Asia Pacific Journal of Information Systems ISSN 2288-5404 (Print) / ISSN 2288-6818 (Online)

Vol. 35 No. 1 (March 2025), 73-100 [Link]

Digital Harassment in the Workplace: The Impact

of Cyberbullying on Employee Well-Being and
Engagement
Pothuganti Sanjeeva Kumara,*
a
Assistant Professor, School of Business, SR University, India

ABSTRACT

Workplace cyberbullying has become a significant problem in digital workplaces, impacting employee engage-
ment and well-being severely. The study combines qualitative and quantitative data to address this problem
and obtain a richer information perspective. The interview results of employees from the qualitative research
confirmed that cyberbullying is a widespread phenomenon in the digitalized work environment. Also, participants
felt an extensive lack of support from their organizations in dealing with cyberbullying incidences and digital-
ization-related pressures. The quantitative study with 388 employees found statistically significant relationships
between cyberbullying experiences and lower work engagement, as well as a negative impact on well-being.
The moderating role of perceived organizational support between cyberbullying and employee engagement
and well-being becomes insignificant in the digital work environment. This study's results highlight the con-
sequences of cyberbullying in digitalized work environments and pinpoint an organizational shift that still needs
to be present. This study indicates the need for digital-media-specific anti-cyberbullying policies, accompanying
awareness programs, as well as psychological support. Future studies might consider intervention programs
customized for digitalized work environments and focus on how organizational support can moderate the con-
sequences of cyberbullying among employees.

Keywords: Digital Workplace, Workplace Cyberbullying, Employee Engagement, Employee Well-being, Mixed
Methodology, Banking Industry

Ⅰ. Introduction ployees, productivity, innovative behaviour, and fi-

nancial returns (Slåtten and Mehmetoglu, 2011;
An organization that focuses on well-being and Wright, 2006). According to Saks (2006), employees’
engagement practices is significantly related to job work engagement can be described as the extent
performance, employee turnover, retention of em- to which individuals bring commitment, interest and

*Corresponding Author. E-mail: [Link]@[Link]

Digital Harassment in the Workplace: The Impact of Cyberbullying on Employee Well-Being and Engagement

passion to their job. However, well-being is so much lenges requiring attention in the literature (Alam
more than just lack of disease by including physical, and Rizvi, 2012). Research on employee engagement
mental or emotional health and happiness (Wright and well-being in digitized workplaces is scarce (Lilja,
and Bonett, 2007). Given the current challenging 2020; Silic and Back, 2016). On the other hand, re-
economic climate and its negative consequences, new search also calls for insight into post-adoption behav-
ways are explored to enhance well-being and engage- iours of new job designs (Bala and Venkatesh, 2016)
ment in organizations, including digitalization work- and moderating factors that disrupt employees’ ac-
spaces (Marsh et al., 2022). Digitization is a global ceptance towards digitization (Hwang et al., 2016).
phenomenon transforming industries worldwide This considerable research gap leads the authors of
(Lilja, 2020), and within organizations, it represents this study to a holistic examination of how digital-
a type of technological innovation (Griffith and ization influences employee engagement and
Rubera, 2014). Research indicates that rapid changes, well-being. As mentioned, the idea of digitalizing
such as the pace of digitalization, significantly impact workplaces in banking is complex and multifaceted
employee engagement and well-being (Kagermann, as it involves human behaviour/ dynamics within
2015). an organization. Exploring these answers reveals the
Digital transformation has garnered significant at- depth of this research problem and its need for a
tention from banks, becoming indispensable for busi- nuanced understanding of human experiences, atti-
nesses and financial institutions (Haralayya, 2021). tudes, and behaviour. To do so, the authors of this
A new era of innovation is revolutionizing how cus- study carried out qualitative research. Through qual-
tomers engage with banks (Lipton et al., 2016). Banks itative research, it seeks to identify digital stressors
are progressively moving away from physical branch- that significantly impact employee engagement and
es and embracing the utilization of big data and well-being. This issue also requires taking the land-
information technology (Vives, 2020). Digitalization scape perspective to provide statistical evidence and
may enable quicker decision-making with reduced generalizability. To illustrate this point, the study
risk and more effective task performance employed was quantitative. It is designed to quantify
(Kagermann, 2015). The COVID-19 pandemic accel- relationships between variables and test hypotheses,
erated the digitalization of banking activities in India, which give the research specific evidence that can
as banks had to adopt digital technologies to continue be found for application in larger populations. Using
serving customers (Perwej, 2020). Intensified com- qualitative and quantitative methodology in such an
petition and other challenges in the Indian banking endeavour allows us to remain vigilant and ensures
industry compel banks to adopt new digital business that we are not compromising the veracity or validity
models that provide unique sources of value (Sardana of our findings.
and Singhania, 2018). The operations, goods, and
services of Indian banks have been redefined by digital
technology, offering a promising solution to the chal- Ⅱ. A Qualitative Study:
lenges they face (Haralayya, 2021). To Understanding the Impact of
Despite digitalization’s longstanding influence on Digitalization on Employee
the banking industry, the sector faces various chal- Engagement and Well-Being

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 Pothuganti Sanjeeva Kumar

2.1. Theoretical Framework (Cavanaugh et al., 2000). Stressors may impede the
job’s demands (Wei et al., 2020).
Many studies that looked into the unfavorable Information and communication technologies in
effects of stress caused by the technology used the the workplace increase pressure on people since there
Job Demands-Resources model (JD-R) (Marsh et al., are expectations for perpetual availability in the eyes
2022). The JD-R model is the most frequently used of the workforce (Hung et al., 2015; Ayyagari, 2011).
in studies about workplace engagement and employee Technology stress may serve as a crucial element
well-being (Rofcanin et al., 2017), indicates that work of the JD-R models (Mahapatra and Pati, 2018).
engagement and employee well-being are adversely Particularly concerning the JD-R model, research on
connected with demanding jobs (Mazzetti et al., technological stress is still in its infancy; There has
2021). The JD-R model has been found to significantly yet to be a significant amount of research on technol-
influence organizational practice because it helps peo- ogy-related stress in the literature (Tams, 2015). This
ple and organizations identify the components neces- study uses Bakker and Demerouti (2007) ‘sJD-R mod-
sary for employee engagement and well-being (such el as theoretical framework that incorporates employ-
as motivation and health), numerous problems con- ee work engagement, well-being, and digitization in
nected to employee engagement and well-being can banking guides the study. The study uses the JD-R
be resolved using the JD-R framework (Bakker and model to examine how digitalization affects employee
Albrecht, 2018). The job demand resource model engagement and well-being and to explain the pro-
defines job resources as “those physical, social, or spective effects of digitalization on employee well-be-
organizational features of the job that may be func- ing and engagement.
tional in accomplishing work goals; (b) alleviate job
demands and the accompanying physiological and 2.1.1. Digitalization
psychological costs; (c) encourage personal growth
and development.” Job resources boost employee mo- In numerous research studies, terms such as
tivation and are considered reliable indicators for “digital innovation” or “digital transformation” are
employee engagement and well-being (Bakker and commonly utilized to describe and investigate various
Demerouti, 2007). “Job demands” are defined as innovations and disruptions in the digital domain.
“those physical, social, or organizational aspects of Digital innovation is defined as a product, process,
the job that demand sustained mental effort and or business model perceived as new, necessitating
are subsequently associated with certain physiological significant changes on the part of adopters, and facili-
and psychological repercussions” by the JD-R model. tated by information technology (IT) (Fichman et
When trying to accomplish goals relating to the work- al., 2014). Digitalization, also known as digital trans-
place, these resources assist individuals in managing formation, involves integrating digital technologies
the demands of the job (Mäkikangas et al., 2021). into different facets of business operations
The demands of the job that result from a particular (Brynjolfsson and McAfee, 2016). It is referred to
technology’s unique features are known as technol- as the process of transferring previously analog organ-
ogy-related stressors (Ayyagari, 2011). Two types of izational duties, machine and service operations, and
workplace demands are threats and impediments management processes into digital representations

