• Panguluri Pallavi

Workplace bullying is an indicator of an unhealthy organizational climate. The victims and the targets of workplace bullying will experience degeneration of their physical and psychological health. In order to avoid this unwanted bullying, it is imperative for the targets to behave diplomatically by using interpersonal and intrapersonal skills which are otherwise called emotional intelligence. The aim of the present study was to find out the difference in the levels of being bullying among high, low and medium levels of emotionally intelligent employees. The study consists of 100 middle level and lower level managers. NAQ-R questionnaire and Schutte emotional intelligence questionnaire were administered to measure workplace bullying exposure and emotional intelligence respectively. From the results, it was concluded that 33 % of the managers were reported as being never bullied, 46 percent reported as being occasionally bullied, and 21 percent reported as being severely bullied. Gender was not found to be associated with exposure to bullying and its subscales. Managers with high and average emotional intelligence showed low levels of bullying exposure compared to low emotionally intelligent managers.

Emotional Intelligence, Interpersonal skills, Intrapersonal skills, Exposure to Bullying, Work-related bullying, Person-related bullying, and Physically intimidating bullying.

"The role of emotional intelligence in abating the workplace exposure to bullying among managers", International Journal of Emerging Technologies and Innovative Research (www.jetir.org), ISSN:2349-5162, Vol.6, Issue 6, page no.140-146, June-2019, Available :http://www.jetir.org/papers/JETIR1906C23.pdf

"The role of emotional intelligence in abating the workplace exposure to bullying among managers", International Journal of Emerging Technologies and Innovative Research (www.jetir.org | UGC and issn Approved), ISSN:2349-5162, Vol.6, Issue 6, page no. pp140-146, June-2019, Available at : http://www.jetir.org/papers/JETIR1906C23.pdf