Designing a Framework for Workplace Bullying Management in Banking Industry

Workplace bullying in banks is a deviant behavior which has imposed huge physical and intangible costs on them; however, no model has ever been provided to manage it. This study is implemented to design a framework for workplace bullying management in the banking industry.

The present study was of qualitative nature and used the systematic approach of grounded theory. Data were collected through in-depth and semi-structured interviews with the banking managers. After interviewing the seventeenth manager, theoretical saturation was reached.

With the analysis of data, 350 codes, 60 concepts and 6 categories were obtained. The final framework was formed based on the central phenomenon of workplace bullying (persistent harassment) which includes the following factors: a. contextual factors (job characteristics, reaction to bullying, demographic characteristics), b. causal factors (fit environment for bullying), c. mediating factors (personality, social elements, educational system, family conditions), d. strategies (developing employee-oriented culture, enacting anti-bullying laws, effective human resource management), and e. consequences (individual, organizational, social). 

In addition to recognizing the antecedents and consequences of workplace bullying in the current culture, the important role of society in the formation of bullying and its interaction with the society is identified. Also, according to the findings, the victim's perception of the bullying process is considered to be a significant factor.

In order to control the bullying phenomenon and weaken its effects on the banking industry, it is suggested that this industry applies such strategies as anti-bullying laws, employee-oriented culture and effective human resource management, which were presented in this research.