Experienced Workplace Bullying Research Articles

Teacher Well-Being Under Threat: The Consequences of Workplace Bullying from Preschool to Higher Education

Workplace bullying can be defined as the repeated occurrence of aggressive behaviour by one or more persons in a position of power towards the victim. This phenomenon remains insufficiently researched among education professionals, especially between different levels of education. With this in mind, the present study aims to assess and characterise this phenomenon in the Portuguese teacher population, as well as its consequences. A digital questionnaire was used for the study, which includes a socio-demographic component and two scales, namely the LIPT-60 scale and the WBMMS scale. The questionnaire was published online and made accessible to all teachers employed in schools in Portugal. The final sample consisted of 2003 teachers. The obtained results revealed that 22.5% of the sample acknowledged experiencing workplace bullying. The most prevalent aggressive behaviours included communication blockage and defamation and disregard for work. Vertical descent emerged as the most common form of bullying. More than half of the victims reported experiencing health issues, with a quarter of them requiring a medical certificate. Finally, we would like to emphasize the significance of this study as an initial step towards the prevention and reduction of workplace bullying among Portuguese teachers.

Help! I Have Been Thinking to Do It Lately: Workplace Mistreatment and Suicidal Ideation Among Internship Students in Klang Valley

Workplace mistreatment, such as bullying, abusive supervision, and interpersonal conflict, is increasingly conceded as a critical issue affecting the mental health of junior professionals, particularly interns. Due to their momentary status, high expectations, and lack of support, interns are highly susceptible to negative workplace interactions that can lead to severe psychological outcomes such as including suicidal ideation. Drawing on the Fluid Vulnerability Theory, this study aims to examine the prevalence and impact of various forms of workplace mistreatment on suicidal ideation among internship students in Malaysia, providing insights for effective intervention strategies. The study used a cross-sectional research design and involved 247 internship students from the Faculty of Business and Management at UiTM Puncak Alam, Selangor, Malaysia. Data were collected through a structured online questionnaire assessing experiences of workplace bullying, abusive supervision, interpersonal conflict, and suicidal ideation. Statistical analyses, including descriptive statistics, correlation, and regression analysis, were employed to examine the relationships between the variables. The analysis revealed significant correlations between workplace bullying, abusive supervision, and interpersonal conflict with suicidal ideation. Regression models indicated that workplace bullying and interpersonal conflict were significant predictors of suicidal ideation, accentuating the critical need for targeted interventions in educational and professional environments. The findings suggest that workplace mistreatment significantly contributes to suicidal ideation among interns, highlighting the importance of developing supportive interventions and policies. Addressing workplace mistreatment through targeted programs can improve mental health outcomes for young professionals and foster healthier work environments.

Consequences of Workplace Bullying From Nurses' Perspectives: A Qualitative Descriptive Study in Iran.

The aim of this study is to explore Iranian nurses' experiences regarding the consequences of bullying. A qualitative descriptive study is carried out using conventional content analysis and Granheim and Lundman's method. Data for this study were collected through 12 in-depth, semi-structured individual interviews with nurses employed at a teaching hospital in REDACTED, western Iran. Purposeful sampling was employed until data saturation was achieved. Data management was conducted using MAXQDA software. The participants consisted of 12 nurses, with a mean age of 36.1 ± 8.6 years. Their experiences of workplace bullying were analysed and categorised into a main theme called 'Consequences of Workplace Bullying', with two categories identified as 'Organisational Consequences' and 'Individual Consequences'. The organisational consequences were further elaborated through two subcategories: 'work performance consequences' and 'patient care consequences'. The individual consequences category included subcategories including 'psychosomatic consequences', 'psychological consequences' and 'family consequences'. Workplace bullying among nurses can have negative impacts on patients, nurses and organisations. In order to mitigate these effects, nurse managers can take proactive measures by implementing management strategies and fostering a positive work culture. By addressing the underlying factors and promoting a supportive environment, the adverse consequences of workplace bullying can be reduced or prevented. Yes.

