The Effects Of Workplace Bullying On Teachers Performance

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The Effects Of Workplace Bullying On Teachers Performance

Chapter One


1.1 Background of the Study

Bullying has numerous definitions, and it comes in a variety of forms, styles, and sizes. It is typically characterized as hostile activity toward someone with the deliberate aim to hurt, placing the targeted victim in a position from which he cannot protect himself (Needham 2003). Though bullying is a prevalent occurrence in schools and colleges, the most typical subject is student-student bullying or a teacher bullying a student. Much study has been conducted on bullying in schools, but it has primarily focused on students and their rights. Teachers are not given the attention they deserve, despite the fact that they, too, may be victims of bullying (Field 2018). Targeted teachers who face harsh public scrutiny and teasing from workplace bullies may feel humiliated, losing self-confidence and doubting their abilities, resulting in an excessive anxiety of performing their duties in school and maintaining connections with students and colleagues.

While most researchers appeared to agree that frequent workplace dispute or harassment classified it as workplace bullying. Olsen (2010) went on to say that workplace bullying included four components: (i) unwanted, (ii) unwarranted, (iii) repeated, and (iv) harmful behavior. As a result, as Hor (2012) admitted, when the behavior was neither serious nor persistent, it was unlikely to be deemed to be an instance of workplace bullying. Olsen (2010) also highlighted that the word “workplace bullying” disturbed some people, but he maintained that the conduct was more insulting and a shame to the concept of a civilised society. According to Einarsen (2011), other terms for workplace bullying include ‘mobbing at work,’ which is used in Scandinavian and German countries, and ‘bullying at work,’ which is used in English-speaking countries. Pinkos-Cobb (2012) said that ‘status blind harassment’ was another word for workplace bullying. Some authors, however, distinguish workplace bullying from mobbing. Workplace bullying, according to the Workplace Bullying Institute (2012), was one-on-one harassment, whereas mobbing involved numerous perpetrators ganging up on a single target. After synthesizing the many definitions investigated, the working definition for this study is that workplace bullying is a significant and persistent abuse of an employee or employees in the workplace that may cause harm to the recipient.

According to Needham (2003), workplace bullying is difficult to control since it frequently occurs secretly, often out of sight of bosses and coworkers. Bullying and general harassment are significantly more common than other harmful behaviors protected by law, such as sexual harassment and racial discrimination (Namie, 2006). Employers pay a high price for bullies.

Serial bullies can cause inefficiency, disorder, and strife throughout entire organizations. Workplace bullying is a serious issue that affects both organizations and individuals. Workplace bullying can impair a target’s ability to execute his or her job, which can have an influence on an organization’s financial success. Targets were subjected to various sorts of mistreatment by bullies, and whether or not targets were able to acquire assistance from company representatives to ease or halt the hostile bullying behavior. The association between a bullying environment and a beneficial outcome has never been studied before (Oade, 2009). Although workplace bullying of adults has existed for many years, it has only recently been acknowledged as a substantial problem. With this identification comes an understanding of the problem’s ubiquity and gravity (Kitt, 2004). Human resource managers are becoming aware of the productivity costs associated with this type of aggressive behavior (Sutton, 2007).

1.2 Statement of the Problem

Workplace bullying is a problem in many organizations today, regardless of size or industry. This antisocial behavior faces organizations in both industrialized and developing countries, with well-documented effects in the scientific literature. Individually, bullying can lead to suicidal ideation, loss of self-esteem, and self-image (Djukorvik, 2004), high stress, post-traumatic stress disorder, phobias, sleep disturbances, and increased depression (Salin, 2003), unhappiness, anxiety, withdrawal, and excessive caution, all of which can impair an employee’s performance (Hoel & Cooper, 2003). It has a negative impact on employee dedication, job satisfaction, absenteeism, and turnover at the organizational level (Oghojafor, 2012). Though difficult to describe, workplace bullying could be defined as “any situations in which one or more persons over time feel subjected to unpleasant conduct against which one cannot defend oneself.” Workplace bullying is common and has the potential to have a negative impact on an employee’s performance. Employees who are bullied on the job, as well as those who work with bullies, take sick leave at a higher rate than those who are not tormented on the job. Although bullying has been a prominent area of study since the mid-1990s, the relationship between workplace bullying and job performance is not well understood. This study therefore investigates the consequences of workplace bullying and the impact it has on teacher performance.

