Vietnamese academic librarians are facing a troubling paradox. A new study has found that many remain emotionally committed to their institutions even while enduring workplace bullying and stress. The findings challenge common assumptions about how hostile work environments affect organisational loyalty. The findings were published in the journal Library Management.
Conducted across fifteen universities in Vietnam, the study surveyed 570 librarians and uncovered a complex picture. While bullying in the workplace often leads to increased stress and lower morale, researchers found that some librarians actually exhibited stronger emotional attachment to their organisations in the face of mistreatment. This outcome was attributed to a psychological coping mechanism where employees reframe negative experiences to justify remaining in their roles.
The research explored how work-related stress and work engagement influence the link between bullying and organisational commitment. It found that stress, particularly responsibility pressure, can act as a mediator, amplifying the harmful effects of bullying. Conversely, work engagement was not found to play a significant role in this relationship. Despite this, levels of commitment, particularly affective commitment, remained unexpectedly high among those experiencing workplace bullying.
One possible explanation is cultural. In Vietnam, hierarchical work structures and power distance are more accepted than in Western contexts. As a result, employees who tolerate bullying may be perceived as more loyal and dedicated, especially in environments where job security and career progression are tied to one’s ability to endure hardship. This creates a dynamic where enduring negative treatment is sometimes seen as a badge of perseverance rather than a signal to leave.
However, researchers caution against interpreting the results as a positive outcome. While emotional loyalty may persist in the short term, the long-term effects of bullying and stress on mental health and workplace culture remain deeply concerning. Librarians reported difficulties balancing excessive workload with family responsibilities and highlighted the emotional toll of being subjected to verbal abuse or social exclusion.
The study calls for targeted interventions within academic libraries. Recommendations include fostering a supportive workplace culture, reducing excessive overtime, providing proper mental health support, and equipping managers with the tools to recognise and address bullying behaviours. Informal team-building activities and opportunities for social bonding are also suggested to strengthen interpersonal relationships and reduce the risk of toxic dynamics taking root.
Despite the nuanced findings, the message is clear. While commitment may not always falter in the face of bullying, this should not be seen as an endorsement of resilience through suffering. Instead, the focus should shift to creating environments where employees can thrive without needing to justify their loyalty through endurance.
This research adds an important Southeast Asian perspective to the global conversation on workplace bullying. It highlights the urgent need for culturally sensitive policies and underscores the importance of understanding how local norms influence workplace behaviour and commitment.