Analysis of Biological Stress Response as the Impact of Workplace Bullying on Performance Perception

This study aims to determine the extent to which workplace bullying is related to employees' performance perception at health centers and its impact on biological stress. The research was conducted on all employees at eight health centers in Regency X, randomly selected. Workplace bullying was measured using the Negative Acts Questionnaire Revised (NAQ-R), translated into Indonesian. Performance perception was measured using the Performance Perception Questionnaire. Biological stress was assessed through cortisol levels in saliva. Among the 240 participants, the majority (60%) rarely experienced workplace bullying, with an average score of 41.00 (SD=6.532). Most participants (67.1%) had a high perception of performance, with an average score of 67.12 (SD=9.747). Pearson's test results showed a value of 0.038 with a coefficient of -0.207, indicating a significant correlation between workplace bullying and performance perception. The findings also indicate that biological stress levels, measured through cortisol, correlate with lower performance perceptions. Workplace bullying contributes 4.285% to performance perception. This study provides preliminary evidence that workplace bullying can affect employee performance through biological stress mechanisms, highlighting the importance of interventions to reduce workplace bullying to improve employee well-being and performance

Exploration of Workplace Bullying among Nurses: A Focus on Clinical Settings.

Healthcare practitioners in Saudi Arabia sometimes experience workplace bullying (WPB). However, more research on this issue must be carried out in the country. This study aimed to investigate the prevalence of WPB and how individual factors among nurses contribute to different experiences of WPB in clinical settings. This cross-sectional quantitative study occurred among registered nurses in Riyadh, Saudi Arabia. A self-administered questionnaire was used, and nurses filled it out via a Google survey that included sociodemographic details such as age, gender, education, and the WBS to gauge the prevalence of workplace bullying in hospital settings. Of 416 nurses, 58.7% were aged between 31 and 40, and 76.9% were women. The prevalence of WPB was found to be 54.8%. WPB was higher among middle-aged nurses, men, charge/managerial nurses, nurses with higher education, those with 3 to 6 years of experience, and those working in specialty units. More than half of the nurses had experienced WPB at some point. Middle-aged nurses, especially men with higher education and more experience in specialty units, were the most common victims of WPB compared to other registered nurses.

어린이집 교사의 직장 내 괴롭힘 경험과 이직의도의 관계에서 소진의 매개효과

Objectives In this study, the influence of bullying experiences and burnout in the workplace of daycare center teachers on turnover intention was examined, and the mediating effect of burnout was analyzed in the relationship between workplace bullying and turnover intention. Methods To this end, a survey was conducted on 451 childcare teachers at daycare centers located across the country. Simple regression analysis and multiple regression analysis were performed on the collected data according to the research questions, the mediating effect was analyzed according to the procedure of Baron and Kenny (1986), and the Sobel Test was conducted for statistical verification. Results First, as a result of analyzing the influence of workplace bullying experience and burnout on the turnover intention of daycare center teachers, it was found that emotional exhaustion and dehumanization among the sub-factors of verbal and non-verbal bullying, work-related bullying, and burnout among the sub-factors of workplace bullying had a significant effect on the teacher's turnover intention. Second, in the relationship between the teacher's workplace bullying experience and turnover intention, burnout was found to have a partial mediating effect, and burnout further increased the turnover intention according to the workplace bullying experience. Conclusions These results suggest that it is necessary to prevent and manage bullying and burnout in the workplace in order to reduce the turnover intention of daycare center teachers, and for this, it is necessary to seek improvement measures in terms of education and institution.

Relationship Between Personality Traits and Workplace Bullying Victims in Saudi Arabia.

