Workplace Bullying-Prone Personalities & Coping Strategies

Workplace bullying is, as the words themselves suggest, bullying that occurs in the workplace.

Acts such as workplace ostracism, ignoring, and verbal abuse cause significant damage to the victim’s mental and physical well-being.

Particularly, people with “a certain personality” are said to be more susceptible to the effects of ostracism and prone to experiencing strong stress.

From that stress, there is also a risk of taking unproductive actions.

In fact, such results were shown in research targeting employees working at public institutions in Pakistan: “Workplace Ostracism and Instigated Workplace Incivility: A Moderated Mediation Model of Narcissism and Negative Emotions“.

In this article, we will explain in detail the reality of workplace bullying and its relationship with “a certain personality”.

We will also propose workplace environment creation to prevent workplace bullying.

When we think of companies, we might have an image of places where adults work seriously.

However, workplace bullying occurs there as well.

It’s important to recognize that bullying issues are challenges that all of us should consider, regardless of age.

Now, let’s look at the reality of workplace bullying.

Once again, personality researcher and author of Villain Encyclopedia, Tokiwa (@etokiwa999), will provide the explanation.
※We have developed the HEXACO-JP Personality Assessment! It has more scientific basis than MBTI. Tap below for details.

What is Workplace Bullying? The Impact of Workplace Ostracism

Workplace Bullying: How Workplace Human Relations Determine Work Comfort

Workplace human relations have a significant impact on our work comfort.

An environment where we can freely exchange opinions in a comfortable and harmonious atmosphere is ideal.

On the other hand, when human relations deteriorate, motivation for work would decline.

Also, stress increases and negatively affects mental and physical health.

Workplace human relations are also related to work efficiency and productivity.

With smooth communication, work should proceed smoothly.

Conversely, when human relations are bad, coordination may not work well and mistakes might increase.

Furthermore, workplace atmosphere also affects employee retention rates.

In a comfortable workplace, one can continue working for a long time.

However, many people also leave their jobs due to human relations issues.

In this way, workplace human relations greatly influence our working environment.

Workplace Bullying: What is a Bad Workplace Environment?

A bad workplace environment refers to a state where human relations are not good.
Specifically, it has the following characteristics:

• Lack of communication
• Disrespectful attitudes toward others
• Lack of cooperation and mutual assistance
• Frequent gossip and bad-mouthing
• Conflicts between factions or groups

In such environments, employees tend to feel isolated.

Also, stress accumulates and there is a risk of harming mental and physical health.

Motivation for work also declines, and performance is expected to decrease.

Furthermore, workplace atmosphere may deteriorate and turnover rates might increase.

A bad workplace environment is negative not only for individuals but also for the entire organization.

To maintain employee well-being and organizational productivity, establishing a healthy workplace environment is required.

Workplace Bullying: Situations Where One Feels Ignored by Others

Situations where one feels ignored by others include the following cases:

• Not receiving responses when greeting
• Not being included in conversations
• Not having one’s opinions heard
• Not being invited to have lunch or take breaks together
• Being excluded from important information

When such situations continue, one would feel unaccepted by others.

Also, feelings of isolation and alienation develop.

Being ignored may hurt self-esteem and increase stress.

Furthermore, motivation for work may decline and performance might decrease.

Situations where one feels ignored by others are serious problems that threaten individual well-being.

Ignoring and giving the silent treatment in the workplace can be said to be legitimate forms of bullying.

If left unaddressed, it not only harms the victim’s mental and physical health but also negatively affects the productivity of the entire organization.

Situations where one feels ignored by others are serious problems that require early intervention.

Workplace Bullying: Situations Where One Perceives Being Excluded

Situations where one perceives being excluded at work include the following:

• Not being invited to important meetings or consultations
• Not being shared necessary information
• Being removed from projects or assigned duties
• Not being invited to company events or social gatherings
• Receiving unfavorable treatment in reassignments or transfers

When such situations continue, one will feel excluded from the workplace.

Additionally, one may feel as though their self-worth has been denied.

By perceiving exclusion, there is a risk that motivation will decline and enthusiasm for work will be lost.

Furthermore, stress may accumulate and potentially damage mental and physical health.

Situations where one perceives being excluded at work are serious problems that threaten individual well-being.

They can also become factors that damage organizational unity and solidarity.

