In the present scenario, the prevalence of being bullied in the workplace has become an open
challenge globally. This issue has caught the attention of many researchers in the past
two and a half decades. Bullying is a common problem in many developed and developing
countries. Systematic research done in this area by some of the researchers (Einarsen,
Hoel & Cooper, 2003; Salin, 2003; Mayhew & Chappell, 2007, Einarsen et al., 2011)
emphasized that workplace bullying is not merely an interpersonal issue but is an
organizational dynamic that impacts the whole organization, the perpetrator, the bullied and the
witnessing coworkers. (Carballeira, Solanelles and Vinacua, et al., 2010).
Different countries have classified Bullying by different terminology. In Australia, UK
and the USA, it is termed workplace bullying, whereas, in France, Belgium, and Spain,
it is labelled as moral harassment. In Canada, it is called psychological harassment.
Another term frequently used for Bullying is 'mobbing', and Italy, Norway, and Denmark
use the word mobbing. Germany and Sweden use the terms psycho-terror and victimization,
respectively, along with mobbing. In the early 1990s, a Swedish Professor, Heinz Leymann,
introduced 'mobbing'. He referred to mobbing as a severe form of harassment that people
face in organizations. He extended his work to developing positive strategies for
dealing with the problem in Sweden. Few researchers used the word 'mobbing' in the
place of Bullying and sought to define it (e.g., Leymann, 1996; Zapf, 1999; Einarsen and
Mikkelsen, 2003). Some of them used the terms "mobbing" and "bullying" interchangeably throughout
their articles,
