Статті в журналах: "CYBERBULLYING AT WORKPLACE"

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Choi, Youngkeun. "A Study on the Prevention of Cyberbullying in Workplaces." International Journal of Technoethics 9, no. 1 (January 2018): 18–26. http://dx.doi.org/10.4018/ijt.2018010102.

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The purpose of this article is to examine workplace cyberbullying as a cybercrime. Based on deterrence theory and social influence theory, this study builds a model of antecedents to prevent cyberbullying in workplaces. For this, this article conducts a survey of 305 Korean workers and uses SPSS 18.0 for hierarchical regression analysis. The results of this survey being, first, the certainty of detection prevents employees' intention to cyberbullying in the workplace while the severity of penalty and has no effect. Second, subjective norms and descriptive norms prevent employees' intention to cyberbullying in the workplace. The results show that social influence is more important to control members' behavior in workplace cyberbullying than corporate policy. And, this article is the first to investigate the preventers of employees' intentions to cyberbullying in workplace in the perspective of cybercrime.

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Ismail, Noor Lees, Normaiza Mohamad, Amy Nabeela Abdullah, Muhamad Izwadee Hamzah, Soo Chai Hui, Chai Jing Yuh, Sarala Supparamaniam, and Omar Musa. "Cyberbullying at the Workplace and its Impact on Employee Job Performance." Journal of Entrepreneurship and Business 11, no. 1 (March 31, 2023): 44–55. http://dx.doi.org/10.17687/jeb.v11i1.960.

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Cyberbullying in the workplace considers a very crucial issue in this modern era. Today, many people have neglected this issue as they think cyberbullying in the workplace is a minor issue that can be avoided. Cyberbullying poses a serious threat to the workplace and is associated with feelings of organizational injustice, mental strain, and job discontent. However, if this continues, it may have a negative impact on the people and the organization. A happy employee will perform well in the workplace and increase productivity. The negative consequences of workplace cyberbullying are well-documented. As a result, cyberbullying in the workplace and employee job satisfaction/performance have become very popular research topics, and to ensure that all employees are satisfied. The main purpose of this paper is to investigate the impact of workplace cyberbullying acts on employees’ job performance. This study employs descriptive research and survey methodology to investigate the relationship between workplace cyberbullying and employee job performance. Cyberbullying at the workplace acts as the independent variable and employees’ job performance is the dependent variable.

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Loh, Jennifer, and Robyn Snyman. "The tangled web: consequences of workplace cyberbullying in adult male and female employees." Gender in Management: An International Journal 35, no. 6 (June 4, 2020): 567–84. http://dx.doi.org/10.1108/gm-12-2019-0242.

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Purpose The purpose of this paper is to test a moderated mediation model that links the experience of cyberbullying, perceived stress and job satisfaction among Australian employees. Design/methodology/approach A survey of 254 white collar Australian employees was conducted from a wide variety of business corporations to investigate the role of workplace cyberbullying and job outcomes. A moderated mediation analysis was conducted. Findings Results indicated that workplace cyberbullying resulted in perceived stress, which in turn predicted employee’s job dissatisfaction. The results further revealed that cyberbullied female employees as opposed to male employees were more likely to report greater perceived stress and to be dissatisfied in their job. Research limitations/implications Overall, the results suggest that cyberbullying is a potential resource drain for employees and has detrimental implications in their organisational life. Importantly, male and female employees reacted to workplace cyberbullying differently suggesting the need to address the issue of workplace cyberbullying more gender sensitively. Originality/value This study provides empirical evidence that workplace cyberbullying can be a gendered phenomenon. Furthermore, COR theory and gender role theory is combined to reveal the differences between men and women in terms of their vulnerability towards different stressors.

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Fernandez, Germanikus Clintonis. "Kajian pustaka: Perundungan berbasis teknologi di tempat kerja." Jurnal Psikologi Tabularasa 15, no. 2 (October 27, 2020): 45–53. http://dx.doi.org/10.26905/jpt.v15i2.5329.

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The purpose of this study to increase awareness about the phenomenon of cyberbullying, especially in the workplace, which is still of little concern by some researchers, especially in literary studies. The Literature search was performed using various databases including science direct and google scholar. The criteria used are articles published in 2012-2018. Based on the articles collected, the results show that definitions of cyberbullying cannot limit the cultural influences ideology and the variety and frequency of forms of cyberbullying and contain various factors related to the factors that influence cyberbullying in the workplace. Future research is expected to find out whether individuals involved in cyberbullying are sued or who are involved and who are related to the profession or who use the latest applications and technology as container for cyberbullying activities in the workplace.

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Wan Rosli, Wan Rosalili, Syazni Nadzirah Ya’cob, Mardiyah Hayati Abu Bakar, and Mimi Sintia Mohd Bajury. "Governing the Risks of Cyber Bullying in the Workplace During the Era of Covid-19." Malaysian Journal of Social Sciences and Humanities (MJSSH) 6, no. 10 (October 10, 2021): 334–42. http://dx.doi.org/10.47405/mjssh.v6i10.1079.

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With the advancement of ICT, cyberbullying has become more common than ever before, particularly in modern workplaces. With the requirement of working from home during the pandemic, cyberbullying within the workplace has skyrocketed within the past year. Cyberbullying can be classified as a traditional crime that has transcended to cyberspace as a result of technological advancements and the proliferation of numerous social media platforms. Despite widespread public concern about such crime in Malaysia, the legislative response to this crime is still somewhat slow due to the gaps in the current legislation governing cyberbullying. The legal landscape governing cyberbullying is still insufficient, due to the current legal framework being too general, making investigation and prosecution of the crime difficult. Cyberbullying can result in Post-Traumatic Stress Disorder, psychological problems, major physical and mental health problems, and even suicide. The purpose of this article is to investigate the notions of cyber bullying harassment, the risks associated with such crimes, and the legal and management mechanisms for dealing with such crimes. This research makes use of a doctrinal content analysis as well as secondary data from the law, academic journals, books, and online sources. According to the authors, unequal power relations in the workplace, anonymity, and cross-border connectedness are some of the rationales for cyberbullying, which can be expressed in a variety of ways with negative consequences for employers and employees alike. The inadequacy of the present traditional and computer-specific legislation in dealing with such crime necessitates the management of such crime.

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Larrucea-Iruretagoyena, Maite, and Izaskun Orue. "Social support as a moderator of the relationship between victimization and internalizing symptoms in LGTBIQ+ people." Behavioral Psychology/Psicología Conductual 29, no. 3 (December 1, 2021): 763–80. http://dx.doi.org/10.51668/bp.8321314s.