If exclusion is left unaddressed, it will negatively affect not only the victim’s mental and physical health but also the performance of the entire organization.

Situations where one perceives being excluded at work are serious problems that require early intervention.

Workplace Bullying: What is Workplace Ostracism

Workplace ostracism refers to intentionally excluding or ignoring specific individuals from a group.
Specifically, the following behaviors are applicable:

• Ignoring greetings and conversations
• Excluding from important information
• Not inviting to meetings or consultations
• Not inviting to company events or social gatherings
• Giving unfavorable treatment in reassignments or transfers

Ostracism is a form of bullying and has serious effects on victims.

Ostracized individuals will feel isolation and alienation, and their self-esteem will be damaged.

Additionally, stress may increase and potentially damage mental and physical health.

Ostracism may reduce the victim’s motivation for work and lower their performance.

Furthermore, it may damage workplace unity and solidarity, and negatively affect the productivity of the entire organization.

Workplace ostracism is harmful behavior for both individuals and organizations.

To prevent ostracism and maintain a healthy work environment, early intervention is essential.

Workplace Bullying: Negative Emotional Reactions Caused by Ostracism

Workplace ostracism triggers negative emotional reactions in victims.
Specifically, the following emotions may arise:

• Anger
• Sadness
• Anxiety
• Despair
• Helplessness

Ostracized individuals may feel rejected by the group and experience strong anger.

They may also be overcome by deep sadness due to feelings of loneliness and loss.

They may be tormented by anxiety about the future and despair, and may also feel helpless.

These negative emotions pose risks to the victim’s mental and physical health.

Stress may accumulate and potentially trigger mental health issues such as depression.

Furthermore, negative emotions can become factors that reduce motivation for work and lower performance.

The negative emotional reactions caused by workplace ostracism are serious problems that negatively affect both individuals and organizations.

Preventing ostracism and providing appropriate care for negative emotions is essential for maintaining a healthy work environment.

Workplace Bullying: Negative Behaviors Triggered by Ostracism

Workplace ostracism may trigger negative behaviors in victims.
For example, the following behaviors may be observed:

• Antisocial behavior
• Rule violations
• Aggressive attitudes
• Decreased productivity
• Increased absences and tardiness

Ostracized individuals may be unable to suppress their anger and frustration, leading to antisocial behavior.

They may also begin to violate rules or adopt aggressive attitudes.

Due to decreased motivation, work quality may decline and productivity may drop.

Furthermore, stress and anxiety may lead to increased absences and tardiness.

These negative behaviors can disrupt workplace order and become factors that lower the performance of the entire organization.

They may also threaten the victim’s mental and physical health and further deteriorate workplace relationships.

The negative behaviors caused by workplace exclusion are a problem that seriously affects both individuals and organizations.

Preventing exclusion and proactively preventing negative behaviors is essential for maintaining a healthy workplace environment.

The Impact of Workplace Bullying Varies by Personality

The Relationship Between Workplace Stress Factors and Personality

Workplace stress factors have different effects depending on individual personality.
For example, the following relationships can be considered:

• Neurotic people are sensitive to stress and easily affected by it
• Extroverted people tend to have high resistance to stress
• Highly agreeable people are prone to feeling stress in interpersonal relationships
• Highly conscientious people are prone to feeling stress about work quality
• Highly open people are less likely to feel stress about change

Depending on personality, the way stress factors are received differs.

Also, reactions to stress and coping methods vary greatly among individuals.

Some people may be able to remain calm even when feeling stress.

On the other hand, others may be overwhelmed by stress and experience physical and mental health problems.

Understanding the relationship between workplace stress factors and personality is useful for mental health measures.

Stress management tailored to individual personalities and improvement of stress tolerance will be required.

Also, developing workplace environments that take into account personality diversity is important.

Measures that consider the relationship between workplace stress factors and personality are essential for creating a healthy workplace.