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Digital Harassment in the Workplace: The Impact of Cyberbullying on Employee Well-Being and Engagement

(Dominique and Caroline, 2017). Within the banking can be diverse, as some perceive it as an opportunity
sector, the advent of digitalization has brought about for flexibility and career growth, while others may
a revolutionary shift in the delivery and consumption experience increased workloads and potential job se-
of financial services. It aims to improve operational curity concerns(Ramaswamy et al., 2021).
efficiency, streamline operations, and enhance cus-
tomer experiences (Barroso and Laborda, 2022). 2.1.2. Employee Engagement and Well-Being
Digital Finance is the term for the area where
Information Technology (IT) meets finance, and it Work engagement refers to a positive mental state
includes the digitalization of the financial sector that employees experience when they are enthusiastic,
(Gomber et al., 2017). Various applications, such dedicated, and deeply involved in their work
as internet banking, mobile banking, digital pay- (Schaufeli and Bakker, 2004). Engaged employees
ments, and automated transaction processing, are are motivated, dedicated, and enthusiastic about their
part of the banking sector’s digitalization (Warr, work, leading to increased job satisfaction, improved
1987). These technologies allow clients to access fi- performance, and positive outcomes for the
nancial services conveniently and flexibly. organization. On the other hand, well-being encom-
Additionally, digitalization has automated manual passes an individual’s overall state of physical, mental,
procedures, reduced paperwork, and improved over- and emotional health, as well as their overall life
all efficiency in traditional banking operations satisfaction (Warr, 1987). Previous studies have high-
(SaranyaPriyadarshini, 2018). lighted various factors that influence employee
The digitalization activities in the Indian banking well-being and work engagement. These include job
sector have brought about numerous benefits, includ- qualities, organizational culture, leadership philoso-
ing increased client convenience and accessibility, phies, social support, work-life balance, and psycho-
cost savings for banks, improved operational effec- logical empowerment (Bakker and Demerouti, 2007;
tiveness, and greater financial inclusion (Ahmed and Diener et al., 2018; Tripathi and Sharma, 2016). To
Sur, 2023). However, the rising reliance on digital comprehend the potential impact of the digitalization
platforms also poses challenges for banks in safe- process in the banking industry on employee work
guarding sensitive client information and avoiding engagement and well-being, it is crucial to consider
cyber threats (Bhasin and Rajesh, 2020). Hence, main- these elements.
taining a cautious balance between ease and security
is essential in the digitalized banking environment. 2.2. Research Methodology
Furthermore, the process of digitalization also im-
pacts individuals working in the banking industry, 2.2.1. Research Design
influencing factors such as job satisfaction, job re-
sponsibilities, and overall well-being (Larsson and The researcher utilized a deductive approach to
Viitaoja, 2017). The adoption of digital technologies investigate digitization’s impact on bank employees’
by banks requires staff members to adapt work proce- engagement and well-being. The deductive approach
dures, acquire new system knowledge, and develop employs a theoretical framework consisting of themes
digital skills. The effects of digitalization on workers for the coding process (Bradley et al., 2007; Braun

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 Pothuganti Sanjeeva Kumar

and Clarke, 2006; Burnard et al., 2008). The study This study examined how digitalization affects
employs a deductive approach, presuming the ex- bank employees’ work engagement and well-being.
istence of specified underlying concepts within the After interviewing 13 employees from 19 carefully
data. Based on the study’s theoretical framework, the selected employees, it was identified that data satu-
authors have employed three themes: “Digitalization,” ration had been achieved. Data saturation means
“Employee Engagement and Well-Being,” and no new information can be found from the responses,
“Organization Support.” This study benefits from no new themes will be identified, or insights will
semi-structured interviews as the main data collection emerge from the data collection process. To guarantee
method. Semi-structured interviews mix structure a varied spectrum of viewpoints and experiences,
with flexibility. The researcher prepares a set of early-career workers and experienced professionals
open-ended questions in advance and allows partic- aged 25–37 were selected, and their three to seven
ipants to express their experiences and ideas. This years of banking experience met the requirement
balances directed inquiry with participant expression of knowing both traditional and modern banking
(Bryman, 2016). Semi-structured interviews allow methods. These skills helped them understand digital-
participants to share detailed and in-depth insights ization’s changes in the finance industry.
into their banking industry digitalization experiences.
Semi-structured interviews allow the researcher to 2.2.3. Data Collection
probe and clarify participants’ comments, enabling
deeper exploration of specific areas of interest and Semi-structured interviews with the 13 selected
new lines of inquiry (Merriam and Tisdell, 2015). participants were conducted as part of the data collec-
tion process to explore their perceptions, experiences,
2.2.2. Participants and challenges related to digitization and its impact

<Table 1> Respondents Profile

Respondent Gender Age Position Working Experience

1 Male 28 Business Development Manager 7
2 Male 31 Assistant Manager 6.5
3 Male 29 Business Development Manager 6
4 Male 34 Relationship Manager 6
5 Male 31 Wealth Manager 7
6 Female 33 Deputy Manager 7
7 Male 32 Assistant Manager 5.5
8 Male 36 Manager 10
9 Female 29 Assistant Manager 6
10 Female 36 Manager 9
11 Male 32 Relationship Manager 5.5
12 Male 34 Deputy Manager 7
13 Female 33 Manager 8.5

