Abstract
This paper relates research on workplace bullying to the prevention measures which an organisation might consider implementing. The implications of collecting research information only from targets of bullying is highlighted, and discussed in relation to identifying bullies and targets. Incidence studies are used to track environmental patterns and processes. Included in such studies is the recent UK UNISON survey, where patterns of consistency are found between targets and non‐targets in attitude questions regarding the causes of bullying, but strong divergence of response regarding other parameters. The effectiveness of actions taken by targets of bullying is also reported. These find that reports of bullying stopping as a result of action by targets are rather rare, and advising targets to discuss the situation with the bully without professional support (such as from a personnel officer or union representative) is probably misguided as retaliation from the bully is likely.
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