Bullying at workplaces is a growing problem associated with several antecedents and outcomes of psychological disorders. Extant literature shows the relationship of victimization with the owning‐up curriculum to confront bullying, but so far there is little research to cure the issue of bullying through ethics and there is no study to check the impact of ethical lessons and exercises in training materials to curb bullying at workplace. The current paper is based on a literature review of aggression and bullying, and chiefly addresses the HR practices in rescuing the people from peer victimization. Conceptually segregating supervisor‐subordinate (vertical) and peer‐peer (horizontal) bullying psychology, this paper attempts to see what possible corrective steps can be taken by senior managers, supervisors and psychologists to resolve this critical problem through interior capacities. In this paper, we have developed three propositions for conducting a future empirical investigation in connection to a cohort study. By addressing the counterproductive/deviant behavior, the present report is likely to be beneficial for psychology scientists and HR practitioners in noticing and resolving the bullying issues at the workplace for the well‐being of employees.

中文翻译：

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纵向与横向欺凌：在工作场所需要进行社交互动式道德培训

工作场所中的欺凌是与心理障碍的几个先因和后果相关的日益严重的问题。现有文献表明，受害行为与掌握课程的关系与面对欺凌行为有关，但到目前为止，尚无通过伦理学来解决欺凌问题的研究，也没有研究在培训材料中检验伦理学课程和练习的影响的研究。在工作场所遏制欺凌行为。本论文基于对侵略和欺凌的文献综述，主要针对人力资源实践中拯救人们免受同伴伤害的做法。从概念上区分主管下属（垂直）和对等（水平）欺凌心理，本文试图了解高级管理人员可以采取哪些可能的纠正措施，主管和心理学家通过内部能力解决这个关键问题。在本文中，我们提出了三个命题，以进行与队列研究相关的未来实证研究。通过解决适得其反的行为，本报告可能有助于心理学家和人力资源从业者注意到并解决工作场所中的欺凌问题，以保障员工的健康。