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Digital Harassment in the Workplace: The Impact of Cyberbullying on Employee Well-Being and Engagement

on their job satisfaction and well-being in the banking and experiences with bank digitalization and to take
industry. The semi-structured interviews allowed the detailed notes on nonverbal signs of the participants.
researcher to explore exciting subjects and grasp the To capture participants’ responses, interviews were
participants’ perspectives (Bryman, 2016), partic- audio-recorded with their agreement. <Table 2>
ipants could freely communicate their thoughts and shows all the questions used to collect the data from
experiences in these one-on-one interviews. Based the participants.
on study goals, an interview guide was created, who
is open and impartial during the interviews, allowing 2.2.4. Data Analysis
participants to voice their experiences openly, to ask
open-ended questions about participants’ thoughts The authors of this study followed deductive ap-

<Table 2> Interview Questions to Employees

No. Interview Question Theme Goal

These questions are designed to gather
Introduction questions
background information on the inter-
1 Please share your name, Job role, and work
viewee, which may influence their re-
experience?
sponses to subsequent questions.
To understand how digitalization is
2 How is digitalizationimpactingonyourwork? Digitalization
affecting the employees
Which are the advantages and disadvantages
that digitalization has brought in for em-
ployees? Digitalization and Employee To understand more deeper insights
3
- Do the digital tools provided by the or- Engagement and Well-being regarding digitalization usage.
ganization support or hinder your en-
gagement and well-being? Why?
How do you engage at work? To understand the opinion employees on
- Have you noticed any change in the work Employee engagement and their work engagement. To identify any
4
engagement and well-being due to digital- well-being difference in employee engagement and
ization? well-being with digitalization.
To explore how digital tools and tech-
How has digitalization affected your daily
nologies influence employee productivity
work tasks and overall job performance? Employee Engagement and
5 and engagement and to focus on the po-
- In what ways has digitalization impacted Well-being
tential impact of digitalization on em-
your well-being
ployee well-being.
What kind of support has the organization Understanding how well the organization
provided to help employees adapt to facilitates employees’ transition to
6 Organizational environment
digitalization, and how has this impacted digitalization and its effect on their
your work experience? engagement and well-being.
To know how the organization’s re-
How effectively does the organization
sponsiveness and support in managing
7 address any challenges or issues you face Organizational environment
digitalization-related challenges affect
with digital tools
employees’ engagement and well-being.
8 Is there anything you would like to add? To know more from the employees.

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 Pothuganti Sanjeeva Kumar

proach to analyse the data. The deductive approach and sometimes contradicting. While some partic-
is “basing analysis on established theoretical frame- ipants saw it positively as a “customer-focused strat-
work” (Gale et al., 2013, p. 3). The significance of egy” that has increased workplace convenience and
a theme is contingent upon its ability to encapsulate flexibility, others highlighted specific obstacles asso-
a crucial aspect pertinent to the research problem ciated with the digitization process. According to
(Braun and Clarke, 2006). In deductive analysis list the opinions of the majority of participants, “the
of prior themes will be created using a theoretical incorporation of digital tools and technology has
framework, and study questions were prepared ac- streamlined banking procedures, resulting in en-
cording to the themes to comprehend the data fully. hanced efficiency”. The “ease of use and accessibility
The authors of the study created themes like of internet banking were greatly welcomed”, notably
“Digitalization,” “Employee Engagement and during the COVID-19 pandemic when online trans-
Well-Being,” and “Organizational Support” to study actions increased dramatically. As a result, the “work
the impact of digitalization on employee engagement environment became more comfortable” as custom-
and well-being. The participants’ audio-recorded in- ers were able to carry out activities autonomously
terviews were transcribed verbatim, and categorized with minimum assistance, allowing employees to de-
into corresponding themes utilizing the participants’ vote their time and efforts to other vital areas of
idioms, terminology, and phrases. Analysis of the their jobs.
data of each theme revealed how digitization affects However, while the study emphasized the benefits
bank employee work engagement and well-being. of digitalization, it also shed light on various dis-
advantages involved in the process. Participants noted
2.3. Results that one key problem was the “stress connected with
using digital tools” for work. Some employees ex-
Examining raw data from interview transcripts pressed worries about the “ongoing need for ups-
and organizational documentation advanced towards killing” and the challenges they faced in adjusting
identifying fundamental themes that encapsulated to new technologies. “Cyberbullying in the workplace
the research phenomenon. This results section will is a significant issue” that arose from the research
present the important aspects of the fundamental and aligns with employees’ experiences. Participants
themes derived from the data “Digitalization,” recounted instances of “unfair conduct from clients,
“Employee Engagement and Well-Being,” and coworkers, and bosses”, and many blamed it on the
“Organization Support” after analysing the partic- online availability of employee information. Among
ipants’ data. the many stressors, “cyberbullying was highlighted
as the most serious hazard” originating from the
2.3.1. Theme 1: Digitalization workplace’s digitization process.

The study’s findings provide significant per- 2.3.2. Theme 2: Employee Work
spectives on how bank employees relate to the bank- Engagement and Well-Being
ing industry’s digitalization approach. The partic-
ipants’ viewpoints regarding digitization were varied Under this theme this study’s qualitative findings

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Digital Harassment in the Workplace: The Impact of Cyberbullying on Employee Well-Being and Engagement

shed insight into the impact of digitization on em- abuse sent via internet platforms.
ployee engagement and well-being. The opinions of 2) Inappropriate Communication: Employees
those who participated revealed both beneficial and witnessed inappropriate communication from
adverse impacts of digitization on employee engage- various sources within the organizational
ment and well-being. Positively, digitalization was framework. Examples included receiving in-
considered a driving force in “promoting work-life sulting communications, being subjected to on-
balance”. Participants emphasized the advantages of line rumours or gossip, or becoming the target
“remote work options and digital banking services”, of offensive remarks via email, chat platforms,
providing greater “flexibility in balancing personal or social media.
and professional obligations”. Employee autonomy 3) Employee phone number accessibility has been
and job satisfaction were enhanced by the con- identified as a major contributing factor to
venience and efficiency of digital tools and technology, cyberbullying incidents. Participants stated
leading to “higher work engagement”. Respondents that the ease of access made it simpler for
expressed “pride in their abilities” to efficiently cater perpetrators to initiate cyberbullying behav-
to customer needs through digital channels. iours, such as harassing messages or threat-
The study also discovered that digitalization has ening phone calls.
a negative impact on employee engagement and 4) Impact on Well-being and Work Engagement:
well-being. Participants reported significant concerns Cyberbullying encounters had a negative im-
about the “detrimental impact of utilizing digital tools pact on employee’s, generating greater stress
at work”, which can lead to elevated stress levels. and potentially impairing overall mental health.
The “constant need to learn and adapt to new technol- Employees may become disengaged or de-
ogy” was perceived as burdensome, potentially affect- motivated as a result of the unfavourable treat-
ing employee well-being. Stressors recognized as con- ment they received due to these instances.
tributors to this stress include “keeping up with swiftly These experiences had a detrimental effect on em-
changing digital trends” and quickly resolving tech- ployee well-being and had the potential to erode
nology issues. Another significant issue that emerged work engagement. It is crucial for organizations to
was workplace cyberbullying. Employees described address these challenges and promote a supportive
the “unfair treatment and inappropriate communica- and respectful digital work environment to safeguard
tion from clients, colleagues, and bosses”, com- employee well-being and foster sustained engage-
pounded by the open availability of employee contact ment.
information.
The study identified four major types of cy- 2.3.3. Theme 3: Organization Environment
berbullying experiences reported by participants:
1) Unequal Conduct: The respondents reported The perspectives of the participants revealed cru-
instances of discriminatory behaviour from cli- cial information on the organizational environment
ents, colleagues, and bosses, manifesting as im- in the context of digitalization. One major concern
proper communication. Such incidents in- expressed by some participants was the possible im-
cluded insulting remarks, harassment, or verbal pact of digitization on the interaction between man-

