvard University and The University of Pennsylvania because they claim universities are tiptoeing through their institutional response to Hamas, academics from adjuncts to associate provosts generally feel they must walk a tightrope in conversations about the October terrorist attacks that instigated the Israel-Hamas War (Meyersohn 2023). On campus, academics are faced with navigating Israeli and Palestinian perspectives. The post-World War II 1948 creation of Israel is at the inception of such multiple realities, with the Arabs rejecting the two-state solution. A war ensued as Jews were motivated by their history in which six million Jews were slaughtered during

Taboo: The Journal of Culture and Education, 2021

Despite the profound academic and professional achievements among Black women, the intersection o... more Despite the profound academic and professional achievements among Black women, the intersection of race and gender in higher education remains inescapable. Black female tenure-track and tenured professors at predominantly white institutions (PWIs) commonly experience challenges; however, the challenges Black women confront at Historically Black Colleges and Universities (HBCUs) are not publicly discussed. Using critical race and feminist theories, which is critical race feminism, the purpose of this study is to explore the intersections of race and gender among Black female tenure-track professors working at PWIs and HBCUs. Nine semi-structured interviews were conducted with Black female tenure-track and tenured professors at HBCUs and PWIs. The results highlight that Black women continue to experience exploitative and oppressive conditions regardless of their educational attainment, academic successes, or institutional locale.

Journal for the Study of Postsecondary and Tertiary Education, 2019

Aim/Purpose: The purpose of this paper is to apply Albert Bandura’s findings of the Bobo Doll exp... more Aim/Purpose: The purpose of this paper is to apply Albert Bandura’s findings of the Bobo Doll experiments to organizational behavior and workplace bullying in higher education. The Bandura social psychological experiments confirm that people who see aggression also need to witness an intervention to aggression to learn that the organization does not welcome aggression in their work environment. Background: By applying the Bandura experiment, the researcher shows how leadership can intervene to stop organizational aggression and abuse. Without leadership intervention, workplace bullying continues in higher education. Methodology: The researcher used a data set of 730 higher education professionals. The central research question: RQ Which personnel, bullied or not bullied, are more likely to report that no intervention was demonstrated in the organization’s response to reports of workplace bullying on campus? A chi-square analysis was used to examine if organizational inaction was mor...

Taboo, 2023

Workplace bullying impacts 58-62% of higher education faculty and administrators with the percent... more Workplace bullying impacts 58-62% of higher education faculty and administrators with the percentage being higher for underrepresented minority (URM) colleagues. I often serve as an educational consultant who has helped over 350 colleges and universities cope with workplace bullying, microaggressions, and discrimination. In turn, I am in a rare position to follow the experiences of Ridley Price, a URM professor who endured malicious bullying for over six years. Meanwhile, their institution sat idly by and enabled the bullies. In this context, the narrative reflecting Ridley Price’s bullying and mobbing experiences embraces Freire’s theoretical approach regarding oppressed populations. The narrative
chronicles Professor Price’s protracted abuse, the institutional betrayal that enabled the bullies, and the impact on Ridley’s health. In addition to documenting the depth of Ridley’s bullying and harassment experiences, this narrative also includes practical strategies to offset the severe health problems which developed at the hands of the mob, identified as Dean Ty and Company.

SAGE Open, 2015

Workplace bullying has a detrimental effect on employees, yet few studies have examined its impac... more Workplace bullying has a detrimental effect on employees, yet few studies have examined its impact on personnel in American higher education administration. Therefore, two central research questions guided this study: (a) What is the extent of workplace bullying in higher education administration? and (b) What is the cost of workplace bullying specifically to higher education administration? Participants from 175 four-year colleges and universities were surveyed to reveal that 62% of higher education administrators had experienced or witnessed workplace bullying in the 18 months prior to the study. Race and gender were not parameters considered in the sample. A total of 401 ( n = 401) higher education respondents completed the instrument from various departments on a campus: academic affairs, student affairs, athletics, development/advancement, admissions/financial aid, information technology, arts faculty, sciences faculty, and executives. Employment disengagement served as the the...

Comparative Civilizations Review, 2020

After touring Havana, Cuba, with a group of African American Scholars in the fall of 2019, I am i... more After touring Havana, Cuba, with a group of African American Scholars in the fall of 2019, I am inspired to identify the subtle and explicit racist experiences that we endured. A common message from those in the tourism industry is that Cubans love African Americans. This message was constant, yet it rang like a gong in our ears because the message did not match the treatment we received. In truth, this love was not for the African aspect of our identities but for the financial prosperity in the American part of our identities. The Cuban tour guide constantly announced the propaganda publicly that when Castro came to power in 1959 the government formally abolished racism. However, the undercurrent of racism saturated our visit. Proclaiming racism is abolished does not make it so; instead, the proclamation was an ostrich’s head in the sand. The obvious was ignored for the postulated utopian racial harmony indoctrination. Eradication of racism or other ‘isms’ involves a trajectory of ...

