Volume 10, Issue 3, March – 2025 International Journal of Innovative Science and Research Technology

ISSN No:-2456-2165 https://doi.org/10.38124/ijisrt/25mar1864

Influence of Work Place Bullying on

Organizational Function: A Concrete View
Dr. Mahender Pal1
1
Assistant Professor (Commerce),
Department of Commerce and Management, Government College, Bahadurgarh, Jhajjar (Haryana)

Publication Date: 2025/04/12

Abstract:

 Purpose:
The purpose of this paper is to review various literature to explore the influence of workplace bullying in Indian
organizations.

 Design/Methodology/Approach:
The study adopted the theoretical approach and centered on the participants’ experiences, interpretations, and
reactions toward bullying. Research articles from various geographical areas were reviewed for the purpose. The findings
of various research articles were taken into account for making interpretations.

 Findings:
The study found that the workplace bullying is a universal threat across the world and it is also present in Indian
organisations. It can be characterised as becoming aware, confused by mistreatment, assigning blame, using organisational
resources and adapting existing circumstances. The findings of studies in Indian organizations and other countries
emphasise essentiality of sense-making, network of social support, intricacy of coping mechanisms, employee motivations
for keeping quiet and un-favorable and unhealthy impacts of bullying in the workplace as individual, societal and
environmental factors all play a role in bullying experiences at workplace. The harassment experienced by the employees in
the remote workplace displays all the elements of workplace bullying. The dynamics of bullying revealed certain influence
on organizational functional activities.

 Research Limitations/Implications:
The study examined bullying from various perspective, however, these studies including many others areas would have
added interesting insights into the findings on issues created at work place due to bullying.

 Practical Implications:
The findings point toward the arrogance of HRM practices in Indian organizations. A well expressed and applied anti-
bullying policy may restrict arrogance of HRM practices in Indian organizations.

 Originality/Value:
The present study contributes to the limited literature on the process of workplace bullying by exploring the process in
a new national context (India).

Keywords: Workplace Bullying, Awareness, Confusion, Motivation, Blame.

How to Cite: Dr. Mahender Pal. (2025). Influence of Work Place Bullying on Organizational Function: A Concrete View.
International Journal of Innovative Science and Research Technology, 10(3),
2713-2721. https://doi.org/10.38124/ijisrt/25mar1864.

I. INTRODUCTION employees), which are intended to intimidate, degrade,

humiliate, or undermine their work performance. Here’s an
Workplace bullying is a serious issue that can affect overview of workplace bullying, its effects, and ways to
individuals' mental health, productivity, and overall well- address it:
being. It refers to repeated, unreasonable actions of
individuals (or a group) directed toward an employee (or

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Volume 10, Issue 3, March – 2025 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165 https://doi.org/10.38124/ijisrt/25mar1864

 Examples of Workplace Bullying  Organizational Reputation & Legal Risks: Companies