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 Pothuganti Sanjeeva Kumar

agers and employees. “Conflict and cyber-harass- found downsides affecting employee well-being and
ment” have been observed, presumably as a result engagement. This study advanced the literature on
of the “increased demands and heightened pressures” digitalization, employee engagement, and well-being,
associated with the digitization process. These diffi- understanding the nature of these elements in the
culties influenced not just the individual manag- present work environment. It also helps to identify
er-employee dynamics, but also had “larger ram- insights from working professionals, which will help
ifications for the entire organizational climate and to address the real problems that employees are facing.
the well-being of the workforce”. Understanding and One of the significant issues identified after analysing
efficiently tackling these problems is critical for or- the data from the participants under each theme
ganizations navigating the digitalization path. was “workplace cyberbullying.” The codes identified
Participants emphasized the importance of firms under each theme stressed this issue.
offering employees help and prioritizing “training
during the digitization process”. They were out- 2.4.1. Cyberbullying in the Workplace:
spoken in their support for comprehensive training A Serious Issue
initiatives aimed at ensuring employees have the skills
and “digital literacy” required to prosper in the digital The findings of this study shed light on a rising
workplace. Participants recognized the crucial need and severe concern regarding cyberbullying in the
for providing “adequate assistance and resources” workplace, which has become more prevalent as a
to assist employees in effectively adapting to the result of the increasing prevalence of digitalization.
changing landscape caused by digitalization. They Participants claimed that customers, coworkers, and
emphasized the importance of organizations address- employers had mistreated them in a variety of ways
ing the “difficulties of digitalization” by providing and had spoken to them in an unacceptable manner.
people with the tools, information, and support they Participants also claimed that they had been harassed
need to successfully traverse this shift. by customers. It was concluded that the ease with
which staff members’ phone numbers could be ac-
2.4. Discussion cessed online was a crucial component that led to
this problem. This conclusion was reached after an
Qualitative research on bank employees revealed investigation into the matter. The results of this study
positive consequences of digitalization on work en- make it abundantly clear that cyberbullying in the
gagement and well-being. Introduction of digital fi- workplace has a detrimental influence not just on
nancial services and remote work options improved the engagement levels of employees but also on their
work-life balance, leading to increased job satisfaction overall well-being. Addressing the issue of cyberbully-
and engagement. Employees felt empowered and effi- ing and working to put an end to it is of the utmost
cient using digital platforms to meet client needs. importance in today’s digital age, when it has the
Participants expressed anxiety over using digital tech- potential to have a significant impact on the
nologies, adapting to new technology, handling tech- workplace. The personal experiences and points of
nical faults, and keeping up with digital trends, leading view of the participants shed light on the potential
to occupational stress. Despite advantages, the study threats that employees in the banking industry, which

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Digital Harassment in the Workplace: The Impact of Cyberbullying on Employee Well-Being and Engagement

is becoming increasingly digitalized, may be exposed and well-being of adolescents, both the bully and
to. These incidences have the potential to make the the victim, in response to the cyberbullying experi-
working environment unpleasant, which has a detri- ence, seem to exhibit changes in their behaviour
mental influence on employee engagement and well- that are linked to the outcomes associated with their
being as well as on the organization’s bottom line. actions (Shen et al., 2022). The significance of tackling
cyberbullying in the workplace has grown due to
its distinct features, including anonymity, the absence
Ⅲ. Quantitative Study: Quantify of victim escape, heightened threat levels, publicity,
Relationships Between Workplace insufficient coping mechanisms, persistence, and lack
Cyberbullying and Employee of social support (Slonje et al., 2017). It is important
Engagement and Well-Being to identify and prevent bullying because it has short-
and long-term consequences,
3.1. The Importance of Studying the In today’s technologically advanced world, the
Workplace Cyberbullying in the banking sector has proactively embraced every tech-
Digital Age nological breakthrough to give new and enhanced
services to consumers, putting it at the forefront
Cyberbullying, a progressively worsening problem of innovation. Technology helped digitize banking
among adolescents (He et al., 2023), has evolved after India’s 1990s financial sector reforms. The bank-
into a serious social issue that significantly impacts ing industry today uses cloud computing, artificial
their development (Wang et al., 2021). Cyberbullying intelligence, and other technologies to give fast service
is defined as “an aggressive, intentional act carried and digitize processes. With increased digitalization
out by a group or individual, using electronic means and transformation of services and rising client de-
of interaction, frequently and over time against a mands, the banking sector is constantly looking for
victim who cannot easily defend himself or herself” ways to adapt its services into a more digital business
(Smith et al., 2008). Cyberbullying can be defined model. It is important to understand how these im-
as any sort of aggressive activity in the digital environ- provements may affect cyberbullying prevalence and
ment (Ioannou et al., 2018). Cyberbullying is an ex- consequences. Recognizing and minimizing the risks
tension of traditional bullying, involving harmful be- of digital transformation, notably cyberbullying, is
haviour through digital means with one or more crucial. The banking industry’s cyberbullying study
individuals. It can be direct or indirect. The growing would help build successful strategies and preventive
number of adolescents who explicitly admit their measures for employees and customers.
experiences with cyberbullying, whether as perpe- Quantitative study quantifies the effects of work-
trators, targets, or bystanders, underscores the critical place cyberbullying on employee engagement and
need to expand research and development in this well-being. This study combines qualitative and
area (Ioannou et al., 2018). A strong need exists quantitative data to understand cyberbullying’s detri-
for comprehending and intervening in cyberbullying mental effects in the digital workplace. The qualitative
(Waseem and Nickerson, 2023). According to a study study first establishes workplace cyberbullying preva-
of Nixon (2014), cyberbullying endangers the health lence, and the quantitative study then evaluates how

