Don't Mention the Office: Workplace Bullying Spillover at Home

Abstract

Nearly half (47%) of surveyed American employees report experiencing at least one negative act weekly in their work career (Lutgen-Sandvik, Tracy, & Alberts, 2007). Ongoing negative communication exchanges can target a particular employee over time and result in workplace bullying. Unfortunately, more than a quarter of workers in the United States experience workplace bullying and over a third indicate they are aware bullying is occurring (Desrayaud, Dickson, & Webb, in press). Workplace bullying creates serious negative consequences for the organization and the employee, but also extends to family members as the employee struggles to cope with work difficulties. Family members are thought to be potential resources in dealing with workplace bullying (Tye-Williams, in press), yet negative workplace experiences take a toll on family relationships (Lutgen-Sandvik, 2018). This case study chronicles the issues for family relationships when Adam is targeted and bullied by his supervisor at work. Exchanges between family members highlight work–life boundary theories regarding boundary strength and permeability, including how work-to-home spillover can negatively influence family relationships. Further, social support and communication privacy management theories can be used to explain how family members attempt to help Adam while also protecting his secret. The deleterious influences of bullying, including withdrawal, rumination, and negative interaction patterns, are demonstrated through discussions among Adam and his wife, children, and in-laws.