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Purpose – The purpose of this paper is to explore targets’ coping strategies in dealing with workplace bullying and to determine the possible contributing effects of these strategies to the escalation or de-escalation of bullying process. Design/methodology/approach – Based on a qualitative design, 20 self-reported targets were interviewed in-depth and data were analysed using the content analysis method. Findings – Five main themes were identified in the targets’ coping with workplace bullying: first, underestimation of the problem – avoidance; second, losing patience – confrontation; third, perceiving threats to personal health – seeking support; fourth, despair – destructive coping; and fifth, giving up – exit. The use of coping strategies both influenced the course of workplace bullying and were affected by the escalating nature of the bullying process itself. The most effective strategies included problem-solving strategies like coping collectively with colleagues, seeking support of managerial staff and filing complaints to management. Originality/value – The present study contributed to the workplace bullying research by describing workplace bullying as a process in which targets’ coping strategies and their consequences were evaluated and by providing data in a new national context (Turkey).

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The aim of this study was to investigate the association between perceived victimization from workplace bullying and self-reported embitterment reactions. Data were obtained through anonymous questionnaires from 397 participants working in the public sector.\ud Among the participants, 23.9% were labeled as victims of bullying. Significant differences were observed in the mean scores of posttraumatic embitterment disorder between victims and nonvictims and experiencing bullying was found to be highly in correlation\ud with displaying embitterment reactions. Feelings of injustice, intrusive thoughts, and negative mood were determined as the reactions that received the highest mean scores among victims

The coronavirus disease 2019 pandemic has severely affected workers, workplaces, and working practices. In the higher education setting, universities have shifted to distance learning, resulting in profound changes in academics' work. In this study, we aimed to describe academics' job demands and resources related to changes in working conditions during the pandemic, and to examine how these changes have affected the perceived occupational wellbeing of academics. Additionally, we aimed to investigate academics' expectations and concerns for future academic working practices following the pandemic. The data were collected through semi-structured interviews with 26 academics working at various universities in Sweden. A content analysis was used to identify the key themes from the transcribed interviews. The results indicated that academics experienced a lack of face-to-face communication, absence of an academic environment, work overload, and work-home interference as demanding during the pandemic. In relation to resources, online communication options, appropriate working conditions, organizational-social support, and individual factors were perceived as important. Most respondents perceived negative occupational wellbeing outcomes. However, academics who had the appropriate resources were less likely to be affected by job demands. Academics' expectations for future academic work included continuation of working online, flexibility in the choice of workspace, and strengthened digital capacity. Their concerns were related to a lack of face-to-face interaction, management actions and economic implications, and pure digital education. This paper contributes to the literature by illustrating the complexity and diversity of experiences and preferences among academics that are important for universities to consider when organizing and managing future academic work.

Whistleblowing, the act of speaking out about wrongdoing in the workplace, is considered to be a pro-active organizational behavior which warns potential pitfalls and helps prevent further damage to the organization. Prior researches on whistleblowing suggest that individuals' whistleblowing intentions might be influenced by organizational variables such as communication climate. Thus, this study examined the relationship between whistleblowing and organizational communication satisfaction by focusing on the divide between internal (reporting wrongdoing to an authority within the organization) and external whistleblowing (reporting wrongdoing to an outside agency). Data were obtained from a representative sample of 1,012 employees from various organizations in Kırklareli, Turkey. Communication satisfaction was positively associated with internal whistleblowing, whereas negatively associated with external whistleblowing and non-whistleblowing. Participants who perceived their organizations as non-supportive of whistleblowing preferred external whistleblowing channels more than the employees with the perception of supportive organizations. The findings suggest that creating an effective organizational communication system would encourage a whistleblower to report wrongdoing internally, which in turn would help correcting the wrongdoing internally without causing damage to the organization's reputation.

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The present study investigated the entrepreneurial self-efficacy perceptions among university students across two countries, i.e., Poland and Turkey. Data were obtained through questionnaires designed to assess the perceptions of entrepreneurial self-efficacy. In all, 365 Polish and 278 Turkish students completed the questionnaires. Results indicated that Polish and Turkish students did not differ significantly in regard to the overall measure of entrepreneurial self-efficacy. Our study contributed to the entrepreneurship literature by performing a cross-cultural comparison of the perceptions of entrepreneurial self-efficacy. Thus, it provided recommendations for fostering entrepreneurial selfefficacy among university students.