When Bullying Sparks Backlash: How Anger and Personality Drive Workplace Deviance

What is it about?

This study examines how workplace bullying—persistent mistreatment or harassment by others—leads employees to engage in deviant behaviors, such as violating organizational rules or undermining colleagues. It focuses on the mediating role of anger, showing that bullying-induced frustration can drive retaliatory actions. It also highlights the moderating effect of neuroticism, a personality trait that reflects emotional instability and sensitivity to stress. Drawing on three-wave data collected from employees and their peers in Pakistani organizations, the study finds that when employees experience bullying, they often respond with strong feelings of anger, which fuel both interpersonal deviance (such as hostility toward coworkers) and organizational deviance (such as neglecting duties or misusing resources). The findings further reveal that these harmful reactions are especially pronounced among employees high in neuroticism, who are more prone to emotional distress and find it difficult to regulate anger. For organizations, these insights emphasize that bullying has far-reaching emotional and behavioral consequences, not only damaging victims’ well-being but also the broader workplace environment. To mitigate this risk, managers should establish clear anti-bullying policies, provide confidential reporting mechanisms, and offer emotional support programs. They should also help employees develop emotional regulation strategies and identify individuals who may be more vulnerable to stress-related reactions.

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Photo by Road Ahead on Unsplash

Photo by Road Ahead on Unsplash

Why is it important?

This study is unique in uncovering anger as the emotional bridge connecting bullying to workplace deviance and demonstrating how neuroticism amplifies this destructive pathway. It enriches affective events theory by showing that workplace mistreatment triggers emotional events that, if unmanaged, escalate into harmful behavioral outcomes. Its timeliness stems from the growing awareness of psychological safety in workplaces, particularly within Pakistani organizations, where power hierarchies can intensify exposure to bullying. As organizations worldwide face rising concerns about workplace aggression and mental health, this study highlights the urgent need to address emotional triggers and personality vulnerabilities to maintain ethical, productive, and respectful work environments.