In response to fluctuating budgets and enrollments, higher education has come to depend less on a... more In response to fluctuating budgets and enrollments, higher education has come to depend less on a full-time faculty and to rely increasingly on less expensive part-time faculty. Further,the House Committee (2014) reports that adjuncts are the majority of faculty across all sectors of higher education. Specifically, only 31.3% of public 2-year faculty members are full-time (Kezar & Maxey, 2013).Concurrently, the Obama administration recommended that 60% of Americans hold a degree by 2020; in turn, with less institutional commitment to fulltime faculty, adjuncts are the central teaching resource in the midst of achieving this national standard. Within this context, this study’s central question is “What is the significance of full-time faculty for community college student retention/graduation?” Individual bivariate correlation tests revealed a weak relationship yet no statistical significance between the percentage of full-time faculty and community college student retention and grad...

Comparative Civilizations Review, 2018

This essay argues that while harassment and aggression are continually present in the postmodern ... more This essay argues that while harassment and aggression are continually present in the postmodern cyberspace age, such behaviors have been present within humanity throughout both modern and postmodern periods. During modernity, a privileged few controlled expression and aggression. However, the postmodern period’s fractured state, which often sidesteps empathy and human frailty, has unleashed largely unfettered aggression en masse on the Internet. In short, many, not a privileged few, express aggression. This essay will consider some historical examples of controlled aggression in the modern period. Then the essay will compare how postmodern aggression is more prolific, as the public must witness and participate in aggressive, constant self-expression. Communication controls civilization, its rules and structures. Gurevitch and Blumler (1990) remarked that communication was structured by a few media outlets and manipulated by a web of powerful political and economic influences. Conse...

Few studies have examined the extent of workplace bullying in American higher education; however,... more Few studies have examined the extent of workplace bullying in American higher education; however, a 2012 study confirmed that 62% of respondents (n=401) were affected by workplace bullying 18 months prior to the study (Hollis 2012). A closer examination of the women respondents (n=281) revealed that 71% of the women in this subset faced workplace bullying. Women respondents were also more likely to seek structural solutions, such as reporting bullying to their immediate supervisors or human resources staff. Workplace bullying is couched in power. Those with power control tenure and promotion as well as resources; they can also hinder women from obtaining leadership positions. However, without policy or legislation, incivility is governed by the personal discretion of workplace leaders. As workplace bullying typically emerges from a power differential, Bolman and Deal’s (2013) theories regarding organizational structure and politics serve as the theoretical lens for this study. This ...

Comparative Civilizations Review, 2017

According to Freud, civilization is meant to protect humans from the forces of nature, to protect... more According to Freud, civilization is meant to protect humans from the forces of nature, to protect human frailty; but then, paradoxically, it falls short of such protection by its lack of concomitant regulation (1991). In fact, civilized service to society, delivered via organizations, creates strife and anxiety. While civilization is a structure created to protect people from nature and to support a frail humanity, its rules and power structures yield aggression, spawning the need for people to control each other (Freud & Strachey, 1991). Such control and the power structures that arise within organizations can be considered the root of workplace bullying, aggression, and incivility in our putatively civilized structures of work. Consequently, global researchers strive to make sense of incivility within civilization, a structure that generates aggravation although it was originally developed to provide protection. Northern Europeans have led research efforts to analyze the psycholog...

Comparative Civilizations Review, 2017

IntroductionThe purpose of this paper is to compare the probable existence of two North American ... more IntroductionThe purpose of this paper is to compare the probable existence of two North American civilizations, Canada and the United States, and then consider how each civilization has addressed workplace bullying. Canada started to prohibit workplace bullying in 2004. However, the United States only began to address the problem ten years later, in 2014, with a few states passing statutes. Examining the differences in culture and the research on how higher education in both Canada and the United States has dealt with workplace bullying may give insights to how both Canada and the United States can better protect employees faced with workplace bullying.Brief Definition of CivilizationMany varying and competing definitions of the controversial concept of 'civilization' exist in the literature. However, Permumpanani (2013), writing with the Comparative Civilization Review, defined civilization as a "dynamic system that supports endogenous cultural development through econ...