known for workplace bullying may struggle to attract and
 Verbal abuse: Insults, harsh criticism, or threats. retain top talent. Organizations can face lawsuits related
 Exclusion: Deliberately isolating someone from meetings to harassment, discrimination, or hostile work
or projects. environments.
 Sabotage: Intentionally setting someone up to fail or  Leadership & Decision-Making: If management does not
undermining their work. address bullying, employees may lose confidence in
 Excessive monitoring: Micromanaging or consistently leadership. Fear of retaliation may prevent employees
questioning an employee’s decisions. from reporting issues, leading to uninformed decision-
 Spreading rumors: Gossiping to harm someone’s making.
reputation.
 Misuse of power: Using authority to unfairly target an III. REVIEW OF LITERATURE
employee.
In their study, Yahaya et al. (2012) noted that bullying
 Steps to Address Workplace Bullying at work is a harmful issue that causes employees to suffer
psychological, emotional, and physical harm. This issue
 Recognize the Behavior: Acknowledge that bullying is caused harm to organisations in the form of lower
happening and identify the patterns. performance, low employee morale, and financial expenses.
 Document Incidents: Keep a detailed record of events, This study used a quantitative method to investigate the issue
including dates, times, witnesses, and the impact on your of bullying in the workplace from a theoretical standpoint.
work. According to this study, organisational cultures exacerbate
the issue when executives either fail to recognise workplace
 Report the Behavior: Speak with your HR department or
a manager you trust. Refer to company policies on bullying or see it as a difficult management issue. According
workplace harassment or bullying. to the study's findings, a training program that takes a systems
approach, incorporates everyone at all levels, tackles the
 Seek Support: Talk to colleagues or trusted individuals
underlying reasons, and equips participants with the
for emotional support. Consider counseling or therapy to
necessary skills to deal with this phenomenon, can foster a
manage stress and build resilience.
positive work atmosphere.
 Legal Action: In severe cases, explore legal remedies if
your employer fails to address the issue. In their research on bullying, Bano & Malik (2013)
 Creating a Bully-Free Workplace: Promote a culture of produced a number of significant theoretical and practical
respect and inclusion. Provide training on recognizing and advances. The results of this investigation are a first step
preventing bullying. Implement clear anti-bullying towards elucidating this intricate process. It has been
policies. Ensure that complaints are taken seriously and determined that workplace bullying, both personal and
addressed promptly. professional, has a detrimental effect on job satisfaction and
affective well-being, but has no effect on organisationally
II. WORK PLACE BULLYING AND based self-esteem. The current study's findings are an
ORGANIZATIONAL FUNCTIONS improvement over other studies and offer fresh perspectives
on bullying in the workplace in Pakistan. The results of this
Workplace bullying can have significant negative study have implications for raising awareness of the acts and
effects on organizational functioning, affecting everything behaviours of bullies in the workplace so that all employees
from employee morale to overall productivity. Here are some can work in a safe and healthy atmosphere. According to
key ways workplace bullying impacts an organization: research by Antonio et al. (2014), bullying at work has grown
to be a severe issue that impacts a sizable percentage of
 Employee Performance & Productivity: Employees who professionals. Understanding workplace bullying's
are bullied may lose motivation, leading to lower appearance and advancement has become more important due
engagement and effort. Fear and stress can impair to the significant harm it causes to employees' health, social
decision-making and problem-solving abilities. Anxiety stability, and personal stability as well as to the overall
and psychological distress can lead to mistakes and lower- success of organisations. Using the individual viewpoint of
quality work. the subject, the bullied manager, this research aims to
 Organizational Culture & Work Environment: A investigate some of the factors that may be determinants in
workplace that tolerates bullying fosters negativity, the onset of workplace bullying among managers—
distrust, and a lack of collaboration. Employees may employees with a recognised and privileged position to wield
become reluctant to share ideas or work together due to authority. The proposed global model incorporates
fear of mistreatment. A toxic environment can reduce individual, organisational, and contextual aspects, and the
enthusiasm, leading to disengaged employees. binary logistic regression model serves as the foundation for
 Employee Turnover & Absenteeism: Employees the approach used to achieve our research goals. The findings
experiencing or witnessing bullying may leave, leading to showed that women in managerial roles who have children
increased recruitment and training costs. Victims of under the age of 15 living at home are more likely to describe
bullying may take more sick days or be physically present themselves as bullied, as are subjects who work night shifts,
but mentally disengaged. experience stress at work, are dissatisfied with their working

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Volume 10, Issue 3, March – 2025 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165 https://doi.org/10.38124/ijisrt/25mar1864

