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This integrative review explores the intricate and interconnected issues of workplace bullying, quiet quitting, and turnover intention—three pressing challenges that have a significant impact on organizational performance and employee well-being. The review highlights workplace bullying as a significant precursor to employee disengagement, often exemplified by quiet quitting, where employees diminish their discretionary efforts while remaining in their positions by synthesizing literature from organizational behavior, psychology, and management studies. This disengagement subsequently contributes to an increased intention to leave the organization. The review employs Organizational Justice Theory as a framework to elucidate how perceived disparities in distributive, procedural, and interactional justice contribute to this detrimental cycle of behavior. The findings indicate that unresolved bullying not only deteriorates organizational culture but also diminishes employee motivation and elevates the risk of voluntary resignation. Consequently, the review underscores the critical necessity for proactive organizational strategies, such as implementing anti-bullying policies, fostering supportive leadership, and monitoring employee engagement, as effective interventions. It also suggests avenues for future research, recommending longitudinal and cross-cultural studies to deepen the understanding of the causal relationships and variances in these dynamics across different organizational contexts.

This study employed a conceptual framework to elucidate the issue of incivility. The researcher created a cohesive conceptual framework to facilitate the construction of knowledge and to offer a rational elucidation of the knowledge acquired during this study. This will provide a framework for a deeper comprehension of incivility in professional nursing education in South Africa. A qualitative exploratory descriptive methodology was employed. The research was conducted in a nursing college in partnership with a university of technology and a university-affiliated nursing school. A selected sample of fifteen (15) students and ten (10) nurse educators was utilised for data collection. Semi-structured, in-person interviews were used to gather data until saturation was achieved with 23 participants. Participation was voluntary, and discussions were kept confidential. Distinct themes arose from the data analysis and were interpreted through interpersonal relations theory. The related notions were delineated as Part 1 – the leaves of the tree: manifestations of incivility, Part 2 – the trunk of the tree: incivility itself, and Part 3 – the roots of the tree: the origins of incivility within the framework of incivility.

This qualitative study delves into the perspectives of psychiatric nurses in South Africa regarding safety enhancements in forensic units. Working in forensic units is linked to safety concerns due to frequent incidences of interpersonal violence and the nature of patients admitted to such units. As such, the need to explore measures to address safety concerns arose. In-depth interviews and reflexive thematic analysis revealed a consensus among nurses on the importance of various interventions, including improving security measures, enhancing the physical environment, fostering collaboration among staff members, increasing staffing levels, and garnering support from management. Notably, support from management emerges as a crucial factor in facilitating open discussions and sustained engagement in safety improvement initiatives. The study underscores the pivotal role of management support in realizing safer forensic units. The findings offer valuable insights applicable to forensic units in psychiatric settings globally, where safety concerns for both personnel and patients persist.

This study explores the complex interplay of dispositional and situational factors in the context of workplace bullying among police officers in South Africa, with relevance to the broader understanding of bullying behavior. Both dispositional and situational factors have been recognized as significant contributors to workplace stress and demands, particularly evident during challenging times such as the COVID-19 pandemic. Even professions known for their demanding work environments, such as law enforcement, have not been immune to these pressures. The research conducted a quantitative analysis, surveying 208 employees of the South African Police Services. The study incorporated self-administered questionnaires, employing statistical methods like correlation, ANOVA, and multiple regression analysis. This multifaceted approach assessed the relationships between workplace bullying, situational factors, dispositional factors, and demographics (including gender, age, qualifications, and years of service). The study’s findings highlighted a substantial and positive link between dispositional characteristics and workplace bullying, similarly, noting a favorable association between situational conditions and bullying. Consequently, the research underscores the importance of considering both dispositional and situational factors in comprehending workplace bullying among police officers. This South African study offers valuable insights by bridging a significant knowledge gap on workplace bullying among law enforcement personnel. It emphasizes the relevance of examining the interplay between dispositional and situational factors in understanding and addressing workplace bullying in diverse contexts.

Security guards face victimization in the workplace as well as through the nature of their employment as first responders to criminal activity. Consequently, these risks threaten their job satisfaction, well-being, and turnover rate in the industry. Exacerbating the problem further is the dearth of scientific studies and reliable reports on the victimization of security guards specific to the South African context. Thus, the goal of the study is to explore the victimization of security guards working in Gauteng, South Africa. This paper is informed by 14 qualitative one-on-one interviews with security guards. The narrative accounts provide rich and descriptive data which were thematically analyzed. The findings suggest that security guards experience victimization in terms of their working conditions and crime victimization while on duty. Moreover, the implications of victimization are exposed. Interestingly, a recurring theme throughout the paper is the sense of powerlessness experienced by the participants as substantiated through literature. This paper makes a unique contribution to industry and academia due to the dearth of scientific studies and reports on the victimization of security guards specific to the South African context. Additionally, the paper advocates for working towards sustainable solutions through work engagement, awareness, training, and effective management strategies.

This study aims to understand how learner-on-educator violence affects teacher efficacy in schools, particularly in light of recent outbreaks of teacher killings in schools. The study sample was two schools, and the participants were two Life orientation teachers, two chairpersons of the school’s safety and security committee, and security guards. Data were gathered through semi-structured interviews and observation journals. The study's findings indicated that teachers experienced varied levels of violence, ranging from loss of instructional time; to personal, physical, psychological, and teacher killings. Furthermore, the study found that learner-on-educator violence has become unmanageable.

This empirical study seeks to examine the impact of resonant leadership characterized by sub-variables (mindfulness, hope, and compassion) in reducing workplace bullying in the Commerce and Industry Chamber in Sulaymaniyah City - Kurdistan Region - Iraq. For conducting this study, the data was collected through primary sources using a survey questionnaire collected data from a population consisting of (50) employees of the chamber and a sample size consisting of (45) employees. The obtained data were analyzed using statistical analysis tools by SPSS V.24 . The results showed that resonant leadership has a significant negative impact on workplace bullying. This study recommends providing the appropriate organizational environment and culture in the workplace that works to reduce workplace bullying. The outcome of the research shows that the high existence of workplace bullying, meanwhile using resonant leadership reduces workplace bullying efficiently.