Address Workplace Bullying Research Articles

Impact of Workplace Bullying on Nursing Care Quality: A Comprehensive Review.

Workplace bullying, commonly known as mobbing, persists as a significant problem across various industries, including the healthcare sector. To establish effective interventions and protocols for enhancing the well-being of healthcare workers and patients, it is vital to fully grasp the link between workplace bullying and the quality of nursing care. The analysis highlights the complex link between workplace bullying and nursing care quality, stressing the urgency of addressing this issue due to its wide-reaching impact on individuals and healthcare organizations, ultimately affecting patient safety. Emphasizing the significance of addressing workplace bullying across different professional settings is crucial for protecting the mental health and well-being of employees. The research identifies various forms of aggression and emphasizes the need to understand how these behaviors affect patient outcomes. Further investigation is needed to clarify nurses' responses to workplace violence, particularly in specialized settings like mental health facilities. The studies underscore the numerous challenges nurses encounter when trying to report incidents of workplace bullying. This insight is vital for developing effective reporting mechanisms and targeted interventions to combat bullying behaviors in medical environments. Ultimately, establishing a safer working environment for nurses is paramount. This article aims to review the associations between workplace bullying and the quality of nursing care.

Effectiveness of cognitive rehearsal programs for the prevention of workplace bullying among hospital nurses: a systematic review and meta-analysis

BackgroundTo solve the problem of workplace bullying among nurses, it is necessary to review the effects of interventions and generalize the findings. We conducted a systematic literature review and meta-analysis to evaluate the effects of cognitive rehearsal programs on workplace bullying among hospital nurses.MethodsData were collected from March 30 to April 11, 2021, and 11,048 journal articles published in South Korea and internationally were examined across eight databases. Nine articles were selected for inclusion in the systematic literature review; five of the nine studies were included in the meta-analysis. For randomized controlled trials, the risk of bias was evaluated, and for non-randomized controlled trials, the study quality was evaluated using the Risk of Bias for Non-randomized Studies version 2.0. Egger’s regression test was performed to determine publication bias.ResultsOf the nine articles selected for this study, two were randomized controlled trials and seven were non-randomized controlled trials. The I2 value was 18.9%, indicating non-significant heterogeneity. The overall effect size of the cognitive rehearsal programs was -0.40 (95% confidence interval: -0.604 to -0.196; Z = -3.85; p = .0001) in a random-effects model, indicating a large effect size with statistical significance.ConclusionsTherefore, cognitive rehearsal programs that address workplace bullying among hospital nurses are effective. Health policymakers must implement cognitive rehearsal programs in a policy manner to address the problems of bullying in the workplace.

Managing workplace bullying and harassment in the Canadian work context: same old, same old

Purpose Canadian organizations started addressing workplace bullying and harassment in the 1990s. Proactive organizations have written policies, trained managers and employees, created a complaint process and conducted surveys. The objective of this study is to examine how effective these efforts by Canadian organizations have been.Design/methodology/approach Data for this research were collected through a survey administered to employees in Canadian workplaces (n = 1,000), including managers (n = 461). A stratified sample was used to facilitate a good representation of region, age, gender, sector and occupational level of working Canadians.Findings The survey indicated that some Canadian organizations continue to be negligent in addressing workplace bullying and harassment and that the problem is particular to large organizations, young employees and the private sector.Research limitations/implications The survey identifies that some Canadian organizations are still negligent in addressing workplace bullying and harassment. The problem is particular to large organizations, young employees and the public sector.Practical implications Senior and middle-level managers need to be aware that workplace bullying and harassment continue to occur in their work environment. Further, given that managers at times defer excessively to authority, the human resource (HR) department has a vital role in addressing workplace bullying and harassment. HR needs to establish a reputation among employees that their complaints will be taken seriously, and corrective actions will be taken.Originality/value This study examined the nature of workplace bullying and harassment in the Canadian context. The study found that organizations are still neglecting issues of workplace bullying and harassment and that there is a disconnect between what employees are experiencing and what senior management is professing is the situation. This disconnect is a continued liability for organizations.

