Abstract-Pleasant or unpleasant experiences in the workplace appear to have an immense impact on organizational citizenship behavior. This study comes up with two research objectives. First is to find out the consequences of workplace bullying toward employee organizational citizenship behavior. Second is to find out the determinants of organizational citizenship behavior based on typical of workplace bullying such as work related bullying, personal bullying and physical intimidation. There were 150 public service employees involved in this study. The results showed that workplace bullying negatively impacted toward organizational citizenship behavior. Based on stepwise analysis, it showed that work related bullying; personal bullying and physical intimidation were contributed to decreasing of organizational citizenship behavior. Implication of this study are expected to provide an understanding of how workplace bullying impacted to employee organizational citizenship behavior and it could be the guidelines for the policy makers for implementation of better human resource policy.

Introduction: Workplace bullying is an unpleasant experience that could have adverse consequences. It includes behavior aimed at attacking the lives of individuals related to work, and is usually characterized by giving unreasonable work deadlines, reducing or eliminating responsibilities, and excessive supervision of work. The organization also suffer from the destructive effects of bullying. Team members become uncomfortable, stressed, unfocused, and do not even have a good commitment. It affects the organization's performance, leads to mental and emotional damage, and reduces the quality of work life.Objectives: This study aims to examine the consequences of workplace bullying and discover the determinants of the quality of work life in relation to bullying. Methods: This study involved 178 public service employees at the local government in Medan, Indonesia. Data was collected using the QWL scale and Negative Acts Questionnaire-Revised (NAQ-R). A quantitative research design was implemented, and the derived data were analyzed using stepwise regression. Results: Personal bullying negatively and significantly correlated with QWL (β = -0.245, p < 0.01). Work-related bullying significantly correlated with QWL (β = -0.210, p < 0.05), and physical intimidation significantly correlated with QWL (β = -0.285, p < 0.01). Conclusions: The study showed that the employer is responsible for identifying and managing the risks of bullying at work. The employer should implement clear policies concerning bullying, raise awareness of related issues among the workforce, and set standards for workplace behavior.