Navigating the Challanges: Strategies of Migrant Workers in Turkey to Cope With Workplace Bullying

Navigating the Challanges: Strategies of Migrant Workers in Turkey to Cope With Workplace Bullying | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Research Article Navigating the Challanges: Strategies of Migrant Workers in Turkey to Cope With Workplace Bullying umut uyan, Adil Ibin This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-5359696/v1 This work is licensed under a CC BY 4.0 License Status: Posted Version 1 posted You are reading this latest preprint version Abstract Despite being discussed by the scientific community and practitioners for decades; bullying remains a severe problem in modern work life. The problem will likely continue to grow exponentially with the reality of migration. In fact, immigrant workers have been reported to be in the highest risk group in terms of being exposed to workplace bullying. The aim of the study is to understand the extent to which migrant textile workers in Turkey are exposed to bullying behaviors and the strategies they develop to cope with these unintended behaviors. The data of the research, which has a qualitative design, was collected through in-depth interviews (N = 24) and analyzed thematically. The study demonstrates that migrant workers utilize a range of strategies to handle workplace bullying, which can be classified into three primary categories: Enhancing work-related competencies , eliminative and preventive measures . Enhancing professional skills and expanding work-related networks are central to building resilience, while preventive measures include forging alliances with native counterparts and choosing supportive work environments. Eliminative strategies such as mental support, quiet quitting, and alternative employment options underscore the multifaceted nature of coping mechanisms among migrant workers. Workplace bullying coping strategies migrant workers textile industry Turkey Figures Figure 1 1. Introduction Management scholars have been studying unintended organizational behavior for decades. Workplace mistreatment is an umbrella term that encompasses abusive and aggressive behaviors employees may encounter on a regular basis in their workplace. One of those, workplace bullying , refers to continuous exposure to negative and aggressive behaviors (Hoel, Einarsen & Cooper, 2002 , p.6). Being exposed to such behavior might cause physical illness (Aagestad et al., 2014 ; Glambek et al., 2018 ), depression (Gullander et al., 2014 ; Hoprekstad et al., 2019 ), burnout (Naseer & Raja, 2021 ) and even suicidal ideation (Nielsen et al., 2016 ). In fact, those who are exposed to bullying behaviors may face undesirable situations such as domestic incivility (Sarwar, Bashir & Karim Khan, 2021 ) and work-family conflict (Liang, 2020 ). Thus, these undesirable behaviors are likely to go beyond organizational boundaries throughout the whole society. Beyond the victims' traumas and the repercussions of these traumas into social problems, the costs of such behaviors to organizations are also quite considerable. Apart from direct costs like significant compensation liabilities resulting from judicial procedures, indirect ones might incur, such as talent loss, which may seriously damage organizational performance. Furthermore, experiencing and/or witnessing such behaviors may undermine the relational dynamics of organizations as a whole. The reason is that bullying is likely to spill over throughout organizations that extend beyond the perpetrator and the target (Rayner, Hoel & Cooper, 2001 , p. 54). Due to the increasing pace of migration, workplace bullying has become a more widespread and pressing global concern. Evidence suggests immigrant workers are more likely than others to be subjected to this type of conduct. In Hogh et al. ( 2011 ), for instance, it is evidenced that non-Western immigrants had a significantly higher risk of exposure to bullying at work independent of previous bullying experiences. A more in-depth study by Cheo ( 2017 ) identified that migrants experience differential treatment in overtime, verbal harassment, overwork, and work abuse. The difficulties migrants face already leave them vulnerable, but when they encounter such behavior in the host country, it makes things even worse. In a sense, the consequences of such mistreatments are expected to be more severe for these disadvantaged workers than others. The existing body of research on workplace bullying towards immigrant workers appears to be insufficient, suggesting the need for further investigations. Furthermore, coping strategies of targets towards such behaviors have not been properly explored. This, in fact, suggests that previous studies have just provided a snapshot of the current situation. This study, on the other hand, primarily aims to understand the coping strategies of immigrant workers with such unintended behaviors. The current one is promising since it is one of the few that identifies workplace bullying coping strategies. The findings are expected to guide migrant workers to get by such unpleasant behaviors. It will also allow managers to devise new techniques that would intervene before bullying behavior occurs. 