Employees often become resigned to being mistreated because they are surrounded by abusive behavior daily and feel powerless to change their situation. Research shows that workplace abuse can become normalized, making it difficult for employees to recognize and acknowledge it (Hershcovis, Reich, & Niven, 2015). Individuals who become targets of workplace abuse often exhibit personal behaviors that differ significantly from the organizational norms. For example, women in predominantly male professions, such as policing, might have to tolerate sexist behavior to remain in their jobs. Pushing back against such behavior can lead to marginalization, scapegoating, and eventual expulsion from the workplace (Cortina, 2001).

The prevalence of workplace abuse is so high that many victims do not realize they are targets. Denial plays a significant role in preventing workers from acknowledging the abuse until they experience a severely traumatic episode. This trauma can become so overwhelming that it strains their resources and leads to the onset of PTSD symptoms (Mikkelsen & Einarsen, 2002).

The Reasons Workers Stay in Abusive Work Situations

Workers often remain in abusive work environments through a process of adapting to the organization's norms. This adaptation occurs in four distinct stages:

Observation and Assessment:

• New Employee's Perspective: When a new employee joins an organization, they initially observe and assess the behaviors of their colleagues and superiors. This stage involves noticing both overt and subtle cues about acceptable and unacceptable behavior within the workplace.
• Understanding Norms: The new employee learns what is considered normal and what behaviors are rewarded or punished. They recognize patterns of behavior, communication styles, and the overall work culture.

Behavioral Adaptation:

• Adjusting Personal Behavior: To fit in and avoid conflict, the employee starts modifying their behavior to align with the observed norms, even if these norms include tolerating abusive behavior.
• Cognitive Dissonance: Despite any initial discomfort or moral conflict, the employee may rationalize the abusive behavior as a necessary part of the job. This is often done to maintain their position and avoid being singled out.

Enforcement of Learned Behavior:

• Internalizing Norms: Over time, the employee internalizes the learned behaviors and begins to enforce these norms on other employees. They might start exhibiting the same abusive behaviors they once tolerated, perpetuating the cycle of abuse.
• Role Reversal: The employee, now more integrated into the organizational culture, may begin to pressure new employees to conform, thereby reinforcing the abusive environment.

Acceptance of New Reality:

• Normalization: The adaptation process culminates when the employee fully accepts the new reality of their work environment. The abusive behavior becomes normalized, and the employee might no longer recognize it as abuse.
• Resignation to Circumstances: At this stage, the employee might feel powerless to change their situation and resigned to enduring the abuse. They may believe that leaving the job is not an option due to financial constraints, fear of retaliation, or lack of better opportunities.

The Impacts of Abuse at Work

Workplace abuse and bullying, often referred to as psychological harassment or violence, have profound effects on an individual's mental health and overall sense of well-being. The personalized, focused nature of the abuse destabilizes the target's identity, making it difficult for them to recover from the repeated assaults. Prolonged exposure to such stressors exacerbates the psychological impact and compromises both physical and mental health. Here are the detailed impacts of becoming desensitized, denying, and accepting workplace abuse:

Debilitating Anxiety:

• Chronic Stress: Continuous exposure to an abusive environment leads to chronic stress, which can result in persistent and overwhelming anxiety. This anxiety often affects all areas of life, making it difficult to perform daily tasks and maintain personal relationships.
• Physical Symptoms: Anxiety often manifests physically through symptoms such as headaches, muscle tension, gastrointestinal issues, and sleep disturbances.

Panic Attacks:

• Sudden Onset: Panic attacks are sudden, intense episodes of fear and discomfort that can occur without warning. They may be triggered by specific situations related to the abusive workplace or arise spontaneously.
• Physical and Emotional Effects: Symptoms can include rapid heartbeat, sweating, trembling, shortness of breath, and a feeling of impending doom. These attacks can be debilitating and significantly disrupt the individual's ability to function.

Clinical Depression:

• New or Exacerbated Condition: For some, the continuous abuse can trigger the onset of clinical depression, characterized by persistent sadness, hopelessness, and a lack of interest in previously enjoyed activities. For others, it can worsen an existing depressive condition.
• Impaired Functioning: Depression affects cognitive functions, leading to difficulties in concentration, decision-making, and maintaining productivity at work.

Post-Traumatic Stress Disorder (PTSD):

• Deliberate Human-Inflicted Trauma: Prolonged and deliberate abuse can lead to PTSD, a severe anxiety disorder resulting from exposure to traumatic events.
• Symptoms: PTSD symptoms include flashbacks, intrusive thoughts, nightmares, severe anxiety, and hypervigilance. These symptoms can be debilitating and significantly impair daily functioning.

Shame:

• Humiliation Tactics: Bullies often employ tactics designed to humiliate their targets, resulting in deep feelings of shame. This shame can lead individuals to believe they deserve the mistreatment.
• Impact on Self-Esteem: Persistent shame erodes self-esteem and self-worth, making it difficult for individuals to assert themselves or seek help.

Guilt:

• Perceived Responsibility: Targets of bullying may feel guilty for "allowing" the abuse to occur or for not being able to stop it. This guilt can be overwhelming and paralyzing.
• Self-Blame: Victims often internalize the blame, believing they are at fault for the situation, which further diminishes their ability to take corrective action.

Overwhelming Sense of Injustice:

• Equity Injustice: Victims often feel a profound sense of unfairness, questioning why they are targeted despite their hard work and dedication.
• Procedural Injustice: The inadequacy of the employer's response to complaints exacerbates feelings of injustice, as victims perceive a lack of support and proper handling of their grievances.

The mental health and physical impacts of workplace abuse are significant and must be taken seriously. If you find yourself in an abusive workplace situation, it is crucial to assess whether your job is worth the detrimental effects on your well-being. In many cases, the best course of action may be to dip into your emergency funds, cut your losses, and leave the job to protect your health and future.

Conclusion

Workplace abuse remains a pervasive issue, often becoming normalized to the extent that employees fail to recognize it. The adaptation process within organizations can desensitize individuals, leading them to accept abusive behaviors as part of their professional reality. This desensitization has severe implications, including debilitating anxiety, panic attacks, clinical depression, PTSD, and profound feelings of shame, guilt, and injustice. Recognizing these impacts is crucial for both employees and employers to address the underlying issues and create healthier work environments. Employers must take proactive steps to identify and eliminate abusive behaviors, while employees should seek support and consider their well-being when deciding whether to stay in such environments. Ultimately, prioritizing mental and physical health over remaining in toxic work situations is essential for long-term well-being and professional fulfillment.

References

Cortina, L. M. (2001). Assessing sexual harassment among Latinas: Development of an instrument. Cultural Diversity and Ethnic Minority Psychology, 7(2), 164-181.

Grant, K. W. (2019). Recovering from workplace PTSD. Kevin William Grant.

Grant, K. W. (2019). Recovering from workplace PTSD workbook. Kevin William Grant.

Grant, K. W. (2019). Recovering from workplace PTSD audiobook. Kevin William Grant.

Hershcovis, M. S., Reich, T. C., & Niven, K. (2015). Workplace bullying: Causes, consequences, and intervention strategies. Annual Review of Organizational Psychology and Organizational Behavior, 2(1), 145-173.

Mikkelsen, E. G., & Einarsen, S. (2002). Relationships between exposure to bullying at work and psychological and psychosomatic health complaints: The role of state negative affectivity and generalized self-efficacy. Scandinavian Journal of Psychology, 43(5), 397-405.