Workplace bullying has received increased prominence in the last few years. Evidence clearly suggests that being the target of bullying is stressful, left unmanaged it can severely affect both targets and organizations. However, a significant area the...
Workplace bullying has received increased prominence in the last few years. Evidence clearly suggests that being the target of bullying is stressful, left unmanaged it can severely affect both targets and organizations. However, a significant area the remains to be explicitly explored is the potential detrimental impact of workplace bullying on knowledge sharing and organizational retaliatory behavior(ORB), which are critical to organization functioning. Therefore, one purpose of our study is to examine what is the influence of workplace bullying on employees’ knowledge sharing and retaliatory behaviors. Knowledge sharing is important for any organizations today to make them into a competitive advantage because it provides a link between the individual and the organization by moving knowledge that resides with the individual to the organization level (Hendriks, 1999). As recent organizational learning theories have become a central focus in this field, successful knowledge transfers are increasingly seen as requiring an ongoing process of learning interactions (Szulanski, 2000). Retaliatory behavior refers to something antisocial and akin to unethical behaviors (Barclay et al., 2005). Since organizational retaliatory behavior places a stronger emphasis on the situational context