Workplace Bullying

Acknowledgment

We would like to express our deepest appreciation to all those who provided us the possibility to complete this report. We are really grateful to Allah because we managed to complete our project within the time given to us.

A special gratitude we give to our lecturer, Ms. Amber Jamil, for her guidance and encouragement in completing this project, especially in writing this report and also for teaching us in this course.

We extend our thanks to all the individuals who cooperated with us in the data collection and observation processes.

Last but not least, many thanks go to our family members and friends whose comments and advices were of much appreciation and knowledge for us.

ABSTRACT

INTRODUCTION

1. Importance of the Relation between Workplace Bullying and Job Performance:

Workplace bullying constitutes a problem to many organizations today, irrespective of size and sector. At the individual level, bullying may lead to suicide tendency, loss of self-respect, and self-image, high stress, post-traumatic stress disorder, phobias, sleep disturbances, and increased depression, unhappiness, anxiety, withdrawal, and undue cautiousness, thereby affecting performance. At the organizational level, it adversely affects employee commitment, job satisfaction, absenteeism, and turnover. workplace bullying could be seen as “all situations in which one or more persons over a period of time feels subjected to negative acts that one cannot defend oneself against” (Einarsen et al., 1994 p.383). Job performance on the other hand is an organizationally relevant outcome and depends on so many factors in the organization. The importance of job performance on organizational productivity cannot be overemphasized as could be seen from several studies that attempt to link many constructs to it (Einarsen et al., 1994 p.383).