ビッグファイブ(Big Five)診断とは？概要・遺伝・MBTIとの関連

The Connection Between Narcissism and Workplace Problem Behaviors

Narcissism (self-love) is known to be related to workplace problem behaviors.
Specifically, the following tendencies have been reported:

• People with high narcissism are prone to unethical behavior
• People with high narcissism are prone to causing interpersonal troubles
• People with high narcissism tend to take self-centered actions
• People with high narcissism tend to ignore others’ emotions
• People with high narcissism tend to be obsessed with authority and status

Narcissism refers to narcissistic and grandiose personality tendencies.
It is characterized by a self-centered attitude that disregards others’ emotions.
Such personality traits pose a risk of leading to workplace problem behaviors.
For example, people with high narcissism may engage in unethical behavior for their own benefit.
They may also fail to respect others and cause interpersonal troubles.
Understanding the connection between narcissism and workplace problem behaviors is useful for organizational management.
Appropriate guidance and control will be necessary for employees with high narcissism.
Building an organizational culture that does not foster narcissism is also important.
Measures that consider the connection between narcissism and workplace problem behaviors are essential for creating a healthy workplace.

ナルシストはどんな人？特徴や付き合い方を論文で解説！

Characteristics of Narcissism

This personality has the following characteristics:

• Self-centered and disregards others’ emotions
• Considers oneself special and superior
• Has a strong tendency to seek praise and admiration
• Is sensitive to criticism or negative feedback
• Lacks empathy and tends to manipulate others

People with high narcissism prioritize their own interests and desires above all else.
They often take self-centered actions without considering others’ emotions or positions.
They also consider themselves special and superior, having excessive confidence.
While seeking praise and admiration, they react sensitively to criticism or negative feedback.
They struggle to understand others’ feelings and tend to lack empathy.
Sometimes they may manipulate others and try to make them act according to their wishes.
These narcissistic characteristics affect interpersonal relationships and communication.
Self-centered attitudes may create friction and conflict with those around them.
Also, statements and actions that ignore others’ emotions may damage trust relationships.
Understanding the characteristics of narcissism is important for maintaining smooth workplace relationships.
It will be necessary to devise ways to interact with people with high narcissism and maintain appropriate distance.
Fostering an organizational climate that minimizes the harmful effects of narcissism is also essential.

People with High Narcissism are More Susceptible to the Effects of Workplace Bullying

It has been found that people with high narcissism are more susceptible to the effects of workplace bullying.
The reasons are thought to lie in the following narcissistic traits:

• Self-love is easily hurt
• Strong need for approval
• Sensitive to rejection
• Unstable self-esteem
• Superficial interpersonal relationships

People with high narcissism have strong self-love and high approval needs, so they care about evaluation from those around them.
When subjected to workplace bullying, their self-esteem is damaged and they feel strong anger and anxiety.
Also, because they are sensitive to rejection, they may take even small exclusions seriously.
Unstable self-esteem may be further shaken by workplace bullying, leading to emotional confusion.
In addition, people with high narcissism tend to have weak interpersonal relationships.
Because they cannot build trusting relationships with those around them, there are few supporters to mitigate the effects of workplace bullying.
In this way, narcissistic traits make people more susceptible to the effects of workplace bullying.

People with high narcissism tend to engage in unfair behavior

People with high narcissism are known to be prone to engaging in unfair behavior in the workplace.
The reason is thought to lie in the following narcissistic traits.

• Being self-centered
• Tending to ignore others’ emotions
• Having a tendency to disregard rules and norms
• Being obsessed with power and status
• Prioritizing their own interests above all else

People with high narcissism tend to be self-centered and disregard others’ emotions.
They prioritize their own interests and desires, sometimes ignoring rules and norms.
They may also be obsessed with power and status, using their position to engage in unfair behavior.
For example, they might evaluate subordinates in ways that favor themselves, or try to gain profits through dishonest means.
Such unfair behavior disrupts workplace order and lowers other employees’ morale.
It may also damage organizational trust and worsen corporate image.
Unfair behavior by people with high narcissism is a serious problem that adversely affects the entire workplace.
Understanding narcissistic traits and providing appropriate control and guidance is required.
Creating an organizational culture to maintain a fair workplace environment is also essential.

The relationship between stress and unproductive workplace behavior

What is Counterproductive Work Behavior (CWB)

Counterproductive Work Behavior (CWB) refers to behaviors that have adverse effects on organizations and workplaces.
Specifically, it includes the following behaviors.

