The rise of the global market and industrial revolution has made human resource as a core and critical aspects of any successful business for gaining competitive advantage. However, extensive work, mistreatment at workplace, and harassment have opened questions related to employee wellbeing and physical health (Hansen et al., 2006) which has several negative implications related to employee (stress, depression, suicidal thoughts) and organizational (employee turnover, low performance) health. Therefore, workplace bullying is becoming a key focus for organizations and researchers. However, due to dependency on the organization and lack of organization support, employee choose to keep quiet about it which makes the situation worse instead of improving.
Although, criticality of employee wellbeing is increasing, there are very few studies which could relate workplace bullying with employee silence behaviour. To fill that gap in the literature, this research, aims to provide a better understanding of the relationship of workplace bullying with employee silence behaviour and the role of Trust. This research also aims to compare the results based on the cultural difference in the outcome of workplace bullying.
From the practical or managerial perspective, this study would provide help in developing better interventions and policies by which employees could raise their voices against bullying behaviour which would not only improve employee wellbeing but apparently it could also improve job satisfaction and organizational commitment which will lead better organizational performance.