Advances in Social Sciences Research Journal, 2017

Previous studies have confirmed that American higher education professionals endure workplace bul... more Previous studies have confirmed that American higher education professionals endure workplace bullying at a rate higher than the general population. Close to two-thirds of American higher education employees were affected by workplace bullying and often endure the bullying at least two to three years. While the frequency of workplace bullying has been examined, along with the corresponding cost of employee disengagement, an analysis of how higher education employees cope with the stress of workplace bullying is absent from the literature. Within the theoretical stress and coping frameworks, this essay examined how higher educational personnel cope with stressful workplace bullying. A chi-square analysis was utilized on a sample (n=355) of American higher education respondents to determine the difference of the gender for respondents' reactions. The chi-square analysis showed that women were more likely to quit/resign from a job in reaction to workplace bullying, and men are more likely to take more sick time in response to workplace bullying.

European Journal of Educational Research, 2017

Instrument design is a powerful research approach to answer questions on a unique research topic.... more Instrument design is a powerful research approach to answer questions on a unique research topic. If the design was crafted to gather demographic information, and included open-ended remarks from respondents, the instrument could gather data that could be used in primary and secondary analyses on the same topic. Further, the quantitative data could establish independent and dependent variables for statistical tests, while the open-ended questions could garner qualitative data. This researcher created a 35-question instrument on workplace bullying for American higher education and conducted a study on 142 American community colleges. The findings revealed that 64% of respondents endured workplace bullying (Hollis, 2016). This data set supported several book chapters that included descriptive statistics, chi-square analysis, and qualitative data from the respondents. Further, by using the demographic data, the researcher was able to conduct a variety of analyses regarding workplace bullying and the association in community colleges involving race, gender, and sexual orientation. This practical essay will discuss insight to instrument development including a reflection on the literature review that informed the instrument design.

Journal of Applied Communication Research, 2020

Workplace bullying is a pernicious workplace problem that harms employees and organizations alike... more Workplace bullying is a pernicious workplace problem that harms employees and organizations alike. Targets suffer mental and physical consequences of repeated abuse. Organizations experience consequences such as diminished worker productivity and increased turnover. In some cases, even workplace violence. While these instances are thankfully rare, it is important to understand how workplace bullying manifests in organizations and what employees, bystanders, and organizations can do about it. At the invitation of the editor to convene a diverse panel of experts on workplace bullying, seven scholars responded to questions pertaining to six workplace bullying-related issues. These are conceptual definition; bystander intervention; the relationship between race, gender, and other marginalized identities and workplace bullying; interdisciplinary opportunities and constraints; developments in United States policy; and how employees, bystanders, and organizations can and should respond to workplace bullying.

Journal of Black Sexuality and Relationships, 2023

I am pleased to bring this special edition o Title IX and Black women to fruition for the 50th an... more I am pleased to bring this special edition o Title IX and Black women to fruition for the 50th anniversary of Title IX. This legislation has empowered millions of women in sports and cultivated a more in-depth interest for women in the STEM field. As I reflect on Title IX and other legislation designed to provide equal rights or women, I will also grapple with the new challenge to Title IX, the Dobbs v. Jackson Women's Health Organization law suit which led to the Supreme Court overturning Roe v. Wade and women's federally protected reproductive rights in the June 2022. Though women have made strides in college sports participation, the threat to reproductive rights will disproportionately compromise low income college age women who strive to enhance their social economic class through education.

De Gruyter eBooks, Aug 22, 2022

Research Anthology on Combating Cyber-Aggression and Online Negativity

School-level bullying and workplace bullying are globally recognized as threats to organizational... more School-level bullying and workplace bullying are globally recognized as threats to organizational productivity, emotional safety, psychological wellness, and overall morale. Consequently, some countries have instituted legislation to prohibit bullying at various levels in society. This essay will proceed from two vantage points. First, workplace bullying will be addressed, considering the cost to organizations and individuals. Second, school bullying will be addressed with an examination of the bully as a threat to the school's reputation and individual student welfare. Further, cyberbullying affects both children and adults. Therefore, the purpose of this essay is to consider policy development for international leaders who are managing both students and professional educators.

Handbook of Academic Integrity. Springer, Singapore., 2023

The COVID-19 pandemic, which started compromising education in March 2020, precipitated the most ... more The COVID-19 pandemic, which started compromising education in March 2020, precipitated the most extreme educational disruption in over a century. For over 2 years,all levels of education shuttered in-person educational delivery and instituted online education. Many faculty members were teaching online for the first time and thus were distracted by the stress of switching instructional modalities. Students found themselves in a panic-filled transition in which they had little guidance for how to engage with online education as their faculty struggled. One of the residual impacts of this abrupt shift was the explosion in contract cheating, in which students pay a third party to complete homework assignments, take exams, and compose papers. The contract cheating issue is a global problem, with institutions reporting double- and triple-digit spikes in online cheating as the pandemic ensued. Additionally, some of the literature confirms that contract cheating does not meet cheaters’ objectives, given the substandard and tardy work that is often produced. Therefore, this chapter will examine not only the proliferation of contract cheating during the pandemic but other critical elements that result in unfortunate residuals. Plagiarism, academic misconduct, and online cheating, including colleges and universities revoking degrees, led to legal actions. Further, while affluent students and their parents may seek out and purchase ghost students’ services, students with less money find themselves unwittingly competing inequitable conditions.