Workplace Bullying and Depression, Mediating Role of Insomnia Among Employees

Background: Workplace bullying is characterized by unpleasant and unethical behavior, which can manifest directly or indirectly, affecting individuals' mental health. Insomnia is also a known consequence of workplace bullying, which can lead to depression. Objective: To explore the association between workplace bullying, insomnia, and depression among employees in Lahore, and to determine the mediating role of insomnia in the relationship between workplace bullying and depression. Methods: This study employed a correlational research design with a purposive sample of 200 employees, both male and female, from Lahore, Pakistan. Data were collected using a demographic form, a 21-item Workplace Bullying Scale, the Insomnia Severity Index (ISI), and the Depression, Anxiety, and Stress Scale-21 (DASS-21). The study followed the principles outlined in the Declaration of Helsinki, and statistical analysis was conducted using SPSS version 25, including descriptive statistics, correlation analysis, and regression analysis. Results: The mean score for workplace bullying was 42.54 (SD = 15.8), for insomnia was 9.88 (SD = 6.26), and for depression was 18.97 (SD = 13.69). There were significant positive correlations between workplace bullying, insomnia, and depression, with correlation coefficients of 0.53, 0.62, and 0.61, respectively (all p < 0.01). Both workplace bullying (B = 0.36, p < 0.001) and insomnia (B = 0.84, p < 0.001) were significant predictors of depression. Insomnia also mediated the relationship between workplace bullying and depression, with an indirect effect of 0.1714 (95% CI: 0.1105, 0.2393). Conclusion: Workplace bullying contributes to higher levels of depression among employees, with insomnia serving as a mediator. Both workplace bullying and insomnia are significant predictors of depression. These findings highlight the importance of addressing workplace bullying to improve employee mental health.

Addressing Workplace Bullying: Protecting Human Rights in The Modern Workplace

Purpose: This paper aims to highlight how crucial it is to address workplace bullying as a violation of human rights and to provide ideas for both prevention and intervention. It seeks to draw attention to the negative consequences of workplace bullying on people and organizations while also providing advice on creating a secure and welcoming workplace that supports the rights and dignity of every employee. Methodology: The research and literature on workplace bullying, human rights concepts, and successful preventative and intervention measures are all thoroughly reviewed in this study. The data was acquired from a variety of sources, including academic research, international human rights norms, legislative frameworks, and case studies from the actual world. This data is combined to give a comprehensive picture of workplace bullying, its effects, and effective ways to deal with it. Results: According to the study, bullying at work hurts people's physical, emotional, and psychological health as well as an organization's production, morale, and reputation. The study discusses several kinds of workplace bullying, typical bullying conduct, and its effects on people and organizations. It also emphasizes the significance of workplace human rights norms, such as the right to dignity, a secure work environment, and freedom from harassment and discrimination. Conclusion: As a breach of human rights, workplace bullying is a major problem that has to be addressed. By implementing thorough anti-bullying policies, fostering an inclusive culture, providing accessible reporting mechanisms, providing training and education, and ensuring efficient investigation and resolution procedures, organizations can prevent and address workplace bullying.

The dark side of law enforcement: A dispositional-situational analysis of workplace bullying

This study explores the complex interplay of dispositional and situational factors in the context of workplace bullying among police officers in South Africa, with relevance to the broader understanding of bullying behavior. Both dispositional and situational factors have been recognized as significant contributors to workplace stress and demands, particularly evident during challenging times such as the COVID-19 pandemic. Even professions known for their demanding work environments, such as law enforcement, have not been immune to these pressures. The research conducted a quantitative analysis, surveying 208 employees of the South African Police Services. The study incorporated self-administered questionnaires, employing statistical methods like correlation, ANOVA, and multiple regression analysis. This multifaceted approach assessed the relationships between workplace bullying, situational factors, dispositional factors, and demographics (including gender, age, qualifications, and years of service). The study’s findings highlighted a substantial and positive link between dispositional characteristics and workplace bullying, similarly, noting a favorable association between situational conditions and bullying. Consequently, the research underscores the importance of considering both dispositional and situational factors in comprehending workplace bullying among police officers. This South African study offers valuable insights by bridging a significant knowledge gap on workplace bullying among law enforcement personnel. It emphasizes the relevance of examining the interplay between dispositional and situational factors in understanding and addressing workplace bullying in diverse contexts.

A Battle Within: Evaluating the Correlation Between Workplace Bullying and the Self-Awareness and Emotional Management among Female Healthcare Professionals in Punjab.

