Employees suffer greatly from workplace violence, and businesses suffer as well. Workplace bullying, or the repeated exposure to interpersonal aggression and abuse from co-workers, supervisors, subordinates, or other work-related individuals, is a common kind of workplace violence that poses a threat to the individual’s general health as well as the workplace structure. It has been demonstrated that it creates a toxic work atmosphere, and that this negative behavior has direct costs for both individuals and businesses (Heffernan & Bosetti, 2020). As a result, issues of worker rights, health and safety, and efficient organizational management are all involved in this workplace phenomenon.
Bullying is also ubiquitous and widespread in businesses, according to recent empirical findings, and it is on the rise in many workplaces. Workplace bullying has become a growing concern for employers, academics, and researchers due to its ubiquity and the negative consequences linked with it (Lewis, 2016). Understanding the effects of workplace bullying and harassment on job satisfaction and organizational culture may provide insight into how to safeguard employees and guarantee that their civil rights are not infringed upon. The study’s findings may provide guidance for capacity growth and, as a result, a more harmonious work environment. Leaders may be able to take a more realistic position against workplace bullying, harassment, and their effects on job satisfaction as a result of the findings (John et al., 2021). Workplace bullying is destructive not only to the individuals who are bullied, but also to non-bullied employees and the vitality of companies. Bullying, for example, has been demonstrated to lower the morale, productivity, and overall work quality of both harassed and non-bullied employees within an organization (Lever et al., 2020). Due to factors such as high rates of employee absenteeism and turnover, this undesirable conduct has the potential to have a major influence on an organization’s overall success.
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As previously noted, bullying has been identified in a variety of occupational sectors and organizational responsibilities; and, in terms of gender, both men and women have been documented to be targeted for workplace abuse. Furthermore, despite the fact that workplace bullying has been proved to be common, several researchers have discovered significant variances in the prevalence of this behavior (Heffernan & Bosetti, 2020). These disparities are thought to be the outcome of differences in the organizational culture of the workplace under investigation. Furthermore, research have revealed that all forms of harassment and abuse are more widespread in workplaces with physically demanding job and among minority work groups (Lewis, 2016). In fact, workplace harassment and abuse has been found to perpetuate official and informal status hierarchies, inequality, and social exclusion.
According to several studies, workplace bullying practices and policies can create potentially hazardous and abusive settings for employees, particularly for those with conflicting gender and occupational roles. When a worker’s gender differs from the expected occupational norms for their profession, for example, he or she may be more exposed to bullying. This vulnerability is supported by research, which shows that violations of workplace gender norms are frequently linked to increased incidences of bullying (Karatuna, 2015). Bullying has been demonstrated to have different effects on men and women who are gender nonconforming, such as those who work in jobs usually undertaken by the opposing sex. Furthermore, research suggests that both structured masculinities and gendered constructs may enable or encourage ritualized forms of bullying aggressive displays of behavior toward subordinates, newly hired workers, members of minority groups, and other specifically targeted individuals in the workplace.
Given the foregoing, the current study used in-depth interviews to evaluate self-reported experiences of work-related bullying among temporary laborers and to obtain rich and extensive data regarding this organizational phenomenon. The major goal of this study was to better understand the role of worker vulnerabilities and organizational factors in the onset of workplace bullying among temporary workers, as well as to identify the perpetrators of these bad behaviours.
Statement of the Problem
According to Cranshaw (2009), workplace bullying is a widespread and significant problem that has both professional and personal consequences. Given that at least one out of every ten professionals is subjected to workplace bullying, the problem is a
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