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Bullying knowledge hiding has been recently identified as a manifestation of knowledge hiding behavior. As a relatively new concept, it is still underexplored. Previous research has focused on the antecedents of bullying hiding. However, there is a lack of research on the negative consequences that bullying hiding may have on employees. This study aims to uncover the effects of supervisor bullying hiding on employees knowledge behavior. The study also aims to examine the moderating effect of power values and the mediating effect of job stress.

Data were gathered in two waves from 444 employees with higher education in Poland. Data collection was conducted in July and August 2022. A general linear model mediation analysis with jamovi Advanced Mediation Models software was used to examine the hypotheses.

The results indicate that bullying knowledge hiding by supervisors triggers subordinates’ job stress and aggression in the form of bullying knowledge hiding toward co-workers. Contrary to expectations, job stress does not mediate the relationship between supervisor bullying hiding and subordinate bullying hiding toward co-workers. Power-dominance values, contrary to power-resources values, moderate the above relationship.

As bullying hiding has significant potential to spread among organizational members, managers seeking to reduce it should check the personal values of job applicants and employees.

Based on the behavioral contagion and frustration–aggression–displacement theories, to the best of the author’s knowledge, this study is the first to investigate the relationships between supervisor bullying hiding, job stress, power values and subordinate bullying hiding toward co-workers.

This study aims to examine the role of mental health disorders (anxiety and depression) underlying the relationship between bullying and absenteeism. Moreover, the author tested the potentially moderating role that job autonomy, supervisor and colleagues’ support may play in the relationship between bullying and mental health disorders.

A moderated mediation analysis was conducted with a sample of French workers, controlling for their individual characteristics and their working conditions. The sample comprised 22,661 employees. This sample is representative of the French working population.

The results showed that the positive relationship between workplace bullying and absenteeism was partially mediated by anxiety and depression. In addition, job autonomy and supervisor support appear to be moderators of bullying effects. Regarding the moderating role of colleagues support, the study’s results are more nuanced.

Many studies show that exposure to workplace bullying increases the risk of developing mental health problems and sickness absence. This study extends previous studies by proposing a more comprehensive understanding of how and when bullying results in absenteeism. In particular, this study identified some moderators that can mitigate the harmful effects of workplace bullying on mental health and absenteeism. This study contributes to the literature on this subject by showing that organizations can reduce the potentially negative effects of workplace bullying. Organizational resources can help make individuals capable of coping with aggression. They thus contribute to their resilience.

This study aims to investigate the extent to which employee outcomes (anxiety/depression, bullying and workers’ compensation claims thoughts) are affected by shared perceptions of supervisor conflict management style (CMS). Further, this study aims to assess cross-level moderating effects of supervisor CMS climate on the positive association between relationship conflict and these outcomes.

Multilevel modeling was conducted using a sample of 401 employees nested in 69 workgroups.

High collaborating, low yielding and low forcing climates (positive supervisor climates) were associated with lower anxiety/depression, bullying and claim thoughts. Unexpectedly, the direction of moderation showed that the positive association between relationship conflict and anxiety/depression and bullying was stronger for positive supervisor CMS climates than for negative supervisor CMS climates (low collaborating, high yielding and high forcing). Nevertheless, these interactions revealed that positive supervisor climates were the most effective at reducing anxiety/depression and bullying when relationship conflict was low. For claim thoughts, positive supervisor CMS climates had the predicted stress-buffering effects.

Employees benefit from supervisors creating positive CMS climates when dealing with conflict as a third party, and intervening when conflict is low, when their intervention is more likely to minimize anxiety/depression and bullying.

By considering the unique perspective of employees’ shared perceptions of supervisor CMS, important implications for the span of influence of supervisor behavior on employee well-being have been indicated.

The purpose of this paper is to provide empirical evidence of the linkages between such negative workplace behaviors as abusive supervision and coworker bullying (CB)/mobbing; also, the study explores the linkages between such negative behaviors and work-life outcomes.

The authors use “negative acts,” abusive supervision, and workplace bullying/mobbing and develop work-life outcomes scales to test a data set collected from randomly selected respondents in the Midwest of the USA. The two-stage data collection offsets common method variance.

The authors find evidence that American supervisors and employees commit negative behavioral acts rarely. However, the data analyses indicate that many significant relationships exist among negative acts, abusive supervision, CB/mobbing, and employee well-being.

Companies are reluctant to allow surveying their employees on the subject of negative acts. Therefore, respondents in this study are a random sample. Many statistically significant interrelationships were detected.

This study will reinvigorate discussion on workplace negative behaviors, bullying, and their effects on employee well-being.

Addressing and reducing negative workplace behaviors will reduce employee stress and anxiety and improve the quality of employees’ work and life.

The scales were selected and developed, and the data set was constructed specifically for this study; the interactions of negative acts, abusive supervision, CB and mobbing, and work-life outcomes are tested together in a workplace scenario for the first time.

The purpose of this paper is to apply the concept of power imbalance to explain workplace and demographic characteristics associated with bullying by different perpetrators in the healthcare sector.

All 69,927 members of the Australian Nursing and Midwifery Federation (Victoria) were invited to participate in an online survey in 2014; 4,891 responses were received (7 per cent response rate). Participants were asked about their exposure to workplace bullying (WPB) by different perpetrators. The questionnaire addressed demographic characteristics and perceptions of workplace characteristics (workplace type, leading indicators of occupational health and safety (OHS), prioritisation of OHS, supervisor support for safety and bureaucracy). Analysis involved descriptive statistics and regression analyses.