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 Pothuganti Sanjeeva Kumar

it affects employee engagement and wellbeing. health issues (Toppinen-Tanner et al., 2009) and a
higher intention to quit the job.
3.2. Literature Review and Hypothesis Apart from the discrimination against engage-
Development ment, workplace cyberbullying poses significant
threats to employee well-being. Victims of cy-
Cyberbullying in the workplace is a crucial problem berbullying by colleagues report greater levels of stress
affecting employee outcomes, like work engagement and anxiety, which can have highly deleterious effects
and well-being. Research has suggested that work- on overall mental health, victims may indeed experi-
place cyberbullying may lead to decreases in work ence feelings of isolation, which is also a source of
engagement among employees targeted by bullies further emotional stress violations as a result of a
as they are likely to experience a lowered sense of lack of organizational support (Bano and Malik,
confidence and commitment related to their job roles 2013). A long-term positive condition of job-related
(Nielsen and Einarsen, 2012). The presence of cy- well-being characterized by motivation, vigor, and
berbullying, through the displacement effect, creates dedication to one’s work is called work engagement
a hostile environment at work that may devastate (Schaufeli et al., 2002). It has been shown to have
motivation and productivity, in turn making in- several beneficial effects, such as enhancing work
dividuals more likely to exchange intentions. Even performance (Hakanen and Koivumäki, 2014), and
more astonishing is a meta-analysis by Hauge et al. minimizing burnout (Schaufeli et al., 2008) and
(2007), which put that cyberbullying alongside work- (2009), making employee engagement an essential
place bullying drastically impairs job satisfaction and idea in addressing obstacles in the working
engagement. The studies conducted by Coyne et al. environment. Being the victim of cyberbullying may
(2017), Kopecký and Szotkowski (2017), Oksanen also result in decreased job engagement (Anwar et
et al. (2020) have identified workplace cyberbullying al., 2022). The anonymity and pervasiveness of online
is connected with a range of adverse outcomes. These bullying can exacerbate the harm experienced by
include heightened levels of stress, psychological dis- targets, leading to increased stress, anxiety, and disen-
tress (such as depression, anxiety, headaches, and gagement (Watts et al., 2017). Cyberbullying tactics,
insomnia), as well as various behavioural and func- such as online harassment, exclusion, and defama-
tional issues (Drapeau et al., 2012). Additionally, they tion, can create a hostile work environment and un-
have been linked to psychological stress and a variety dermine employee engagement (D’Souza et al., 2022).
of adverse feeling. A significant consequence of cy- Workplace cyberbullying has been found to have
berbullying is fatigue at work: work fatigue is one a detrimental impact on employee engagement, and
of the three aspects of burnout (Maslach et al., 2001). well-being as the hostile work environment and psy-
According to earlier studies, cyberbullying may cause chological distress associated with these behaviors
work fatigue Oksanen et al. (2020); this is associated can lead to decreased job satisfaction, commitment,
with emotional exhaustion, which has a detrimental and productivity (Ikeda et al., 2022). To effectively
effect on the well-being of employees and the effi- address workplace cyberbullying, a deeper under-
ciency of organizations (Kane and Montgomery, standing of employee experiences and the organiza-
1998), associated with both physical and mental tional factors that contribute to this issue is needed.

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Digital Harassment in the Workplace: The Impact of Cyberbullying on Employee Well-Being and Engagement

The negative relationship between cyberbully- studies also identified the moderating role of POS
ing, work engagement, and well-being further high- on the relationships between workplace bullying and
lights the urgent need for appropriate workplace employee outcomes and behaviour-related variables.
interventions. The way we behave in cyberspace influ- According to Hsieh et al. (2019), employees’ percep-
ences our health (and vice versa), so addressing cy- tions of organizational support serve as a buffer
berbullying is important because it sustains a healthy against the impacts of workplace bullying. According
work environment, increases employee engagement, to earlier studies, the POS is a valuable tool that
and improves overall well-being. helps shield employees from bullying (Naseer et al.,
2018). As a result, POS moderates the link between
H1: Workplace cyberbullying has a negative impact employee engagement and well-being and workplace
on employee well-being. cyberbullying.
Perceived organizational support facilitates resil-
H2: Workplace cyberbullying has a negative impact ience and fosters positive employee outcomes
on employee engagement (Eisenberger et al., 1986). In studies, it has been
stated that employees who experience cyberbullying
Perceived organizational support as a moderator become demoralized with their work, and they can
deviate from their targets. However, high perceived
According to conservation of resources theory, organizational support has been demonstrated to
humans possess an innate inclination to acquire, moderate the negative effects cyberbullying may have
maintain, and safeguard valuable resources in re- on employees, as this can increase their commitment
action conditions of limited resources (Liu et al., and connection with work (Rhoades and Eisenberger,
2020). For example, experiences like workplace cy- 2002). In particular, perceived organizational support
berbullying will diminish employee resources. In such even reduced emotional exhaustion and enhanced
situations, perceived organizational support can be work engagement, a protective factor in unfavourable
a great powerful asset in addressing workplace working environments. Studies also suggest that em-
cyberbullying. The Perceived organizational support ployees report better mental health while they become
is a term used to describe how employees view the less stressed despite the presence of cyber-bullying,
support they receive from their company and how provided their organizations support these victims
much they believe their employer values their con- (Bakker and Demerouti, 2007). Perceived organiza-
tributions and well-being (Eisenberger et al., 1986). tional support provides emotional resources that help
When faced with bullying, employees who feel their employees manage stressors, thereby preserving their
employer values their welfare are more likely to turn welfare.
to organizational assistance to compensate for the
depletion of resources (Hayat and Afshari, 2020). H3: The relationship between workplace cyberbully-
The results of studies by Djurkovic et al. (2008) and ing and employee engagement is moderated by
Naseer et al. (2018) established that perceived organ- perceived organizational support.
izational support helps to lessen the negative effects
of workplace bullying on employee outcomes; these H4: The relationship between workplace cyberbully-

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 Pothuganti Sanjeeva Kumar

Note: WCB: workplace cyberbullying; EM: employee engagement: WB: well-being;

POS: perceived organizational Support.