• Tardiness and absenteeism
• Sabotage
• Damaging or stealing property
• Concealing or falsifying information
• Verbal abuse or violence toward colleagues or supervisors

CWB is behavior that reduces workplace productivity and causes damage to organizations.
It not only hinders work performance but also becomes a factor that worsens workplace interpersonal relationships.
It may also damage corporate image and risk losing social credibility.
Various factors can be considered as the background to CWB.
For example, stress, dissatisfaction, feelings of unfairness, and low motivation can be cited.
Personal character traits, values, and attitudes may also be related.
To prevent CWB, it is necessary to identify its causes and take appropriate countermeasures.
Stress management, workplace environment improvement, and introduction of fair evaluation systems would be required.
Employee awareness reform and educational training are also important.
While CWB is a serious threat to organizations, it can be prevented through appropriate responses.

Hypothesis linking stress to counterproductive work behavior

There is a hypothesis that stress causes counterproductive work behavior (CWB).
This hypothesis assumes the following process.

1. Being exposed to stress factors in the workplace
2. Perceiving stress and experiencing negative emotions
3. Engaging in CWB as a way to cope with stress

First, various stress factors exist in the workplace.
For example, excessive workload, role ambiguity, and interpersonal problems can be cited.
When exposed to these stress factors, employees feel stress and experience negative emotions such as anger, anxiety, and frustration.
Then, as a means to cope with stress, they may resort to CWB.
CWB is thought to serve the role of releasing stress or expressing dissatisfaction.
For example, sabotage or property damage might be expressions of anger or frustration.
Also, concealing or falsifying information could be interpreted as behavior to escape from stress.
However, CWB cannot be said to be an appropriate way to cope with stress.
Rather, it risks making the situation worse and creating new stress factors.
The hypothesis linking stress to counterproductive work behavior provides clues for CWB prevention.
Efforts to remove stress factors and increase employees’ stress tolerance would be required.

Hypothesis regarding the role of narcissism

There is a hypothesis that people with high narcissism are more likely to go from stress to counterproductive work behavior (CWB).
This hypothesis is based on the following narcissistic traits.

• Being sensitive to stress
• Being prone to negative emotions
• Being impulsive with low self-control
• Having poor empathy for others
• Being self-centered and selfish

People with high narcissism are thought to be sensitive to stress and prone to feeling negative emotions such as anger and anxiety.
They may also be impulsive with low self-control, making it difficult to control their emotions.
They also have poor empathy for others and tend to be self-centered and selfish.
These narcissistic traits increase vulnerability to stress and heighten the risk of leading to CWB.
People with high narcissism who are overwhelmed by stress and become emotional may impulsively engage in CWB.
For example, they might verbally abuse colleagues or supervisors out of anger, or engage in sabotage out of frustration.
Also, their self-centered and selfish nature would promote unethical behavior lacking consideration for others.
The hypothesis regarding the role of narcissism provides a new perspective for CWB prevention.
Employees with high narcissism may need special stress management and emotional control support.
Organizational management and workplace environment development that takes narcissistic traits into account would also be required.

Research results on workplace bullying and narcissism

Research Overview and Methods

Research was conducted on “workplace bullying” such as exclusion by colleagues and narcissism.
The overview and methods of this research are as follows.

• A survey was conducted targeting 300 employees working in public institutions in Pakistan
• Data collection was performed twice with a 4-week interval
• The first survey measured workplace bullying and narcissism
• The second survey measured negative emotions and counterproductive work behavior
• Workplace bullying was assessed with 10 items, negative emotions with 10 items, narcissism with 4 items, and counterproductive work behavior with 12 items

This research aims to clarify the impact of workplace bullying and narcissism on counterproductive work behavior.

It examines the process by which workplace bullying leads to counterproductive work behavior through negative emotions, and explores the role of narcissism in this process.

Data collection was conducted in two phases, with measures taken to clarify causal relationships.

Additionally, by recruiting participants from multiple public institutions, the generalizability of the results was enhanced.

Workplace bullying, negative emotions, narcissism, and counterproductive work behavior were each measured with multiple items, ensuring reliability and validity.

This research is expected to bring new insights to workplace bullying issues and help in formulating effective countermeasures.

The Relationship Between Workplace Bullying and Negative Emotions

It was revealed that workplace bullying is related to negative emotions.
The research results yielded the following findings.