De Gruyter Handbook of Organizational Conflict Management, 2022

Workplace bullying is most like a prolonged, intractable, escalating destructive conflict between... more Workplace bullying is most like a prolonged, intractable, escalating destructive conflict between people with a power differential (Keashly et al., 2020), the most difficult of conflicts to manage and resolve. It is grounded in and fueled by the organization through its policies, practices, procedures, work structure, and labor relations; in essence, workplace bullying is reflective of organizational culture and climate. Thus, while bullying may manifest at the interpersonal level, it is a systemic organizational issue. The approach for addressing bullying thus needs to recognize this embedded and progressive nature, be multi-faceted and involve a coordinated and simultaneous purposeful effort at the individual, unit/team, and organizational levels. A proactive and comprehensive approach to addressing workplace bullying is critical and urgent and a conflict management system perspective is useful in this consideration. In this chapter, we offer a brief primer on the nature and dynamics of workplace bullying. We then take an organization-level perspective on approaches for possible resolution, highlighting the critical role of policy design and implementation.

The Department Chair, 2024

Taboo: The Journal of Culture and Education, 2021

Journal for the Study of Postsecondary and Tertiary Education, 2019

Taboo, 2023

SAGE Open, 2015

Comparative Civilizations Review, 2020

Comparative Civilizations Review, 2018

Comparative Civilizations Review, 2017

Advances in Social Sciences Research Journal, 2017

European Journal of Educational Research, 2017

Journal of Applied Communication Research, 2020

Journal of Black Sexuality and Relationships, 2023

De Gruyter eBooks, Aug 22, 2022

Research Anthology on Combating Cyber-Aggression and Online Negativity

Handbook of Academic Integrity. Springer, Singapore., 2023

De Gruyter Handbook of Organizational Conflict Management, 2022

Black Women, lntersectionality, and Workplace Bullying, 2022

Black Women, lntersectionality, and Workplace Bullying extends and enriches the current literatur... more Black Women, lntersectionality, 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.

https://www.taylorfrancis.com/books/mono/10.4324/9781003187813/black-women-intersectionality-workplace-bullying-leah-hollis

Join us for a book launch May 25 2021

Book published by Emerald July 2016. It is based on emperical research of 142 community colleges... more Book published by Emerald July 2016. It is based on emperical research of 142 community colleges about the impact of workplace bullying in the community college sector. The table of contents and foreword is available here.
The book is available on amazon.com or the Emerald website. Chapters are available individually at Emerald.
http://www.emeraldinsight.com/doi/abs/10.1108/S1479-364420160000018020

This anthology collects perspectives regarding workplace bullying. Diversity, sales, human resou... more This anthology collects perspectives regarding workplace bullying. Diversity, sales, human resources, leadership, cyberharassment and restorative justice are topics within this volume.

Introduction and References for Chapter 1 of Human Resource Perspectives on Workplace Bullying in... more Introduction and References for Chapter 1 of Human Resource Perspectives on Workplace Bullying in Higher Education: Understanding Vulnerable Employees' Experiences. Full text available on amazon.com

Introduction and References for Chapter 2 of Human Resource Perspectives on Workplace Bullying i... more Introduction and References for Chapter 2 of Human Resource Perspectives on Workplace Bullying in Higher Education: Understanding Vulnerable Employees' Experiences. Full text available on amazon.com

Background The first university in the world, the University of al-Karaouine, was founded in what... more Background The first university in the world, the University of al-Karaouine, was founded in what is now Fez, Morocco, by Fatima Al-Fihri in the year 859. After inheriting a large sum from her father, Fatima Al-Fihri created a center for education. The University of al-Karaouine, also known as al-Qarawiyyin, is the oldest degree-granting institution of higher learning in the world (Cherradi, 2016). The University of al-Karaouine predates the founding of Egypt's Azhar University founded in 970, the University of Bologna founded in 1088, and the University of Oxford, founded in 1096, known for being the oldest English-speaking university (Cherradi, 2016). In 1551, a Royal and Pontifical University in Mexico was established. Just over 200 years later on the eve of the American Revolution in 1775, the University in Mexico had awarded close to 30,000 bachelor's degrees and 1,162 master's and doctoral degrees (Castañeda, 1930). North American Universities, such as Harvard founded in 1636, had an original mission to train clergy in the Massachusetts Bay Colony. In 1693, King William III and Queen Mary II of England chartered the second oldest university in North America with William and Mary University. Chronometrically, bureaucratic structures have fortified higher education. Given its history, higher education organizations are considered mature organizations, resulting in a lack of agility and adroitness to respond to evolving threats (Manning, 2017). Within this history, these organizational structures create prestige and status for those holding the highest offices in these institutions (Madan, 2014; Manning, 2017). In the United States, higher education bureaucracies have evolved to serve various student populations. Women's colleges starting with Wesleyan College in Macon Georgia in 1836 were founded for girls. Other religious-based colleges such as Notre Dame University (1842), Brigham Young University (1875), and Yeshiva University (1886) were created (Lucas, 2016). Simultaneously, former slave owners and northern philanthropists founded a number of Historical Black Colleges and Universities (HBCUs) such as Cheyney University (1837), Lincoln University (PA) (1854), and Howard University (1867). These institutions were developed to train ex-slaves to be more palatable to American

