Fapohunda Definition Of Workplace Bullying

According to Saunders et al. (2007) researchers keep struggling to find suitable definition of workplace bullying, and some researchers’ examination is that whether a consistent definition is probable or not (Branch et al., 2013).

Fapohunda (2013) stated that workplace bullying includes the inclination of people or groups to use enduring destructive or irrational behavior towards a co-worker or subordinate. Also, she emphasized that a lot of different terms are used to define the perception such as workplace bullying, harassment, workplace aggression, workplace victimization, mobbing, workplace abuse, workplace violence etc. Additionally, precise term couldn’t be found. Nevertheless, several researchers have strived to describe it. For example,

They also propose that workplace bullying include recurrent, maltreatment, health damaging behavior, abusing with spoken words, which are embarrassing, terrorizing, or threatening that meddles in work or some mixed of the three. Cortina, Magley, Williams, and Langhout (2001) asserted that workplace bullying is defined as an attitude that may not be intentional to harm but nevertheless leads to distress. Workplace bullying is most often described as a combination of several types of hateful interactions and actions are used (Fapohunda,

She also analyzed how to cope with workplace bullying. She created four hypotheses and examined on the connection between workplace bullying and organizational approaches, organization climate, gender and self respect. She found that there is an important connection between gender and workplace bullying. She came up to a conclusion that women are victimized more to workplace bullying than men. Additionally, she uncovered that there is a remarkable notion that men who are victimized by their woman boss likely to suffer in quietness and they do not prefer overcome the issue. It is also found by Fapohunda (2013) that there is an important correlation between organizational approaches and the motivation of workers to declare workplace bullying. Moreover she claimed that there is an important relationship between rank of workplace bullying and organizational culture. Additionally, she found that self respect and workplace bullying are associated with each other significantly. She explained this finding that workplace bullying can reduce level of self respect of targets and lead to self blame. Namine (2007) stated that workplace bullying causes harm more than sexual abuse due to it is internalized. Furthermore, Fapohunda (2013) explained why someone can bully in the work environment. Thus, she stated that bullying could be done to