2. Theoretical Background 2.1. Workplace Bullying Bullying defines situations in which an employee is subjected to negative acts by supervisors, coworkers, or subordinates on a regular and long-term basis (Einarsen, 2000 ). This definition includes three distinctive features that distinguish workplace bullying from other workplace mistreatments: first, the victim systematically becomes the target of negative and unpleasant social behavior. Second, the exposure occurs over a long period of time. Finally, the target feels trapped in the situation and unable to stop the unintended treatment (Nielsen & Einarsen, 2018 ). Hershcovis ( 2011 ), on the other hand, designates the power imbalance between the target and the perpetrator as a distinctive feature of workplace bullying. The effects of bullying in the workplace are far more devastating than the effects of other forms of abuse. A comparative study by Hershcovis ( 2011 ) noted that incivility is usually low intensity and unclear target, whereas bullying is high intensity and clear intention, and there is an asymmetrical power balance between actors. Hence, being exposed to workplace bullying has a detrimental effect on employees both physically and mentally (Boudrias, Trépanier & Salin, 2021 ). These behaviors have also been ascertained to spill over into the social lives of those exposed, causing work-family conflict (Liang, 2020 ) and domestic incivility (Sarwar, Bashir & Karim Khan, 2021 ). In a sense, the consequences of such unfavorable experiences transcend institutional boundaries and turn into a social problem. Researchers have categorized the possible causes of bullying behavior. According to studies focused on individual causes, these behaviors may result from personality traits. Parkins, Fishbein & Ritchey ( 2006 ), for instance, have shown that low social liking and high social dominance tendencies can contribute to formation such behaviors. In their study, Wilson & Nagy ( 2017 ) found that bullying behavior is positively correlated to neurotic personality traits. A similar argument is made by Baughman et al. ( 2012 ) who claim such behavior may result from the dark triad (Machiavellianism, narcissism, and psychopathy). Apart from individual factors, group dynamics have also been considered as a means of explaining bullying behavior. Skogstad et al. ( 2011 ) identified that in-group characteristics such as role ambiguity, and role conflict are predictors of bullying behavior. Escartín et al. ( 2013 ), on the other hand, evidenced that identification with the group reduces the likelihood of being bullied. Finally, institutional factors that may lead to bullying behavior have been strived to be understood. Samnani & Singh ( 2012 ) classified organizational factors that cause bullying behavior under four categories: Leadership & management style, organizational culture & ethical climate, organizational policies , and situational factors . For instance, the power of the leader (Einarsen et al., 1994 ), while it has been argued that overly weak and passive leadership may invite bullying behavior by failing to solve existing problems (Strandmark & Hallberg, 2007 ). Others have argued that a hyper-competitive organizational culture with unclear ethical norms may cause such abusive behaviors (Coyne, Craig & Smith-Lee Chong, 2004). Research has also shown that similar abusive behaviors are likely to occur in organizations where power imbalance is high (Salin, 2003 ). The consequences of bullying behaviors have been shown to be destructive for individuals, organizations, and even society. Individuals exposed to such behavior often suffer physical and mental problems, including post-traumatic stress and anxiety disorders (Rayner, Hoel & Cooper, 2001 ). As a form of bullying behavior, physical intimidation can even lead to suicidal ideation (Nielsen et al., 2016 ). Bullying behavior, which has devastating consequences on individuals, is also very costly for organizations. A significant cost of workplace bullying is employee turnover (Coetzee & van Dyk, 2018 ; Gawas, 2022 ). This is not just because high cost incurred recruiting and training new employees, but also loss of talented human resources. It is also possible for organizations to face judicial liabilities, which might damage their reputations as well. Finally, the problem spills over beyond organizational boundaries since it affects the target's entire life. Recent studies show that those who are exposed to bullying behaviors may face undesirable situations such as domestic incivility (Sarwar, Bashir & Karim Khan, 2021 ) and work-family