The Dynamics of Workplace Bullying: Behavioral Indicators and Organizational Implications Among Non-Teaching Personnel in the Schools Division Office of the Department of Education, City Schools Division of Cabuyao
DOI:
https://doi.org/10.11594/ijmaber.07.01.30Keywords:
Workplace bullying, Organizational implication, Behavioral indicator, Work productivity, Safe and balance work environment, Organizational performanceAbstract
The research entitled “The Dynamics of Workplace Bullying: Behavioral Indicators and Organizational Implications among Non-Teaching Personnel in the Schools Division Office of the Department of Education, City Schools Division of Cabuyao” explores how bullying happens in an educational workplace and among non-teaching personnel. The main goal was to understand what were the behavioral aspects that ignites to bullying in workplace setting and how these affect the people who experience it as well as its organizational implication, while indeed, identifying strategies or interventions to promote a healthy and safe working environment within the workplace in mitigation to bullying. The study used descriptive-explanatory sequential mixed- methods research design and gathered data from 77 respondents through an online survey questionnaire followed by a semi-structured interview among 10 non-teaching staff. Findings showed that behavioral indicators of workplace bullying such as verbal and psychological abuse; social exclusion or isolation; work-related harassment; and cyberbullying and digital harassment have a significant impact and implication to the organization in as much as job satisfaction and morale, psychological well-being and stress, team collaboration and organizational climate, and employee retention and turnover intention were concerned. Results also highlighted that these variables were contributory for the organizations efficiency in general. Workplace bullying, though rarely experienced, still exhibited in various injurious forms that significantly affect employee well-being and organizational performance. This underscored the significance of instigating proactive policies and support systems to ensure a healthy, safe, respectful, and productive work environment for employees and people in the organization.
Downloads
References
Azizi, N. (2025). Exploring the Devastating Im-pact of Workplace Bullying on Employee Morale and Efficiency. Journals for Re-search. DOI:10.59075/458vkh35
De Leon, C. (2025). The Influence of Work-place Stress and Psychological Safety on the Well-Being of Filipino Employees. American Journal of Human Psychology. Bataan Peninsula State Universi-ty. 3(1):107-112 DOI:10.54536/ajhp.v3i1.4179
Fabre, J. H., Liban-Benemerito, D. g., Alejandro, J. I., Malang, B. P. & Malang, J. D. (2024). Exploring The Impact of Moti-vation on Job Performance: A Study of Government Personnel in Public Sector Organizations. International Journal of Multidisciplinary: Applied Business and Education Research, 5(11), 4526-4545. https://doi.org/10.11594/ijmaber.05.11.20
Gawas, N. (2022). Workplace bullying and em-ployee turnover intention: a mediating role of organizational justice. Interna-tional Journal of Health Sciences. DOI:10.53730/ijhs.v6nS3.6839
Glambek, M. (2023) Last in, first out? Length of service as a moderator of the relationship between exposure to bullying behaviors and work-related outcomes. National In-stitute of Occupational Health (STAMI). University of Bergen. Current Psycholo-gy 43(2):1-13 DOI:10.1007/s12144-022-04202-8
Khassawneh, O. (2025). Silenced and stigma-tized: how leader exclusion fuels disen-gagement and resistance among neurodi-vergent employees. Wilfrid Laurier Uni-versity. Equality Diversity and Inclusion An International Journal. DOI:10.1108/EDI-06-2025-0393
Kmieciak, R. (2025). The consequences of su-pervisor bullying hiding and counter-questioning for vertical knowledge with-holding: a moderated-mediation model. Silesian University of Technology. Re-search Publications. DOI:10.1108/VJIKMS-01-2024-0024
Lomotey, S. (2025). The Impact of Workplace Bullying in Employee Well-Being: Investi-gating the Effects of Workplace Bullying on Employees Mental Health, Job Satis-faction and Productivity. International Journal of Human Research and Social Science Studies 02(09) DOI:10.55677/ijhrsss/01-2025-Vol02I9
Otema, O. (2022). Workplace bullying and its consequence to employee productivity in civil society organisations in Lira City, Uganda. Human Resource and Leadership Journal 7(2):95-108. DOI:10.47941/hrlj.1159
Rosander, M. (2020). Gender Matters: Work-place Bullying, Gender, and Mental Health. Copyright and License infor-mation. National Library of Medicine. PMCID: PMC7573240 PMID: 33123044; DOI: https://pmc.ncbi.nlm.nih.gov/articles/PMC773240/
Saram, M. (2025). Workplace Harassment Among Employees: A Systematic Review. Algonquin College. In book: Innovative and Intelligent Digital Technologies; To-wards an Increased Efficiency (pp.737-746). DOI:10.1007/978-3-031-71649-2_61
Tubussum, H. (2023). A Conceptual Frame-work for Assessment of Moderating Role of Organizational Culture in the Relation-ship Between Workplace Bullying and Organizational Performance. KnE Social Sciences. DOI:10.18502/kss.v8i20.14610
Ullah, S. (2025). Cyberbullying in the work-place inhibits innovation: role of employ-ee disengagement and bystander behav-ior. University of Technology and Applied Sciences. Current Psychology. DOI:10.1007/s12144-025-08485-5
Downloads
Published
Issue
Section
Categories
License
Copyright (c) 2026 Shiela G. Dalce, Eva Claire P. Dugang, Clyn Roche S. Pansa, Jhoanna M. Manzanero, Bernandino P. Malang, Jocelyn DS. Malang
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors who publish with this journal agree to the following terms:
Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.
Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See the Effect of Open Access).