conditions, and do not see opportunities for advancement of bullying" and "silence as a response to perceived bullying."
within their companies. The current study summarises a In the context of workplace bullying, a few other sub-stages,
number of findings and suggests that, under normal such as "individual sense-making" and "third-party sense-
circumstances, reducing job expectations and increasing job making and social support," have not been fully investigated.
resources could lessen workplace bullying. In their study, The phases and sub-stages demonstrated how crucial culture
Hershcovis et al. (2015) found that counselling or debriefing is in influencing how employees view and respond to bullying
is a supplementary strategy. These services, which are at work, demonstrating how culture plays a part in bullying
typically provided to address bullying, involve the target dynamics. They joined the group of scholars who have been
discussing the incident with a professional who then walks advocating for additional research on workplace bullying
them through a number of potential solutions. Although there from a cultural viewpoint and encouraged further future
is some evidence of long-term advantages for specific studies on the topic in light of cultural realities.
victims, there are several methods of counselling and
debriefing, and there isn't enough data to conclude that one In their research, Gupta et al. (2017) found that
method is better than another. Furthermore, there may be a workplace bullying is a global concern, with data from
risk that these treatments won't enable victims to put the around the world clearly indicating that the problem is
incidents behind them. Bullying offenders may also be spreading like a pandemic. Due to the lack of standardised
provided counselling, however this is a far less popular instruments for examining its prevalence, there is a dearth of
strategy. literature on workplace bullying from an Indian perspective.
The validation, psychometric characteristics, and cutoff
In their study, Kalwala and Chirunomula (2017) scores for the Negative Acts Questionnaire—Revised (NAQ-
investigated the effects of workplace bullying on productivity R) in an Indian sample are reported in this work. A best fit
and job satisfaction. The association between job happiness three-component model of bullying that is related to the
and workplace bullying was the main issue found. The study's workplace, people, and physically scary bullying was found
main conclusions demonstrated the prevalence of bullying in using confirmatory factor analysis (CFA). Using CFA and
the workplace, looked at the particular forms of abuse and Pearson's association with burnout, job engagement, and
negative behaviours that targets encountered, identified the perceived victimisation measures, NAQ-R showed excellent
psychological and physical stress that comes with bullying, validity and reliability. Using a receiver operating
and found a connection between bullying at work and its characteristic curve, two cutoff criteria for NAQ-R were
impact on productivity and job satisfaction. This study is developed in order to classify respondents as "never bullied,"
among the first to investigate the positive effects of bullying "occasionally bullied," and "severely bullied." According to
in addition to the effects of a toxic workplace. It asked their ratings, half of the workers reported experiencing
participants if they could identify bullying traits in occasional or regular bullying at work. An effective and
themselves and provided the criteria for bullying, which are reliable psychometric tool for assessing workplace bullying
malicious intent, persistence and consistency, and a desire for in India is the NAQ-R. Practitioners may find it easier to
control. The connection between productivity and job create prevention and intervention plans if they have clear
satisfaction was the secondary issue. The study investigated cutoff scores. The results of the study may help with cross-
the benefits of bullying in addition to the negative impacts of cultural comparisons because the NAQ-R is the most widely
a toxic workplace. Bullying was defined as being malevolent, used and evaluated measure of workplace bullying in the
persistent, and consistent, and intended to acquire control. world.
According to Tangem's (2017) research, sexual harassment
and bullying at work are two of the main factors contributing In their study, Mehmood & Sajid (2020) examined
to unproductive workplace behaviour. Because of this issue, detrimental effects of WPB on performance of female nurses
workers may experience a range of physical and mental working in AJK, Pakistan's health sector. Employee
health issues. However, a survey revealed that bullying at performance can be evaluated following the establishment of
work is widespread in the banking industry and is causing a suitable work environment, employee training and creation
employees, particularly female employees, to behave in ways of workplace stress-reduction programs. Since few research
that are highly counterproductive. Four stages and twelve have theoretically and empirically studied impact of bullying
sub-stages of the workplace bullying process in Indian on nurses' performance in health sector in J & K, Pakistan,
organisations were identified by Rai & Agarwal (2017). particularly with regard to the mediating effect of PWB in
These include: attributions (self-blame, individual sense- country's healthcare system. The outcome of current study
making, third-party sense-making, and social support); may help Pakistan's healthcare system to develop plans and
utilisation of organisational options (breaking the patience establish a welcoming atmosphere for nurses to improve
threshold; seeking organisational help; learnt helplessness; productivity and performance. From a theoretical standpoint,
silence as a response to perceived bullying); exposure and this research helps healthcare facilities reduce workplace
confusion over mistreatment (onset of bullying acts, incidents to increase efficiency. This study examines how
confusion owing to subtle nature of bullying, increased psychological well-being is negatively impacted from the
frequency of bullying behaviour); and adjustment to the viewpoints of the health sector. According to Li et al. (2020),
current situation (negative effects of bullying, nourishing self-esteem has a negative correlation with the likelihood of
effects of bullying). They added that there are parallels reporting oneself as the victim of bullying at work; bullying
between bullying in India and the West as a process. Sub- at work is a strong predictor of employee turnover; and self-
stages specific to the current study include "nourishing effects esteem moderates the association between bullying at work