conflict (Liang, 2020 ). In a sense, bullying means more than failing to achieve career goals; it harms the target and the entire social environment around him or her. 2.2. Workplace Bullying Towards Migrants The risk of exposing abusive and discriminatory behaviors of migrants is far greater than that of non-migrant counterparts because of their status and the complexity of migrant work policies in host countries (Liem et al., 2021 ). These workers often find themselves in a highly vulnerable position, subject to systemic abuse and discrimination that is deeply ingrained in the contextual conditions. Research indicates that migrant workers are disproportionately affected by exploitative labor practices, which include wage theft, poor working conditions, and a lack of legal protections (Bretones, 2020 ). A study focusing on domestic workers in Portugal reveals that migrant domestic workers are particularly vulnerable to severe forms of abuse, including sexual harassment and psychological violence (da Conceiçao Figueiredo et al., 2018 ). Similarly, the research on Latino migrant day laborers highlights the systemic marginalization and discrimination they face, which adversely affects their health and well-being (Fleming et al., 2017 ). It is not only the frequency of experiencing such unintended conducts, but they are also more vulnerable in terms of consequences of such behaviors compared to native counterparts. This vulnerability is triggered by both personal and contextual challenges. Since migrant workers live apart from their families and lack social support, they are particularly vulnerable to mental health issues such as depression and anxiety (Ho et al., 2022 ). Additionally, these workers face numerous challenges due to cultural distances and legal frameworks in host countries. They frequently encounter stereotypes, are viewed as disposable workers, and are often blamed for being financial burdens (Enh et al., 2024 ). In some countries, legal frameworks do not adequately protect migrant workers from discrimination and xenophobia (Devadason & Meng, 2014 ). Studies have shown that in countries experiencing economic decline, migrant workers are often scapegoated and face increased discrimination, further marginalizing them within the legal system and society at large (International Labour Organization, 2011 ; Vogt Isaksen, 2019 ). Discriminatory attitudes towards migrant workers are particularly prevalent in certain industries, which have consequently developed reputations for poor labor practices. These sectors are frequently cited for their exploitative conditions and mistreatment of migrant laborers. The reason is that migrant workers are often employed in industries that demand low-skilled labor due to their limited educational backgrounds and qualifications (Castles & Miller, 2009 ). The fishing industry, for instance, is notorious for its poor labor practices, where migrant workers often endure severe forms of labor exploitation, including unpaid wages, excessive working hours, and inhumane living conditions (Murphy, Doyle & Murphy, 2020 ). These abuses are perpetuated by weak enforcement of labor laws and the complex legal frameworks governing migrant labor. Another area of work where migrant workers is exposed to discriminatory behavior, including workplace bullying, is in the textile & garment industry. Numerous studies document widespread instances of poor labor practices toward migrants in various countries globally, including Malaysia (Crinis, 2010 ), India (Baskaran, Nachiappan, & Rahman, 2012 ), Bangladesh (Islam et al., 2011 ), and Turkey (Mutlu et al., 2018 ). This highlights the pervasive challenges faced by migrant workers globally, particularly within industries known for exploitative labor practices. It underscores the critical need to examine how migrant workers navigate and cope with workplace bullying and discrimination. Central research questions include understanding the psychological and socio-economic impacts of workplace bullying on migrant populations and exploring the effectiveness of existing coping strategies employed by migrant workers. These questions will serve as a starting point for a deeper understanding of migrant workers' experiences of workplace bullying and provide evidence-based interventions that seek to improve their rights and well-being within the workplace. 