<Figure 1> Conceptual Model of the Study

ing and employee well-being is moderated by through the computerization process adopted by the
perceived organizational support. banking sector, simplifying operations and providing
a greater level of comfort to customers. (Hassan and
3.3. Research Methodology Meraj, 2019). Implementing digital technologies in
the banking industry has improved the customer
3.3.1. Participants experience and also played a vital role in advancing
the overall banking system. (Hassan and Meraj, 2019).
This study gathered data from 388 employees who The sample respondents comprised 60.1% of males
worked at the four leading private sector banks in (233) and 39.9% of females (155). The ages of the
India from January 2024 to April 2024. The banking participants ranged from 24 to 32 years, with an
sector was chosen because of its pivotal role in the average age of 28.09 years (SD = 2.639). Regarding
Indian economy and its extensive incorporation of job roles, 106 (27.3%) were Assistant General
various digital technologies. The Indian banking in- Managers, 82 (21.1%) were Assistant Managers, 134
dustry has significantly transformed in recent years, (34.5%) were Clerks, 32 (8.2%) were General
driven by the increasing need for digitalization Managers, and 34 (8.8%) were Managers. Regarding
(Papathomas and Konteos, 2023). The financial sec- educational qualifications, 273 (70.4%) had a gradu-
tor, particularly the banking industry, has recognized ation degree, while 115 (29.6%) had a post-graduation
the importance of embracing digital technologies to degree. Regarding computer literacy, 70 (18%) of
provide customers with more convenient and effi- the participants had basic computer skills, 231
cient services (Meher et al., 2021). The reach of Indian (59.5%) were at an intermediate level, and 87 (22.4%)
banking to every individual has been made possible were proficient.

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Digital Harassment in the Workplace: The Impact of Cyberbullying on Employee Well-Being and Engagement

3.3.2. Measures CB-SEM (Mihail and Kloutsiniotis, 2016b). PLS-SEM

is devoid of distributional assumptions and is suitable
The survey instrument included measures for for small sample sizes (Mihail and Kloutsiniotis,
workplace cyberbullying, employee engagement, 2016a, b). The capacity of PLS-SEM to evaluate nu-
well-being, and perceived organizational support. merous dependent variables concurrently enables re-
Workplace cyberbullying was measured using a scale searchers to estimate direct, indirect, and interaction
adapted from prior research Farley et al. (2016), show- effects while simultaneously eliminating measure-
ing its adaptability to different contexts, e.g., I ment error, hence obviating the necessity for ad-hoc
Received messages that had a disrespectful tone, I regression analysis (Legate et al., 2021). Furthermore,
have Been unfairly blamed for work problems, I PLS can inherently manage formative indicators pro-
Received aggressively worded messages. Employee ficiently Shackman (2013), to assess latent constructs.
engagement was assessed using a well-established In contrast, CB-SEM must be fully equipped to ac-
scale (Schaufeli et al., 2003), e.g., At my job, I feel commodate formative indicators Kloutsiniotis and
strong and vigorous, When I get up in the morning, Mihail (2020), frequently resulting in identification
I feel like going to work, I find the work that I issues (Jarvis et al., 2003). In our study, we used
do full of meaning and purpose and employee SmartPLS to conduct a thorough analysis, including
well-being was measured using an instrument for measurement model analysis, assessment model anal-
all workplace well-being elements (Pradhan and Hati, ysis and moderation model analysis.
2022) e.g., I enjoy meaningful work, I attach lots Firstly, we conducted the measurement model
of value to my work, My work achievement often analysis to assess the reliability and validity of the
acts as a source of motivation. Perceived organiza- constructs. This involved evaluating indicator reli-
tional support was measured using a scale Eisenberger ability, internal consistency reliability, convergent
et al. (1986) that has been widely used in the literature validity and discriminant validity. we verified in-
e.g., The organization strongly considers my goals dicator reliability through outer loadings and checked
and values, The organization disregards my best inter- internal consistency using composite reliability (CR).
ests when it makes decisions that affect me, Even Convergent validity was confirmed using Average
if I did the best job possible, the organization would Variance Extracted (AVE), and we used the
fail to notice. All items on the scales will be rated Fornell-Larker criterion and cross loadings to estab-
using a 5-point Likert scale ranging from 1 (Strongly lish discriminant validity.
Disagree) to 5 (Strongly Agree). Next, after confirming the concept’s validity and
reliability, the structural model will be analyzed.
3.3.3. Data Analysis Initially, endogenous constructs are anticipated to
assess the model’s quality. It is assessed using many
The authors utilized Partial Least Squares Structural measures, including the coefficient of determi-
Equation Modelling (PLS-SEM) for the statistical nation, significance of paths, and path coefficients.
analysis, employing Smart PLS 3 software (Ringle Subsequently, the standardized path coefficients are
et al., 2015). Researchers have recognized specific employed to assess the confirmation or refutation
benefits of employing PLS-SEM compared to of the hypotheses. Ultimately, the goodness of a model

86 Asia Pacific Journal of Information Systems Vol. 35 No. 1

 Pothuganti Sanjeeva Kumar

is determined by each individual structural path. were as follows: employee engagement (0.681),
Lastly, moderation analysis was conducted to explore well-being (0.735),workplace cyberbullying (0.584)
how a moderator variable influences the relationship and perceived organizational support (0.514)
between independent and dependent variables. This Discriminant validity was assessed using the
involved creating interaction terms and assessing Fornell-Larcker criterion, which juxtaposes the AVE
their significance and effect size to understand the values with the correlations of latent variables Fornell
moderating effect. and Larcker (1981), and the Heterotrait-Monotrait
criterion defined by Henseler et al. (2015) as “the
3.4. Results ratio of the between-trait correlations to the with-
in-trait correlations” (Hair et al., 2017). According
3.4.1. Assessment Metrics: Measurement to the Fornell-Larcker criterion, the square root of
Model each construct’s AVE values exceeded its maximum
correlation with other constructs, hence fulfilling the
The assessment of quality criteria focused on the condition. Therefore, the findings confirm good dis-
internal consistency reliability, wherein the compo- criminant validity among the variables, supporting
site reliability of the variables was considered. As their distinctiveness in the study. The results are
presented in <Table 3>, all variables exhibited compo- displayed in <Table 4>.
site reliability scores above the 0.6 cut-off, indicating
satisfactory internal consistency. Specifically, the Structural Model Assessment:
scores were as follows: employee engagement (0.883),
well-being (0.880), workplace cyberbullying (0.859), Based on Falk and Miller’s (1992) research, the
2
perceived organizational support (0.812). These com- R value of the latent dependent variable for each
posite reliability scores, in accordance with (Pallant, path across constructs should be 0.1 or above. This
2020), were considered good. Furthermore, to eval- indicates that the model has predictive potential. The
uate the convergent validity of the measurements, R2 value of 0.75, 0.50, or 0.25 for endogenous latent
the Average Variance Extracted (AVE) score was variables can be categorized as considerable, moder-
utilized. The reported AVE scores for all constructs ate, or weak, respectively (Hair et al., 2011; Henseler
exceeded the 0.5 cut-off threshold, signifying accept- et al., 2009). The analysis of the data (refer to <Table
able convergent validity. Specifically, the AVE scores 6>) showed that the R2 values for both EE and WB

<Table 3> Construct Reliability and Validity

Composite Reliability Composite Reliability Average Variance Extracted

Variable Cronbach’s Alpha
(rho_a) (rho_c) (AVE)
EE 0.883 0.890 0.914 0.681
POS 0.812 0.815 0.864 0.514
WB 0.880 0.884 0.917 0.735
WCB 0.859 0.875 0.893 0.584
Note: EE: Employee work engagement; POS: Perceived Organizational Support; WB: Well-Being; WCB: Workplace Cyberbullying.

