{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,5,5]],"date-time":"2026-05-05T16:22:37Z","timestamp":1777998157305,"version":"3.51.4"},"reference-count":36,"publisher":"SAGE Publications","issue":"2","license":[{"start":{"date-parts":[[2026,1,22]],"date-time":"2026-01-22T00:00:00Z","timestamp":1769040000000},"content-version":"tdm","delay-in-days":0,"URL":"https:\/\/journals.sagepub.com\/page\/policies\/text-and-data-mining-license"}],"content-domain":{"domain":["journals.sagepub.com"],"crossmark-restriction":true},"short-container-title":["Cyberpsychology, Behavior, and Social Networking"],"published-print":{"date-parts":[[2026,2,1]]},"abstract":"<jats:p>\n                    Workplace bullying is increasingly recognized as a serious social and organizational problem with detrimental effects on employees\u2019 well-being and productivity. While previous research has primarily focused on individual-level experiences or legal\/policy frameworks, relatively little attention has been paid to how organizational characteristics\u2014such as size and sector\u2014shape the nature and discourse of workplace bullying. This study addresses this gap by analyzing user-generated content on\n                    <jats:italic toggle=\"yes\">Blind<\/jats:italic>\n                    , a widely used anonymous platform for Korean employees. Using topic modeling techniques, we examine bullying-related discourse across four organizational types: public institutions, large companies, midsize companies, and small firms\/startups. Our findings indicate that workplace bullying manifests differently across organizational types. In public institutions, it is characterized by hierarchical pressure and institutional rigidity; in large companies, by a sense of systemic helplessness and trauma following reporting; in midsize companies, by structurally embedded abuse rooted in informal power networks; and in small firms, by interpersonal conflict, gendered divisions of labor, and dissatisfaction with broader Korean workplace culture. These findings highlight the structural and cultural dimensions of workplace bullying and demonstrate how anonymous digital platforms can amplify marginalized employee voices. The study offers a more differentiated understanding of organizational variations in bullying discourse and underscores the need for tailored interventions based on workplace context.\n                  <\/jats:p>","DOI":"10.1177\/21522715261417552","type":"journal-article","created":{"date-parts":[[2026,1,23]],"date-time":"2026-01-23T07:03:31Z","timestamp":1769151811000},"page":"100-108","update-policy":"https:\/\/doi.org\/10.1177\/sage-journals-update-policy","source":"Crossref","is-referenced-by-count":1,"title":["From Bureaucracy to Startups: How Workplace Bullying Is Talked About on Online Employee Communities"],"prefix":"10.1177","volume":"29","author":[{"given":"Donghun","family":"Kim","sequence":"first","affiliation":[{"name":"School of Information Management, Nanjing University, Nanjing, China."}]},{"given":"Ting","family":"Jiang","sequence":"additional","affiliation":[{"name":"Department of Library and Information Science, Yonsei University, Seoul, Korea."}]},{"given":"Yongjun","family":"Zhu","sequence":"additional","affiliation":[{"name":"Department of Library and Information Science, Yonsei University, Seoul, Korea."}]},{"given":"Sou Hyun","family":"Jang","sequence":"additional","affiliation":[{"name":"Department of Sociology, Korea University, Seoul, Korea."}]}],"member":"179","published-online":{"date-parts":[[2026,1,22]]},"reference":[{"key":"e_1_3_2_2_2","unstructured":"Namie G Namie R. Workplace bullying institute (WBI): Support education solutions & advocacy. 2025. Available from: https:\/\/workplacebullying.org\/ [Last accessed: June28 2025]."},{"key":"e_1_3_2_3_2","unstructured":"Namie G. 2024 WBI U.S. Workplace bullying survey. Workplace Bullying Institute. 2024. Available from: https:\/\/workplacebullying.org\/ [Last accessed: June28 2025]."},{"key":"e_1_3_2_4_2","doi-asserted-by":"publisher","DOI":"10.1891\/0886-6708.5.2.119"},{"key":"e_1_3_2_5_2","doi-asserted-by":"publisher","DOI":"10.1080\/19186444.2020.1768790"},{"key":"e_1_3_2_6_2","doi-asserted-by":"publisher","DOI":"10.1371\/journal.pone.0274965"},{"key":"e_1_3_2_7_2","doi-asserted-by":"publisher","DOI":"10.5964\/ejop.v15i4.1733"},{"key":"e_1_3_2_8_2","unstructured":"Park CE Oh JS. A Report on the Realities of Workplace Bullying. KLSI Issue Paper; No. 191-01. Korea Labor & Society Institute; 2023."},{"issue":"1","key":"e_1_3_2_9_2","first-page":"65","article-title":"Dealing with uncertainty: Hell Joseon and the Korean shaman rituals for happiness and against misfortune","volume":"27","author":"Schlottmann D","year":"2019","unstructured":"Schlottmann D. Dealing with uncertainty: Hell Joseon and the Korean shaman rituals for happiness and against misfortune. Shaman, 2019; 27(1\/2):65\u201396.","journal-title":"Shaman"},{"key":"e_1_3_2_10_2","doi-asserted-by":"crossref","unstructured":"Chee F. Understanding Korean experiences of online game hype identity and the menace of the \u201cWang-tta.\u201d In: Proceedings of DiGRA 2005 Conference: Changing Views: Worlds in Play. 2005; doi: 10.26503\/dl.v2005i1.211","DOI":"10.26503\/dl.v2005i1.211"},{"key":"e_1_3_2_11_2","unstructured":"Seo YN. The Role of Culture on Workplace Bullying: The Comparison between the UK and South Korea. Dissertation. 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Available from: https:\/\/www.unicornfactory.co.kr\/article\/2025031209550036521 [Last accessed: November25 2025]."},{"key":"e_1_3_2_18_2","unstructured":"Ministry of Trade Industry and Energy. 2025 guidelines for the classification of medium-sized enterprises. 2025. 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J Gov Stud, 2018; 13(2):97\u2013124.","journal-title":"J Gov Stud"},{"key":"e_1_3_2_25_2","volume-title":"Culture\u2019s Consequences: International Differences in Work-Related Values","author":"Hofstede G","year":"1984","unstructured":"Hofstede G. Culture\u2019s Consequences: International Differences in Work-Related Values. Sage: Newbury Park, CA; 1984."},{"key":"e_1_3_2_26_2","doi-asserted-by":"publisher","DOI":"10.1037\/a0024610"},{"key":"e_1_3_2_27_2","doi-asserted-by":"publisher","DOI":"10.1111\/j.1464-0597.2012.00520.x"},{"key":"e_1_3_2_28_2","doi-asserted-by":"publisher","DOI":"10.53865\/KSPA.2023.8.34.2.145"},{"key":"e_1_3_2_29_2","doi-asserted-by":"publisher","DOI":"10.21615\/cesp.12.2.8"},{"key":"e_1_3_2_30_2","volume-title":"Organizational Culture and Leadership","author":"Schein EH","year":"2010","unstructured":"Schein EH. Organizational Culture and Leadership, 4th ed. Jossey-Bass: San Francisco, CA; 2010.","edition":"4"},{"key":"e_1_3_2_31_2","unstructured":"Yonhap News. 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Why big-tech employees are flocking to anonymous professional network blind. 2022. Available from: https:\/\/www.worklife.news\/technology\/blind-anonymous-workplace\/ [Last accessed: November25 2025]."},{"key":"e_1_3_2_37_2","unstructured":"Yim H-S. Blind: App that has everyone in the workplace talking. 2022. 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