Purpose: This article examines the nursing literature on workplace bullying with the aim of reaching a better understanding of the phenomenon. Background: Workplace bullying occurs in many occupations and workplaces, including nursing. Methods:The following databases were used for the literature review: CINAHL, PubMed, Pro Quest and EBSCO host. Only articles in English were used. Articles from outside the nursing literature were also examined to gain a broader understanding of workplace bullying. Findings: Workplace bullying is more than a simple conflict between two individuals. It is a complex phenomenon that can only be understood through an examination of social, individual and organizational factors. Workplace bullying has been shown to impact the physical and psychological health of victims, as well as their performance at work. Workplace bullying impacts the organization through decreased productivity, increased sick time and employee attrition. Conclusions: More nurse-specific research is needed in this area. Research needs to be conducted in a systematic and uniform manner so that generalizations across studies can be made. The ultimate goal of this research should be to generate an understanding of this phenomenon so that solutions can be found.

In seeking remedies to the problem of workplace bullying, nurse leaders need to focus on why this bullying occurs and on ways to reduce its occurrence. This is a critical issue, since it is linked with nurse attrition.

The origins and outcomes of workplace bullying can be understood through the use of a conceptual model which is based on the ecological perspective. This model portrays the work environment as a series of nested, interconnected layers that exist within society as a whole. These layers are society (macrosystem), the corporation (exosystem), the co-workers and managers of the bully and target (mesosystem), and the bully and target (microsystem). Workplace bullying does not occur in isolation. Elements at each of these levels serve as antecedents to bullying, and the outcomes of bullying are manifested at each of these levels. These antecedents and outcomes need to be considered when developing interventions that target workplace bullying. The model can be used as a theoretical framework to guide intervention planning and evaluation, and can also be used to guide the formulation of questions for empirical research.

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