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The present study analyses the moderating effect of different types of social support in the relationship between bullying, cyberbullying and workplace victimization, and internalizing symptoms in LGBTIQ+ individuals. 262 people from LGBTIQ+ collective participated (ages between 18 and 77; M= 29.83, SD= 12.41), who completed measures via Internet of bullying, cyberbullying, workplace victimization, family support, support from friends, support from a special person, and symptoms of anxiety, depression and stress. The results showed that support from friends moderated the relationship between bullying and anxiety and depression symptoms, as well as the relationship between workplace victimization and depression symptoms. On the other hand, family support moderated the relationship between bullying and anxiety symptoms. Regarding cyberbullying, none of the types of social support moderated the relationship between cyberbullying and internalizing symptomatology. Findings of this study highlight the moderating role of family and friend support when internalizing symptoms of LGBTIQ+ people who are victims of bullying and/or workplace victimization.

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Iftikhar, Mehwish, and Loo See Beh. "Prevalence Level and Predictors of Face to Face and Cyberbullying in Selected Service Sectors of Pakistan." International Journal of Engineering & Technology 7, no. 2.29 (May 22, 2018): 1082. http://dx.doi.org/10.14419/ijet.v7i2.29.14317.

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There found a scarcity of academic research on understanding of both the traditional and cyberbullying jointly at workplace of organisations. As an emerging field of research area, detailed understanding about the predictors of cyberbullying has yet not been fully established. Drawing on the sample of 285 officials working in 4 service sectors [banking, telecom, hoteling and education] of Pakistan, this research endeavoured to investigate about prevalence rate, extent and frequency of both the traditional and cyberbullying and predictors responsible for causing bullying among workers of service sectors of Pakistan. Using NAQ-21 and NAQ-R on the basis of the layman’s cut-off criteria for measuring bullying and cyberbullying prevalence, results highlighted that 36%, 55%, 50% and 59% of the respondents were categorised as bullied traditionally and 18%, 30%, 27% and 49% were cyberbullied in education, banking, telecom and hoteling service sectors respectively, and this is unfortunately a very high ratio. Overall bullied [traditionally] percentage was 50 and cyberbullied was 31. Smart PLS-SEM based analysis verified that, multiple dimensions of organisational climate were found to be the predictors of workplace bullying, while technology [social networking and ICT’s] is significantly related to the prevalence of cyberbullying at workplace of service sector organisations. This research provides new insights about new type of bullying i-e cyberbullying and its predictors/causes. Prevalence percentages of workplace traditional and cyberbullying have also been determined that shows bullying spread in service sectors at an alarming rate, which needs to be controlled.

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Madden, Charmein, and Jennifer (M I. ). Loh. "Workplace cyberbullying and bystander helping behaviour." International Journal of Human Resource Management 31, no. 19 (March 8, 2018): 2434–58. http://dx.doi.org/10.1080/09585192.2018.1449130.

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Iftikhar, Mehwish, Muhammad Imran Qureshi, Shazia Qayyum, Iram Fatima, Sriyanto Sriyanto, Yasinta Indrianti, Aqeel Khan, and Leo-Paul Dana. "Impact of Multifaceted Workplace Bullying on the Relationships between Technology Usage, Organisational Climate and Employee Physical and Emotional Health." International Journal of Environmental Research and Public Health 18, no. 6 (March 19, 2021): 3207. http://dx.doi.org/10.3390/ijerph18063207.

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This research article investigates the effect of organisational climate and technology usage on employees’ physiological and emotional health damage resulting from face-to-face bullying and cyberbullying at the workplace. Furthermore, we investigated emotional intelligence as a coping strategy to moderate employee physiological and emotional health damage. The research used a quantitative research design. A five-point Likert-scale questionnaire was used to collect data from a multistage sample of 500 officials from Pakistan’s four service sectors. Results revealed that organisational climate and technology usage are negatively related to face-to-face bullying and cyberbullying at the workplace. At the same time, workplace bullying adversely affects an employee’s emotional and physiological health. However, emotional intelligence can reduce an employee’s emotional health damage due to workplace bullying. Thus, we suggest incorporating emotional intelligence training at the workplace to minimise the devastating effects of face-to-face bullying and cyberbullying on employees’ physical and emotional health.

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Lee, E. Bun. "Cyberbullying." Journal of Black Studies 48, no. 1 (November 17, 2016): 57–73. http://dx.doi.org/10.1177/0021934716678393.

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The current study examines cyberbullying and victimization among African American college students who spend large amounts of time on the Internet and using their smartphones. In a survey of 321 African American college students, the most common venues for victimization occurred through text messages, phone calls, and social networking sites. Posting indiscreet images and sharing personal information with a large number of Facebook friends were positively associated with the victimization. Cyberbullying perpetration, as measured by Cyberbullying Questionnaire (CBQ), revealed a significant gender difference, with male students exhibiting higher prevalence. In a multiple regression analysis, the phenomenon of online disinhibition—a lessening of inhibitions during online interactions that would otherwise be present in face-to-face interactions—emerged as the strongest predictor of cyberbullying perpetration. Recommendations for future research include studying the negative impact of cyberbullying among African American adults, particularly in the workplace.

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Kim, Yun Jin, Linchao Qian, and Muhammad Shahzad Aslam. "Bibliometric analysis on workplace cyberbullying: study protocol." F1000Research 10 (March 22, 2021): 225. http://dx.doi.org/10.12688/f1000research.51495.1.

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Cyberbullying behaviour is an international public health concern all around the world due to the increasing trend of working from home during COVID-19. The prevalence of workplace cyberbullying behaviour (WCB) has been shown to be increased prior to COVID-19 among allied health professionals, such as nurses and trainee doctors. There has been a lack of bibliometric analysis on scientific publications concerning this subject; therefore, the current articles presents a protocol for bibliometric analysis of WCB. An indicator-based search will have carried out from documents on PubMed and Scopus to retrieve data from primary peer-reviewed WCB research articles using relevant keywords. Articles that involve WCB research will be included in the analysis. The dataset will identify documents all around the world, and data will be validated using the VAKS assessment tool. Analysis will be carried out by comparing the relationship among institutions, authors, countries and keywords. The dataset will be publicly accessible in the Zenodo repository. There will be no involvement of human participants; therefore, the current research does not require an ethical review. Results will be publish in a peer-reviewed journal and at related conferences

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Privitera, Carmel, and Marilyn Anne Campbell. "Cyberbullying: The New Face of Workplace Bullying?" CyberPsychology & Behavior 12, no. 4 (August 2009): 395–400. http://dx.doi.org/10.1089/cpb.2009.0025.