Background Workplace bullying is persistent aggressive behavior, including verbal or physical abuse, exhibited in a working environment. The impact of workplace bullying in any industry leads to negative outcomes in multiple dimensions, such as issues with mental health, problems with physical health, and a reduction in productivity in the workplace. This study aims to measure the relationship between personality traits and workplace bullying victims. Moreover, it explores how personality traits predict being a victim of workplace bullying. Methodology A cross-sectional study was conducted among 625 participants from various regions of Saudi Arabia. Data was collected using a self-administered survey, which included sociodemographic questions, the Negative Acts Questionnaire-Revised (NAQ-R) for bullying assessment, and the Big Five Personality Inventory (BFI-10) for personality trait assessment. The statistical analysis encompassed descriptive statistics and inferential tests such as the correlation test, Mann-Whitney U test, and Kruskal-Wallis test. These analyses were conducted using the SPSS software version 27.0.1 (IBM Corp., Armonk, NY, USA). Results Personal-related bullying was more prevalent compared to work-related bullying, particularly "facing disregard of opinion" was the most frequent type of bullying. Moreover, conscientiousness, agreeableness, and openness to experience were demonstrated as major self-perceived personality traits among participants. Some sociodemographic factors were reported to be significantly associated with both bullying and personality trait scores. Personality traits such as conscientiousness, agreeableness, and extraversion were adversely correlated while openness to experience and neuroticism were positively correlated with bullying. Conclusions Our study illustrates the current prevalence of workplace bullying in Saudi Arabia and its impact on participants' mental health and productivity. We identified a significant correlation between self-perceived personality traits and the risk of experiencing workplace bullying. These findings offer valuable insights for policymakers, enabling them to develop targeted interventions to reduce bullying within work settings in Saudi Arabia.

EXPERIENCES OF WORKPLACE BULLYING IN WOMEN WORKER

This qualitative study aims to describe the experiences of Workplace Bullying in women worker. Workplace Bullying is an act of violence in the work environment, which involves verbal abuse, threats, ostracism, insults, isolation, eliminating opportunities, insinuating, giving harsh criticism, and interfering in other people's personal affairs. Workplace Bullying cause psychologically and physiologically problems. In this study, the subjects were 3 women who were still actively working at PT X. The interview technique used semi-structured using interview guidelines. The result of this study founds several themes and units of analysis, including factors that cause workplace bullying, who are the bullies, forms of workplace bullying, impacts that received by participants, the reasons why participants persist, the support they received, and about their hopes. It is hoped that this research can become a reference for policy makers to take preventive actions that can minimize the occurrence of workplace bullying.Keywords: workplace, bullying, women, worker

A comparison between veterinary small animal general practitioners and emergency practitioners in Australia. Part 1: demographic and work-related factors.

Occupational stressors are commonly encountered in small animal veterinary practice and have been associated with burnout. The working context of veterinarians differs by specialty, and this can potentially lead to variable exposures to risk factors for burnout. The aim of this study was to explore differences in demographic and working conditions of veterinary general practitioners (GPs) and emergency practitioners (EPs) to compare exposure to different potential stressors. An anonymous, online survey was administered to veterinary GPs and EPs practicing in metropolitan regions of Australia. In total, 320 participant responses were analyzed (n = 237, 74.2% GPs and n = 83, 25.9% EPs). Significant differences (P < 0.05) in the demographics and work-related exposures were found between the two groups. GPs were found to be older than EPs with a greater number of years of experience in their field (P < 0.001). Most veterinary GPs worked only day shifts (207/236, 87.7%); where EPs worked a greater variety of shift patterns, with "only day shifts" being the least common shift pattern (P < 0.001). Most GPs worked a set and predictable roster pattern (195/236, 83.6%), while most EPs did not (51/83, 61.5%). EPs worked more weekends and public holidays (P < 0.001). The EP group performed more hours of work each week but worked less overtime. The main contributing factors for overtime were scheduling factors for GPs and staffing issues for EPs. EPs were commonly not able to take meal-breaks and GPs' meal-breaks were commonly interrupted by work. EPs were more frequently exposed to patient death, euthanasia (including for financial reasons), emotionally distressed clients and delivering negative news (P < 0.001). Both groups indicated that most work environments were collegiate and supportive, and a minority reported toxic colleagues (11.8%) or management teams (26.9%). Just under one-half of respondents reported having witnessed or experienced workplace bullying. Of our respondent group, 52.0% (166/319) were not satisfied with their remuneration. Desire to leave their principal area of practice was prevalent among this survey group (192/319, 60.2%) with approximately one-third considering leaving the veterinary profession. We discuss the implications of these workplace factors, including mitigation strategies.

