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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.

This paper aims to consider modern internet phenomena such as cyberbullying and cybermobbing. The emphasis in the paper is placed on the problematic issues of the legal practice of combating cyberbullying and cyber-mobbing in developing countries as these phenomena are still insufficiently studied. The subject of this paper is modern internet phenomena such as cyberbullying and cyber-mobbing. The emphasis in the paper is placed on the problematic issues of the legal practice of combating cyberbullying and cyber-mobbing in developing countries as these phenomena are still insufficiently studied.

The legislation of developing countries is compared with doctrinal and practical developments in the fight against the studied problem in developed countries of the West, as well as countries of the former USSR. Moreover, experiment was conducted to determine the effectiveness of methods to combat cyberbullying using social networks. Thus, 40 random accounts of people (presumably from 18 to 30 years old) were analyzed.

This paper indicates the concepts of cyber-mobbing and cyberbullying, as well as their varieties that exist in the modern world. This study examines statistical data, programs and measures of different states in the fight against cyberbullying and cyber-mobbing. Results of experiments showed that Instagram users are aware of the availability of built-in extensions of the social network to protect against cyberbullying and use them relatively frequently. With that, female segment of Instagram users is more concerned about the content of the comments under their photos than the male one.

Measures have been developed to prevent and counteract cyberbullying and cyber-mobbing, the introduction of which into the policies of states might help in the fight against these social phenomena.

This article examines the phenomenon and concept of bullying in the workplace. Workplace bullying is a form of interpersonal aggression that can be both flagrant and subtle, but is mainly characterized by its persistency and long term duration. The relationships between bullying and related concepts such as workplace aggression and interpersonal conflict are discussed. With reference to previous empirical research as well as theoretical contributions, an attempt is made to clarify some important aspects about the phenomenon, such as various subtypes of workplace bullying. Empirical findings on prevalence, antecedents and outcome factors are outlined and reviewed. The paper also discusses the dose-response perspective.

This article investigates the causes of mobbing (bullying) at work. Mobbing is defined as a severe form of social stressors at work. Unlike “normal” social stressors, mobbing is a long lasting, escalated conflict with frequent harassing actions systematically aimed at a target person. It is argued that the organisation, the social system, a certain perpetrator and the victim have to be considered as potential causes of mobbing. Results of two samples of mobbing victims and a control group support this view. It is concluded that one‐sided explanations on the causes of mobbing are likely to be inappropriate and that many cases are characterised by multi‐causality – a common finding in conflict research.