A Study On What Constitutes Bullying At Work And Its Relationship With Other Related Factors

Bullying at work has become an increasingly urgent matter that often results in serious consequences. It is a matter that has attracted the attention of professionals from a range of spectrums. Specifically, it has become a prominent issue in the fields of both psychological health and organizational behavior.The purpose of this study is to investigate and define exactly what kind of behavior constitutes bullying at work and the preceding factors that contribute to its occurrences and manifestation. Subsequently, this study will also look at the consequences and effects of bullying. The conclusions reached in this investigation will be backed up by in-depth interviews, survey results, factor analysis and structural equation modeling. The main conclusions are as the following:1. Behaviour that constitutes bullying at work, according to Chinese employees consists of two dimensions:work-related bullying and interpersonal bullying. It should be noted that the reliability and validity of the bullying questionnaire worked out in this section of the investigation were very high, as they met the psychometric requirements.2. Identifying what behavior constitutes bullying is significantly influenced and determined by demographic and organizational variables in the workplace.3. The C factor of the CPM leadership has significant negative effect on work-related and interpersonal bullying. While Power distance has significant positive effect on work-related bullying.4. There is a strong positive correlation between bullying at work and high turnover, as well as emotional exhaustion. In addition, bullying at work has considerable negative effects on job satisfaction. Interpersonal bullying has especially negative effects on job performance and contributes greatly to emotional exhaustion. work-related bullying has significant positive effect on turnover intention and negative effect on affective commitment and job satisfaction.5. Self-esteem proved to be a substantial mediating variable between bullying at work and high turnover, and interpersonal bullying and job performance. However, in regard to job satisfaction and emotional exhaustion, self-esteem was only a partial mediating variable in bullying at work.6. In dealing with bullying at work, social support plays a significant role in moderating some attitudinal behavior variables, such as job satisfaction and emotional exhaustion. Proactive personality plays a significant moderator role between bullying at work and job satisfaction.