**Apologies for cross-postings**

<v:shapetype stroked="f" filled="f" path="m@4@5l@4@11@9@11@9@5xe" o:preferrelative="t" o:spt="75" coordsize="21600,21600"><v:stroke joinstyle="miter"></v:stroke><v:formulas><v:f eqn="if lineDrawn pixelLineWidth 0"></v:f><v:f eqn="sum @0 1 0"></v:f><v:f eqn="sum 0 0 @1"></v:f><v:f eqn="prod @2 1 2"></v:f><v:f eqn="prod @3 21600 pixelWidth"></v:f><v:f eqn="prod @3 21600 pixelHeight"></v:f><v:f eqn="sum @0 0 1"></v:f><v:f eqn="prod @6 1 2"></v:f><v:f eqn="prod @7 21600 pixelWidth"></v:f><v:f eqn="sum @8 21600 0"></v:f><v:f eqn="prod @7 21600 pixelHeight"></v:f><v:f eqn="sum @10 21600 0"></v:f></v:formulas><v:path o:connecttype="rect" gradientshapeok="t" o:extrusionok="f"></v:path></v:shapetype><v:shape style="Z-INDEX: 251657728; POSITION: absolute; TEXT-ALIGN: left; MARGIN-TOP: -0.85pt; WIDTH: 97.5pt; HEIGHT: 127pt; VISIBILITY: visible; MARGIN-LEFT: 0px; LEFT: 0px;" type="#_x0000_t75" alt="Journal cover: Journal of Managerial Psychology" o:spid="_x0000_s1026"><v:imagedata o:href="http://www.emeraldinsight.com/common_assets/img/covers_journal/jmpcover.gif" src="file:///C:\Users\CELEST~1.AVA\AppData\Local\Temp\msohtmlclip1\01\clip_image001.png"></v:imagedata><w:wrap type="square"></w:wrap></v:shape>Call for Papers

Journal of Managerial Psychology Special Issue

Workplace Aggression and Bullying at the Cross-Roads:

State of the Art in Theory and Research

Editor:

Dianna L. Stone, University of Texas at San Antonio

Special Guest Editors:
Raymond T. Lee, University of Manitoba (Canada)
Céleste M. Brotheridge, Université du Québec à Montréal (Canada)

The prevalence and impact of workplace aggression and bullying across different industries and countries have been well-documented in the research literature and popular media over the past decade. Recent changes in legislation in a number of jurisdictions are requiring employers to address this issue with due diligence. For example, three of the 10 provinces in Canada now have specific statutes mandating employers to document and take preventative and corrective measures against incidents of "psychological harassment."  Legal requirements aside, the increased career, financial, healthcare, and societal costs of bullying have compelled employers to voluntarily develop human resource "best policies and practices" to promote a respectful and healthy work environment in which the dignity of employees is safeguarded.

In light of these developments, this special issue aims to provide a state-of-the-art platform for theoretical development and empirical research on workplace aggression and bullying. We invite theory-based and literature review papers that evaluate the latest developments in the area, offer new insights that are evidence-informed, and discussions of the challenges, opportunities and directions for future research.  The conceptual and theoretical frameworks can be drawn from diverse fields such as community health, human resource management, labor relations, occupational health psychology, social work, and organizational and vocational behavior. We also invite empirical papers reporting findings on the etiology, management and prevention of workplace aggression and bullying, with implications for employee well-being, organizational effectiveness, and/or society as whole. The research can utilize either qualitative or quantitative techniques, including observations, interviews, surveys, field experiments or mixed methods.

Suitable topics may include but are not limited to the following:

-          Job-related risk factors across industries and employment settings;

-          Contributions of organizational and broader societal factors to aggression and bullying;

-          Etiology and development of perpetrator-target relationships;

-          Influence of targets' resources and vulnerabilities in the aggression and bullying process;

-          Effects on job performance, coping strategies and well-being in targets and witnesses;

-          Contrasting the effects of workplace aggression and bullying with those of sexual harassment;

-          Challenges to the implementation of remedial and prevention programs;

-          Utility and cost-benefit analyses of such interventions;

-          Cross-jurisdictional comparisons of psychological harassment legislation.

The submission process for this special issue is open and competitive. Submitted papers will undergo the normal rigorous, double-blind review process to ensure relevance and quality. Papers will be evaluated based on their contributions to theory, research, and their implications for practice.  Interested authors are encouraged to send questions or a short description of their proposed manuscript to the Guest Editor, Raymond Lee (raylee@cc.umanitoba.ca), by December 1, 2010. This will facilitate a timely planning of the special issue.