Certain factors like societal, organizational and individual characteristics are dynamic

processes that can either hinder or contribute to the occurrence and continuation of workplace
bullying, power also plays a complex role. Certain characteristics of an organizational culture
and power differences within dyads can increase bullying. Justice climate should be promoted
within organizations for which researchers are focusing on social exchange theory. AET and
bullying are linked together. People react emotionally to incidents which affect their behavior.
bullying could be considered an affective episode consisting of a number of affective events.
A study also highlighted the emotional strain that resulted in decreasing positive feelings about
work and people. one study found that positive support from colleagues as well as friends and
family could counteract the accumulation of negative events. Whereas their aggressive
behavior had significant and unique associations with emotional exhaustion. The model of
seven elements was presented that can influence workplace bullying. First element that is
society can influence bullying in the workplace, change in today’s society can influence the
occurrence of bullying. Recently a researcher argued that workplace bullying may be
reinforced by the very nature of the ‘capitalist employment relationship’, which seeks to control
employees through hierarchical structures. Second element is Work environment (B):
Interaction between individual and organizational characteristics (including groups). Work
environment can also increase bullying. Another global model of antecedents identified three
pathways bullying due to ‘intrapersonal frustrations (“strains”)’ (such as dissatisfaction with
recent changes); the closely related conflict escalation of either personal or work-related
conflicts; and ‘explicit or implicit stimulation through team and organizational characteristics
(intragroup aspect)’ such as a climate that accepts gossip or backbiting. Individual and
organizational characteristics were found to influence each of these pathways. Salin identified
three classifications for explanations of bullying a power imbalance, second is the
characteristics of the environment that encourage bullying, and third is an organizational
culture that rewards aggressive or bullying behavior. Many workplace environment factors are
associated with workplace bullying. various personality and individual attributes are linked
with bullying. The target–perpetrator relationship is complex. As relationships become more
negative and stressed, seemingly small issues (e.g. not saying hello in the morning) can be
interpreted as aggressive acts. Identified personality traits of targets include being relatively
more introverted, anxious, conscientious, neurotic, submissive less agreeable and having low
self-esteem. However, the literature does suggest that perpetrators may bully because of a need
to protect their self-esteem and/or because of a lack of social competencies, such as emotional
control and perspective-taking.