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Volume 10, Issue 3, March – 2025 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165 https://doi.org/10.38124/ijisrt/25mar1864

and the desire to leave. From a theoretical and practical specialists and employees. To interpret the data, statistical
perspective, there may be significant ramifications from a techniques such as the independent t-test, ranking procedure,
better knowledge of how individual differences affect and frequency count were applied. The investigation revealed
exposure to workplace bullying and the relationship between several key themes, such as the most common bullying
workplace bullying and turnover intention. According to behaviours, the lack of awareness of bullying practices
Geleta's (2020) research, good performance and higher among HR professionals, and the perceived disparity in
production are directly related to the health of employees. preventative and redressal tactics between HR professionals
Employee well-being is influenced by a variety of elements, and employees. By raising awareness of workplace bullying
including psychological well-being. According to the among employees, organisations, and society at large, as well
analysis in this research, workplace bullying has a serious as by providing solutions to lessen the number of victims of
detrimental impact on workers' health. To preserve the future bullying and enhance social harmony in communities and
of education in various nations and to protect the mental and enterprises, the study's conclusions may contribute to good
physical health of the country's knowledge workers, more social change. Keywords: bullying in India, the efficacy of
research should be done on the incidence of WPB in the bullying prevention techniques, workplace bullying
various countries. The results of empirical research indicate prevention techniques, and bullying prevention techniques.
that not only the victims of WPB but also their coworkers and
relatives may experience stress, melancholy, feelings of Ciby & Sahai (2021) in their research seen that
injustice, and rage. Bullied workers may resort to violence as Workplace bullying is persistent exposure to repeated
a way to cope with unfavourable working conditions, which negative behaviours at workplaces. Scholars have highlighted
can have more significant repercussions for the community. that it is a serious issue and is prevalent across the globe. This
Then, in order to create a favourable business environment, research aims to assess and compare the prevalence of
all organisations need to concentrate on the WPB concept. bullying based on two measurement methods, to identify the
prevalent bullying behaviours and to identify the perpetrators
In their study, Rashid, & Rizvi (2020) shown how of workplace bullying. Data were collected from 190
bullying at work impairs employee creativity when workers employees working in Information Technology companies in
with strong psychological resources speak out against the India. Results indicate higher levels of prevalence of bullying
bully. On the other side, anxiety has also led to an increase in using behavioural experience (40.5%) as compared to the
the creative behaviours of employees. Therefore, it has not self-labelling method (17.4%). The results highlight that the
been demonstrated that fear at work plays a mediating role in difference between the number of victims and non-victims
employees' silence. The moderating influence of based on two measurement methods were statistically
psychological capital, which has not been proven in the significant. Hence, the study suggests that a combination of
Pakistani context, was also disclosed by the study. In their two methods has to be used while measuring the prevalence
research chapter, Suggala and Kureshi (2021) emphasised the of bullying. Results suggest that work-related behaviours
negative consequences of workplace bullying, which include were more common as compared to person-related,
a variety of difficulties like absenteeism, decreased intimidating and career-related behaviours. Results also show
productivity, stress, health problems, and suicides. Bullying, that supervisors were the main perpetrators of bullying,
rudeness, taunting, mistreatment, and harassment at work indicating that downward bullying is predominant than
have increased throughout time and must be addressed. horizontal and upward bullying. According to Rosander et al.
Bullying can take many different forms, ranging from (2022), a victim of bullying may find that, at least
innocuous to cruel, kinds of torture in which a weak person temporarily, changing occupations can be a personal solution.
keeps another person on edge by humiliating, threatening, or Employees who experience bullying are more likely to switch
intimidating them. Bullying occurs in workplaces between occupations, as demonstrated by both the current study and
supervisors and the boss concerned. earlier research. It's an opportunity to start over at a new job.
Given that the degree of worry was considerably lower for
According to several studies, the prevalence of those moving employment, individuals who had been
workplace bullying in India is less than 50%, according to subjected to bullying at baseline most likely felt a sense of
Arshad's (2021) research. The current study was based on a relief from such a move. There was no distinction between
dearth of research on workplace bullying in Indian Changers and Stayers in terms of depression. If someone had
organisations. The study's goals were to define workplace been bullied, changing professions did not lower their
bullying, identify common bullying practices, and determine likelihood of developing depression. This emphasises the
the efficacy of HR's tactics for dealing with bullying in the necessity of providing support and assistance to victims of
workplace. To learn more about workplace bullying and bullying and the repercussions of moving professions, even if
common tactics used to stop and address bullying-related they do so. Overall, it appears that employees who are
occurrences, eight HR experts with at least five years of subjected to bullying benefit by shifting jobs. But as was
experience were interviewed. Furthermore, two distinct already mentioned, it ought only be used as a last resort. It is
samples—one made up of HR professionals and the other of crucial to keep in mind that urging the victim to quit will not
employees—were given the identical information based on resolve the issue or address any of the root causes or flaws in
the notion of workplace bullying and common techniques to the workplace.
prevent and handle bullying-related incidents. The
effectiveness of several tactics to stop and address bullying in Borah & Jha (2022) stated that bullying is a multilevel
the workplace was compared from the viewpoints of HR and multidimensional behavior that is used interchangeably