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Digital Harassment in the Workplace: The Impact of Cyberbullying on Employee Well-Being and Engagement

<Table 4> Heterotrait-monotrait Ratio (HTMT) – Matrix

Variable EE POS WB WCB POS x WCB

EE
POS 0.623
WB 0.628 0.596
WCB 0.464 0.424 0.680
POS × WCB 0.056 0.149 0.156 0.140
Note: EE: Employee Work Engagement; POS: Perceived Organizational Support; WB: Well-Being; WCB: Workplace Cyberbullying.

<Table 5> Fornell-Larcker Criterion

Variable EE POS WB WCB

EE 0.825
POS 0.536 0.717
WB 0.550 0.513 0.857
WCB 0.427 0.375 0.628 0.764
Note: EE: Employee work engagement; POS: Perceived Organizational Support; WB: Well-Being; WCB: Workplace Cyberbullying.

<Table 6> Model Fit

R-square R-square Adjusted

EE 0.349 0.344
WB 0.485 0.481
f-square
EE WB
POS 0.257 0.168
WCB 0.094 0.420
POS × WCB 0.004 0.002
Note: EE: Employee work engagement; POS: Perceived Organizational Support; WB: Well-Being; WCB: Workplace Cyberbullying.

were 0.34 and 0.48, indicating moderate effects. The were examined to ascertain the association’s
f2 matrix reveals the effect sizes of predictor constructs relevance. Additionally, the replacement approach
on the endogenous constructs. <Table 6> shows that was employed to generate 5000 samples to assess
POS is a significant predictor of EE (0.257), and the relevance of each path coefficient. All the path
WB predicts POS significantly (0.420). Both POS coefficients were statistically significant, except for
and WCB have a minimal impact on both EE and the interaction effects. This indicates that POS (β
WB. = 0.443, t = 9.363, p < .001) significantly and positively
impacts EE, and WCB (β = -0.268, t = 5.278, p
Hypothesis Testing: < .001) significantly but negatively impacts EE.
Additionally, POS (β = 0.319, t = 7.951, p < .001)
After evaluating the goodness of fit, hypotheses significantly and positively impacts WB, and WCB

88 Asia Pacific Journal of Information Systems Vol. 35 No. 1

 Pothuganti Sanjeeva Kumar

(β = -0.504, t = 15.703, p < .001) significantly but concern about an increase in workplace cyberbullying
negatively impacts WB. As a result, the direct effects in India’s digitalized banking sector. Nevertheless, digi-
of POS and WCB on EE and WB were strongly talization and the attendant expansion of interactions
supported. However, the interaction effects of POS through virtual platforms have also increased employ-
× WCB on EE (β = 0.049, t = 1.369, p > 0.171) ees’ exposure to cyberbullying-related vulnerability.
and on WB (β = -0.031, t = 1.353, p > 0.176) were This finding points to a vital lacuna: employees need
not significant. Therefore, these interaction effects to perceive their organizations as on top of the chal-
were not supported. lenges they face, i.e., concerning cyberbullying or
digitization (or both). Most of them also expressed
3.5. Discussion that they are victims of cyberbullying, but there are
no structured organizational mechanisms in place
The qualitative study observed that there is a deep for them. This perceived insufficiency has led to frus-

<Table 7> Results of Hypothesis Testing

Path Standard
t- values 2.5% 97.5% P-value Decision
coefficient deviation
POS → EE 0.443 0.047 9.363 0.347 0.535 0.001 Supported
POS → WB 0.319 0.040 7.951 0.242 0.400 0.001 Supported
WCB → EE -0.268 0.051 5.278 0.169 0.368 0.001 Supported
WCB → WB -0.504 0.032 15.703 0.441 0.566 0.001 Supported
POS × WCB → EE 0.049 0.036 1.369 -0.018 0.124 0.171 Not Supported
POS × WCB → WB -0.031 0.023 1.353 -0.075 0.014 0.176 Not Supported
Note: EE: Employee Work Engagement; POS: Perceived Organizational Support; WB: Well-Being; WCB: Workplace Cyberbullying.

<Figure 2> Results of the Model of the Study

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Digital Harassment in the Workplace: The Impact of Cyberbullying on Employee Well-Being and Engagement

tration and depleted morale among workers, high- the less support and confidence they, if not bullied,
lighting the need for banks to adopt pre-emptive were facing as they feared disengagement or burnout.
organizational aid strategies designed to shield em- This study sets the high price of cyberbullying to
ployees from its adverse proximate effects in dig- workers into sharp focus and highlights why taking
italized workplaces. The findings demonstrate that action proactively on behalf of organizations is
we must examine caring in all forms if organizations critical. Banks can safeguard their employees and
want to create an atmosphere of well-being for their create a positive work environment by implementing
employees during this time. Inspired by these find- solid policies and support networks. The concordance
ings, we decided to perform a study that quantifies of the qualitative and quantitative findings strongly
the influence of workplace cyberbullying on employ- argues for immediate, proactive steps to address
ee engagement & well-being, the role of perceived workplace cyberbullying.
organizational support and dissects its repercussions The results of studies 1 and 2 not only highlight
in evolved digitalized banking workplaces. how important it is to combat workplace cyberbully-
The quantitative part of the study further re- ing in digitalized banks, but also highlight the neces-
inforced our qualitative findings, confirming that sity for a comprehensive paradigm shift in organiza-
work-related cyberbullying is prevalent in digitalized tional tactics. It becomes clear that preventing cy-
banks in India. According to the quantitative analysis, berbullying requires a variety of interventions, includ-
there is a clear inverse relationship between workplace ing regulatory changes, specialized training pro-
cyberbullying incidents and both employee engage- grams, and the development of a society that values
ment and well-being. This result is consistent with respect and digital etiquette. Furthermore, the empiri-
a growing body of research by Baillien et al. (2011), cal learnings from this research highlight the rele-
Einarsen and Nielsen (2015), Patchin and Hinduja vance of encouraging an environment where open
(2015), Samnani and Singh (2012) which emphasizes lines of communication are supported, giving staff
the negative effects of workplace cyberbullying on members ways to report occurrences without worry-
banking professionals working in a digital workspace ing about retaliation. It is critical for banking in-
environment. Statistical analysis (β = -0.268 for EE, stitutions and other similar industries to actively ad-
β = -0.504 for WB) found that targeted employees dress the challenges of cyberbullying as the lines
suffered significantly lower levels of engagement and between physical and digital workspaces continue
well-being due to cyberbullying. This correlation sup- to blur. This will require creating a harmonious and
ports the insights from the qualitative study, in which secure environment that supports both personal and
employees described feelings of agony and loneliness professional development.
and a lack of support from their institutions. The
tangible results supported the reality that engagement 3.5.1. Moderating Role of Perceived
is a crucial generator of low motivation and commit- Organizational Support
ment, leading to employee disengagement with neg-
ative consequences for their well-being. The more Findings of some studies mentioned that the mod-
they found themselves isolated and abandoned when erating effects of Perceived Organizational Support
trying to confront the challenges of cyberbullying, (POS) may not always yield significant results. For

