The Impact of Workplace Abuse on Career Choices and Professional Development

By Belinda Anyakoha

When you hear the word abuse, what comes to your mind????

Abuse, according to the American Psychological Association (2020) can be defined as any action that intentionally harms or injures another person. It encompasses physical, emotional, psychological, sexual, and financial harm, and can occur in various contexts, such as family relationships, workplaces, or institutions. Abuse often involves a pattern of behaviour intended to control, manipulate, or dominate another individual. The impacts of abuse can be long-lasting, affecting the victim’s mental, emotional, and physical well-being.

There are different types of abuse.

This lecture focuses on workplace abuse. Before going further, I would like to define Workplace abuse and what it entails. Workplace abuse, encompassing behaviours such as bullying, harassment, discrimination, and other forms of mistreatment, has significant implications for individuals’ career choices and professional development. While often discussed in the context of organizational well-being, its effects on the personal and professional trajectories of victims are profound and far-reaching. Workplace abuse can not only hinder immediate job performance but also lead to long-term career decisions, limiting the victims’ professional aspirations, career advancement, and overall well-being. This article explores the impact of workplace abuse on career choices and professional development, drawing on relevant theoretical frameworks, empirical studies, and real-world examples.

Defining Workplace Abuse

Workplace abuse refers to a range of negative behaviours in a work environment that undermine an individual’s dignity, well-being, and professional standing. These behaviours include bullying, which is characterized by repeated, targeted, and harmful actions intended to intimidate or belittle a colleague (Einarsen et al., 2011). Harassment, another form of abuse, includes offensive and unwelcome behaviours based on race, gender, or other characteristics protected by law. Discrimination refers to unequal treatment or favouritism based on these characteristics (Namie & Namie, 2011).

Workplace abuse can also be referred to as any harmful or inappropriate behavior directed toward an employee or group of employees that creates a hostile, intimidating, or offensive work environment. It can manifest in various forms, including physical, verbal, psychological, or emotional mistreatment, and can involve bullying, harassment, discrimination, or exploitation. Some key characteristics of workplace abuse include:

1. Verbal abuse: Insults, derogatory remarks, or threats aimed at degrading or humiliating an employee.
2. Psychological abuse: Manipulative behaviors like gas-lighting, intimidation, or persistent criticism that undermine an employee’s confidence or well-being.
3. Physical abuse: Any form of physical harm or threat of harm to an employee.
4. Emotional abuse: Repeated actions or omissions that cause emotional distress, like exclusion, isolation, or humiliation.
5. Discrimination: Unequal treatment based on characteristics such as race, gender, age, disability, or religion.

Workplace abuse can result in negative effects on an employee’s mental and physical health, job performance, and overall job satisfaction. This can prove to be significantly detrimental to the overall development of the organization as optimal job performance may be hard to come from workers. Furthermore, workers may also develop mental health challenges from these abuses.

The abusive behaviours may manifest as verbal aggression, social exclusion, unfair evaluations, or sabotage of one’s work (Leymann, 1996). While some forms of workplace abuse are overt, such as yelling or public humiliation, others are more subtle, including withholding important information, spreading rumours, or creating an unbearable work atmosphere. Regardless of form, workplace abuse can lead to psychological and emotional damage, affecting employees’ sense of security, confidence, and ultimately, their career choices and professional development.

Impact on Career Choices

Shift in Career Path

One of the most immediate impacts of workplace abuse is on the career decisions of victims. According to a study by Lutgen-Sandvik et al. (2007), individuals exposed to workplace bullying and harassment are more likely to reconsider their career paths, often opting to leave toxic work environments in search of safer, more supportive workplaces. In severe cases, individuals may choose to abandon their current profession altogether, believing that their chosen career field inherently exposes them to abuse. This decision is particularly prevalent in professions that involve high levels of interpersonal interaction, such as healthcare, education, and customer service, where abuse from supervisors, colleagues, or clients may be frequent (Johnson, 2009).

Reduced Aspirations

Victims of workplace abuse often experience a reduction in their career aspirations. This may manifest as a reluctance to seek promotions or take on leadership roles, fearing that increased visibility and responsibility might make them more vulnerable to future abuse. Research by Hoel et al. (2003) suggests that individuals who experience workplace bullying are more likely to engage in self-protective behaviours, including avoiding new opportunities or risks that might lead to further victimization. As a result, their career trajectories become stunted, limiting both personal growth and professional advancement.

Forced Career Transitions

In some cases, workplace abuse forces individuals into unwanted career transitions. Employees who are persistently abused may feel compelled to leave their current job, even if they are passionate about their work. This often results in unplanned career breaks or lateral moves to positions with less responsibility, autonomy, or financial reward (Lewis & Orford, 2005). Such transitions can have long-lasting effects on an individual’s earning potential, career development, and overall job satisfaction. Additionally, it may take years for these individuals to rebuild their confidence and re-enter their desired field.

Impact on Professional Development

1. Psychological Effects and Job Performance

The psychological consequences of workplace abuse can severely impede professional development. Victims of abuse often experience symptoms of anxiety, depression, and post-traumatic stress disorder (PTSD), which can interfere with their ability to perform their jobs effectively (Nielsen et al., 2015). These mental health issues can lead to decreased productivity, absenteeism, and, in severe cases, long-term disability. Even when victims remain in their jobs, their capacity to focus, problem-solve, and collaborate with others may be significantly diminished due to the constant stress and fear of further abuse.