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ISSN No:-2456-2165 https://doi.org/10.38124/ijisrt/25mar1864

with other oppressive workplace behaviors, such as emotional intelligence. To find out if these mediators have a
workplace harassment. Workplace bullying, on the other lasting impact over time and across cultural boundaries, more
hand, is a distinct concept that has been defined as all those longitudinal and cross-cultural studies are required.
repeated actions and practices directed at one or more
workers that are unpleasant to the victim, whether done According to Javed et al. (2023), bullying at work has a
deliberately or inadvertently, but evidently causing negative correlation with work engagement and a positive
humiliation, offense, and anguish, and that may interrupt correlation with employee quiet. There is a substantial
work engagement and/or cause an unpleasant working correlation between the results of all mediated and moderated
environment. Bullying can be perpetrated by any factors. Nonetheless, the findings clarify that the association
organization member, including supervisors, colleagues, and between bullying and quiet is somewhat moderated by a
even subordinates. One distinguishing feature of workplace breach of the psychological contract. This study's
bullying is that it is a series of ongoing and increasingly rising shortcomings include its convenience-based sample method,
occurrences that influence the victim. There are different cross-sectional research methodology, and survey-based
types of bullying, such as, Social Bullying, Cyber Bullying, questionnaire. This is the first study to look into the
Secondary Bullying, Vicarious Bullying, Client Bullying, connection between bullying and engagement among early-
Institutional Bullying, Attention-Seeking and Regulation career workers in Pakistan's banking industry in Lahore. The
Bullying. The purpose of this paper is to investigate how the results of this study may aid practitioners and legislators in
level of bullying has an impact on work motivation with tech creating anti-bullying legislation that will assist management
and non-tech employees in the private sector. The paper also in resolving the unfavourable work environment. Promoting
aims at identifying, management and control, movement, and equitable opportunities for all employees to voice their
organizational policies in order to create a safe working concerns about wrongdoing is the goal of this study. This is
environment for employees in different positions. In her the first study to look into bullying victimisation among
study, Savapandit (2022) detailed the ways in which early-career workers in a Pakistani cultural setting. In their
workplace bullying occurs in the Indian service industry. study, Jabeen & Bashir (2023) aimed to ascertain the impacts
Only those who worked in white-collar jobs and lived in the of bullying, job satisfaction, and job performance on teachers.
nation's major cities had their data gathered. Consequently, The purpose of this quantitative study is to draw attention to
the findings cannot be regarded as entirely definitive. They the problem of bullying, which has a negative impact on
exclude a substantial portion of India's working population, instructors. Every school in Lahore was included in the
including those who labour in the unorganised sector as well sample. The results demonstrated a robust correlation
as the primary and secondary sectors. Notwithstanding these between bullying at work and both job satisfaction and job
drawbacks, it is hoped that this study will add to the corpus performance. The results show that different teachers have
of knowledge on the subject and aid in raising awareness of different demographic characteristics. The study's conclusion
it. The study has significant ramifications for social work, that workplace bullying is rapidly on the rise raises the
particularly for the way it is applied in various industries. The possibility that organisational bullying may cause teachers to
issue of workplace bullying is something that people who feel stressed out and uneasy at work. These results could be
work in sectors will have to deal with, if they haven't already. used to create effective strategies for controlling and
The report emphasises how serious it is and alerts staff preventing bullying as well as for making schools safer for
members to the detrimental effects it can have on both the educators.
individual and the company. According to Wahba & Khalaf
(2023), bullying has a detrimental impact on job Savage, et al. (2024) in their research mentioned that
performance, but there isn't much evidence linking bullying bullying depends on context and influenced by a variety of
to increased levels of workplace harassment. Bullying at individual, social, and environmental factors. Bullying is
work has been shown to have detrimental effects on both undoubtedly influenced by the workplace, but it is impossible
individuals and organisations. The study also made the case to separate how bullying is experienced differently by
that a decline in organisational commitment at work is one of employees with varied backgrounds and frames of reference
the effects of bullying. Bullying at work has repercussions for from variables that exist outside of the workplace, such as
both organisations and employees. Negative consequences cultural norms, demographic variations, and societal power
for the company could include monetary losses or staff structures. The perspectives of employees from historically
behavioural shifts that lead to subpar work output. In their marginalised backgrounds must be considered in order to
study, Odunjo et al. (2023) noted that studies have repeatedly completely comprehend workplace bullying. Particularly for
found that workplace bullying has a detrimental effect on library employees from historically under-represented
workers' well-being. There hasn't been a study in the field of groups, the intricacy of the academic library workplace only
bullying research that explains the connection between the serves to increase the uncertainty surrounding workplace
several components that have been examined and combines bullying and its underlying causes and effects. Given that this
mediators. This study examined the effects of bullying on data has not been reported elsewhere, it is valuable to record
employees' performance at North Cyprus hotels as well as the the links between frequency and demographics, even if there
mediating function of psychological resilience and emotional are no statistically significant relationships. The findings of
intelligence. Bullying at work has a detrimental effect on an this study contribute to an expanding corpus of research that
employee's performance. Second, the association between examines the connections between environmental and
bullying and performance among TRNC hotel staff was personal factors and bullying experiences, but much more
favourably mediated by psychological resilience and needs to be done to completely comprehend the phenomena.