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Khan, Muhammad Danyal, Muhammad Daniyal, Ali Hassan, Muhammad Arif Saeed, and Kassim Tawiah. "Empirical Analysis With Legislative Solutions of Workplace Cyberbullying." International Journal of Cyber Behavior, Psychology and Learning 12, no. 1 (January 1, 2022): 1–11. http://dx.doi.org/10.4018/ijcbpl.308303.

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World Health Organization (WHO) calls for 2.5 nurses per 1000 people in the national health-care system. The total available nurses per 1,000 persons in Pakistan is 0.604, far less than the WHO standards. Pakistan is among 57 countries facing a crisis in Human Resource for Health (HRH). Apart from other social issues, cyber-bullying has further affected the participation of female nurses in health-care jobs. The issue of cyberbullying is silently draining female participation in nursing jobs. Moreover, the issue of bullying is not often raised because of moral, ethical, and social issues related to the reporting and remedial system. Therefore, the article sets to examine the credibility of the available remedial system, the issues involved with reporting the issue of cyberbullying, and the manner to improve the response against the issue of cyberbullying with reference to young female nurses. To construct the arguments, the study will examine the issue of cyber-bullying related to female nurses at statistical and legislative levels.

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Anwar, Aizza, Daisy Mui Hung Kee, and Muhammad Fazal Ijaz. "Social Media Bullying in the Workplace and Its Impact on Work Engagement: A Case of Psychological Well-Being." Information 13, no. 4 (March 25, 2022): 165. http://dx.doi.org/10.3390/info13040165.

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The hotel industry has transformed the social and official interaction and communication landscape due to information technology. This has created a new venue for bullying, known as cyberbullying. This study aims to examine the impact of workplace cyberbullying on the work engagement of hotel employees while examining the mediating role of psychological well-being and work meaningfulness using the job demand resource model and conservation of resource theory. The data (n = 470) were collected from 4-star and 5-star hotel employees in Pakistan. The results reported that psychological well-being mediates the relationship between workplace cyberbullying and work engagement. Moreover, work meaningfulness also mediates the relationship between psychological well-being and work engagement. Findings suggest that the hotel industry of Pakistan should acknowledge the presence of cyberbullying and design policies and procedures to maintain a healthy work environment for employees’ psychological well-being and ensure that hotel employees find their work meaningful.

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Mirawati, Ira, Asep Suryana, Herlina Agustin, and Mien Hidayat. "Identifying the victims of workplace cyberbullying among lecturers." Jurnal Studi Komunikasi (Indonesian Journal of Communications Studies) 3, no. 2 (July 2, 2019): 151. http://dx.doi.org/10.25139/jsk.v3i2.1535.

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Cyberbullying exists not only among kids and teenagers but also adults. It takes place in many work sectors, including education. This research qualitatively investigated the victims of cyberbullying among lecturers. Thirty lecturers in West Java and Banten, fifteen males and fifteen females, were in-depth interviewed in this phenomenological research. Interviews were conducted by using a semi-structured guide. The results revealed that the victims were the “minority” of their group. They are unmarried young lecturers, lecturers with “negative” physical condition, lecturers with unique or silly habits, male lecturers who feel “scared” of their wives, the “ignored” lecturers, and young lecturers with unproductive working behaviour.

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Kowalski, Robin M., Allison Toth, and Megan Morgan. "Bullying and cyberbullying in adulthood and the workplace." Journal of Social Psychology 158, no. 1 (April 12, 2017): 64–81. http://dx.doi.org/10.1080/00224545.2017.1302402.

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Kim, Yun Jin, Linchao Qian, and Muhammad Shahzad Aslam. "Cyberbullying Among Traditional and Complementary Medicine Practitioners in the Workplace: Protocol for a Cross-sectional Descriptive Study." JMIR Research Protocols 10, no. 8 (August 12, 2021): e29582. http://dx.doi.org/10.2196/29582.

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Background Cyberbullying is becoming prevalent among health care professionals and may cause a variety of mental health issues. Traditional and complementary medicine practitioners remain an important pillar of the health care system in Malaysia. Objective This paper presents a study protocol for an online survey (Cyberbullying Among Traditional and Complementary Medicine Practitioner [TCMPs]) that will collect the first nationwide representative data on cyberbullying behavior among traditional and complementary medicine practitioners in Malaysia. The objectives of the survey are to (1) evaluate the cyberbullying behavior among traditional and complementary medicine practitioners in Malaysia, (2) identify sociodemographic and social factors related to cyberbullying, and (3) evaluate the association between cyberbullying behavior, sociodemographic, and social factors. Methods A snowball sampling strategy will be applied. Traditional and complementary medicine practitioners who are permanent Malaysian residents will be randomly selected and invited to participate in the survey (N=1023). Cyberbullying behavior will be measured using the Cyberbullying Behavior Questionnaire (CBQ). Data on the following items will be collected: work-related bullying, person-related bullying, aggressively worded messages, distortion of messages, sending offensive photos/videos, hacking computers or sending a virus or rude message, and threatening messages about personal life or family members. We will also collect data on participants’ sociodemographic characteristics, social factors, and substance abuse behavior. Results This cross-sectional descriptive study was registered with Research Registry (Unique Identifying Number 6216; November 05, 2020). This research work (substudy) is planned under a phase 1 study approved by the Research Management Centre, Xiamen University Malaysia. This substudy has been approved by the Research Ethics Committee of Xiamen University Malaysia (REC-2011.01). The cross-sectional survey will be conducted from July 01, 2021, to June 30, 2022. Data preparation and statistical analyses are planned from January 2022 onward. Conclusions The current research can contribute to identify the prevalence of workplace cyberbullying among Malaysian traditional and complementary medicine practitioners. The results will help government stakeholders, health professionals, and education professionals to understand the psychological well-being of Malaysian traditional and complementary medicine practitioners. Trial Registration Research Registry Unique Identifying Number 6216; https://tinyurl.com/3rsmxs7u International Registered Report Identifier (IRRID) PRR1-10.2196/29582

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Farley, Samuel, Iain Coyne, Christine Sprigg, Carolyn Axtell, and Ganesh Subramanian. "Exploring the impact of workplace cyberbullying on trainee doctors." Medical Education 49, no. 4 (March 20, 2015): 436–43. http://dx.doi.org/10.1111/medu.12666.

