Abstract
The purpose of the study was to determine the outcomes and consequences of workplace bullying incidences for the victim, bystander and organisation using South African indigenous perspective. Most studies on workplace bullying in South Africa were conducted using western approach with very limited use of indigenous understanding of the phenomenon. Semi-structured interviews were conducted amongst a combination of purposive sample and snowball sample of 21 indigenous employees. Therefore, a qualitative research approach was used. Findings of the study have identified three outcomes and consequences of workplace bullying through a qualitative research approach that contributed rich and insightful data. These three outcomes and consequences of workplace bullying are high turnover rate, compromised employee wellbeing and compromised performance. It is clear from this study’s findings that workplace bullying incidences may result in negative outcomes and consequences. In practice, these findings can serve as an eye-opener and help organisations and institutions to initiate and establish anti-bullying policies that take into account the unique nature of indigenous people. This study emphasises that anti-bullying policies can play a significant role in combating workplace bullying. It is therefore suggested that the government enacts a law that addresses bullying rather than dealing with it through the channels of other negative behaviour such as harassment, which can serve as a guideline for handling workplace bullying.