Workplace Bullying and Gender Minority: An Empirical Study

Workplace bullying has been on foot for the past years which results to high rates of employees' turnover, emotional/mental distress among victims and decreased work productivity. As the relevance of gender minority as a social construct to bullying incidences has always been a question of inquiry, this study purposely aim to confirm or reject existing notions based from an empirical perspective. Bullying is never a uniform experience that affects all employees in a similar way. Thus, empirical studies are key to hold full grasps on the context of bullying looking into the lens of gender minority as a social category. This study adopted the descriptive-quantitative design where survey questionnaires were used as the main research instrument. Sixty-six administrative personnel were taken as samples which were obtained through the lottery random sampling. The organization under study was found to be female-dominated. In a local context, results suggest that workplace bullying is a gender-neutral phenomenon. Nonetheless, regardless of gender-relevance, the need to consider gender construct in designing and implementing response mechanisms is but central in mitigating the outcomes stemmed from bullying behaviors in the workplace. Keywords— Workpla