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Keskin, Halit, Ali Ekber Akgün, Hayat Ayar, and Şaziye Serda Kayman. "Cyberbullying Victimization, Counterproductive Work Behaviours and Emotional Intelligence at Workplace." Procedia - Social and Behavioral Sciences 235 (November 2016): 281–87. http://dx.doi.org/10.1016/j.sbspro.2016.11.031.

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D’Cruz, Premilla, and Ernesto Noronha. "Abuse on online labour markets: targets’ coping, power and control." Qualitative Research in Organizations and Management: An International Journal 13, no. 1 (March 12, 2018): 53–78. http://dx.doi.org/10.1108/qrom-10-2016-1426.

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Purpose The purpose of this paper is to report a study of targets’ experiences of cyberbullying on online labour markets (OLMs). In addition to highlighting the link between targets’ coping and power and control, the paper compares conventional and digital workplaces. Design/methodology/approach The method of critical hermeneutic phenomenology is used in the inquiry, bringing political and applied dimensions into the study. Targets’ lived experiences, developed as case studies, were explored via conversational interviews. Thematic analysis was undertaken ideographically, followed by ideology-critique at a nomothetic level. Adopting the psychological/behavioural lens of coping theory, ideology-critique identified micro-level schemas and macro-level ideologies that perpetuate target disenfranchisement. Critical hermeneutic phenomenology illuminates the mutuality between individual and social processes, opening new doors to address power inequities through emancipation. Findings Hermeneutic phenomenology uncovered the core theme of “pursuing holistic and long-term well-being”, capturing targets’ attempts at working through their experiences of bullying without jeopardising their position on the OLM. Ideology-critique went beyond highlighting problem-focussed and emotion-focussed coping strategies that empowered targets to indicate how participants’ mindsets, anchored in ongoing circumstantial discourses and long-standing social cognitions, inhibited them from questioning the status quo and exploring alternative coping strategies like legislation and collectivisation, thereby curbing their agency. The findings were theorised in terms of power and control vis-à-vis the unique attributes of workplace cyberbullying, comparing and contrasting conventional and virtual workplaces. Research limitations/implications The inquiry is limited to the Upwork platform. Including other OLMs will enhance theoretical generalisability. Practical implications The study feeds into praxis by alerting digital workers in general and targets in particular about their circumstances, setting the stage for mobilisation. Originality/value The study makes several pioneering contributions. First, it reports the first empirical inquiry examining bullying in digital workplaces, importantly, also extending knowledge on cyberbullying across conventional versus digital workplaces. Moreover, OLM research on abuse and harassment has not been undertaken so far. Second, methodologically, the inquiry illustrates the combination of hermeneutic phenomenology with ideology-critique, taking the rare steps of joining ontological perspectives conventionally viewed as divergent and of incorporating a largely neglected micro-level focus into ideology-critique. Third, it furthers theoretical insights into power and control in workplace bullying while drawing links with coping.

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D’Cruz, Premilla, and Ernesto Noronha. "Target experiences of workplace bullying on online labour markets." Employee Relations 40, no. 1 (January 2, 2018): 139–54. http://dx.doi.org/10.1108/er-09-2016-0171.

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Purpose The purpose of this paper is to report a study of bullying on online labour markets (OLMs), highlighting how abuse unfolds in digital workplaces and depicting the trajectory of target resilience. Design/methodology/approach Adopting van Manen’s hermeneutic phenomenology, targets’ lived experiences of bullying on OLMs was explored. Data gathered from Indian freelancers located on Upwork via conversational telephonic interviews were subjected to sententious and selective thematic analyses. Findings The core theme of “pursuing long-term and holistic well-being” showed how targets tapped into yet augmented their resilience while navigating the features of OLMs as they coped with their experiences of bullying. The interface between targets’ internal and external resources, including platform support, vis-à-vis the concreteness and permanence of the site as targets asserted agency, sought control and realized positive outcomes while preserving their reputation, relationality, success and continuity was captured. It may be noted that bullying in digital workplaces is exclusively virtual in form. Research limitations/implications Alongside theoretical generalizability, statistical generalizability of the findings should be established. Practical implications Recommendations for action for platforms and targets are forwarded. In particular, the critical role of formal workplace support in influencing employee resilience is emphasized. Originality/value The paper makes several pioneering contributions. First, it reports the first empirical inquiry examining bullying in digital workplaces. Moreover, OLM research on abuse and harassment has not been undertaken so far. Second, it furthers theorization of resilience, especially with regard to workplace antecedents. Apart from identifying the new organizational antecedent of formal workplace support, it uncovers the complexities of resilience. Third, it extends knowledge on workplace cyberbullying, positive outcomes of workplace bullying and OLMs in India.

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Zhang, Zhenduo, Li Zhang, and Miaomiao Li. "Workplace Cyberbullying and Interpersonal Deviance: Role of Depletion and Supervisor Support." Academy of Management Proceedings 2020, no. 1 (August 2020): 15334. http://dx.doi.org/10.5465/ambpp.2020.15334abstract.

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Farley, Samuel, Iain Coyne, Carolyn Axtell, and Christine Sprigg. "Design, development and validation of a workplace cyberbullying measure, the WCM." Work & Stress 30, no. 4 (October 2016): 293–317. http://dx.doi.org/10.1080/02678373.2016.1255998.

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Park, Mijeong, and Jeong Sil Choi. "Effects of workplace cyberbullying on nurses' symptom experience and turnover intention." Journal of Nursing Management 27, no. 6 (May 7, 2019): 1108–15. http://dx.doi.org/10.1111/jonm.12779.

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Park, Mijeong, Ok Yeon Cho, and Jeong Sil Choi. "A Pilot Study to Examine the Effects of a Workplace Cyberbullying Cognitive Rehearsal Mobile Learning Program for Head Nurses: A Quasi-Experimental Study." Healthcare 11, no. 14 (July 17, 2023): 2041. http://dx.doi.org/10.3390/healthcare11142041.

