The making and breaking of workplace bullying perpetration: A systematic review on the antecedents, moderators, mediators, outcomes of perpetration and suggestions for organizations

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

“…They characterised these individuals as egoistic, sadistic, opportunistic, mean, unempathetic, and power-hungry. This characterisation aligns with recent empirical studies and systematic reviews, which found that perpetrators often exhibit high levels of sadism, Machiavellianism, narcissism, and psychopathy, traits that lead them to be perceived as manipulative, dishonest, insincere, and lacking in empathy [9,71].…”

“…These suggestions are aligned with those from a systematic review of research conducted with employees, irrespective of their mental health status. This review recommended organising training on conflict management and anti-bullying; allowing for job crafting; being attentive to conflicts; discouraging conflict-escalating behaviours; setting clear accountability; and introducing employee health and safety rules [71].…”

Consequences and coping strategies of nurses and registered nurses perceiving to work in an environment characterized by workplace bullying

“…The interaction between workers' reactivity to the context and their personal tendency to use a particular coping mechanism may thus mitigate or exacerbate the outcomes of WPB. Therefore, it is important to use adaptative coping strategies to respond appropriately, for example, to the words that are always at hand to prevent a single insult from becoming a dynamic of violence [ 65 ]. In addition, specific training on WPB can raise awareness among an organization's staff about how to characterize and respond to specific incidents [ 66 ].…”

Career Counselling Individuals Experiencing Workplace Bullying

“…Commonly proposed solutions for organizations to deal with workplace bullying are to make improvements in the areas of education, prevention, assessment, monitoring, corrective actions, and corporate responsibility (Vickers, 2006). The implementation of more structured approaches such as zero-tolerance policies, bullyfree environments, and a culture of respect is necessary to promote the right that each person has to a fair and equitable workplace where one is treated with respect and dignity (Cleary et al, 2009;Khan & Khan, 2012;McKay et al, 2010;Özer & Escartín, 2023).…”