Background:
 Workplace bullying affects many people by its negative consequences on employers' mental health, employment satisfaction, and performance outcomes. Female Health care workers in particular are quite vulnerable to bullying.
 Objectives: The aim of this study is to find the frequency of workplace bullying (WPB) and the correlation between workplace bullying and self-awareness among female healthcare professionals in Punjab.
 Method: A cross sectional research design and convenient sampling was used in this study to choose female healthcare workers working in Punjab and history of mental disorder and criminal record were excluded. Data was collected using open access validated E questionnaires that contained measures of workplace bullying by negative act questionnaire-revised and self-awareness and emotional management by National Health Services questionnaire. Demographic information was also collected. Pearson correlation coefficient was used to identify the links between workplace bullying, self-awareness, and emotional management.
 Results: Among the 447 participants, varying frequencies of work place bullying were reported female healthcare professionals in Punjab. The majority of respondents experienced workplace bullying "now and then," and a significant proportion reported weekly occurrences. The study revealed a moderate negative correlation between workplace bullying and self-awareness (r=-0.409), indicating that as bullying frequency increased, self-awareness decreased. 
 Conclusion:
 The findings of this study demonstrate the significant impact of workplace bullying on self-awareness among female healthcare professionals in Punjab. The results underscore the need for interventions to address workplace bullying and create more respectful work environments for healthcare professionals. The study contributes to the existing literature on workplace bullying and emphasizes the importance of considering the psychological well-being of healthcare professionals.

Upward Bullying as Experienced by Chinese Nurse Managers: A Qualitative Study

Aim. To understand the current situation of upward bullying in the Chinese nursing field and explore the manifestations, reasons, and outcomes of upward bullying experienced by Chinese nurse managers. Background. Workplace bullying, a serious social problem, is characterised by recurring incidents of intimidating, aggressive, and hostile behaviour. Bullying in the nursing profession exhibits all or some of the above traits. The evidence of upward bullying by subordinate nurses against nurses in positions of authority or power is limited in China. Methods. This qualitative study was conducted with semistructured, in‐depth interviews involving 12 hospital nurse managers in Wuhan, Hubei Province, between June and August 2023. The data were analysed using the Colaizzi seven‐step analysis method with Nvivo 12.0 software as a support. Results. We grouped our findings into three main categories: manifestations of upward bullying; reasons for upward bullying; and outcomes of upward bullying. Conclusions. Nurse managers in China are exposed to upward bullying in many forms and for complex reasons. More emphasis needs to be given to creating a positive work environment for them to facilitate their managerial role. Implications for Nursing Management. This study probes the realities of upward bullying against Chinese nurse managers and highlights the need for managers to develop the skills needed to identify, manage, and prevent bullying from subordinates. By contributing to the development of interventions and strategies that address workplace bullying, this study shows promise for enhancing managerial effectiveness and improving the nursing practice environment.

Nursing Leaders to Address Workplace Bullying

The letter centers around a recent study published in the Malaysian Journal of Nursing, titled "Workplace bullying among nurses in Singapore: Aquantitative survey,” which sheds light on nurses' experiences regarding workplace bullying. The study deserves praise for its insightful look at nurse workplace bullying. This study calls for serious reflection because it undermines our caring professionals. This study also shows that nursing leaders can improve the workplace. What can nurse leaders do to help? This commentary will focus on two salient strategies that could assist nurse leaders in mitigating bullying: having the knowledge, skills, and confidence to identify bullying and prioritizing targeted support.

Consequences of workplace bullying among nurses in Ghana: Does resilience matter?

PurposeThis study investigates the impact of workplace bullying on nurses' psychological distress and the quality of care as well as the impact of resilience in mitigating the negative effect of workplace bullying. DesignA cross-sectional survey design was employed to study the phenomenon among a purposive sample of 326 nurses in the Ghanaian healthcare sector with self-administered questionnaires for data collection. Data was analyzed using IBM’s Statistical Package for Social Sciences (SPSS) version 27.0 and Process Macro Version. ResultsThe study found evidence that bullied nurses in hospitals often suffer from psychological distress. Results also demonstrate a negative link between workplace bullying and the quality of care delivered by nurses. Furthermore, the study found that resilience moderated the workplace bullying and nurses' psychological distress relationship, however, resilience is not a significant moderator in the workplace bullying and quality of care relationship. OriginalityThe study advances our understanding of workplace bullying's consequences for nurses in the Ghanaian healthcare sector. It underscores the importance of addressing workplace bullying, offering practical recommendations for healthcare administrators and managers. Fostering personal resources like resilience is crucial to empower nurses in facing the challenges of their workplace environment effectively.