Introduction and References for Chapter 4 of Human Resource Perspectives on Workplace Bullying in... more Introduction and References for Chapter 4 of Human Resource Perspectives on Workplace Bullying in Higher Education: Understanding Vulnerable Employees' Experiences. Full text available on amazon.com

An Introductory Note about the Term "Ombudsmen" Regardless of gender, the Swedish term Ombudsmen ... more An Introductory Note about the Term "Ombudsmen" Regardless of gender, the Swedish term Ombudsmen applies to both men and women in their impartial functions to cultivate resolution in government, health care, or education. From the 1809 Swedish monarchy, the office "Justitie-ombudsman" or citizen's protector was a position adopted throughout Scandinavia (Buccieri, 1968, p. 52). Though the historical use of this term invites a gendered marker, throughout this chapter, I will use the term "Ombuds" or "Ombuds personnel" without the gendered marker while discussing their vital role of conflict resolution in organizations. Swedish scholars are often recognized as leaders in researching conflict resolution and stress in organizations. In 1990, Leymann's study led to the discussion of a critical analysis on mobbing, which is "ganging up on someone. … And subjecting [them] to psychological harassment" (p. 119). Research on workplace abuse continued with Eirensen (1999), Hoel and Salin (2002) and Rayner (1997), from the University of Bergen. Since the early 1990s, scholars from several countries have examined workplace bullying, the impact on the organization, and the deleterious health problems that manifest for targets. The foundation for these groundbreaking Scandinavian scholars aligns with Allport (1954) who discussed the escalating phases of prejudice and discrimination. The first phase includes gossiping and discriminatory discussions in a small "in-group." Avoidance and discriminatory behavior are the next phases, each becoming more intense. From another perspective, discrimination and prejudice within power differentials form the foundation of workplace bullying research (Eirensen, 1999). Researchers consider nonsexual harassment, that is workplace bullying, to be more devastating "than all of the other work related stress put together" (Eirensen, 1999; Niedl, 1995; Zapf et al., 1996). Potentially workplace bullying is more stressful because targets often do not know why the bully harassed them; in comparison, those who are targeted in sexual harassment know what is motivating the harasser.

Introduction and References for Chapter 6 of Human Resource Perspectives on Workplace Bullying in... more Introduction and References for Chapter 6 of Human Resource Perspectives on Workplace Bullying in Higher Education: Understanding Vulnerable Employees' Experiences. Full text available on amazon.com

Introduction and References for Chapter 7 of Human Resource Perspectives on Workplace Bullying i... more Introduction and References for Chapter 7 of Human Resource Perspectives on Workplace Bullying in Higher Education: Understanding Vulnerable Employees' Experiences. Full text available on amazon.com

Introduction and References for Chapter 8 of Human Resource Perspectives on Workplace Bullying in... more Introduction and References for Chapter 8 of Human Resource Perspectives on Workplace Bullying in Higher Education: Understanding Vulnerable Employees' Experiences. Full text available on amazon.com

Introduction and References for Chapter 9 of Human Resource Perspectives on Workplace Bullying in... more Introduction and References for Chapter 9 of Human Resource Perspectives on Workplace Bullying in Higher Education: Understanding Vulnerable Employees' Experiences. Full text available on amazon.com