Career Counselling Individuals Experiencing Workplace Bullying

Workplace bullying is a pervasive career issue that impacts not only the victim’s vocational well-being, but also the perpetrator, witnesses, and organization. Since many victims of workplace bullying leave their jobs, counselors should be aware of these issues in order to effectively support clients through their transitional difficulties. This article provides a conceptual overview of workplace bullying by exploring the causes and effects of bullying on victims, perpetrators, and the organization. Implications for counseling victims of workplace bullying are discussed using insights from social cognitive career theory and work adjustment theory.

Is There Somebody Looking out for Me? A Qualitative Analysis of Bullying Experiences of Individuals Diagnosed with Bipolar Disorder.

According to the World Health Organisation, there are globally 40 million individuals with bipolar disorder (BD), and they experience stigma and discrimination, as many people with mental illness do. Work bullying (WB) is a common organisational problem, deteriorating the well-being and performance of employees and organisations. Although WB experiences have been researched for over three decades, we do not know much about the experiences of this group and what they need to extend their work-life. The current research aims to understand the workplace bullying experiences of individuals with BD and factors that may foster or hinder their participation in the labour force. The research methodology was based on in-depth interviews with 19 employees diagnosed with BD. Bullying experiences were mapped onto the Negative Acts Questionnaire. The data were analysed using the deductive qualitative content analysis on MAXQDA. Results showed that individuals with BD were exposed to bullying in work settings. Perceived reasons for the negative behaviours were mainly the undesirable individual characteristics of the bully, prejudices toward bipolar disorder, and already-existing toxic behaviours within the organisation. To reduce bullying, participants suggested that, among others, top management include equal and fair treatment of disadvantaged employees as performance criteria for supervisors and that organisations provide training against bullying, investigate complaints, apply sanctions, and establish an inclusive environment. If organisations set a stable and enduring vision, enhance a common identity for all employees, work on team building, and emphasise team efforts and goals, the organisational environment would be more inclusive, and individuals with BD would have longer work lives.

Factors Influencing Hospital Nurses’ Workplace Bullying Experiences Focusing on Meritocracy Belief, Emotional Intelligence, and Organizational Culture: A Cross‐Sectional Study

Aims. To identify the factors influencing hospital nurses’ workplace bullying experiences (victim and perpetrator aspects) focusing on meritocracy beliefs, emotional intelligence, and organizational culture. Background. Workplace bullying remains a major issue in nursing despite decades of research and policy‐making. Therefore, comprehensively understanding the individual and institutional factors affecting workplace bullying from both the victim and perpetrator perspectives is crucial. Methods. In October 2022, 379 nurses working in South Korean tertiary hospitals were surveyed using a self‐reported online questionnaire. Meritocracy beliefs, emotional intelligence, workplace bullying experiences, and nursing organizational culture were measured using the Meritocracy Belief Scale, Wong and Law Emotional Intelligence Scale, Negative Acts Questionnaire‐Revised, and Positive Nursing Organizational Culture Measurement Tool, respectively. Results. Gamma regression analysis revealed that, for workplace bullying, the factors influencing the victim aspect were the experience of witnessing bullying in the workplace, organizational culture, and meritocracy beliefs. In contrast, the factors affecting the perpetrator aspect were emotional intelligence, meritocracy beliefs, and experience of bullying at work. Conclusion. Decreasing nurses’ degree of meritocratic hubris in a positive organizational culture and increasing their emotional intelligence are necessary to prevent and intervene in workplace bullying. Implications for Nursing Management. Targeted approaches are needed to address and mitigate the detrimental effects of factors influencing workplace bullying. These approaches could include interventions that improve nurses’ emotional intelligence, assess their level of meritocracy beliefs, and offer opportunities for self‐reflection on meritocratic hubris. Such initiatives may be necessary to effectively tackle workplace bullying and promote a healthier nursing work environment.