Prevalence of workplace bullying among employees in the general population, Saudi Arabia

Objective: This research sought to study the prevalence of workplace bullying in Saudi Arabia, examining its various types experienced by employees. Additionally, it aimed to delve into the demographic and work-related factors linked with workplace bullying. The secondary objective involved an assessment of existing policies and interventions addressing workplace bullying, with the goal of providing recommendations for enhancing prevention and management strategies in the region. Methods: This study used a self-administered questionnaire to collect data on workplace bullying experiences. Beside sociodemographic-related questions, the questionnaire used Negative Acts Questionnaire-Revised (NAQ-R) for bullying assessment. Results: The study involved 625 participants, with a mean age of 34.2 years and a balanced gender distribution. The majority were from the Eastern Province, with varying marital statuses, and were predominantly single. Most had completed university education (73.6%) and were employed (52%) in the governmental sector (64.5%). Age was found to be negatively correlated with bullying, suggesting lower levels as individuals grew older. Marital status, employment status, job role within the healthcare system, and mental disorder diagnosis significantly influenced bullying scores. Higher extraversion, agreeableness, and conscientiousness scores were adversely correlated with bullying, while higher neuroticism scores were positively correlated with bullying. Openness to experience scores showed a weak positive correlation. Conclusion: The study reveals that workplace bullying is prevalent and significantly influenced by sociodemographic factors and different personality traits. Factors like age, marital status, employment status, job role, and mental health status impacted bullying scores. Personality traits were also found to influence the likelihood of bullying.

A Systematic Review of Maldivian National Laws to Combat Workplace Bullying

Bullying has been identified as a leading workplace stressor because of its debilitating effects on individual employees, groups of employees, and organizations. A vast literature explores the nature and consequences of workplace bullying and demonstrates the need for the protection of employees in the workplace, such as through laws and policies. While some organizations include policies on workplace bullying and some laws can be applied to address workplace bullying, few seem to use these mechanisms to seek redress. Hence, this systematic review evaluates the complaint procedures, protection, prevention, and effectiveness of the current laws and policies on workplace bullying within the Maldivian context. The paper then discusses why seeking legal recourse from bullying rarely occurs through the legal system. A systematic analysis supplemented with five semi-structured interviews of key informants (members of the employment tribunal, lawyers, court judge, and registrar) was carried out to obtain an in-depth understanding of the current situation in the Maldives. The analyses reveal that the Maldivian legal system has many gaps that result in little or no protection from bullying in the workplace. The current legislative and regulatory framework does not adequately recognise the power that employers have over employees in certain types of bullying, and it mainly focuses on the protection from and prevention of “bullying” in the form of sexual harassment in the workplace. The Maldivian Constitution, which guarantees fundamental rights and freedoms to all persons in Chapter II (Arts.16-69), is vague when it comes to addressing bullying. This study acknowledges that workplace bullying policies are only one range of interventions for addressing bullying. Other methods of prevention are required to deal with bullying in workplaces.

Tracing the threads: A bibliometric exploration of workplace bullying, psychological well-being, and employee performance

This study provides a comprehensive bibliometric analysis that offers a quantitative and integrative examination of the research on workplace bullying, psychological well-being, and employee performance. Understanding the relationships among workplace bullying, psychological well-being, and job performance is critical for organizations to create a positive and healthy work environment. A review of the literature using bibliometric methods was performed on papers within the WoS database to analyze the research landscape regarding workplace bullying, psychological well-being, and job performance. Diverse analytical techniques were utilized, including citation analysis, cocitation analysis, coauthorship analysis, co-occurrence analysis, and bibliographic coupling, and the findings are presented. An analysis of citations, cooccurrences, and keyword cooccurrences in the field identified highly cited publications and key themes: positive psychology and well-being, mental health therapy and intervention, and gender differences in work. These insights can guide researchers in recognizing influential works, understanding collaboration patterns, and exploring emerging research areas. Ultimately, the direction and impact of future studies in the field should be enhanced. This study has practical implications for organizations by synthesizing existing knowledge and guiding the development of interventions and policies to address workplace bullying, enhance psychological well-being, and improve performance. The novelty of this study lies in its comprehensive bibliometric analysis, which offers a quantitative and integrative examination of the research on workplace bullying, psychological well-being, and job performance. By mapping the intellectual structure, identifying trends, and uncovering research gaps, this study provides a unique perspective on the interrelatedness of these constructs.