Tages-Anzeiger Magazine, 2024

oder online unter adbox.ch Briefe an die Redaktion 13 Wetter 16 Todesanzeigen 20 TV/Radio 22 Vera... more oder online unter adbox.ch Briefe an die Redaktion 13 Wetter 16 Todesanzeigen 20 TV/Radio 22 Veranstaltungen 34 Rätsel 38 Redaktion 044 248 44 11, redaktion@tagesanzeiger.ch Briefe an die Redaktion tagesanzeiger.ch/leserbriefe Lesen Sie uns auch in der App oder auf der Website tagesanzeiger.ch 3. August 2024 132. Jahrgang Nr. 178 Fr. 4.60 AZ 8021 Zürich Samstag, Das ist kein Witz Eine japanische Präfektur hat eine Lachverordnung erlassen. Ziel: ein gesünderes Leben. 40 Olé Fiesta Wer mexikanische Spezialitäten liebt, wird im Supermarkt El Maíz im Zürcher Kreis 5 fündig. 17 Goldene Schüsse Chiara Leone holte in Paris für die Schweiz das erste Olympiagold. Sie überzeugte mit ihrem Kleinkaliber. 30 «Helden»: Putin und Biden sagen das Gleiche, meinen das Entgegengesetzte Gefangenenaustausch Moskau hat seit Donnerstag zehn mehrheitlich kriminelle Personen zurück, der Westen konnte gleichentags 16 in Russland inhaftierte Menschen in Freiheit begrüssen. Der Austausch hat auf den beiden Seiten aber nicht die gleiche Bedeutung.

INSIDE HIGHER EDUCATION, 2024

Many in the higher education community are mourning the untimely loss of a colleague, Antoinette ... more Many in the higher education community are mourning the untimely loss of a colleague, Antoinette (Bonnie) Candia-Bailey. The former vice president of student affairs at Lincoln University, in Missouri, was only 49 when she died by suicide. In emails sent before she died, she accused the president of Lincoln, a historically Black university, of bullying and harassing her, causing her mental harm. Black women, in particular, note yet another woman of color, by her account, cut down by her organization, and they are startled that her employer, an HBCU, seemingly allowed this to occur. Unfortunately, scholars of workplace bullying are not surprised because time and again in our research respondents comment that they have considered suicide to escape a bully.

PSU College of Education, 2023

College of Education names Hollis associate dean for access, equity, inclusion | Penn State Unive... more College of Education names Hollis associate dean for access, equity, inclusion | Penn State University EDUCATION College of Education names Hollis associate dean for access, equity, inclusion JUNE 5, 2023By Brian Cox Leah P. Hollis has been named associate dean for access, equity and inclusion for the Penn State College of Education. She will begin working at Penn State on Aug. 1. Credit: Photo provided. All Rights Reserved.

Nature, 2023

, where she works on the design of optical instruments used to image exoplanets.

with details. Use the Widget Builder, a way to display events from here elsewhere. Anyone may use... more with details. Use the Widget Builder, a way to display events from here elsewhere. Anyone may use the Weekly Events Emailer to receive one or more custom weekly email messages containing event notifications.

Forbes Magazine, 2022

Forbes article about 'haters."

Sexual harassment is illegal. Falsifying documents is illegal. But unfortunately, bullying-in mos... more Sexual harassment is illegal. Falsifying documents is illegal. But unfortunately, bullying-in most of its shapes and forms-is not. Yelling, name-calling, insulting, belittling and selectively leaving employees out of meetings and email exchanges is not prosecutable in a court of law, but it can be prevented and dealt with by training organizations to respond and build policies around abolishing this sort of behavior, says bullying expert Leah Hollis, EDD, an associate professor at Morgan State University. Hollis, who penned the book Bully in the Ivory Tower: How Aggression and Incivility Erode American Higher Education, visited Duke University on Sept. 9 to speak to School of Medicine and Duke Health employees about how to recognize bullying in the workplace. The event, "Empowering Community in the Face of Bullying," was hosted and sponsored by the Duke OMce of ScientiNc Integrity. Hollis was the keynote speaker for the event, but participants also heard from Geeta Swamy, associate vice president for research for Duke University and vice dean for scientiNc integrity for the School of Medicine, Ann Brown, vice dean for faculty in the School of Medicine, and Ada Gregory, associate director at the Kenan Institute for Ethics and student ombudsperson for the Duke OMce for Institutional Equity. All four speakers noted the toll that bullying can take on an organization. More than 54 million people in the United States are impacted by bullying annually, said Hollis, and the costs of this-which include decreased productivity, employee turnover, and error due to emotional turmoil-costs the nation as much as $64 billion annually. But besides the costs to an organization, what about the individual people aWected?

Bullying is a big problem in academia and often the overall culture both encourages and rewards i... more Bullying is a big problem in academia and often the overall culture both encourages and rewards it, with those who are traditionally underrepresented in institutions and departments most likely to be on the receiving end.

It's not just kids who can fall prey to bullies, as many professionals in the higher education in... more It's not just kids who can fall prey to bullies, as many professionals in the higher education industry know too well. "Like racism and sexism, workplace bullying is a structural problem woven into culture. Consequently, the most vulnerable populations that lack comparable power are often the most affected when bullies rule the campus." Dr. Leah P. Hollis, professor, diversity expert, and healthy workplace trainer, writes in her new book "Human Resources Perspective on Bullying in Higher Education."