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This study aimed to (1) develop a version of the cognitive rehearsal program that is suitable for cyberbullying and (2) apply the m-learning method to evaluate its effectiveness among head nurses. This study was conducted in July 2021 and comprised 69 South Korean university hospital head nurses. It was evaluated using a nonequivalent control group pretest-posttest and a quasi-experimental design. The program was developed using the Analysis, Design, Development, Implementation, and Evaluation (ADDIE) step process, consisting of 10 scenarios. Variables with proven reliability were used in the program effect measurement. The differences between the experimental and control groups were examined using an independent t-test (perception) or the Mann–Whitney U test (symptom experience, knowledge, and turnover intention). The program positively affected and improved head nurses’ knowledge and perception of workplace cyberbullying; however, it elevated their symptom experience and had no immediate impact on turnover intention. The developed program could be applied as a valuable educational strategy in the nursing field. Head nurses act as intermediaries between individuals and the organization. Therefore, they must respond with in-depth knowledge and perceptions of cyberbullying to fulfill their responsibilities of identifying, mediating, and managing cyberbullying among hospital team members.

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Inocencio-Gray, Jessica Lynn, and Brittany Kathleen Mercado. "Toward a Model of Cyberbullying in the Workplace: An Online Disinhibition Perspective." Academy of Management Proceedings 2013, no. 1 (January 2013): 12352. http://dx.doi.org/10.5465/ambpp.2013.12352abstract.

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D'Souza, Natalia, Darryl Forsyth, David Tappin, and Bevan Catley. "Conceptualizing workplace cyberbullying: Toward a definition for research and practice in nursing." Journal of Nursing Management 26, no. 7 (February 15, 2018): 842–50. http://dx.doi.org/10.1111/jonm.12614.

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Fagell, Phyllis L. "Career confidential: Principal getting cyberbullied by parent." Phi Delta Kappan 103, no. 3 (November 2021): 66–67. http://dx.doi.org/10.1177/00317217211058537.

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Phyllis Fagell offers workplace advice to educators. In this month’s column, a parent is responding angrily to all of a principal’s tweets, and Fagell seeks suggestions from Sameer Hinduja, co-director of the Cyberbullying Research Center. A teacher is annoyed that she cannot leave school during the day without filling out a leave slip and is considering breaking the rule and risking the consequences.

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Malik, Sania Zahra, and Jahanzaib Ismat Malhi. "Envy at Workplace: Examining its Sequential Effect on Cyberbullying, Organizational Politics and Job Satisfaction in University Teachers in Pakistan." International Journal of Innovation in Teaching and Learning (IJITL) 6, no. 2 (January 22, 2021): 128–45. http://dx.doi.org/10.35993/ijitl.v6i2.1123.

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Academic jealousy and politics is a well-known concept. Similarly, envy is a common human behaviour, however, research on these concepts, particularly on envy and its types has remained limited until recently. Envy can trigger harmful behaviours, such as workplace bullying and escalate political activity, especially when the envious intends to damage the envied. This study analyses the effect of malicious envy on job satisfaction with mediation of cyber bullying and organizational politics. A survey study of 359 questionnaires filled by university teachers in Pakistan was conducted. Analysis was conducted using structural equations modelling through Smart-PLS. Construct validity and discriminant validity were established for all constructs. Mediation was analysed through process approach specified by Preacher and Hayes (2006). Findings revealed that malicious envy positively influenced cyberbullying behaviour and increased organizational politics. Results also demonstrated that malicious envy at workplace does not affect job satisfaction when observed independently, however when the mediators of cyberbullying and organizational politics are involved, the relationship between malicious envy and job satisfaction becomes positive. It means that persons having malicious envy feelings towards their colleagues felt satisfied by engaging in bullying and politicizing activities. Keywords: Malicious envy, Cyber bullying, Organizational politics, Job satisfaction

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Kompally, Pranav, Sibi Chakkaravarthy Sethuraman, Steven Walczak, Samuel Johnson, and Meenalosini Vimal Cruz. "MaLang: A Decentralized Deep Learning Approach for Detecting Abusive Textual Content." Applied Sciences 11, no. 18 (September 18, 2021): 8701. http://dx.doi.org/10.3390/app11188701.

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Cyberbullying is a growing and significant problem in today’s workplace. Existing automated cyberbullying detection solutions rely on machine learning and deep learning techniques. It is proven that the deep learning-based approaches produce better accuracy for text-based classification than other existing approaches. A novel decentralized deep learning approach called MaLang is developed to detect abusive textual content. MaLang is deployed at two levels in a network: (1) the System Level and (2) the Cloud Level, to tackle the usage of toxic or abusive content on any messaging application within a company’s networks. The system-level module consists of a simple deep learning model called CASE that reads the user’s messaging data and classifies them into abusive and non-abusive categories, without sending any raw or readable data to the cloud. Identified abusive messages are sent to the cloud module with a unique identifier to keep user profiles hidden. The cloud module, called KIPP, utilizes deep learning to determine the probability of a message containing different categories of toxic content, such as: ‘Toxic’, ‘Insult’, ‘Threat’, or ‘Hate Speech’. MaLang achieves a 98.2% classification accuracy that outperforms other current cyberbullying detection systems.

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Kim, Yun Jin, Linchao Qian, and Muhammad Shahzad Aslam. "Development of a Personalized Mobile Mental Health Intervention for Workplace Cyberbullying Among Health Practitioners: Protocol for a Mixed Methods Study." JMIR Research Protocols 9, no. 11 (November 20, 2020): e23112. http://dx.doi.org/10.2196/23112.

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Background Workplace cyberbullying harms the psychological and social functioning of professionals working in an organization and may decrease the productivity and efficiency of daily life tasks. A recent study on trainee doctors across 8 different United Kingdom National Health Service trusts found health issues and job dissatisfaction in people who have experienced workplace cyberbullying. This disabling effect is even more noticeable in low-socioeconomic communities within low-income countries. In Malaysia, there is a need to create a personalized mobile mental health intervention program for health care professionals. These programs should be directed to prevent and decrease psychosocial issues and enhance coordination among health care professionals to solve health issues in the community. Objective Our main objective is to study the pre-effects and posteffects of the Personalized Mobile Mental Health Intervention (PMMH-I) for workplace cyberbullying in public and private hospitals in Malaysia. Methods A hospital-based multimethod multi-analytic evidential approach is proposed, involving social and psychological health informatics. The project has been subdivided into 3 stages, starting with Phase 1, a prevalence study, followed by exploratory studies. Phase 2 consists of a quasi-experimental design, whereas the development of a prototype and their testing will be proposed in Phase 3. Each stage includes the use of quantitative and qualitative methods (mixed-method program), using SPSS (version 26.0; IBM Corp) and Stata (version 16.1; StataCorp) as tools for quantitative research, and NVivo (version 1.0; QSR International) and Atlas.ti (version 9.0.16; ATLAS.ti Scientific Software Development GmbH) for qualitative research. Results The results of this study will determine the pre- and posteffectiveness of an integrated PMMH-I for health care professionals. The prototype system platform will be developed and implemented in a public and private hospital. Results from Phase 1 will be published in 2021, followed by the implementation of Phase 2 in subsequent years. Conclusions This study will provide evidence and guidance regarding the implementation of a personalized mobile mental health intervention for health care professionals into routine public and private hospitals to enhance communication and resolve conflicts. International Registered Report Identifier (IRRID) PRR1-10.2196/23112

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Kim, Youngji, and Jeong Sil Choi. "Individual and organizational factors influencing workplace cyberbullying of nurses: A cross‐sectional study." Nursing & Health Sciences 23, no. 3 (June 28, 2021): 715–22. http://dx.doi.org/10.1111/nhs.12858.