Addressing Workplace Bullying: Protecting Human Rights in the Modern Workplace

Purpose: This paper aims to highlight how crucial it is to address workplace bullying as a violation of human rights and to provide ideas for both prevention and intervention. It seeks to draw attention to the negative consequences of workplace bullying on people and organizations while also providing advice on creating a secure and welcoming workplace that supports the rights and dignity of every employee. Methodology: The research and literature on workplace bullying, human rights concepts, and successful preventative and intervention measures are all thoroughly reviewed in this study. The data was acquired from a variety of sources, including academic research, international human rights norms, legislative frameworks, and case studies from the actual world. This data is combined to give a comprehensive picture of workplace bullying, its effects, and effective ways to deal with it. Results: According to the study, bullying at work hurts people's physical, emotional, and psychological health as well as an organization's production, morale, and reputation. The study discusses several kinds of workplace bullying, typical bullying conduct, and its effects on people and organizations. It also emphasizes the significance of workplace human rights norms, such as the right to dignity, a secure work environment, and freedom from harassment and discrimination. Conclusion: As a breach of human rights, workplace bullying is a major problem that has to be addressed. By implementing thorough anti-bullying policies, fostering an inclusive culture, providing accessible reporting mechanisms, providing training and education, and ensuring efficient investigation and resolution procedures, organizations can prevent and address workplace bullying.

Gender Differences in the Association between Workplace Bullying and Depression among Korean Employees.

Workplace bullying is a prevalent issue with a significant impact on employees' mental health. This study aimed to explore the relationship between workplace bullying and the prevalence of depression, with a particular focus on the role of gender. A total of 12,344 Korean employees aged 19-65 years were included in the study. They completed the Center for Epidemiologic Studies Depression Scale (CES-D) and a score of 16 or higher in CES-D indicated depression. The association between workplace bullying and depression was analyzed using logistic regression analyses. The average CES-D scores were higher for both male and female employees who experienced bullying than for those who did not (p < 0.001). The association between the experience of workplace bullying and the prevalence of depression was statistically significant for both genders, with a stronger correlation observed among male employees (p for interaction < 0.001). Organizations are urged to address workplace bullying, particularly for male employees, through the implementation of anti-bullying strategies and policies, as well as the provision of mental health resources and support.

Legal Remedies for Teachers as Victims of Workplace Bullying in South Africa

Workplace bullying is a serious issue among teachers in South Africa, with detrimental effects on their physical and mental health, job satisfaction, and overall wellbeing. This article examines the legal remedies available to teachers who are victims of workplace bullying. These remedies include delictual liability, vicarious liability, constitutional claims, dispute resolution mechanisms, constructive dismissal, criminal law, and civil law, each of which provides a different avenue for teachers to seek legal redress. These approaches include compensation for damages, protection of their constitutional rights, and criminal charges against the person(s) accused of bullying. However, barriers such as lack of legal literacy, fear of retaliation, and cost and time constraints, may prevent teachers from accessing legal support. To address these barriers, teachers need adequate legal support and resources. This process includes legal aid services and training programmes on constitutional rights and procedures. This study utilizes a document analysis approach to examine relevant laws, policies, and case law related to workplace bullying. Future research could explore the effectiveness of different legal remedies in addressing workplace bullying among teachers. It could also explore both the facilitators of legal support and the barriers to accessing such assistance. Policy development could focus on strengthening legislative protection for teachers and victims of workplace bullying. This practice could include the development of specific legislation or regulations that address workplace bullying and provide clear guidelines for instigating legal action. This study found that the legal resources available to teachers who are victims of workplace bullying in South Africa offer different avenues for seeking legitimate redress. As indicated above, these processes include compensation for damages, protection of constitutional rights, and criminal charges against the perpetrator(s) of intimidation. However, obstacles preventing teachers from accessing legal support include a lack of legal literacy, fear of retaliation, and cost and time constraints. Overall, this article contributes to a better understanding of the legal framework surrounding workplace bullying in South Africa. It provides insights into the ways in which legal remedies can be utilized to protect teachers' rights and prevent workplace bullying.

Caring Self-Efficacy of Personal Care Attendants From English-Speaking and Non-English-Speaking Countries Working in Australian Residential Aged Care Settings.