National Black Guide, 2022

Hollis is awarded the Lucy Wheelock Alumni Award

Living at the intersection of multiple systems of oppression makes Black women disproportionately... more Living at the intersection of multiple systems of oppression makes Black women disproportionately vulnerable to workplace bullying in higher education.

Washington Daily News, 2022

This white paper is based on a two-day symposium held in 2023. Several experts volunteered their... more This white paper is based on a two-day symposium held in 2023. Several experts volunteered their time for a focus group-style event in which we discussed critical issues that manifest through workplace bullying. The report includes a cost analysis of the PASSHE system and the emergent themes from the (IRB approved) focus group. The white paper concludes with solutions and policies that are publicly available

In the advent of the most critical health crisis in over 100 years, COVID-19, Historically Black ... more In the advent of the most critical health crisis in over 100 years, COVID-19, Historically Black Colleges and Universities (HBCUs) along with their Predominantly White Institution (PWI) counterparts rushed to online learning in an attempt to keep students engaged and progressing toward a degree. This urgent shift left many faculty members, who might have had minimal or no previous experience teaching online, with little time to make the adjustment. The convenient solution of online course delivery may initially soothe those students and faculty members striving to escape the airborne public health threat involved with face-to-face teaching. However, an unmistakable panic pervaded the emergency shift to online education. Faculty and students continue to scramble to create meaningful online class experiences.

Researchers have conducted numerous studies on workplace bullying (Björkqvist, Österman, & Hjelt-... more Researchers have conducted numerous studies on workplace bullying (Björkqvist, Österman, & Hjelt-Bäck, 1994; Branch, Ramsay, & Barker,

Various researchers (Bennis, 1999; Birks, Budden, Stewart, & Chapman, 2014; Boggs, 2003; Burns, 1... more Various researchers (Bennis, 1999; Birks, Budden, Stewart, & Chapman, 2014; Boggs, 2003; Burns, 1978; Gill & Jones, 2013; McPhail, 2002) have studied executive leadership and the cultures such leaders govern. Other studies have considered workplace bullying and its impact on the target (Branch, Ramsay & Barker, 2007; Hollis, 2015; Keim & McDermott, 2010; Klein, 2009). However, the voice of the president is often missing from such studies on workplace bullying and the culture that causes these distractions. Therefore, this narrative qualitative study collects the stories of six community college presidents to better understand how even the most executive officer can be the target of workplace bullying. The findings reveal that presidents endure workplace bullying from collective populations such as the faculty or the community. Further, the board of trustees can act as or enable a bully that has a deleterious impact on the presidents and the communities they serve. The findings from this narrative qualitative study may prove informative to candidates considering such presidential or chief executive positions as well as to boards of trustees who are critical to any president’s success.

Workplace bullying is an emerging topic for researchers considering the impact of abusive behavio... more Workplace bullying is an emerging topic for researchers considering the impact of abusive behavior on employees (Björkqvist, Österman, & Hjelt

The simultaneous proliferation of developmental education and online computer-based education cre... more The simultaneous proliferation of developmental education and online computer-based education creates questions about the success and failure of students engaging in remediation without teacher-led instruction. While many studies show minimal difference in student performance between online and face-to-face instruction (Schenker, 2007; Utts et al.,

A recent study considered the extent of workplace bullying in four-year colleges and universities... more A recent study considered the extent of workplace bullying in four-year colleges and universities (Hollis, 2015a). However, as 60% of all community college employees (faculty and staff) are represented by collective bargaining (Berry, Savarese, & Boris, 2012), no studies consider...

Workplace bullying has received increasing attention from researchers since the early 2000s. Whil... more Workplace bullying has received increasing attention from researchers since the early 2000s. While the cost of disengagement and the impact on people of color have been considered (Hollis, 2012), this conceptual essay is a secondary analysis of data collected in Chapter 1 to reflect on the position of the target. Reflecting on the primary sample of 200 community college respondents, this analysis uses descriptive statistics to answer the question, " what is the extent of community college women affected by

As noted in chapter 3, workplace bullying has been proven to disproportionately affect those who ... more As noted in chapter 3, workplace bullying has been proven to disproportionately affect those who are outside of the mainstream culture because of race, gender, or organizational position. In short, those who do not confirm to the hegemonic culture’s expectations are more likely to be the targets of bullying. This fact remains particularly evident in the examination of the gender and sexual minority (GSM) sample of this data collection. Rarely is 100% of one sample affected by bullying, as is the case of GSM employees working in community colleges. Therefore, this conceptual essay will use Allport’s (1979) theory on prejudice and descriptive statistics to reflect on the campus cultures that allow for GSMs to consistently face such abuse on the community college campus.