• Skill Development and Learning Opportunities

Workplace abuse also affects professional development by limiting access to skill development and learning opportunities. Abusive supervisors or colleagues may intentionally withhold information, exclude victims from meetings, or deny them opportunities for professional growth, such as training programs, mentorship, or special projects (Branch et al., 2013). Over time, this exclusion not only stifles the victim’s ability to acquire new skills but also damages their professional reputation and network, making it harder to advance in their career or seek new opportunities.

• Disengagement from Professional Growth

A sense of disengagement from the workplace often accompanies prolonged exposure to abuse. Employees may lose motivation to invest in their professional growth when they perceive that their efforts are not valued or recognized. As noted by Tuckey et al. (2009), victims of workplace bullying often report feelings of helplessness and resignation, which can result in a withdrawal from professional development activities. In turn, this lack of engagement limits their ability to adapt to new challenges, develop leadership skills, or keep up with industry trends, further narrowing their career prospects.

Theoretical Perspectives on Workplace Abuse and Career Development

1. Conservation of Resources Theory

One theoretical lens through which to view the impact of workplace abuse on career development is the Conservation of Resources (COR) theory (Hobfoll, 1989). According to this theory, individuals strive to acquire, maintain, and protect their resources, including personal energy, time, and psychological well-being. Workplace abuse depletes these resources, leaving victims with fewer reserves to invest in their career development. As a result, they may prioritize coping with immediate stressors over long-term professional growth. In severe cases, the depletion of resources can lead to burnout, a state of emotional exhaustion that severely undermines professional efficacy and career success (Maslach & Leiter, 2016).

• Social Cognitive Career Theory

Social Cognitive Career Theory (SCCT) emphasizes the role of self-efficacy beliefs in career decision-making and professional development (Lent et al., 1994). Workplace abuse undermines these self-efficacy beliefs by damaging the victim’s confidence in their abilities and worth as a professional. According to SCCT, individuals who doubt their capabilities are less likely to pursue challenging career goals or engage in activities that promote professional growth. As workplace abuse erodes self-efficacy, victims may become less proactive in seeking career advancement, leading to stagnation in their professional development.

Organizational and Societal Implications

The impact of workplace abuse on career choices and professional development extends beyond the individual, with significant implications for organizations and society as a whole. Organizations that tolerate abusive behaviours risk higher turnover rates, lower employee morale, and decreased productivity (Salin, 2003). Moreover, the loss of skilled employees due to abuse can lead to a talent drain, particularly in industries where experienced professionals are critical to organizational success.

From a societal perspective, workplace abuse contributes to broader issues of inequality and discrimination. Women, minorities, and other marginalized groups are often disproportionately targeted by workplace abuse, which further exacerbates existing disparities in career advancement and income (Namie & Namie, 2011). By limiting the career prospects of these individuals, workplace abuse perpetuates social and economic inequality, hindering efforts to create more inclusive and equitable work environments.

Strategies for Addressing Workplace Abuse

1. Organizational Interventions

To mitigate the impact of workplace abuse on career choices and professional development, organizations must take proactive measures to create a safe and supportive work environment. This includes implementing clear policies that define and prohibit abusive behaviours, as well as establishing mechanisms for reporting and addressing complaints (Salin, 2003). Training programs aimed at promoting respect, inclusion, and conflict resolution can help prevent abuse from occurring in the first place. Additionally, organizations should provide support services, such as counseling and career coaching, to help victims of abuse rebuild their confidence and professional identity.

• Individual Coping Strategies

While organizations play a critical role in addressing workplace abuse, individuals can also take steps to protect themselves and mitigate the negative impact of abuse on their careers. Developing strong coping mechanisms, such as seeking social support from colleagues, friends, or mental health professionals, can help victims navigate the emotional challenges of workplace abuse (Tuckey et al., 2009). Additionally, individuals who experience abuse may benefit from actively seeking mentorship and networking opportunities outside of their immediate work environment to enhance their professional development and career prospects.

Conclusion

Workplace abuse has far-reaching consequences for career choices and professional development, with victims often forced to alter their career paths, limit their aspirations, and disengage from opportunities for growth. The psychological toll of abuse, coupled with the loss of access to skill development and learning opportunities, can stifle both personal and professional advancement. To address these challenges, organizations must foster a culture of respect and accountability, while individuals should be empowered to seek support and take proactive steps to protect their careers. By addressing workplace abuse, we can create healthier, more equitable environments that allow all employees to thrive in their professional endeavours.

References

American Psychological Association. (2020). Abuse. In APA dictionary of psychology.

Branch, S., Ramsay, S., & Barker, M. (2013). Workplace bullying, mobbing, and general

harassment: A review. International Journal of Management Reviews, 15(3), 280-299.

Einarsen, S., Hoel, H., Zapf, D., & Cooper, C. L. (Eds.). (2011). Bullying and harassment in the

workplace: Developments in theory, research, and practice. CRC Press.

Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress.

American Psychologist, 44(3), 513-524.

Hoel, H., Sheehan, M. J., Cooper, C. L.,