• Experiencing workplace bullying increases negative emotions
• The stronger the degree of workplace bullying, the stronger the negative emotions become
• Negative emotions caused by workplace bullying include anger, anxiety, and sadness
• Negative emotions appear more strongly in people who are more susceptible to the effects of workplace bullying

When subjected to workplace bullying such as exclusion, various negative emotions arise from these painful experiences.

Being ignored or excluded causes feelings of anger, anxiety, and sadness.

And the stronger the degree of workplace bullying—that is, the greater the degree of ignoring and exclusion—the stronger the negative emotions tend to become.

The emotional distress caused by workplace bullying may threaten the mental and physical health of victims.

Additionally, negative emotions can become factors that reduce motivation for work and lower performance.

Efforts are needed to prevent workplace bullying and reduce negative emotions.

Mental care for victims and improvement of the workplace environment will become important challenges.

The Relationship Between Negative Emotions and Discourteous Attitudes in the Workplace

It was shown that negative emotions are related to discourteous attitudes in the workplace.
The research results yielded the following findings.

• Having negative emotions increases the tendency to exhibit discourteous attitudes in the workplace
• The stronger emotions like anger, anxiety, and sadness are, the more prominent discourteous attitudes become
• There are individual differences in the process by which negative emotions lead to discourteous attitudes
• People who are poor at emotional control are more likely to exhibit discourteous attitudes

When harboring negative emotions, the risk of exhibiting discourteous attitudes in the workplace increases.

People overwhelmed by anger, anxiety, and sadness may not be able to process these emotions appropriately and resort to aggressive behavior.

They may say insulting things to colleagues or supervisors or adopt threatening attitudes.

And the stronger the negative emotions, the more prominently discourteous attitudes tend to appear.

However, individual differences exist in the process by which negative emotions lead to discourteous attitudes.

People skilled at emotional control can process negative emotions well and suppress discourteous attitudes.

On the other hand, people poor at emotional control are considered to be easily swayed by negative emotions and prone to exhibiting discourteous attitudes.

The relationship between negative emotions and discourteous attitudes in the workplace suggests the importance of emotional management.

Developing the ability to appropriately control negative emotions will lead to the prevention of discourteous attitudes.

The Interaction Between Workplace Bullying Such as Exclusion and Narcissism

It was revealed that there is an interaction between workplace bullying and narcissism.
The research results yielded the following findings.

• People with high narcissism are more susceptible to the effects of workplace bullying
• The higher the narcissism, the stronger the negative emotions caused by workplace bullying become
• The interaction between workplace bullying and narcissism leads to counterproductive work behavior through negative emotions
• People with low narcissism are less susceptible to the effects of workplace bullying

People with high narcissism have strong self-love and high approval needs, so they tend to care about evaluation from others.

Therefore, when excluded in the workplace, their self-esteem is hurt and they harbor strong negative emotions.

The higher the narcissism, the greater the damage from workplace bullying, amplifying emotions such as anger, anxiety, and sadness.

And the negative emotions generated by the interaction between workplace bullying and narcissism may lead to counterproductive work behaviors.

People with high narcissism who are overwhelmed by stress and become emotional may impulsively engage in counterproductive behaviors.

On the other hand, people with low narcissism are thought to be less affected by workplace bullying.

Since their self-love and need for approval are low, they don’t care much about evaluations from others, and the damage from workplace bullying is likely limited.

Chain Reactions Observed in People with High Narcissism

It has become clear that people with high narcissism show a chain reaction leading from workplace bullying to counterproductive work behaviors.
The research results show the following process:

1. Experience workplace bullying
2. Self-esteem is wounded, generating strong negative emotions (anger, anxiety, sadness, etc.)
3. Overwhelmed by negative emotions, lose emotional control
4. Impulsively engage in counterproductive work behaviors (verbal abuse, intimidating attitude, sabotage, etc.)

People with high narcissism have strong self-love and tend to care about evaluations from others.

Therefore, when they experience workplace bullying, their self-esteem is greatly wounded and strong negative emotions arise.

When overwhelmed by anger, anxiety, and sadness and losing emotional control, there is a risk of impulsively engaging in counterproductive behaviors.

For example, they might verbally abuse colleagues or supervisors, take intimidating attitudes, or engage in sabotage.

Such chain reactions become factors that disrupt workplace order and reduce productivity.