The information superhighway has also been a vehicle for bullies to harass targets in K-12, colle... more The information superhighway has also been a vehicle for bullies to harass targets in K-12, college, corporate sectors, and higher education (Long, 2008; Tu, 2002). While technology is useful, the public shaming component makes cyberbullying an indelible emotional assault that remains on the Internet years after the initial aggression. By reflecting on theoretical elements of public shaming discussed by Gilbert and Proctor

This chapter, which is based on the open-ended comments from study respondents, highlights the ne... more This chapter, which is based on the open-ended comments from study respondents, highlights the need for workplace bullying policies on community college campuses. Twenty-five percent of respondents from

Faculty Bullying & the Environment that Enables Such Behavior, 2021

Often we focus on what types of bullies exist. This presentation reviews types of bullies, but al... more Often we focus on what types of bullies exist. This presentation reviews types of bullies, but also the organizational structure which enables or inhibits faculty bullies on campus

Workplace bullying is related to a number of health issues. This study examined how women of colo... more Workplace bullying is related to a number of health issues. This study examined how women of color, who are more likely to be bullied on the job, cope. A Chi-Square analysis confirmed that women of color are more likely to engage in self- medicating behaviors and suicidal ideation due to workplace bullying.

These findings were presented at the RCMI Conference, Bethesda, MD December 16 2019

This study is an original examination of the overlooked phenomenon of vicarious bullying in highe... more This study is an original examination of the overlooked phenomenon of vicarious bullying in higher education.
While researchers have brought attention to direct bullying, vicarious bullying—which results when a third party acts as the aggressor or henchman—can also create destructive environments that lead to employee disengagement and turnover. This study is based on a meta- analysis of existing data sets pertaining to workplace bullying in American higher education. Potential respondents at 317 four-year colleges and universities, as well as two-year community colleges, received a 35- question instrument.

Using spillover theory, this chi-square analysis evaluates how study respondents may be affected... more Using spillover theory, this chi-square analysis evaluates how study respondents may be affected by workplace bullying. The specific issue was the desire for physical intimacy. The findings confirm that black women are most likely to have a decreased interest in physical intimacy as a result of workplace bullying.

American Association of Community Colleges, 2016

This is a presentation from the American Association of Community Colleges, April 2016. Findings... more This is a presentation from the American Association of Community Colleges, April 2016. Findings reveal that workplace bullying in community colleges is slightly higher than the reported frequency of workplace bullying in four year higher education

Workplace bullying has received increasing attention from researchers since the early 2000s. Refl... more Workplace bullying has received increasing
attention from researchers since the early
2000s. Reflecting on the primary sample of
200 community college respondents who
confirmed that 64% of respondents were
affected by workplace bullying (Hollis 2016),
this analysis used descriptive statistics to
answer the question, “what is the extent of
community college women affected by
workplace bullying?” After it was determined
that 36% of the general sample, primarily
women, avoided bullying, a second question
emerged: “What are common traits of those
NOT bullied in community colleges? ”
This analysis shows that race, gender, and
position are factors that seemingly contribute
to who avoids bullying. Considering theories
regarding social dominance (Pratto, et al.,
1994, Sidanius, 1993) and constrained choice
(Broadbridge, 2010; Hakim, 2002), the data
revealed that those who are not bullied tend to
be white, women, in middle management,
without tenure. In short, those who do not
seek power and work from traditional
positions are more likely to avoid bullying.
Further, only 6% of the people of color
reported they were unaffected by
workplace bullying. These respondents of
color all held positions without power in the
community college structure.

TWO DAY SYMPOSIUM ON WORKPLACE BULLYING, 2023

JOIN US for a two-day symposium to generate solutions to workplace bullying. Why attend? Interac... more JOIN US for a two-day symposium to generate solutions to workplace bullying.
Why attend?
Interact with the top workplace bullying experts in the country
Learn what other colleges are doing.
Gain insight into addressing bullying at your institution.
It's a free event
Space is limited, so registration is required

Lecture on the ECO system of workplace bullying hosted by Boston University. This is a free event

A conversation about the new book, BULLYING IN HIGHER EDUCATION: UNDERSTANDING VULNERABLE EMPLOYE... more A conversation about the new book, BULLYING IN HIGHER EDUCATION:
UNDERSTANDING VULNERABLE EMPLOYEES’ EXPERIENCES. Discount code will be available at the event

Leah Hollis to give keynote speech and workshop at the University of Pittsburgh Women in Medicine... more Leah Hollis to give keynote speech and workshop at the University of Pittsburgh Women in Medicine and Science Forum