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Top1. Introduction
The modern trends in digital communication such as e-mails, textual messages using cell phones, and social networking websites may lead to bullying at the workplace, commonly known as cyberbullying. (Borstorff et al., 2007; Smith et al., 2008). The available research on the topic of cyberbullying focuses on the effect of the issue on children (Slonje and Smith, 2008; Dooley et al., 2009) and adults working at an early age. Recently, researchers have started exploring the issue in various professional fields. (Brack and Caltabiano, 2014; Farley et al., 2015; Forssell, 2016; Privitera and Campbell, 2009). The available literature focuses on the impact of cyberbullying on the quality of life of victims. (Baruch, 2005; Brack and Caltabiano, 2014; Privitera and Campbell, 2009; Farley et al., 2015; Forssell, 2016). In the case of recent trends of bullying especially cyberbullying, it may be defined as intentional behavior aimed at bullying other people using electronic means like mobile phones or computers. (Hinduja & Patchin 2006). The act of cyberbullying stands as intentional behavior to harm someone psychologically and emotionally with some motive. The literature focuses on the prevalence of cyberbullying and its changing modes in various fields of life. In a study of internet-related behavior of a high school senior, it was observed that almost 31% of the respondents had experienced some form of cyberbullying online Marcum (2009). The National Children's Home study (NCH 2002) found that almost 30% of the female respondents (ages 11-19 years) had faced cyberbullying in some form. Patchin and Hinduja (2006) found that 30% of the female respondents under the age of 18 reported being a victim of cyberbullying once in their life. The issue has been multi-folded because of the states’ capacity and orthodox patriarchal system (Jejeebhoy& Sather, 2001). The female workers in their professional lives are facing the issue of bullying. The issue has gone grimmer after the advent of cyberbullying which is a more easy and convenient way of victimizing (Powell and Henry, 2014). The act of cyberbullying is performed in both direct and indirect manners. In some instances, it is through text messages inviting a female for meeting out, joining some leisure trips, late-stay requests, and order during out-of-office hours. However, indirectly, it is through sharing immoral content in shared inboxes in form of videos, audio, dirty jokes, double-meaning texts, and in some instances porn materials. The issue of bullying is often pursued aggressively when a male colleague enjoys a superior position in the organizational hierarchy such as a senior, supervisor, judge, or anyone having an edge over the female. The literature on the subject points out that (Tehrani, 2012 and Tuckey et al., 2009), workplace bullying forms a diverse form of offensive attitude and acts that may happen repeatedly. Moreover, the indirect impact of workplace cyberbullying results in emotional and psychological stress, physical anguish, declined productivity, and reduced organizational devotion (Altman, 2012; Gallagher et al., 2008). In the United States, the estimates of workplace bullying are almost 50 percent (see Wheeler et al., 2010). The issue of bullying has been studied by researchers concerning various facets of bullying such as face-to-face bullying, office communication, and cyberbullying (Olweus, 2013; Runions et al., 2013; Slonje and Smith, 2008). In various types of bullying, the studies are unanimous that the negative actions that happened during some period create an imbalance, i.e. the victims of cyberbullying often face difficulties finding justice (Einarsen et al., 2011). The issue of cyberbullying is more rampant among the youth. The act of cyberbullying may be an intentional aggressive action of youth, with the help of electronic gadgets or software, repeated over time and the victim is not in a petition to defend oneself (Smith et al., 2008, p. 376). However, the standards of repetition of negative acts or advancement are different from the act of cyberbullying in cases of face-to-face bullying (Dooley et al., 2009; Runions et al., 2013; Wang et al., 2011). Cyberbullying in the workplace with female nurses not only creates mental and physical issues, such as anxiety, depression, and palpitations (Dumont, Meisinger, Whitacre, & Corbin, 2012; Laschinger & Grau, 2012), but this issue also affects productivity in the work environment, resulting in undesirable effects (Rosenstein &O’Daniel, 2005). Moreover, this issue increases adverse effects the turnover, which hampers advances in hospitals (Hutchinson, Wilkes, Jackson, & Vickers, 2010; Kang & Lee, 2016). To resolve the problem of bullying among nurses, multiple studies have analyzed the current status, relevant factors, and outcomes of workplace bullying. Nursing organizational culture, which refers to the values, beliefs, and mode of behavior shared by nurses in an organization, influences the thinking and behavior of members of a nursing organization (Han, 2002). Commonly, from the perspective of the interaction between the organizational structure and nurses, nursing organizational culture features a conservative tendency in which stability is emphasized so that the workplace is not disrupted by rapid changes; however, it also has an innovative tendency in which flexibility to cope with changes of the external environment is also emphasized (Han, 2002; Kim, Han, & Kim, 2004). Many prior studies have investigated the effects of such unique features of nursing organizational culture on nurses’ work performance and the performance of the organization (Park, Park, & Yu, 2014).