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The psychology of bystanding has a long history of research, and althoughsome of this has been considered with regard to the role of bystanders inbullying in schools and the health and social sectors, it has not been extendedto organizations more generally. There is thus a dearth of theoreticaldevelopment on what makes organizational bystanding different, and of coursethere is also a lack in the corresponding research base. This paper integrateswork in social and moral philosophy with that in psychology, education andhuman resource management to develop typologies of responsibility, andof bystanding in general, and presents some core principles for the furtherdevelopment of work on specifically organizational bystanding.

Organizational bystanding: whistleblowing, watching the work go by or aiding and abetting?