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Archives of Business Research - Vol. 11, No. 1

Publication Date: January 25, 2023

DOI:10.14738/abr.111.13919.

Humza, N. (2023). Workplace Bullying and its Impact on Employees’ Morale. Archives of Business Research - Vol. 11(1). 156-162.

Services for Science and Education – United Kingdom

Workplace Bullying and its Impact on Employees’ Morale

Namra Humza | Lecturer

ABSTRACT

The problem of workplace bullying is one of the most important issues facing

society and companies in particular. Many scholars have identified the problem as

abuse, fear, harassment, and persecution. Bullies may also be co-workers, clients,

customers, suppliers, bosses, and supervisors. Workplace bullying may be seen as

a certain, somewhat frequent, unfavorable dynamic that occurs over time in

companies. Bullying at work has been linked to various workplace-related

problems, including poor health outcomes, decreased job satisfaction,

organizational commitment, and increased intention to quit. Bullying is a serious

workplace issue that harms both the environment and the workers. This research

synthesizes the literature on workplace bullying and how it affects employee

morale, productivity, and satisfaction in light of these negative effects of bullying at

work.

Keywords: Workplace Bullying, Employee Morale, Literature Review

INTRODUCTION

Workplace bullying (WPB) continues to be a recognized issue in businesses during a

challenging economic moment when numerous resource strains and a fiercely competitive

business climate indicate that workers and organizations cannot afford extra hurdles while

seeking to achieve their objectives (Hoel, Rayner, & Cooper, 1999). Workplace bullying (WPB)

negatively impacts employee morale and productivity, which raises stress levels, employee

turnover, and job dissatisfaction (Cowie et al., 2002). Bullying at work has been acknowledged

as affecting workers and the workplace and costing organizations money. Government, for- profit, non-profit, and not-for-profit organizations often have a purpose, organizational

structure, and operational rules and regulations to guide and support company aims and

objectives (Salin, 2021). A harassment policy, process, and human resources department are

typically present in these firms. Employees may report a personal violation of the harassment

policy to these departments or report witnessing a violation if they work there. According to

research (Quine, 2001; Hogh et al., 2021), bullying is a widespread issue that may negatively

affect many facets of the company, both internally and internationally (Conway et al., 2021).

The Workplace Bullying Institute states that the research on workplace bullying study started

around 1998. Bullying behaviours at work seem to be a long-standing expression, even though

it has only lately been recognized as a real and serious business issue (McKay et al., 2008).

These actions include making fun of other people, monitoring another person's work

constantly, doubting another person's professional competence, disseminating unfavourable

rumours, and making explosive threats and outbursts (Branch, Ramsay, & Barker, 2007).

Bullying is still prevalent, sanctioned, and, in certain cases, seen as management qualities

(McKay et al., 2008). According to Namie and Namie's 2003 study, more than 80% of harassed

employees moved jobs, with 44% doing so due to a negative performance review from a

threatening manager who wanted to prove their incapacity.

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Archives of Business Research (ABR) Vol. 11, Issue 1, January-2023

Services for Science and Education – United Kingdom

labels. In the 1970s, Dr. Dan Olweus began studying the idea of bullying in Scandinavian schools.

In Sweden and Norway, he is regarded as a pioneer in the research of bullying practices in

schools (Violence Prevention Works Organization, 2014).

The Olweus Bullying Prevention Program inspired a model on bullying behaviors that have

evolved over the years (Violence Prevention Works Organization, 2014). Dr. Olweus proposed

that bullying may be significantly reduced in schools by taking preventative steps. The

convergence of epidemiological, fundamental, and practical research served as the Olweus

program's cornerstone (Rigby, 2002). The amount of writing on bullying at work has increased

internationally. However, there are few studies on workplace bullying in the United States, and

what research there are s as needed is more cohesive and newer (Bonde et al., 2016). Since

bullying is an international problem, the working environment closely mirrors the causes of

hostility in the nation, according to the research (Stagg et al., 2013).

Numerous publications and articles highlight the negative effects of workplace bullying,

including emotional distress, physical sickness, and restricted career growth. However,

scholarly research on the issue has just lately started (Einarsen et al., 2003; Namie & Namie,

2003; Needham, 2003, Rigby, 2002). Through government-funded studies and awareness

campaigns, European nations, including Sweden, Finland, Norway, and Great Britain, have

implemented preventative measures, such as establishing laws outlawing bullying (Salin et al.,

2018). Researchers have examined workplace bullying and job performance using quantitative

and qualitative study techniques and studies with participants from various sectors and

particular professions or organizations. Although bullying in the workplace is not new, bullying

in non-profit companies is distinct from bullying at other workplaces. Social dynamics may

encourage a certain kind of workplace bullying specific to the social services industry and

distinct from bullying in other employment settings (Brohl, 2013, p.4).

Bullying may occur when someone tries to exert control over another person. It is possible to

connect the numerous definitions of workplace bullying to Bachrach and Baratz's (1962)

exploration of the concept of power and how it manifests control of one person over another.

Similar to the master-servant connection, the relationship between the employer and the

employee may be traced back to the development of American labor and employment laws (Xu

et al., 2019). The global civil rights movement of the 1960s was sparked by the increased

consciousness of minority groups brought on by the conduct of those in positions of power. It

improved classes' civil and legal rights Murphy, 2013). Civil rights legislation was formed in the

United States in the 1960s, largely to address issues of race and gender. The same connected

problems that were noted at the time and had an adverse impact have also been noted as

influencing the working environment.

Workplace bullying generally refers to aggressive or unreasonable behavior, including

behavioral attacks, threatening gestures, psychological behaviors, and abusive attitudes against

individuals. At the time of this study, there was no single accepted definition for workplace

bullying. It is abuse, whether it is overt or covert. Other sources describe workplace bullying as

a practice of long-term psychological and relational assault meant to humiliate, denigrate, and

isolate the victim of the bully (Pheko et al., 2017). According to the Workplace Bullying Institute

(WBI), nearly half of the American workforce is either a target of or a witness to workplace

harassment (2011). The phrase "repeated malicious maltreatment, verbal abuse, or action that