The study found that the exposure of nurses and health workers to bullying is relatively high (with 42 per cent of respondents experiencing WPB in the past 12 months) and there are multiple perpetrators of bullying. The research revealed several demographic predictors associated with the different types of perpetrators. Downward and horizontal bullying were the most prevalent forms. Workplace characteristics were more important predictors of bullying by different perpetrators than were demographic characteristics.

There are limitations to the study due to a low response rate and the cross-sectional survey.

Practical implications of this study emphasise the importance of focussed human resource strategies to prevent bullying.

The key contribution of this research is to draw from theoretical explanations of power to inform understanding of the differences between perpetrators of bullying. The study highlights the workplace characteristics that influence bullying.

This paper highlights the effects of supervisor bullying (SBL) on work–family conflict (WFC), employee voice behavior (EVB), working compulsively (WCO) and working excessively (WEX), as well as the effects of WFC, EVB and WEX on employees' sleeping problems.

Data were gathered from 473 five-star hotel employees, and their responses were analyzed using AMOS v.23.

SBL significantly lowers EVB while significantly increasing WFC. SBL increases WEX and WCO levels, which may be considered a short-term positive outcome of SBL.

This paper will help improve understanding of employee reactions to an emotionally charged workplace occurrence.

The purpose of this paper is to examine the impact of workplace bullying on innovative work behavior and neglect with defensive silence as a mediator. The study further examines if the presence of friendship networks in the workplace can weaken the negative impact of workplace bullying.

Data were collected through self-report questionnaires from 835 full-time Indian managerial employees working in different Indian organizations.

Results revealed that workplace bullying negatively related to innovative work behavior and positively related to neglect. Defensive silence mediated bullying–outcomes relationships and effects of workplace bullying on proposed outcomes were weaker in the presence of high workplace friendship.

A cross-sectional design and use of self-reported questionnaire data are few limitations of this study.

The study extended the current research stream of workplace bullying to one of the underrepresented developing Asian countries, India. The study also contributes in terms of its sample characteristics as it covers managerial employees working across different organizations.

The purpose of this paper is to raise awareness of the benefits of wellness programs for contemporary organizations and aids in tackling workplace bullying.

This study used a qualitative design and employs a new empirical approach to tackle workplace bullying. With over a hundred working professionals engaged in focus groups and facilitation methodologies for a total of five workshops and 60 hours, this study suggests a new framework for intervening in workplace bullying that considers workplace wellness as a system.

The findings revealed that these professionals perceived workplace wellness as a formidable component of the health and success of employees, organizations, and community, and perceived workplace bullying as a serious threat to physical and mental wellness. Employee participation and involvement in the design of workplace wellness programs was viewed as essential to the success of these programs in organizations.

This research has implications as it expands understanding and discovery into what aids employees to reduce their stress, fatigue, anxiety, and other conditions that lead to conflict or bullying in workplaces. It gives attention to a system of wellness that is vital to people and their organizations.

Study participants consistently asserted their desire to be active participants in establishing workplace wellness programs that effectively address workplace bullying, systems that enhance safety, and health.

This study highlights the role organizations play in shaping individual and community physical and mental well-being, health, and safety through effective workplace wellness programs.

This study should be helpful to organizations and researchers looking to address workplace wellness, safety, and bullying in a context broader than just liability and the cost savings of employee physical health, and may further add to the discussions of workplace wellness policy and regulation.

While the rapid adoption of information communication technologies (ICT) in organizations has been linked with a higher risk of cyberbullying, research on the influence of cyberbullying on interpersonal behaviors in the workplace remains limited. By drawing on the ego-depletion theory and the leader-member exchange (LMX) theory, this research investigates how, why and when workplace cyberbullying may trigger interpersonal aggression through ICT.

The authors collected data from 259 employees and 62 supervisors working in large ICT organizations in China through a multi-wave survey. The authors performed multilevel analysis and used hierarchical linear modeling to test the proposed moderated mediation model.

The results revealed that workplace cyberbullying has a significant and positive influence on interpersonal aggression in the workplace via ego depletion. The authors found that differentiation in LMX processes at group level moderates the indirect relationship between workplace cyberbullying and interpersonal aggression (via ego depletion). Furthermore, the positive indirect effect of workplace cyberbullying was found to be stronger in the presence of a high LMX differentiation condition in comparison to a low LMX differentiation condition.

The data were collected from Chinese ICT organizations, which may limit the generalization of this study’s findings to other cultural and sectoral contexts.

This paper provides the first step in understanding how, why and when workplace cyberbullying triggers interpersonal aggression by investigating the role of ego depletion as a mediator and LMX differentiation as a boundary condition. This is the first study to empirically examine the relationships between workplace cyberbullying, ego depletion, LMX differentiation and interpersonal aggression in ICT organizations using multi-level modeling.

The primary objectives of this paper are to examine the mediating effect of team learning (TL) in the relationship between shared leadership (SL) and team performance (TP), to investigate the important contingencies-moderating role of workplace bullying in the relationship between SL and TL and to investigate the moderating role of job insecurity in the relationship between TL and TP in health-care organizations.

Based on the social learning theory, this study used the aggregation approach to collect data, by using a structured questionnaire and the purposive sampling technique, from 223 respondents (60 leaders and 174 team members) of 60 sales teams from the top 10 pharmaceutical companies. A structural equation modeling on SmartPLS 3.2.9. was then used for analyzing the data collected.

The results indicate that SL significantly affects TP and that TL partially mediates this relationship. Workplace bullying has a significant impact as it reduces the effect of SL on TL and has a significant impact on TL. On the other hand, job insecurity has positively influenced TL and TP.

One of the first studies in the Pakistan health-care producer context used social learning theory to develop a contingency model based on important contingencies (workplace bullying and job insecurity). The study contributes to the existing literature on team leadership, highlighting how leadership can be translated into team performance.