Objectives: This study compared the caring self-efficacy between personal care attendants (PCAs) from English-speaking and non-English-speaking countries, controlling for potential sociodemographic and work-related covariates. PCAs' perceptions of their caring self-efficacy were further explored. Methods: An independent samples t-test was used to determine the mean difference in the caring self-efficacy score between the two groups. A multivariate analysis was conducted to adjust for covariates. Thematic analysis was conducted on open-ended responses. Results: The results showed that caring self-efficacy was significantly influenced by whether participants primarily spoke English at home rather than where they were born. Younger age and everyday discrimination experiences were negatively associated with caring self-efficacy. Both groups perceived that inadequate resources and experiencing bullying and discrimination reduced their caring self-efficacy. Discussion: Access to organisational resources and training opportunities and addressing workplace bullying and discrimination against PCAs, particularly younger PCAs and those from non-English-speaking backgrounds, could improve their caring self-efficacy.

Workplace bullying in the legal profession

The International Bar Association (‘IBA’) highlighted a disturbing trend of bullying within the legal profession in its 2019 report on bullying and sexual harassment in the legal profession, both internationally and in South Africa. The substantive forms of bullying (often described as victimisation, discrimination, or harassment) may overlap in the manner, mode or way in which bullying is perpetrated, and how bullying occurs may be grouped into several distinct categories: overt (or direct) forms, covert (or indirect) forms and, finally, so-called ‘mobbing’. This article investigates the current South African legislative framework addressing workplace bullying, including the indirect remedies available to victims in terms of (i) a claim of harassment as a form of unfair discrimination under s 6(3) of the Employment Equity Act; (ii) a claim for constructive dismissal under s 193 of the Labour Relations Act; and (iii) unfair labour practices as a remedy for workplace bullying or a claim of harassment in terms of the Compensation for Occupational Injuries and Diseases Act. After finding that these indirect remedies are inadequate to address workplace bullying in the legal profession, the article explores the conduct rules of the legal profession to establish how bullying is addressed in the legal sector and conducts a comparative analysis of the way in which bullying is addressed in the Australian and New Zealand jurisdictions to identify possible solutions to curb the scourge of workplace bullying in the South African legal profession.

Workplace Bullying in Early Childhood Education Settings: Prevalence and Protective Factors

Workplace bullying in the early childhood education and care (ECEC) sector is a pervasive and significant issue in Australia and globally. Workplace bullying can negatively impact early childhood professionals’ mental health, contributing to staff turnover and attrition. Given the current, and predicted, future shortages of ECEC staff, it is critical that strategies be implemented to support staff well-being and maintain healthy and safe workplaces. The aims of this study were to examine the current prevalence of workplace bullying in the ECEC sector in Australia and to identify protective workplace factors associated with lower prevalence of workplace bullying. Using a convergent parallel mixed methods design, findings are drawn from qualitative and quantitative survey questions within a large study on ECEC educators’ well-being conducted in Australia. Participants were 591 early childhood professionals working in ECEC a variety of ECEC settings. Findings indicated that 24.6% of respondents reported experiencing workplace bullying and that most bullying was perpetrated by co-workers. Some workplace factors were related to lower rates of bullying, including positive teamwork, better supervisor relations, lower work-related stressors and having greater influence on workplace decisions. Implications of the findings are discussed in relation to informing policy and practices to address workplace bullying in the ECEC sector by identifying aspects of the workplace that serve as protective factors.

Workplace bullying in a South African higher education institution: Academic and support staff experiences

Orientation: Workplace bullying is a common occurrence in organisations worldwide, and higher education institutions are no exception.Research purpose: This study was conducted with the aim of determining the perceptions of workplace bullying amongst academic and support staff at a higher education institution in South Africa and to ascertain how they are affected by selected sociodemographic variables.Motivation for the study: Currently, there are limited published research studies reporting on the prevalence and/or experience of workplace bullying at tertiary education institutions in South Africa.Research approach/design and method: The study used a quantitative-based survey design. The research setting was limited to one higher education institution in South Africa. The target population of the study comprised all academic and support staff of the institution. A web-based standardised questionnaire was used to collect the data.Main findings: The results revealed that the respondents experienced negative behaviours related to exclusion the most, followed by managerial misconduct, humiliation and belittlement and hostility the least.Practical/Managerial implications: Understanding and addressing workplace bullying is critical to counteract this problem in organisations. The longer the phenomenon is left unattended, the worse it will become and the more difficult it will be to combat. Employers can play a pre-emptive role in the prevention of and intervention in workplace bullying.Contribution/value-add: The study sheds light on the experiences of bullying at a South African university and adds to the body of literature on bullying in the tertiary education sector in the national context.