System justification theory as a foundation for understanding relations among toxic health care workplaces, bullying, and psychological safety.

Toxic work environments and bullying are rampant in health care organizations. The Joint Commission asserted that bullying is a threat to patient safety, and furthermore, it implied that bullying affects clinician psychological safety. However, after decades of trying to reduce bullying, it persists. The purpose of this study was to determine if system justification (SJ) theory can help explain the persistence of bullying in health care organizations. SJ theory posits that people are motivated to justify the systems with which they are embedded, even if those systems are dysfunctional or unfair. A cross-sectional survey of health care workers ( n = 302) was used to test a moderated mediation model to examine relations between instrumental work climate perceptions and psychological safety, as mediated by SJ and moderated by experiences of workplace bullying. Analysis revealed that SJ fully mediated negative relations between instrumental climate and psychological safety; because of SJ the instrumental climate no longer had a direct negative association with psychological safety. Furthermore, bullying was found to play a moderating role in the instrumental climate-SJ relationship. This study found some support for the role of SJ in perpetuating instrumental workplaces and workplace bullying in health care. Some scholars have proposed that a focus on disrupting workplace contexts that trigger SJ in workers could help break patterns of behavior that enable toxic work environments and bullying to persist.

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.

Behavior Physiology of Workplace Bullying and It’s Role to Job Satisfaction and Psychologycal Distress among Workers at Water Supply Company

Individuals strive to fulfill their essential needs by working. Every company has different work environment. The work environment tends to have impact on each individual. One of the key issues that usually occur at workplace is bullying. Workplace bullying can happen to anyone while both bullies and their victims may experience psychological effects from bullying. This study aims to see the effect of workplace bullying on job satisfaction and psychological distress among water supply company employees. This research design is quantitative using cross sectional design. The results showed that the psychological distress variable played a significant role in workplace bullying (p. &lt;0.05). However, the job satisfaction variable does not contribute to workplace bullying (p. &gt; 0.05). The serotonin trasporter-linked promoter region (5-HTTLPR) polymorphism of the SLC6A4 gene consists of an insertion/deletion that creates a short (S) 14 repeat or a long (L) 16 repeat allele. Genotype profile on one’s serotonergic system is correlated by their dominance in the community. Individuals with allele LL type is more likely become bullies when they are encouraged by the environment. In contrast, individuals with SS allele type with in a characteristic of low transcription activity at transporter serotonin gene tend to become bullying victims in their workplace due to they more vulnerable to stress. Employee with amygdala which easily triggered and intimidated by the dominant individuals, more likely to experience workplace bullying. Those employee who work in supportive workplace show higher job satisfaction and they are not distress psychologically.

Workplace bullying among Korean registered nurses: A meta-aggregation of qualitative studies

Purpose: This study aimed to conduct a qualitative synthesis of workplace bullying experiences among nurses in Republic of Korea.Methods: Following the PRISMA guideline, a literature search was conducted using seven domestic and three international databases. Studies published in Korean or English from inception to December 31, 2022 were included. A meta-aggregation approach suggested by the Joanna Briggs Institute was used to synthesize the research findings.Results: Fourteen studies were included in this review. As a result of a data analysis of the selected studies, 199 subthemes and supporting illustrations were identified and grouped into 36 related categories. Based on the subthemes and categories, five synthesized findings were developed: (1) the individual and organizational causes of workplace bullying; (2) the various types of physical violence and psychological harassment; (3) the negative impact of workplace bullying and its effect on self-growth; (4) active and passive coping efforts in dealing with bullying; and (5) strategies for preventing bullying incidents.Conclusion: Based on the synthesized findings, four recommendations were made: (1) improving the challenging working conditions for nurses; (2) enhancing educational programs for new nursing graduates; and (3) promoting proactive responses from nursing managers in conjunction with an expansion of resilience training for nursing students. Finally, to address the issue of workplace bullying, (4) multi-center and multi-level research involving nursing organizations needs to be conducted.