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Volume 10, Issue 3, March – 2025 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165 https://doi.org/10.38124/ijisrt/25mar1864

According to research by Mehmood et al. (2024), women in association between workplace bullying and employee
nations like Pakistan find it difficult to work in the health productivity varies across academia and industry because age
sector in particular because of the dominance of masculine and sector (academy and industry) influence the relationship.
culture, which affects women's performance in a number of
areas. Therefore, the primary goal of the current research IV. RESEARCH GAP
study was to ascertain the performance of female nurses. It
also emphasised how detrimental incidents such as workplace For a thorough literature valuation, previous research
bullying and incivility contribute to the psychological well- books and a number of researches have been consulted. There
being of female nurses in the Azad Jammu and Kashmir are various studies related to bullying across different
health sector, which ultimately results in lower performance. geographical areas of the globe. However, there are not lot of
Information from nurses and supervisors or bosses was studies on this issue from Indian context. The outcome of
collected. To categorise the surveys, a back-to-back coding few studies conducted earlier there is importance of studying
scheme was used. All of the study's hypotheses were found to bullying in organizations in India. Therefore, there is gap in
be validated by the findings. research. Accordingly, the very topic has been selected for
knowing the influence of work place bullying on
According to studies by Sulejmanov et al. (2024), organizational function in India.
bullying behaviour has been viewed as harmful for the victim
of bullying. This is further affected at work, which can have V. RESEARCH METHODOLOGY
detrimental emotional and financial effects. Based on the
paradigm of personality, this study has provided first The primary goal of the study was to know the influence
incremental validity for the relationship between workplace of work place bullying on functional activities of
bullying and gelotophobia. In her study, Kompella (2024) organizations from Indian Perspectives.
defined workplace bullying as hostile conduct and abuse of
an employee by peers and/or superiors. When this conduct A. Objectives of the Study
occurs often and over an extended period of time, it puts the Accordingly, following objectives have been
employee under a lot of stress, which harms the company formulated:
both directly and indirectly. After COVID 2019, it was
anticipated that the issue of workplace bullying would either To Study Influence of Work Place Bullying on
completely vanish or significantly diminish as in-person Functional activities of Indian organizations.
interactions between employees were replaced by video
conferencing and other technology-induced interactions. B. Research Design
Instead, workers who work from home continue to report Research design is to be called the blue print for a study
instances of harassment from superiors and coworkers. which basically comprises of various techniques regarding
Businesses are likely to stick with work-from-home policies which and how required information is collected by using an
long after the pandemic scenario has subsided. Given this appropriate method of investigation efficiently. Since, the
probability, gaining a thorough grasp of bullying in remote study is theoretical in nature, so the methodology used in the
work environments becomes crucial. The elements involved study is based on reviewing various research studies, articles,
in bullying remote workers are examined in this paper using dissertations, thesis (Published/unpublished), text books by
a case study methodology. Employee harassment in remote various authors, etc. Accordingly, interpretations have been
work environments exhibits all the characteristics of drawn and conclusion has been made.
workplace bullying, according to an analysis of remote
bullying episodes from multiple angles. The notion and VI. FINDINGS/CONCLUSION
manifestation of remote bullying are still being studied. In
their study, Kong et al. (2024) found that bullying at work Organizational cultures make worse the problem when
had a detrimental impact on information sharing, with the leaders either do not understand workplace bullying or
organisation affiliation acting as a mediating factor. discharge it as hard management (Yahaya et al 2012).
Furthermore, the effect will be higher when employees have Workplace bullying (person and work related) negatively
lower levels of forbearance. Forbearance not only mitigated impacted e job related affective wellbeing and job satisfaction
the effect of workplace bullying on organisational belonging, while findings show no impact on organizational based self
but it also moderated the mediated effect of organisation esteem (Bano and Malik, 2013). Antonio et al. (2014) in their
belonging. In her doctoral thesis, Raycha (2024) discovered research stated that workplace bullying has become a serious
that bullying at work occurs frequently. The findings showed and growing problem that affects a significant proportion of
that whereas bullying experiences at work are comparable for professionals. The serious detriments that workplace bullying
both sexes and industries (academic and industrial), they causes on health, social, and personal stability of employees,
differ based on the respondents' ages. There are sub-sectoral and the general performance of organizations have drawn
and hierarchical differences among academic sectors, but attention to the comprehension of its appearance and
none under industry. According to the investigation, bullying progression. The provisions of counselling or debriefing a
at work has a direct and indirect impact on worker complementary approach. Usually, these services are offered
productivity through social support and resilience. Resilience for targeting the bullying, in which the target talks about what
and social support from peers and superiors so act as a partial happened with a professional, who then guides the target
mediator. Furthermore, it may be inferred that the negative through various possible solutions (Hershcovis, 2015). The