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Busby, Lorraine, Linda Patrick, and Alice Gaudine. "Upwards Workplace Bullying: A Literature Review." SAGE Open 12, no. 1 (January 2022): 215824402210850. http://dx.doi.org/10.1177/21582440221085008.

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There is a large body of international literature on most aspects of workplace bullying, yet there are only a few research articles dealing with bullying of bosses, managers, and leaders by their subordinates and staff members. Over time the term “upwards bullying” has been accepted as the generic term to describe this phenomenon but using these search terms does not provide a comprehensive indication of relevant publications. This literature review identifies and collates English language research on upwards bullying to document its research status, its lack of visibility in the workplace, and to connect upwards bullying with related research on aggression against supervisors and managers. Included is research that specifically labels the phenomena as upwards or upward bullying, along with related terms of subordinate-initiated bullying, supervisor-targeted bullying, bottom-up bullying, bullying the manager, and bullying the boss. Nonacademic publications are not included, nor is research on related workplace misbehavior such as cyberbullying, legal action resulting from upwards bullying or whistle blowers, and extortion or blackmail. Areas for further exploration in the field are identified with indicators of how this type of workplace bullying differs from lateral and downward bullying. Coverage up to the year 2020 is provided with the expectation that the trend of working from home driven by safety considerations during the COVID-19 epidemic could change employee responses and reactions to their workplace leaders and management.

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Yosep, Iyus, Rohman Hikmat, and Ai Mardhiyah. "Types of Nursing Intervention to Reduce Impact of Bullying and Aggression on Nurses in the Workplace." Healthcare 10, no. 8 (August 4, 2022): 1463. http://dx.doi.org/10.3390/healthcare10081463.

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The bullying of nurses in the workplace hurts the individuals and the work environment. Bullying can cause mental health problems, reduces the quality of nursing services, and reduces patient safety. The purpose of this study was to describe types of nursing interventions to reduce impact of bullying on nurses in the workplace. This study used the scoping review method to examine literature from the CINAHL, PubMed, and ProQuest databases. The keywords used in English are “bullying OR cyberbullying” AND “nurse” AND “workplace OR work-place” AND “nursing care OR nursing intervention”. The inclusion criteria were full text, randomized control trial or quasi-experiment design, English language, population of nurses, and the publication period of the last 10 years (2013–2022). We found nine articles that discussed nursing interventions designed to reduce the impact of bullying on nurses in the workplace. The sample in the study was in the range of 26–97 respondents. Most of the articles in this review used the quasi-experiment method. The study showed that nursing interventions to heal had negative effects on the bullying on nurses. There are three types of interventions employed to reduce the impact of bullying and aggression on nurses in the workplace, namely training programs, cognitive rehearsal programs, and education programs.

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Anwar, Aizza, Daisy Mui Hung Kee, and Alia Ahmed. "Workplace Cyberbullying and Interpersonal Deviance: Understanding the Mediating Effect of Silence and Emotional Exhaustion." Cyberpsychology, Behavior, and Social Networking 23, no. 5 (May 1, 2020): 290–96. http://dx.doi.org/10.1089/cyber.2019.0407.

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La Regina, Micaela, Arianna Mancini, Francesco Falli, Vittorio Fineschi, Nicola Ramacciati, Paola Frati, and Riccardo Tartaglia. "Aggressions on Social Networks: What Are the Implications for Healthcare Providers? An Exploratory Research." Healthcare 9, no. 7 (June 28, 2021): 811. http://dx.doi.org/10.3390/healthcare9070811.

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Incidents of violence by healthcare users against staff have been considered as sentinel events. New forms of aggression, i.e., cyberbullying, have emerged with the advent of social networks. Medical literature includes some reports about workplace cyberbullying on nurses and young doctors by colleagues/supervisors, but not by users. To investigate cyberbullying on healthcare providers via social networks, we carried out an exploratory quali-quantitative study, researching and analyzing posts and comments relating to a local Health Trust (ASL5) in Italy, published from 2013 until May 2020 on healthcare worker aggressions on social networks on every local community’s Facebook page. We developed a thematic matrix through an analysis of the most recurring meaning categories (framework method). We collected 217 texts (25 posts and 192 comments): 26% positive and 74% negative. Positive posts were shared about ten times more than negative ones. Negative comments received about double the “Likes” than the positive ones. Analysis highlighted three main meaning categories: 1. lack of adequate and functional structures; 2. negative point of view (POV) towards some departments; 3. positive POV towards others. No significant differences were observed between the various categories of healthcare workers (HCW). Geriatric, medical wards and emergency department were the most frequent targets of negative comments. All the texts referred to first-line operators except for one. Online violence against HCW is a real, largely unknown, problem that needs immediate and concrete attention for its potentially disastrous consequences. Compared to traditional face-to-face bullying, it can be more dangerous as it is contagious and diffusive, without spatial, temporal or personal boundaries.

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Coyne, Iain, Samuel Farley, Carolyn Axtell, Christine Sprigg, Luke Best, and Odilia Kwok. "Understanding the relationship between experiencing workplace cyberbullying, employee mental strain and job satisfaction: a dysempowerment approach." International Journal of Human Resource Management 28, no. 7 (February 26, 2016): 945–72. http://dx.doi.org/10.1080/09585192.2015.1116454.

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Vranjes, Ivana, Elfi Baillien, Heidi Vandebosch, Sara Erreygers, and Hans De Witte. "The dark side of working online: Towards a definition and an Emotion Reaction model of workplace cyberbullying." Computers in Human Behavior 69 (April 2017): 324–34. http://dx.doi.org/10.1016/j.chb.2016.12.055.