Healthy Workplaces for Nurses: A Review of Lateral Violence and Evidence-Based Interventions

Most nurses in the United States have experienced workplace bullying, also referred to as lateral violence. Workplace bullying is serious within professional nursing practice. These behaviors are often associated with detrimental consequences for nurses, their patients, and the greater health care organization. We performed a literature review to summarize recent studies on this pervasive yet persistent problem as well as evidence-based solutions. In environments where managers, supervisors, and administrators are unable or unwilling to address lateral violence, a common pattern is that offenders continue to target new employees and cause turmoil for workers and patients in healthcare settings. This work environment also causes harm and endangers patients. Although workplace bullying cannot be fixed with just one solution, there are different initiatives healthcare settings and educational institutions can implement to help prevent and eliminate workplace bullying, such as improving leadership training and interprofessional communication. Once these initiatives are put into practice, healthcare practices can start saving money, increasing employee satisfaction, retaining workers, and providing better healthcare services for their patients.

Workplace Bullying Experience Predicts Same-Day Affective Rumination but Not Next Morning Mood: Results from a Moderated Mediation Analysis Based on a One-Week Daily Diary Study

The link between workplace bullying and impaired employee psychological health is well established. Insights into the role of cognitive processes in reaction to stressful events, as well as personality traits in this relationship, remain scarce. In this study, we investigated moderated mediation models that link workplace bullying with employee well-being and mood. The study employs both cross-sectional and longitudinal methodologies within the same group of employees with workplace bullying experience (n = 59). Results from a cross-sectional survey show that affective rumination fully mediates the link between workplace bullying and employee well-being. Contrarily, findings from a daily diary study indicate that day-to-day variations in bullying experiences do not affect the subsequent morning mood. Thus, workplace bullying primarily acts through affective ruminative thinking rather than having a direct effect, especially on individuals low in neuroticism. These insights contribute to a more comprehensive understanding of the relevance of repetitive cognitive processes and personality traits as mechanisms that link workplace bullying with psychological well-being. Implications include the need for a better understanding of the accumulation processes of persistent ruminative thought and the relevance of stressor pile-up to explain spillover effects into the next day in order to understand long-term health impairment.

Bullying Experiences of Workers in Small-Sized Workplaces: A Phenomenological Study

While the study of workplace bullying has been ongoing for 30 years, there remains a lack of research focused on small business workers, despite their vulnerability to workplace bullying due to personal, environmental, and social factors. Therefore, this study applied a phenomenological qualitative research method to identify the phenomenon of workplace bullying, which negatively influences the sustainable development of small-sized workplaces. Methods: This research employed Colaizzi’s phenomenological research approach to explore the meaning and core structure of workplace bullying experiences among individuals working in small businesses. The research included a sample of 10 participants, and data collection took place from May to July in 2023. This involved conducting individual interviews with each participant, varying in frequency from one to three times, and each lasting between one to three hours. Results: This study revealed several significant themes, including individuals feeling stigmatized as incompetent, experiencing gaslighting, having nowhere to run for escape, and often confronting dilemma situations. Moreover, these themes coalesced into two theme clusters: the sense of one’s identity being gradually eroded and a prevailing feeling of having nowhere to turn for help. Ultimately, the core theme that emerged from this research—“the dimly lit maze of life”—encapsulated the complex nature of these experiences. Conclusions: Eliminating workplace bullying for the long-term success and sustainable development of small-sized workplaces will require a united front, involving employers, employees, policymakers, and society at large. Therefore, as a methodology for practically addressing the problem of workplace bullying in small businesses, I propose a problem-solving-oriented participatory action research method based on an ecological model in which participants make a plan, implement the plan, observe the process, and reflect on the outcome of the implemented plan.

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.