Bullying in the workplace represents a complex and serious threat to the health and psychological well-being of employees, and recent research shows that social relations and workplace culture can significantly contribute to the creation of such an environment. Namely, the social aspects of the work environment, including interactions with colleagues, hierarchical relationships, and the presence of cliques within the collective, are often key factors influencing the emergence and course of bullying. In this context, the power dynamics among employees can create an atmosphere where victims are subjected to continuous harassment, and at times are left to passive support or ignore the surrounding environment, further complicating the resolution of bullying issues in the workplace.

The impact of workplace culture and social relations on bullying

The results of a study conducted at the University of Eastern Finland show that bullying in the workplace is not just a result of personal disagreements among individuals but often reflects deeper organizational problems such as poor communication, poorly managed relationships, and poorly defined responsibilities. By studying how bullying develops within workplace culture, researchers have noted that some employees experience bullying as an inevitable part of their daily work life, while others struggle with feelings of isolation due to a lack of support from colleagues or superiors. The lack of a clear policy for addressing bullying further complicates the situation, as victims often find themselves in situations where their access to health and safety protection systems is hindered, which further diminishes the potential for constructive conflict resolution.

Moreover, powerful dynamics within organizations are often used to maintain control over employees, and bullying can serve as a means to impose power over vulnerable individuals. Those who endure bullying often describe a loss of work capability, emotional exhaustion, and deteriorating health, while individuals who are recognized as "different" within the organization are particularly sensitive to such forms of abuse. These circumstances underscore the importance of a proactive role for supervisors and other members of the work environment who can assist in creating an environment that respects the dignity of every employee.

The crucial role of supervisors in the prevention and resolution of bullying

It is not uncommon for supervisors to play a key role in preventing bullying and maintaining a positive work atmosphere. Supervisors who communicate openly and manage conflicts fairly can prevent further escalation of problems, while ignoring complaints and passively accepting bullying can further undermine morale and the sense of security among employees. It is often emphasized that victims of bullying report feelings of total helplessness in situations when faced with aggressive behavior and when it seems that their colleagues or supervisors ignore their complaints. Such an approach can lead to serious consequences for the psychological health of employees, such as anxiety, depression, decreased self-esteem, and even symptoms similar to post-traumatic stress. Additionally, bullying often leads to reduced productivity, increased absenteeism, and high costs for the organization due to the need for third-party interventions.

Positioning and interpersonal relationships within the work community

One of the innovative approaches in bullying research is the so-called positioning theory, which examines how employees perceive their position within the work community and how that position affects their daily work and relationships with colleagues. This theory indicates that rights, obligations, and responsibilities within the work environment are often unevenly distributed, which can create space for the emergence of bullying. Victims of bullying often feel exposed, lacking support, and conflicts remain unresolved or are treated as a normal part of work life. Such an approach only further undermines trust among employees and reduces their commitment to the organization.

Ultimately, the lack of a clear policy and support from supervisors further complicates the situation, as employees often fear the consequences of reporting bullying. Research has shown that organizations with clear policies to prevent bullying, which emphasize the importance of respect and transparent communication, have significantly lower rates of such incidents. Furthermore, educating supervisors and other employees on the prevention of bullying, as well as implementing policies that protect employee rights, can significantly reduce the occurrence of bullying and improve the work atmosphere.