University of Tehran Press Organizational Culture Management 2423-6942 18 2 2020 06 21 Explaining the Employees Bullying towards Managers in the Public Sector Explaining the Employees Bullying towards Managers in the Public Sector 325 349 75980 10.22059/jomc.2020.285771.1007846 FA Fariborz Rahimnia Professor, Faculty of Economics and Administrative sciences, Ferdowsi University of Mashhad, Mashhad, Iran 0000-0001-9680-6735 Hasan Yoosefifar Ph.D. Student, Faculty of Management, Kharazmi University, Tehran, Iran Journal Article 2019 12 15 Providing appropriate working conditions along with supporting and protecting employees from possible workplace harms are among the main concerns of organizations. Hence, it is necessary to investigate destructive phenomena such as organizational bullying and identify their instances in order to address them via appropriate actions. In the present study, phenomenology was used to identify the phenomenon of employee bullying of the managers or, in other words, the upward bullying. For this purpose, 14 people who had at least 3 years of experience in management in governmental organizations were selected through non-random purposive sampling and were interviewed using semi-structured interviews. Their experiences in this regard were obtained and the data analysis was performed using Collaizzi method. The findings of the study led to the identification of four main dimensions, namely personal bullying, bullying through threats to defame the manager’s professional performance, bullying in terms of threats against the manager’s position, and gender-oriented bullying, along with 21 components of upward bullying. The results of the study showed that the upward bullying in the public sector is a serious challenge for some managers and requires more attention. Providing appropriate working conditions along with supporting and protecting employees from possible workplace harms are among the main concerns of organizations. Hence, it is necessary to investigate destructive phenomena such as organizational bullying and identify their instances in order to address them via appropriate actions. In the present study, phenomenology was used to identify the phenomenon of employee bullying of the managers or, in other words, the upward bullying. For this purpose, 14 people who had at least 3 years of experience in management in governmental organizations were selected through non-random purposive sampling and were interviewed using semi-structured interviews. Their experiences in this regard were obtained and the data analysis was performed using Collaizzi method. The findings of the study led to the identification of four main dimensions, namely personal bullying, bullying through threats to defame the manager’s professional performance, bullying in terms of threats against the manager’s position, and gender-oriented bullying, along with 21 components of upward bullying. The results of the study showed that the upward bullying in the public sector is a serious challenge for some managers and requires more attention. https://jomc.ut.ac.ir/article_75980_91020776ba89a5d7f0abbcf2f29ba132.pdf