Description

In the present scenario, the prevalence of being bullied in the workplace has become an open

challenge globally. This issue has caught the attention of many researchers in the past

two and a half decades. Bullying is a common problem in many developed and developing

countries. Systematic research done in this area by some of the researchers (Einarsen,

Hoel & Cooper, 2003; Salin, 2003; Mayhew & Chappell, 2007, Einarsen et al., 2011)

emphasized that workplace bullying is not merely an interpersonal issue but is an

organizational dynamic that impacts the whole organization, the perpetrator, the bullied and the

witnessing coworkers. (Carballeira, Solanelles and Vinacua, et al., 2010).

Different countries have classified Bullying by different terminology. In Australia, UK

and the USA, it is termed workplace bullying, whereas, in France, Belgium, and Spain,

it is labelled as moral harassment. In Canada, it is called psychological harassment.

Another term frequently used for Bullying is 'mobbing', and Italy, Norway, and Denmark

use the word mobbing. Germany and Sweden use the terms psycho-terror and victimization,

respectively, along with mobbing. In the early 1990s, a Swedish Professor, Heinz Leymann,

introduced 'mobbing'. He referred to mobbing as a severe form of harassment that people

face in organizations. He extended his work to developing positive strategies for

dealing with the problem in Sweden. Few researchers used the word 'mobbing' in the

place of Bullying and sought to define it (e.g., Leymann, 1996; Zapf, 1999; Einarsen and

Mikkelsen, 2003). Some of them used the terms "mobbing" and "bullying" interchangeably throughout

their articles,