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Volume 10, Issue 3, March – 2025 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165 https://doi.org/10.38124/ijisrt/25mar1864

frequency of workplace bullying, examined the specific types and redressal strategies across employees and HR
of mistreatment and negative acts experienced by targets, professionals was seen which may serve to bring about
determined physical and mental stress associated with positive social change by increasing employee,
bullying, and revealed a relationship between workplace organisational, and societal understanding of workplace
bullying and its effect on job satisfaction and productivity bullying, as well as offering solutions to reduce the number
(Kalwala and Chirunomula, 2017). Workplace bullying is of bullied victims and improve social harmony within
prevailing in the banking sector and generating a strong businesses and communities (Arshad, 2021). Workplace
counterproductive workplace behavior among the employees bullying has been seen as a persistent exposure to repeated
specially female employees Tangem (2017). There are four negative behaviours at workplaces. This is a serious issue
stages and 12 sub-stages of the workplace bullying process in across the globe. The research indicated higher levels of
Indian organizations as: exposure and confusion over prevalence of bullying using behavioural experience as
mistreatment (onset of bullying acts, confusion owing to compared to the self-labelling method and also highlighted
subtle nature of bullying, increased frequency of bullying that difference between number of victims and non-victims
behavior); making attributions (self-blame, individual sense- based on two measurement methods (Ciby & Sahai, 2021).
making, third-party sense-making and social support); Changing jobs can be an individual remedy for a victim of
utilizing options within the organization (breaking the bullying, at least in the short run (Rosander et al. 2022). For
patience threshold; seeking organizational help; learned those who are employed in industries, the phenomenon of
helplessness; silence as a response to perceived bullying); and workplace bullying is something that they will have to
adjustment with the current situation (negative effects of grapple with, if they have not done so already. The study
bullying, nourishing effects of bullying) (Rai & Agarwal highlights its severity, and also warns employees of its
(2017). negative consequences for the individual and the organization
(Savapandit, 2022). There are different types of bullying,
Workplace bullying is a universal threat with statistics such as, Social Bullying, Cyber Bullying, Secondary
available at global level prominently suggesting that this Bullying, Vicarious Bullying, Client Bullying, Institutional
phenomenon is thriving like a pandemic worldwide. Limited Bullying, Attention-Seeking and Regulation Bullying (Borah
literature on workplace bullying from Indian perspective can & Jha 2022). Workplace bullying has consequences for both
be attributed to the paucity of standardized tools for employees and organizations. The organization can
investigating its prevalence. Based on scores, half of the experience negative effects, such as financial costs or
employees were found being bullied at work, either behavioral changes in employees that result in poor work
occasionally or frequently. NAQ-R is a valid and performance Wahba & Khalaf (2023). Workplace bullying
psychometrically sound measure to examine workplace negatively influences an employee's performance. Secondly,
bullying in India (Gupta et al (2017). Findings of a research emotional intelligence and psychological resilience
enabled health care sector of Pakistan to formulate strategies positively mediated the relationship between bullying and
and create friendly environment for nurses to enhance their performance among TRNC hotel employees (Odunjo et al.
efficiency and performance and to minimize the negative 2023). Demographic variables vary among teachers. The
events from workplaces in order to yield better productivity. workplace bullying has been increasing speedily and the
From the health sector perspectives this study explored that organizational bullying might make teachers feel
psychological well-being is badly affected (Mehmood & uncomfortable in their jobs, causing stress (Jabeen and Bashir
Sajid, 2020). Negative impact of workplace bullying on 2023). Workplace bullying has a positive relationship with
employee creativity was noticed when workers have high employee silence and negative relationship with work
psychological resources and then raised their voices against engagement (Javed et al, 2023). The empirical results
perpetrator (Rashid & Rizvi, 2020). Self-esteem is negatively indicated that workplace bullying has a negative effect on the
related to the probability of reporting oneself as a target of knowledge sharing, and organization belonging has played
workplace bullying; workplace bullying is an excellent mediating effect (Kong et al. 2024). In order to determine
predictor of employees’ turnover; self-esteem plays a performance of female nurses it was highlighted that negative
moderating role in the relationship between workplace events like workplace bullying and workplace incivility are
bullying and turnover intention (Li et al 2020). Employee playing their role to minimize the psychological wellbeing of
health has been found crucial towards high performance and female nurses in health sector of Azad Jammu and Kashmir
increased productivity. Many factors contribute to or hinder and their performance was found lower (Mahmood et al,
an employee’s well-being especially psychological well- 2024). Bullying behavior has been seen detrimental for the
being and this research analysis indicated that bullying at bully victim Sulejmanov et al. (2024). Bullying is dependent
work place has tremendous negative effect on employees’ on context. Individual, societal and environmental factors all
health (Geleta, 2020). In their research chapter highlighted play a role in bullying experiences at workplace. While the
detrimental effects of work place bullying which includes the workplace environment surely impacts bullying, contexts that
range of problems like absenteeism, loss of productivity, exist beyond the workspace such as demographic differences,
stress, entail health issues, and suicides. Over the years, work culture norms, societal structures of power cannot be
place bullying, incivility, teasing, mistreating, and separated from how bullying experienced by workers from
harassment have become wide spread and need to be differing backgrounds (Savage et al 2024). In her doctorate
addressed (Suggala and Kureshi, 2021). Lack of concept of thesis found that prevalence of workplace bullying is found
bullying behaviours both in HR professional, most frequent at work place. The results demonstrated that while the
bullying behaviours and perceived difference in prevention experience of bullying at work is similar for both genders and

