It is common to categorize workplace bullying as either personal or work-related. Bullying that has an impact on workload (e.g., lowering responsibilities) and work procedures (e.g., insulting a person's professional status) is classified as work process bullying; bullying that has an impact on both direct unpleasant behaviour and indirect behaviour (e.g., exclusion and isolation) is classified as workplace bullying.

Workplace bullying is a serious and destructive problem that affects employees and organizations worldwide. Research shows that bullying at work can have a significant impact on the mental and physical health of employees, as well as on their productivity and job satisfaction. Studies indicate that workplace bullying is prevalent across different industries and sectors, with estimates suggesting that anywhere from 10% to 50% of employees have dealt with some form of workplace bullying. However, despite its widespread occurrence, workplace bullying remains largely underreported and under- addressed.

Organizations have a responsibility to prevent and address workplace bullying by implementing policies and procedures that promote a positive and respectful workplace culture. Training programs can also be helpful in raising awareness of workplace bullying and providing employees with the skills and knowledge they need to identify and respond to bullying behavior.

The current study will combine a well-detailed exposition of symptoms of bullying that includes a thorough analysis of the various regulatory processes at work. This study will be guided by three questions whose answers will tell us the personalities of bullies and victims, impact of bullying on the organization as well as on the individual. Also, the purpose of this project is to explain the development and evaluation of anti-bullying interventions aimed at minimizing the effects of bullying at workplace through a systematic review of existing literature....