Understanding why and when witnessing workplace bullying leads to subsequent active and passive behaviors
The affective events theory perspectives
Bibliographic Data
| ID | 21620061 |
|---|---|
| Authors | Hung Yu Tsai (Providence University Department of International Business, , Taichung, corresponding author) |
| Year | 2026 |
| Pages | 1-21 |
| Publication date | 2026-04-16 |
| Peer Reviewed | Yes |
| Open Access | No |
| Type | ARTICLE |
| Venue | International Journal of Conflict Management (JOURNAL) |
| Journal identifiers | ISSN: 1044-4068 • E-ISSN: 1758-8545 |
| Publisher | Emerald (PUBLISHER) |
| DOI | 10.1108/ijcma-07-2025-0230 |
| OpenAlex | W7154569174 |
| Language | EN |
| References cited | 43 |
Purpose Bullying is a pervasive issue in contemporary society, with profound consequences, making it an urgent and critical issue that requires resolution. Recent empirical research on this topic has primarily focused on the perspectives of the bullies and the victims. However, the role of other members within the bullying environment, specifically the bystanders and whether they passively observe or actively contribute to the abuse, remains underexplored. Design/methodology/approach This study collects data from 307 full-time employees with direct supervisors, with surveys administered at three different time points. Findings The findings indicate that witnessing workplace bullying influences negative gossip behavior, outsider behavior and pro-bully behavior through the mediating effect of schadenfreude. In addition, moral disengagement strengthens the positive relationship between witnessing workplace bullying and schadenfreude, while empathy diminishes this positive relationship. Originality/value Reflecting on the relevant research in this field, this study integrates the mediating process between witnessing workplace bullying and subsequent active/passive negative behaviors, while also addressing the contextual applicability (Rosander and Nielsen, 2024; Salin and Notelaers, 2020)
Abusive supervision · Disengagement theory · Empathy · Empirical evidence · Empirical research · Gossip · Workplace bullying · Bullying, Victimization, and Aggression · Job Satisfaction and Organizational Behavior · Workplace Violence and Bullying
Relaxing moral reasoning to win
Outcomes of exposure to workplace bullying
Testing Mediation and Suppression Effects of Latent Variables
Bystander behavior in bullying situations
Moral Disengagement at Work
The convergent and discriminant validity of subjective fit perceptions.
How and When Does Perceived CSR Affect Employees’ Engagement in Voluntary Pro-environmental Behavior?
Common method biases in behavioral research
Sources of Method Bias in Social Science Research and Recommendations on How to Control It
The psychology of interpersonal relations.
Is there a blast radius of workplace bullying? Ripple effects on witnesses and non-witnesses
Exploring the Coping Strategies of Bullying Targets in Organisations Through Abductive Reasoning
Harassment in the Workplace and the Victimization of Men
What we know, what we do not know, and what we should and could have known about workplace bullying
The Relationships of Experiencing Workplace Bullying with Mental Health, Affective Commitment, and Job Satisfaction
The role of self-evaluation and envy in schadenfreude
Structural equation modeling in practice
| Citation velocity | historical |
|---|---|
| Highly cited | No |