90 Asia Pacific Journal of Information Systems Vol. 35 No. 1

 Pothuganti Sanjeeva Kumar

example, the Transactional Model of Stress and established. Longitudinal studies would be valuable
Coping theorizes that even though POS might serve in investigating the temporal dynamics of workplace
as a resource for employees when coping with stres- cyberbullying and its effects over time.
sors, it may not always be enough to buffer (Lazarus
and Folkman, 1984). Significantly, if technological 3.7. Future Directions
demands exceed employees’ coping capabilities, it
“may overwhelm the hindering influences of stress Future research can explore how intervention pro-
and organizational support on behavioural outcomes grams can be designed to address and mitigate cy-
such as engagement or well-being” (Ayyagari et al., berbullying on digitalized platforms within banking
2011). If cyberbullying exceeds an individual’s coping at work. Moderating Effects of Organizational
capacities, employees might disengage, and well-be- Support could also study how varying types of per-
ing will suffer regardless of POS. In addition, POS ceived organizational support buffer cyberbullying
could be insufficient in situations where employees on employee engagement and well-being, high-
perceive technology-induced stress to influence their lighting that some support mechanisms are likely
job security and workload, both of which fall outside to be more successful than others. Analyze how ex-
the boundaries that POS sets on employee resources. posure to cyberaggression in workplace contexts in-
Therefore, although POS might be helpful more often fluences employees’ career advancement, job dissat-
than not, it may have limited effects in high techno- isfaction and turnover rates across digitalized
stress conditions, as suggested by these studies. professions. Investigating whether increased digital
literacy and awareness training may make employ-
3.6. Limitations ees more resilient to cyberbullying if they are con-
stantly working within highly “digitalized” roles.
Despite the valuable insights gained from this re- Comparative research that is cross-sectoral in scope
search, there are certain limitations that should be may shed light on the ways in which digital technology
acknowledged. Firstly, the research focused specifi- has impacted cyberbullying rates and intensity, thus
cally on the context of digitalized banks, which may providing industry avenue-specific guidance for more
limit the generalizability of the findings to other in- targeted responses.
dustries or workplace settings. Secondly, the study
primarily relied on self-reported data, which might 3.8. Theoretical Implications
be subject to response bias and social desirability
effects. Although efforts were made to ensure con- This research presents a multifaceted perspective
fidentiality and anonymity, there remains a possibility of workplace cyberbullying in digitalized banks by
of participants not fully disclosing their experiences merging qualitative and quantitative approaches from
with workplace cyberbullying. Additionally, the re- two separate investigations. As a result, the current
search design was cross-sectional, capturing data at body of literature has been expanded upon.
a single point in time. As a result, causal relationships Problem Identification: Qualitative study results
between workplace cyberbullying, employee engage- highlight the seriousness of workplace cyberbullying,
ment, and well-being cannot be definitively focusing light on a topic that hasn’t received much

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Digital Harassment in the Workplace: The Impact of Cyberbullying on Employee Well-Being and Engagement

attention in digital banking. This calls for more con- immediately support employees. Develop training for
centrated attention from academics. leaders on the identification of cyberbullying symp-
Quantitative Insight: The quantitative method toms to enable effective intervention while creating
used in Quantitative study reveals a clear connection an atmosphere that does not support behaviors asso-
between cyberbullying episodes and reduced employ- ciated with cyberbullying. Implement a holistic ap-
ee engagement and well-being, validating findings proach in offering counselling and stress manage-
from reputable scholars and lending credence to the ment programs that also address cyber-bullying ele-
field as a whole. ments to help facilitate employee distress gained
Empirical Validation of Workplace Cyberbullying: through high demands on working life or similarly
Our study provides empirical validation of the impact face the consequences due to increased use of technol-
of cyberbullying in the workplace, using both qual- ogy as part of the business process.
itative narratives and quantitative evidence to demon-
strate its detrimental effects on organizational out- 3.10. Conclusion
comes, such as reduced engagement and well-being.
This study lays a solid foundation for future research In today’s digital world, the anonymity offered
and interventions aimed at safeguarding the mental by technology has amplified the potential for bullies
health of digital employees, offering hope for a more to target others, thereby increasing the likelihood
supportive and healthier work environment. of such behaviour manifesting in the workplace.
Suggestions for Organizational Support Systems: Surprisingly, venerable banks in India allocated only
The study highlighted the importance of organiza- 7 to 9% of their total operational costs to technology.
tional support in reducing cyberbullying effects. With In contrast, their overseas counterparts like UBS in-
this knowledge, organizations can develop focused vest approximately 10% of their revenue in
policies and interventions that add more specific ad- technology. These findings shed light on the incipient
vice to the literature on fostering safer digital stage of the Indian banking industry’s digital trans-
workplaces. formation, underscoring its relative lag behind global
peers. These revelations imply that the effects of work-
3.9. Practical Implications place cyberbullying are complex and multidimen-
sional, necessitating a deeper understanding of its
Banking workplaces could introduce policies to effects on people and organizations. The findings
tackle cyberbullying on an online platform, such as of the study highlight the urgent need for a thorough
an anti-cyberbullying policy with robust reporting analysis of the extensive consequences of
and resolution mechanisms. Regular training should cyberbullying. This research adds to the body of
include cyberbullying awareness and resilience, as knowledge by illuminating the complex nature of
well as helping employees proactively identify, report, workplace cyberbullying, challenging preconceived
and handle cyberbullying incidents. Introduce online notions, and developing a better understanding of
arrival (digital reportage) or cyber counsellors who its ramifications for people as well as organizations.

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 Pothuganti Sanjeeva Kumar

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◆ About the Authors ◆

Pothuganti Sanjeeva Kumar

Pothuganti Sanjeeva Kumar is an Assistant Professor in the School of Business at SR University,
Warangal, India. His area of interest is working technological advancements in the workplace
and to study the impact of these technologies on employees.

Submitted: July 19, 2024; 1st Revision: October 29, 2024; 2nd Revision: December 30, 2024; Accepted: January 24, 2025

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