Michelle Tuckey (she/her)

Professor of Work & Organisational Psychology @UniversitySA | Specialist in workplace bullying risk management & healthy work design | Feminist | Views my own

[Michelle Tuckey (she/her) @ProfTuckey]

Bring on Healthy Workplaces by Design!

I’m delighted to partner with SA company @teamgage to prevent workplace bullying using our evidence-based ‘Healthy Workplaces by Design’ program, developed through 10 years of research, trialled in 85 sites. https://t.co/kC7y1n2HP9

[UniSA (this account is no longer active) @UniversitySA]

High 5 to @ProfTuckey @spmoulds & @MouldingNicole who have won a $418,950 @arc_gov_au Linkage grant to lead a national project tackling workplace sexual harassment. They will collaborate with @Griffith_Uni and @UQ_News to change the culture of many Australian organisations.

[Science in Australia Gender Equity (SAGE) @SciGenderEquity]

"We need to create the right environment where positive behaviours can occur," says @ProfTuckey.
"Looking at organisational risk factors gives us a chance minimise and eliminate the problem at the source: this is reflected in the new positive duty on organistions."

[Science in Australia Gender Equity (SAGE) @SciGenderEquity]

When addressing bullying, we need to find out why it's happening in an organisation:

"What kind of function is bullying serving in an organisation? Is it an expression of frustration? Is it about getting resources?"-@ProfTuckey at our webinar bullying as an organisational issue.

[Science in Australia Gender Equity (SAGE) @SciGenderEquity]

"Like bullying, the research shows that the strongest risk factors for #sexualharassment lie in the environemt rather than in people...
It's used to push people out of their roles based on features like gender" - @ProfTuckey speaking at a SAGE webinar

[Science in Australia Gender Equity (SAGE) @SciGenderEquity]

What can we start to do about bullying & harassment as organisational problems?
@ProfTuckey says:
"Ask how can these behaviours take root."
"Responses often focus on the behaviour itself: defining it, reporting, etc. But looking at the surface overlooks structural factors."

[Science in Australia Gender Equity (SAGE) @SciGenderEquity]

@ProfTuckey has spent 10 years identifying what the root causes or risk factors are for #bullying and #harassment in the workplace:

She found 10 risk factors falling under
- Working hours, leave and entitlements
- Management of workload & performance
- Relationships at work

[Science in Australia Gender Equity (SAGE) @SciGenderEquity]

Research with impact: A fascinating and helpful webinar today as @ProfTuckey presented on how organisations can proactively reduce workplace bullying and harassment by reducing psychosocial risks.
Read more about her collaboration with @Teamgage here⤵️
https://t.co/79jKAMeYCJ

[Science in Australia Gender Equity (SAGE) @SciGenderEquity]

Think bullies are just bad apples in the barrel? Actually, the main risk factors for bullying lie in the workplace, not individuals. In this webinar, @ProfTuckey tells us how to stop barrels from producing bad apples.

📅 6 July, 12:30 pm AEST
🎟️ Register: https://t.co/Ws9XPgHqWq

[Michelle Tuckey (she/her) @ProfTuckey]

This milestone reflects collaboration, hard work, and determination together with several wonderful colleagues, especially Yiqiong Li and @AnnabelleNeall (both now based at UQ).

[Michelle Tuckey (she/her) @ProfTuckey]

Bring on Healthy Workplaces by Design!

I’m delighted to partner with SA company @teamgage to prevent workplace bullying using our evidence-based ‘Healthy Workplaces by Design’ program, developed through 10 years of research, trialled in 85 sites. https://t.co/kC7y1n2HP9

[Michelle Tuckey (she/her) @ProfTuckey]

Pleasure to be an invited panel speaker at today’s #CrazySocks4Docs event at @AdelaideCC

We need to treat doctors’ health & well-being as a systems issue and worthy value in its own right

@drs4drs_Aus @crazysocks4Docs @ama_media

[AMA Vice President @ama_vice]

“Senior leaders set the tone for culture in organizations” @DrTuckey “Organisations have to support and respect their leaders” Dr Andrew Lavender. #crazysocks4docs @gdtoogood @ama_media

[Michelle Tuckey (she/her) @ProfTuckey]

Honoured to contribute to this informative episode of ⁦@thisworkinglife⁩ hosted by @lisaleong highlighting the impact of #workplacebullying and how to approach it as an organisational problem - vital to raise awareness! https://t.co/3dsR2MnOOg

[Michelle Tuckey (she/her) @ProfTuckey]

@LareenNewman @tseenster @baumfran Views of nature
Natural light
Large work space

[Paula @GeldensPM]

Looking for 3 wonderful Aboriginal scholars to join us! Positions in Aboriginal Studies, Psychology, and Social Work. Closing 28th Oct. Pass it on! Please get in contact if you have questions. #Unisajusticeandsociety https://t.co/JUh4pSsfdN

[Michelle Tuckey (she/her) @ProfTuckey]

Great to discuss #workplacebullying as an organisational, not individual, problem - and what to do about it. https://t.co/A7vvQOugld

[Rumi @Rumi_Quote]

When love prevails, fear departs.

[Michelle Tuckey (she/her) @ProfTuckey]

An integrated approach to mental health must recognise that working environments & conditions hold important risks to mental health, but also opportunities to boost mental health.

Build healthy organisational systems to support healthy workers. #healthybydesign

[Lareen Newman PhD @LareenNewman]

This may help some, but what when the organisation's management, work culture & structures are themselves the problem that's causing poor mental health ??

@baumfran @cwexunisa @DrTuckey

https://t.co/0wwAzTPQwB

[Michelle Tuckey (she/her) @ProfTuckey]

New project on enhancing well-being in customer-facing roles looking at customer and co-worker interactions

To participate, or for more information, contact my honours student Joanna Gladwich via [email protected]

[Michelle Tuckey (she/her) @ProfTuckey]

@Diepntn9 @AnnabelleNeall @NBSNU @NorthumbriaUni I’m there. Well, as soon as we can travel safely again. Lock it in! And congratulations again ⭐️