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Czakert, Jan Philipp, and Rita Berger. "The Indirect Role of Passive-Avoidant and Transformational Leadership through Job and Team Level Stressors on Workplace Cyberbullying." International Journal of Environmental Research and Public Health 19, no. 23 (November 30, 2022): 15984. http://dx.doi.org/10.3390/ijerph192315984.

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Research on workplace cyberbullying (WCB) is still scarce and needs verification. This study addressed the indirect influence of positive and negative leadership on WCB via perceived role stressors and negative team climate. The main goal is to test the applicability of the work environment hypothesis and job demands–resources model for WCB on a cross-sectional sample of n = 583 workers in Germany (n = 334) and Spain (n = 249). We tested multiple mediation models, and findings revealed that negative (passive-avoidant) leadership increased role and team stressors and thereby WCB exposure, whereas positive (transformational) leadership decreased the same stressors and thereby reduced WCB exposure. No cross-cultural differences were found, indicating portability of the results. This study highlights the explanatory factors for WCB at individual and team level and emphasizes the role of managers as shapers of the work environmental antecedents of WCB in the emergent digitalized working world. Theoretical implications and future research avenues are discussed.

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Vranjes, Ivana, Elfi Baillien, Heidi Vandebosch, Sara Erreygers, and Hans De Witte. "When workplace bullying goes online: construction and validation of the Inventory of Cyberbullying Acts at Work (ICA-W)." European Journal of Work and Organizational Psychology 27, no. 1 (August 8, 2017): 28–39. http://dx.doi.org/10.1080/1359432x.2017.1363185.

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Vranjes, Ivana, Elfi Baillien, Heidi Vandebosch, Sara Erreygers, and Hans De Witte. "Kicking someone in cyberspace when they are down: Testing the role of stressor evoked emotions on exposure to workplace cyberbullying." Work & Stress 32, no. 4 (February 15, 2018): 379–99. http://dx.doi.org/10.1080/02678373.2018.1437233.

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Lund, Emily M., and Scott W. Ross. "Bullying Perpetration, Victimization, and Demographic Differences in College Students: A Review of the Literature." Trauma, Violence, & Abuse 18, no. 3 (January 11, 2016): 348–60. http://dx.doi.org/10.1177/1524838015620818.

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Although bullying has been widely recognized as a serious issue in elementary and secondary school and in the workplace, little is known about the prevalence of bullying in postsecondary education. We conducted a comprehensive search of the peer-reviewed literature and found 14 studies that reported the prevalence of bullying perpetration, victimization, or both in college or university students. Prevalence estimates varied widely been studies, but on average about 20–25% of students reported noncyberbullying victimization during college and 10–15% reported cyberbullying victimization. Similarly, approximately 20% of students on average reported perpetrating noncyberbullying during college, with about 5% reporting cyber perpetration. Men were more likely to report perpetration, but no consistent gender differences in victimization were found. Few studies reported prevalence by sexual orientation or race/ethnicity, and none reported prevalence by disability status. Overall, these results indicate that bullying continues to be prevalent in postsecondary education, but more research needs to be conducted, particularly that which uses multiuniversity samples and examines demographic differences in prevalence rates.

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Monalisa, Natasha Tanzila, Shinthi Tasnim Himi, Nayeema Ferdous, Md Ezharul Islam, and Anup Majumder. "“SuperWomen”: A Smart Mobile Application for Social Security focusing Threats and Supports for Women." International Journal of Interactive Mobile Technologies (iJIM) 15, no. 03 (February 12, 2021): 97. http://dx.doi.org/10.3991/ijim.v15i03.17555.

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<p>Though in this modern society men and women are said to be given equal rights, having no gender discrimination, women are still considered weak and endlessly facing rape, domestic violence, eve-teasing, workplace violence, physical assault, cyberbullying even being killed. In South Asian countries, like Bangladesh, India, Pakistan there are thousands of cases regarding violence against women. The use of ICT including smartphone applications can be an aid in building awareness and support against these issues. Although several applications were developed worldwide, but not out there online for sensible use. In this paper, we aspire to present women with a technical solution by providing them a mobile application “SuperWomen” that is centered on urban and rural women of Asian countries and also available online. Not only women, but its voice-controlled siren feature is also a great help for physically challenged individuals, that works even on the lock screen. Survey feedback of this application shows that it takes care of each pre-incidental and post-incidental condition like an expert. This application provides user-friendly navigation for women with less technical knowledge. Its key features are secret button emergency SMS alert, location sharing with any social media, lawyer chatbot, pictorial self-defense techniques, etc. The effectiveness of this application has been justified through extensive literature review, application benchmark, performance evaluation, user survey, deployment in Google Play Store. We believe that this will bring a holistic resolution to safeguard suppressed women worldwide.<strong> </strong></p>

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Jikriya, Sayyad Suleman. "Cyber bullying Detection in Social Media using Supervised ML & NLP Techniques." International Journal for Research in Applied Science and Engineering Technology 9, no. VI (June 25, 2021): 2259–64. http://dx.doi.org/10.22214/ijraset.2021.35483.

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From the day web showed up, the hour of long reach relational correspondence developed. In any case, no one may have figured web would be a huge gathering of different surprising organizations like the relational communication. In today’s world staying connected virtually has become a part of human life. Various people from arranged age packs go through hours consistently on such destinations. Notwithstanding how people are really related together through online media, these workplaces convey along enormous risks with them, for instance, advanced attacks, which joins cyberbullying.

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Guha, Martin. "Book review: Misbehavior in organizations: A dynamic approach, Cyberbullying: Where are we now? A cross-national understanding, Infostorms: Why do we like? – Explaining individual behavior on the social net, Stalker, hacker, voyeur, spy: A psychoanalytic study of erotomania, voyeurism, surveillance, and invasions of privacy, Overcoming mobbing: A recovery guide for workplace aggression and bullying." International Journal of Social Psychiatry 63, no. 5 (May 31, 2017): 471–72. http://dx.doi.org/10.1177/0020764017710757.

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Zhang, Sixuan, Dorothy Leidner, Xin Cao, and Ning Liu. "Workplace cyberbullying: A criminological and routine activity perspective." Journal of Information Technology, June 10, 2021, 026839622110278. http://dx.doi.org/10.1177/02683962211027888.

