Cross-Cultural and Cross-Organizational Evidence for an Evolved Hazing Motivation

A public health approach to preventing hazing on a university campus

Objective: The present report describes a comprehensive, public health approach to hazing prevention on a university campus and evaluates its impact over time. Participants: Two different surveys (PULSE and MASCOT) were administered to college undergraduate students, in April 2013 (PULSE n = 6,190; MASCOT n = 3,117) and March 2015 (PULSE n = 4,892; MASCOT n = 2,259). Methods: A public health model of hazing prevention was implemented between 2011-2015. The MASCOT Survey assessed experiences of hazing and non-hazing behaviors, and the PULSE Survey measured beliefs and perceptions of social norms related to hazing. Results: Survey results showed lower levels of hazing experiences reported by students in 2011-2015 compared to 2009-2013 and increased endorsement of a positive normative belief about hazing from 2013 to 2015. Conclusions: The findings represent the first measurable decrease in hazing associated with prevention efforts in the literature, though design limitations preclude clear causal inferences. The results suggest that the university's strategies may have been effective at reducing hazing, and therefore serve as an important step forward in the field of hazing prevention research.

Workplace Hazing: Toward an Organizational Science of a Cryptic Group Practice

The purpose of this paper is to establish a foundation for studying and managing new employee hazing in workgroups. Available empirical evidence indicates 25–75% of American employees encounter workplace hazing, but very little empirical research exists on this phenomenon. Workers are changing jobs more frequently than ever, which increases the cumulative impact and importance of new employee experiences, including hazing, a complex group-based phenomenon. Because hazing is a relatively universal social practice without a strongly established literature in the organizational sciences, we draw from multiple disciplines in reviewing and modeling the practice. The current research offers three major contributions: (a) a relatively exhaustive review of relevant empirical and theoretical work on hazing, (b) an initial, testable model for understanding workplace hazing as a multi-level phenomenon, including individual and group-level antecedents and outcomes, and (c) an outline of the need and support for considering both the dysfunctional and functional consequences of hazing, given the variety of forms it takes and reactions it evokes. Finally, we present actionable guidance for researchers seeking to study workplace hazing and discuss the organizational implications of our work for practitioners.