[Research Contribution] Workplace bullying and Emotional exhaustion: Consequences for job satisfaction and job performance
27 August, 2026
Keywords: Workplace bullying, emotional exhaustion, job satisfaction, job performance, human resource management.
Amid growing workplace pressures, negative organizational behaviours, especially workplace bullying, have attracted increasing attention from both researchers and managers. Beyond harming employees’ psychological well-being, workplace bullying can significantly affect their work attitudes and performance. A research team from UEH Mekong, University of Economics Ho Chi Minh City (UEH) examined how workplace bullying influences employees’ emotional exhaustion, job satisfaction, and job performance among office workers in Ho Chi Minh City. Based on survey data collected from 300 office employees, the study provides important empirical evidence for a deeper understanding of the impact of negative behaviors in organizational settings.
Workplace bullying – the “invisible harm” in the workplace
Workplace bullying refers to repeated negative behaviors intended to cause psychological or physical harm to others, including insults, social isolation, threats, or excessive pressure. This issue has been documented across many countries and is widely recognized as a factor that undermines the quality of the working environment.
Previous studies have shown that such behaviors not only affect employees’ physical and psychological well-being through prolonged stress, sleep disturbances, and exhaustion, but also reduce their organizational engagement and work performance. In major urban areas such as Ho Chi Minh City, workplace bullying can be particularly difficult to identify due to the influence of East Asian cultural values that emphasize hierarchy and harmony in workplace relationships. As a result, many employees may remain silent or tolerate negative behaviors, allowing psychological distress to accumulate over time.
The study draws on two theoretical foundations: Conservation of Resources (COR) Theory and Social Exchange Theory (SET). According to COR Theory, individuals continually strive to preserve and protect their resources, particularly psychological and emotional resources. When employees are repeatedly exposed to bullying behaviors, these resources are gradually depleted, resulting in emotional exhaustion. Meanwhile, SET suggests that organizational relationships are sustained through principles of fairness and reciprocity. When employees feel unfairly treated or disrespected, their job satisfaction and commitment to the organization are likely to decline.
Emotional exhaustion – a critical factor affecting work performance
The findings reveal that workplace bullying has the strongest and most direct effect on employees’ emotional exhaustion. Frequent facing behaviors such as insults, social isolation, or excessive pressure can leave employees experiencing prolonged stress, reduced motivation, and depleted emotional resources.
The study also shows that emotional exhaustion significantly reduces job satisfaction. When psychological resources are depleted, employees tend to develop more negative perceptions of their jobs and working environments, which in turn affects their attitudes and motivation to contribute.
Notably, job satisfaction has a positive effect on job performance. Employees who are satisfied with their jobs tend to maintain higher levels of productivity and work quality, while also being more likely to remain with the organization over the long term.
One of the study’s notable findings is that the direct effect of workplace bullying on job performance is smaller than its indirect effect through emotional exhaustion and job satisfaction. This finding highlights the important mediating role of psychological factors in explaining how negative organizational behaviors ultimately affect employees’ work outcomes.
Managerial implications
Based on the findings, the authors argue that workplace bullying should not be viewed solely as an individual issue, but also as a management risk that can directly affect organizational performance. Organizations should therefore take proactive measures to build a safe and respectful working environment through the following actions:
- Develop and implement a clear code of conduct to prevent bullying and inappropriate behavior in the workplace.
- Establish transparent reporting and response mechanisms to protect employees’ rights when they experience negative workplace behaviors.
- Strengthen mental health support programs while fostering a positive organizational culture that enhances employees’ satisfaction, engagement, and motivation.
Overall, workplace bullying is not merely an issue of interpersonal conduct within organizations; it is also a factor that directly affects human capital quality and organizational performance. By clarifying the mediating roles of emotional exhaustion and job satisfaction, this study contributes further empirical evidence to the field of human resource management. It also provides a scientific basis for organizations to develop effective human resource management policies, foster a positive workplace culture, and strengthen their competitiveness in the pursuit of sustainable development.
View the full research paper “Workplace Bullying and Emotional Exhaustion: Consequences for Job Satisfaction and Performance” HERE.
Authors: Pham Mai Bao Ngoc, Dr. Truong Thi Hoang Oanh – University of Economics Ho Chi Minh City (UEH)
This article is part of the series disseminating research and applied knowledge under the message “For a More Sustainable Mekong,” within the “Research Contribution For All” program conducted by UEH. UEH respectfully invites readers to stay tuned for the next edition of the UEH Research Insights newsletter.
News, photos: Authors, Department of Admissions – Communications UEH Mekong, Department of Communications and Partnerships UEH
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