Mar. 9--Asking what takes a greater toll on workers -- being sexually harassed or being bullied -- seems akin to asking what's worse -- being bitten by a rattlesnake or a tarantula.

But two researchers found that being bullied actually takes the greater toll when it comes to levels of worker satisfaction, stress and anger, as well as job turnover and mental and physical health.

That's according to "Outcomes of Aggression and Harassment," an analysis of 110 studies that compared the effects of harassment and aggression. The findings were presented yesterday morning in Washington, D.C., at the International Conference on Work, Stress and Health by two researchers, M. Sandy Hershcovis, professor at the University of Manitoba, and Julian Barling, professor at Queen's University in Ontario.

Workers know what actions constitute sexual harassment, in part because employers conduct such training in the workplace. As a result, employees know what behavior is illegal and that they have recourse. But nonviolent workplace aggression, for the most part, is not illegal and leaves "victims to fend for themselves," says Hershcovis.

In addition, they say, employers may also take harassment complaints more seriously and provide support for victims. And while some bullying is overt -- yelling, for instance -- other forms such as ostracism or withholding resources are hard to confirm.

Debra Comer, professor of management at the Zarb School of Business at Hofstra University, who has researched bullying and harassment, referred to research published in the Journal of Management Studies that found 9.4 percent of respondents saying they had been bullied, even as 28 percent had experienced situations that met what researchers consider the criteria for bullying. That indicates that some people who are subjected to poor treatment may not realize there's a term for it -- bullying.

What's more, those who work for an equal-opportunity bully who targets everyone can feel some degree of camaraderie -- that since they're not in it alone the bully is at fault. But those who are singled out are in it alone and may start thinking they're to blame, she says.

It would require such improper behavior to be labeled as bullying -- and the offenders told "that behavior isn't going to fly" -- before offenders are motivated to change their ways, she said.

What aggression looks like

Some types of nonviolent forms in the workplace:

Rudeness and discourteous verbal and nonverbal behaviors

Persistently criticizing employees' work

Yelling or angry exchanges

Repeatedly reminding employees of mistakes

Spreading gossip or lies

Ignoring or excluding workers

Insulting employees' habits, attitudes or personal life

SOURCES: M. SANDY HERSHCOVIS AND JULIAN BARLING

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Last updated: 04/08/2008 - 08:46 AM