Abstract
Workplace bullying is a well-documented phenomenon that has been associated with a number of
negative consequences. However, employees face difficulty sharing their experiences of bully and
many of such incidents go unreported. We have attempted to make the sharing less threatening in
this research by developing some scenarios (depicting bully, extracted from the real-life situations)
and asking the participants to ‘imagine’ themselves in similar situation of bully and feel it then
complete a questionnaire for evaluating the emotional state. This way, we would not be able to
study the direct psychological effects of bullying on employees however, this technique may enable
us to see the moderation effect of (perceived) bullying on job commitment. This exercise would be
neutral on people who were never bullied but it may trigger the post trauma in people who had
been bullied and they may report their emotions similar to the emotions when they were bullied.
We asked 290n people; working in different organizations of Karachi, Pakistan; to complete the
activity of imagination, reporting their emotional state, and their job commitment. Instruments
used for this purpose included: especially developed organizational bullying scenarios, Positive and
Negative Affect Schedule scale (PANAS; Watson & Clark, 1988) and Organization Commitment Scale
(OCS; Cook & Wall, 1974). Findings suggested that bullying at workplace is related to both an
increased negative effect and a decreased job commitment. If employees relating these perceived
bullying incidents to negative emotions and lower job commitment then it may be detrimental in
real situations
Shafaq Humair, Syed Shameem Ejaz. (2019) Effect of Perceived Bullying at Workplace on Emotions Related to Job Commitment, Abasyn Journal of Social Sciences, Volume-12, Issue-1.
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