3. Research Design & Methodology This study employs a qualitative research design to delve into the coping strategies of immigrant workers, specifically focusing on Syrian migrants working in the textile industry in Turkey, who have experienced workplace bullying. The qualitative approach is chosen for its strength in exploring the depth, and complexities of individual experiences (Mohajan, 2018 ), allowing for a detailed understanding of the coping mechanisms these workers employ. Through in-depth interviews, this research aims to uncover the personal narratives, feelings, and strategies of the participants, providing insights into their resilience and responses to challenging work environments. The participants of this study consist of twenty-four (24) Syrian migrants who are currently employed in the textile industry in Turkey. Participants are selected through purposive sampling to ensure that all participants have experienced workplace bullying and are thus able to contribute valuable insights into the coping strategies they have employed. This sampling method is chosen to focus on the specific experiences of Syrian workers in the textile industry, where instances of workplace bullying are reportedly prevalent (Malik et al., 2019 ). The demographic characteristics of the participants are summarized in Table 1 . Table 1 Demographic Characteristics of the Participants No Age Gender Education Previous Experience Organizational Characteristic 1 32 F PS Yes / SS NO/MAMI 2 19 M PS No NO/MAMI 3 24 F HS Yes / DS NO/MAMI 4 21 M HS Yes / DS MO/MIMI 5 29 M HS Yes / DS NO/MAMI 6 42 F BC Yes / DS NO/MIMI 7 20 F HS No NO/MIMI 8 22 F PS No NO/MIMI 9 33 M HS Yes / both SS & DS NO/MIMI 10 39 M PS Yes / SS NO/MIMI 11 31 M BC Yes / DS NO/MAMI 12 27 M HS No NO/MAMI 13 22 F HS No MO/MIMI 14 26 F PS No NO/MAMI 15 46 M BC Yes / both SS & DS MO/MAMI 16 41 M BC Yes / both SS & DS MO/MAMI 17 18 M PS Yes / DS NO/MIMI 18 51 M HS Yes / SS NO/MIMI 19 40 F HS Yes / SS MO/MAMI 20 32 M BC Yes / both SS & DS NO/MAMI 21 19 F HS No NO/MIMI 22 24 F PS Yes / DS NO/MIMI 23 27 F PS Yes / DS NO/MIMI 24 53 M HS Yes / both SS & DS MO/MAMI NO/MAMI: Native ownership/ majority of workers are migrants, MO/MAMI: Migrant ownership/ majority of workers are migrants, NO/MIMI: Native ownership/ Minority of workers are migrants, MO/MIMI: Migrant ownership/ minority of workers are migrants; SS: Same industry, DS: Different industry; PS: Primary school, HS: High school, BC: Bachelor’s degree,; F: Female, M: Male Data collection is conducted through in-depth, semi-structured interviews with the selected participants. Each interview is designed to last approximately 60–90 minutes and is conducted in Arabic, the native language of the participants, to ensure comfort and facilitate open, honest dialogue. The interviews are structured around a series of open-ended questions that guide the discussion towards the participants' experiences of workplace bullying and the strategies they have used to cope with these situations. Prior to the interviews, participants are informed of the study's purpose, its voluntary nature, and the confidentiality of their responses, with informed consent obtained from each participant. The interviews are recorded with the participants' consent, transcribed verbatim, and then translated into English for analysis. The data analysis employs a thematic analysis approach, which involves a detailed examination of the transcriptions to identify, analyze, and report patterns (themes) within the data (Nowell et al., 2017 ). Initial codes are generated by reading through the data and noting down recurrent coping strategies and experiences. These codes are then collated into potential themes, which are reviewed and refined to ensure they accurately reflect the interview data. This iterative process allows for the emergence of detailed themes that encapsulate the coping strategies of Syrian migrants in the face of workplace bullying. The study adheres to ethical standards to protect the dignity, rights, and welfare of the participants. Ethical approval is obtained from the Munzur University Ethical Committee prior to commencing the study. Participants are ensured confidentiality and anonymity; all identifying information is removed from the transcripts and any publications resulting from this research. Participants are also informed of their right to withdraw from the study at any point without any consequences. 4. Analysis & Results The first question, we asked participants, “What types of bullying have you encountered, and how frequently have you experienced it?” Their responses indicated widespread exposure to different forms of bullying, including verbal harassment, discrimination based on nationality, exclusion, and denial of basic rights. One participant described, They made me feel that being Syrian was wrong or shameful. When I performed well at work, they would say, ‘You haven’t even benefited your own country, why would you benefit us? This sentiment was echoed by others who recounted being blamed for societal problems such as rising rents and unemployment. Another worker shared, […] One time, a colleague told me, ‘You Syrians are taking our jobs, and if it weren’t for you, we would have higher salaries. Another participant detailed how local workers would openly criticize management for employing Syrians, noting: […] I witnessed local employees telling the managers loudly, ‘You should have hired locals instead of Syrians.’ This suggests that bullying is not just an interpersonal issue but is embedded in the organizational culture, where both overt and subtle forms of xenophobia manifest. Other forms of bullying were more structural, as some participants reported wage discrimination and being deprived of social security. Another participant added. Syrian workers are paid less than local employees, and we are not given the same respect or legal rights, This reflects how bullying was also tied to systemic inequalities. In many cases, bullying stemmed from language barriers, with workers who spoke little Turkish being ridiculed or isolated. One participant noted, […] During my early years, my poor Turkish skills made me an easy target for harassment, and many of my job experiences ended in failure because of this. These examples underline how bullying is not just a one-off occurrence, but a pervasive problem deeply intertwined with the social and economic status of Syrian migrants. The extent and frequency of bullying, as described by the participants, suggest an environment where discrimination and exclusion are commonplace. 4.1. Core Strategies Many participants cited language barriers as a major factor contributing to their victimization. Improving their Turkish skills was a critical coping strategy to reduce bullying. One participant shared, I used to experience a lot of harassment because of my poor Turkish, but I’ve been working hard to improve my language skills through online platforms and face-to-face classes […]. Improving their language skills enabled participants to reduce misunderstandings and communicate their needs more effectively, which also helped in negotiating fair treatment and preventing further bullying. Another coping mechanism was improving their professional skills to increase their value in the workplace. One participant explained, I started as an unskilled laborer and was often bullied because I was seen as incompetent. But over time, I learned textile design programs and now I’m highly valued in the market […]. Another worker, originally trained as a computer programmer, noted, […] When I applied my technical skills from my previous job in Syria to textile design, I became a respected worker here. This suggests that workers who invest in self-development are better able to shield themselves from the negative impacts of bullying and may even transform their work relationships through increased competence. A few participants expressed that they aimed to transition into managerial positions as a way to cope with bullying. One participant mentioned, […] I paid close attention to how my supervisors managed and tried to imitate their behavior whenever possible. I believe that improving my managerial skills could help me deal with workplace bullying more effectively. For others, managing a team of migrant workers allowed them to control the work environment and shield their subordinates from bullying. “ […] I managed a small team of 20 workers, and having technical and managerial knowledge helped me solve issues that others were unable to deal with,” said another one. Social networks played a significant role in helping workers cope. Many participants described joining groups on social media platforms like Facebook, WhatsApp, and Telegram, where migrants share job opportunities and advice. One participant explained, I try to expand my work-related networks as much as possible because recommendations are usually how I find jobs. The larger my network, the better my chances of finding a less problematic workplace. These networks provide not only job leads but also emotional support and strategies to avoid toxic work environments. 4.2. Preventive Approaches Some participants found that building relationships with local employees helped prevent bullying and improve workplace dynamics. One participant stated, At first, I only socialized with other migrants, but I realized the importance of communicating with the local population. Now, I have close local friends, which has helped me overcome some of the adaptation challenges. Another worker emphasized how these alliances helped mitigate tensions: I’ve developed good relationships with my native counterparts, and they’ve taught me technical skills while helping me understand local work practices […]. Many workers felt safer and better treated when employed by migrant-owned businesses. One participant noted, […] In workplaces owned by migrants, we are treated more fairly. They are more empathetic towards us since they share similar experiences. Another participant added, When problems arise in migrant-owned businesses, there’s often a migrant friend who acts as a mediator, helping to resolve conflicts […]. Several participants sought out workplaces where the majority of employees were migrants. “Since I came to Turkey, my top priority when choosing a job has been to work in places where most of the workers are migrants. I feel safer there,” one worker explained. This suggests that working in an environment where they are not a minority can reduce the frequency of bullying and create a more supportive community. 