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Volume 10, Issue 3, March – 2025 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165 https://doi.org/10.38124/ijisrt/25mar1864

sectors (academic and industrial), it varies depending on the From the above, discussion it can be concluded that
respondents' ages. In academia, there are hierarchical and there is importance of studying the bullying at work place in
sub-sectoral variations within sectors, but there are none Indian Organizations as it has been cleared from the studies
under industry (Raycha, 2024). Analysis of remote bullying conducted in Indian organizations (Gupta et al, 2017, Rai &
incidents from various perspectives revealed that the Agarwal 2017, Arshad 2021, Ciby & Sahai 2021, Kompella
harassment experienced by the employees in the remote 2024 & Raycha, 2024).
workplace displays all the elements of workplace bullying.
Research on the concept and manifestation of remote bullying Accordingly, Objective of the Study “To Study
is in a nascent stage (Kompella, 2024) Influence of Work Place Bullying on Functional activities
of Indian organizations” has been achieved.

Fig 1: Developed by Researcher

RECOMMENDATIONS FOR FUTURE Journal of Commerce and Social Sciences, 7 (3), 618-
RESEARCHERS 627.
[4]. Borah, T. & Jha N. (2022). Workplace Bullying & It’s
After the discussion outlined above, it was found that Impact on Work Motivation. International Journal of
one of the most important aspects of organisational Science and Research (IJSR), 11 (9). 388-399.
operations is based on employees. As a result, it is suggested [5]. Ciby, M.A. & Sahai, S. (2021). Prevalence of
to collect the information on work place bullying from Workplace Bullying among IT Professionals in India:
various sources so that the issue can be resolved timely. A Comparison of Self-labelling and Behavioural
Experience Method. International Transaction
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