Creating a Workplace Environment to Prevent Workplace Bullying

Considerations to Prevent Stress

To prevent workplace bullying, it’s important to create a workplace environment that prevents stress from occurring.
Specifically, the following considerations are required:

• Setting appropriate workloads
• Clear role division and authority delegation
• Introduction of fair evaluation systems
• Adoption of flexible work arrangements
• Development of comfortable workplace spaces

Excessive workloads increase employee stress and heighten the risk of bullying.
It’s important to properly manage workloads and distribute them according to employees’ abilities and circumstances.
Also, clarifying role divisions and authority can reduce employee anxiety and stress.
Understanding one’s role and scope of responsibility can prevent unnecessary confusion and friction.
Introducing fair evaluation systems also helps reduce stress.
When efforts and results are properly evaluated, employee motivation increases and stress is reduced.
Furthermore, adopting flexible work arrangements and developing comfortable workplace spaces are also effective stress countermeasures.
By supporting work-life balance and providing a comfortable environment, we can protect employees’ physical and mental health.
Thus, creating a workplace environment that prevents stress leads to the prevention of workplace bullying.
Paying attention to employee stress and providing careful consideration is an important role required of management.
Through creating an environment that prevents stress, let’s enhance employee wellbeing and realize a healthy workplace free from bullying.

Providing Methods for Managing Emotions Well

To prevent workplace bullying, it’s important for employees to learn methods for managing emotions well.
Organizations are required to provide the following support:

• Conducting stress management training
• Emotional control skill training
• Establishing mental health consultation windows
• Providing in-house counseling services
• Mental support by supervisors

Through stress management training and emotional control skill training, employees can learn how to handle emotions.

By acquiring the ability to properly deal with negative emotions such as anger, anxiety, and sadness, impulsive behaviors can be prevented.

Also, establishing mental health consultation windows and in-house counseling services is important.

By receiving support from specialists, employees can learn to deal well with emotional problems.

Additionally, mental support by supervisors also plays an important role.

By paying attention to subordinates’ emotional states and providing appropriate advice and support, they can help with emotional control.

Providing employees with methods for managing emotions well directly leads to preventing workplace bullying.

Employees who have acquired emotional control skills will be able to deal appropriately even when facing stressful situations such as ostracism.

Environmental Development to Suppress Misconduct

To prevent workplace bullying, environmental development to suppress misconduct is essential.
It’s important for organizations to advance the following initiatives:

• Developing and thoroughly disseminating ethical codes
• Conducting compliance training
• Developing and operating internal reporting systems
• Implementing appropriate disciplinary measures
• Fostering a fair organizational culture

By establishing ethical codes and thoroughly communicating them to employees, awareness of misconduct can be raised.

What constitutes acceptable behavior and what constitutes unacceptable behavior should be clarified so that all employees understand.

It is also important to provide opportunities to learn about the dangers of misconduct and prevention measures through compliance training.

The establishment and operation of internal whistleblowing systems also help suppress misconduct.

By creating a system where employees who discover misconduct can report it with peace of mind, early problem detection and response become possible.

When misconduct occurs, appropriate disciplinary action is required.

By taking strict measures, the organization’s stance of not tolerating misconduct can be clearly demonstrated.

Furthermore, it is important to foster a fair organizational climate on a daily basis.

By establishing a corporate culture that does not tolerate misconduct, employee awareness can be raised, leading to the prevention of misconduct.

In this way, establishing an environment that suppresses misconduct is directly connected to preventing workplace bullying.

Summary of Workplace Bullying

Above, we have explained the reality of workplace bullying, its relationship with narcissism, and creating workplace environments.

Bullying is a serious problem that occurs not only in schools but also in companies.

In particular, we found that people with high narcissism are more susceptible to the effects of workplace bullying such as exclusion and tend to feel strong stress.

There is also a risk of taking unproductive actions due to that stress.

Business leaders are required to prevent workplace bullying by creating environments where stress is less likely to occur, providing ways for employees to manage emotions effectively, and promoting initiatives to suppress misconduct.

It is also important for each individual to take interest in the problem of bullying and think about what they can do.

For example, having a caring heart for colleagues and imagining others’ feelings.

Bullying is a problem for everyone, including not only victims but also perpetrators and bystanders.

It is important for everyone to cooperate and work together to create a healthy workplace environment free from bullying.