Bullying perceptions in the workplace in municipalities of Limpopo Province, South Africa

Abstract

This study explored employees’ perceptions and experiences of workplace bullying in municipalities in Limpopo Province, South Africa. Workplace bullying is understood as repeated negative behaviour, including verbal abuse, exclusion, intimidation, and unfair treatment, which negatively affects employees’ wellbeing and organisational performance. Although workplace bullying has been recognised in the public sector, limited research has examined employees’ lived experiences within local government in Limpopo Province. A qualitative research approach, guided by a phenomenological design, was used to understand these experiences. Data were collected through semi-structured interviews with municipal employees who had extensive work experience and knowledge of workplace dynamics. Participants were selected using non-probability snowball sampling, and the data were analysed using thematic analysis. Six themes emerged from the analysis: understanding and meaning of workplace bullying; forms and causes of workplace bullying; effects on employee wellbeing and performance; impact of workplace bullying on service delivery; coping, support mechanisms, and intervention strategies. The findings showed that workplace bullying is closely linked to power imbalances within hierarchical municipal structures and is reinforced by weak leadership, favouritism, poor accountability, and political interference. Participants reported psychological effects such as stress, anxiety, emotional exhaustion, and reduced self-confidence, while some adopted unhealthy coping behaviours, including absenteeism, substance abuse, and gambling. Workplace bullying also disrupted teamwork, communication, and service delivery. Guided by Power-Control Theory, the study demonstrates how unequal power relations contribute to bullying and silence employees. The findings highlight the need for stronger leadership accountability, clearer governance boundaries, effective reporting mechanisms, and well-resourced Employee Assistance Programmes to create healthier and more supportive municipal workplaces.