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Extant research on the antecedents of workplace cyberbullying pays little attention to the role of perpetrator traits in influencing workplace cyberbullying, as well as the unique occurrence context that distinguishes workplace cyberbullying with juvenile cyberbullying, workplace bullying, and adult cyberbullying in general. To fill these gaps, we consider the antecedents of workplace cyberbullying under the theoretical lens of the general theory of crime and routine activities theory. We build a model incorporating low self-control, a widely discussed perpetrator trait in criminology theories, with three types of routine activities representing the unique occurrence context for workplace cyberbullying—mWork, boundary-spanning in enterprise social media, and proactive email checking. We tested our model with 2025 employees in the United States. Our findings demonstrate that low self-control and the three routine activities are strong motivators for workplace cyberbullying. Our findings further show that the effect of low self-control on workplace cyberbullying is amplified by the three routine activities. The study contributes to our understanding of why workplace cyberbullying occurs and offers potential implications for managers interested in reducing incidences of workplace cyberbullying in their organization.

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Oguz, Abdullah, Nikhil Mehta, and Prashant Palvia. "Cyberbullying in the workplace: a novel framework of routine activities and organizational control." Internet Research, January 3, 2023. http://dx.doi.org/10.1108/intr-05-2021-0288.

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PurposeThis study aims to develop a unified theoretical framework that presents a cohesive picture of workplace cyberbullying to better understand the interplay between cyberbullying, its effects on organizations and organizational controls enacted to contain these effects.Design/methodology/approachThe study conducts a theoretical review of the workplace cyberbullying literature between 2005 and 2021 drawing upon existing literature and two important theories, the routine activities theory and control theory. The final sample of 54 empirical papers represents a comprehensive body of literature on cyberbullying published across various disciplines.FindingsA theoretical model of workplace cyberbullying is developed, which highlights major antecedents to workplace cyberbullying and its impact on individual employees as well as organizations.Originality/valueAs firms increasingly rely on information and communication technologies (ICTs), the misuse of ICTs in the form of cyberbullying is also increasing. Workplace cyberbullying severely hurts an organization’s employees and compromises the efficacy of its information systems. Fortunately, various controls can be utilized by firms to minimize workplace cyberbullying and its attendant costs. In all, eleven propositions are offered, providing a robust agenda for future research. The authors also offer insights for practitioners on how to minimize cyberbullying in the workplace and its damaging effects.

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Ciby, Mariam Anil, and Shikha Sahai. "When and why workplace cyberbullying influences intention to stay: role of workplace social capital and affective commitment." International Journal of Manpower, May 2, 2023. http://dx.doi.org/10.1108/ijm-04-2022-0183.

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PurposeCOVID-19 pandemic has accelerated the adoption of home-based teleworking globally. Coupled with this, there are rising concerns about workplace cyberbullying. However, less studies have explored workplace cyberbullying in non-western countries. The purpose of the current study is to examine whether workplace cyberbullying affects employees' intention to stay and to find out the mechanisms underlying the relationship.Design/methodology/approachData were collected among Indian home-based teleworkers. Data were analysed using SmartPLS and SPSS-PROCESS macro.FindingsResults show that workplace cyberbullying negatively impacts intention to stay and affective commitment acts as a mediator between this link. The results also reveal that workplace social capital moderates the negative effects of workplace cyberbullying on affective commitment. The results further confirm that workplace social capital moderated the indirect impact of workplace cyberbullying on intention to stay via affective commitment.Practical implicationsThis study highlights the potential of leveraging workplace social capital in order to reduce the negative effects of workplace cyberbullying.Originality/valueThese findings can complement the previous studies on the impact of negative work events on affective commitment and intention to stay as well as extend researchers' understanding of the underlying mechanism between workplace cyberbullying and intention to stay. Furthermore, this research explains how employees can utilise social resources from workplace social capital to mitigate the negative outcomes of workplace cyberbullying.

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D'Souza, Natalia, Bevan Catley, David Tappin, and Darryl Forsyth. "‘You live and breathe it…’: Exploring experiences of workplace cyberbullying among New Zealand nurses." Journal of Management & Organization, October 4, 2019, 1–19. http://dx.doi.org/10.1017/jmo.2019.71.

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AbstractCyberbullying presents a new workplace issue with initial research demonstrating strong links to negative outcomes for individuals and organisations across a range of sectors. Yet, detailed accounts of target experiences of cyberbullying remain largely unexamined. To address this crucial research gap, this study explores nurses' experiences of workplace cyberbullying – a profession with high rates of workplace bullying. Adopting a work environment perspective, this paper provides an in-depth examination of eight cases of workplace cyberbullying that emphasise the practical and theoretical complexities associated with this emerging workplace hazard. Specifically, workplace cyberbullying is often experienced within a broader pattern of bullying behaviours, leading to a potentially wider scope of harm for those involved. A new typology of cyberbullying based on the source of perpetration is also presented that contributes to our growing understanding of the issue while extending the knowledge base for the effective management of workplace cyberbullying.

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Charoensukmongkol, Peerayuth. "The interaction of organizational politics and political skill on employees' exposure to workplace cyberbullying: the conservation of resources theory perspective." Asia-Pacific Journal of Business Administration, June 9, 2023. http://dx.doi.org/10.1108/apjba-08-2022-0364.

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PurposeConsidering the detrimental impact of workplace cyberbullying on employees and organizations, it is necessary to understand factors that potentially induce employees to engage in cyberbullying and to recognize personal characteristics that may help employees mitigate its impact. This research applies the conservation of resources (COR) theory to investigate the effect of organizational politics and political skill on employees' exposure to workplace cyberbullying as well as to analyze the subsequent impact on emotional exhaustion. Moreover, the interaction effect of political skill and organizational politics on employees' exposure to workplace cyberbullying is analyzed.Design/methodology/approachThe total of 358 complete questionnaires were obtained from one medium-sized public university in Thailand. The partial least squares structural equation modeling (PLS-SEM) was used to analyze the data.FindingsThe analysis supports the positive association between organizational politics and employees' exposure to workplace cyberbullying. Employees' exposure to workplace cyberbullying also has a positive association with emotional exhaustion. On the other hand, the analysis showed that political skill has a negative association with employees' exposure to workplace cyberbullying. The result from the moderating effect analysis further shows that political skill also reduces the impact of organizational politics on employees' exposure to workplace cyberbullying.Originality/valueThe incorporation of the COR theory provides theoretical insight into how political skill of employees can buffer the impact of organizational politics on exposure to workplace cyberbullying. It advances the knowledge found in previous research that lacked solid theory to explain the interaction between organizational politics and political skill of employees in the area of workplace cyberbullying.

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