1.3 Objectives of the Study

The main objective of this study is to examine the effects of workplace bullying on teachers performance.

Specifically, this study seeks to:

  1. Determine the causes of workplace bullying on teachers
  2. Determine if workplace bullying affects teachers performance
  3. Examine the effects of workplace bullying on teachers generally.
  4. To proffer solutions on how workplace bullying on teachers can be stopped

1.4 Research Questions

The following research questions will guide this study:

  1. What are the causes of workplace bullying on teachers?
  2. Does workplace bullying affect teachers performance?
  3. What are the effects of workplace bullying on teachers generally?
  4. What are the solutions proffered on how workplace bullying on teachers can be stopped?

1.5 Significance of the Study

This study will be crucial since workplace bullying is very rampant and costs employers money as well as employees’ health and, in many cases, their jobs. Bullying in the workplace has both direct and indirect consequences to the organization or school. Employee absence, higher turnover, increased legal bills, and increased security expenses are easy to recognize as direct costs.

This study also aims to create a new framework for future research on workplace bullying and employee performance. The study’s findings can also be used by top management and HRM managers and practitioners to plan and assure suitable employee positioning in order to strengthen workplace relationships.

1.6 Scope of the Study

This study will be focused on examining the effects of workplace bullying on teachers performance. Specifically, it will be focused on determining the causes of workplace bullying on teachers, determining if workplace bullying affects teachers performance, examining the effects of workplace bullying on teachers generally and proffering solutions on how workplace bullying on teachers can be stopped.

Teachers of selected secondary schools in Kankara LGA of Katsina State will serve as enrolled participants for the survey of this study.

1.7 Limitations of the Study

The researcher encountered minor obstacles when conducting the study, as with any human endeavor. The significant constraint was the scarcity of literature on the subject due to the nature of the discourse, so the researcher incurred more financial expenses and spent more time sourcing for relevant materials, literature, or information and in the data collection process, which is why the researcher resorted to a limited choice of sample size. Furthermore, the researcher did this investigation alongside other academic activities. Furthermore, the sample size was limited because only a few respondents were chosen to answer the research instrument, therefore the results cannot be generalized to other secondary schools outside the state. Despite the constraints encountered during the research, all elements were minimized in order to provide the best results and make the research effective.

1.8 Definition of Terms


A change which is a result or consequence of an action or other cause.


Seek to harm, intimidate, or coerce (someone perceived as vulnerable).


A teacher, also called a schoolteacher or formally an educator, is a person who helps students to acquire knowledge, competence or virtue.


he action or process of performing a task or function.

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Frequently Asked Questions

How much does workplace bullying affect job performance?

Workplace bullying increase 0.69 units of Job Performance. In case two Job Stress an d shows a significant impact. Based on the data, the 1.01+1.33 (workplace bullying). This equation shows that one-unit 1. Workplace bullying does not hav e a significant impact on Job performance. 

What are the consequences of bullying?

(Savaşa n & Özg ür, 2018) bullying has several Consequences. It not only has an impact on employee but destroys organization and society as well. Authors posttraumatic stress disorder (P TSD). Second category is the organizational cost. When victims are attacked b y bullying, it creates low job productivity and performance.

Is workplace bullying related to psychological distress in specialized nurses?

This study examines the relationship between facts of workplace bullying, job autonomy, on in role performance with meditating role of psychological distress among specialized nurses of hospital (front-line nurses) in Pakistan. The major antecedents for work place bullying, job autonomy analyzed in the current study are in role performance.

Does workplace bullying affect employee intention to leave?

To leave and reduce the positive effect of workplace bullying on intention to leave. From effect of the job demands of physical exhaustion, uncertified absenteeism and depression. relationship of workplace bullying with the stress level of employee. 

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