4.3. Eliminative Approaches Many participants turned to religious faith and their social circles for psychological resilience. One participant stated, […] I protect myself through prayer and conversations with friends and family. This gives me the strength to cope with the challenges I face at work. Religion played a key role in helping some workers endure bullying, providing both comfort and a sense of hope. “[…] I maintain my mental health by remembering that it is God who provides sustenance, not people,” another worker explained. In response to persistent bullying, some workers engaged in quiet quitting, performing only the bare minimum required. “Most of us are only working to feed our families and derive no satisfaction from our jobs, so our performance remains at the lowest acceptable level,” said one participant. In extreme cases, workers resorted to sabotage. “[…] I’ve seen workers deliberately damage machines or produce faulty products as a way of getting back at the management,” explained another participant. Some of the participants considered resignation the only solution to constant bullying, while others saw entrepreneurship as an escape. One worker said, […] I tried to endure, but when the bullying didn’t stop, I focused on finding alternatives and eventually quit my job. Some participants, tired of mistreatment, expressed ambitions to start their own businesses. “I don’t think the attitude towards migrant workers will ever change, so the only solution is to become my own boss […].” one interviewee remarked. Many others also believed that entrepreneurial ventures were their only path to regaining self-respect. Figure 1 visualizes migrant workers' coping strategies with workplace bullying 5. Discussion The findings highlight the varied and multi-faceted approaches migrant workers employ to cope with workplace bullying, ranging from self-improvement and relationship formation to more drastic measures to quiet quitting and sabotage. Three main themes were identified: Core strategies, preventive approaches, and eliminative approaches. Core strategies include improving work-related competencies, managerial skills, language skills, and expanding work-related networks. Preventive approaches encompass proactive measures such as forming alliances with native counterparts, enhancing relationships with them, seeking employment with employers of the same nationality, and working in firms that predominantly employ migrants. Finally, eliminative approaches, primarily reactionary in nature, include measures aimed at the mitigating consequences of bullying, such as seeking mental health support, union support, quiet quitting, sabotage, resigning, and pursuing entrepreneurial endeavors. Most of the strategies employed by participants echo those identified in the literature, particularly the importance of skill enhancement and relationship building. Research by Xu, Gutierrez & Kim ( 2008 ) and Lee, Park & Ban ( 2016 ) support the notion that acquiring new skills, such as language and technical competencies, empowers migrant workers, enabling them to navigate workplace challenges more effectively. In the present study, participants who improved their Turkish language skills reported a marked reduction in bullying incidents, highlighting the protective role of linguistic competence. The importance of social support as a coping mechanism is further corroborated by Ho et al. ( 2022 ), who found that migrant workers often turn to peer networks and community groups to diminish the negative effects of workplace stress and discrimination. This will also help foster a sense of belonging among migrant workers. Similarly, the study shows that forming alliances with native colleagues and building networks within migrant communities are effective in preventing bullying. The use of social media platforms like WhatsApp and Facebook for emotional support and job opportunities aligns with findings by Weishaar ( 2010 ), who also noted the role of digital communities in fostering resilience among migrant workers. Preventive measures, such as forging relationships with local employees, are emphasized in both this study and the literature. Schilgen et al. ( 2019 ) and Enh et al. ( 2024 ) reported that that building cross-cultural relationships helped reduce workplace tensions, a finding confirmed in our participants' experiences. Many workers in our study formed friendships with local employees, which improved their workplace dynamics and reduced instances of exclusion and harassment. Eliminative strategies such as quiet quitting or transitioning to entrepreneurship as a means to escape toxic work environments are also reflected in broader academic research. Liem et al. ( 2021 ) discussed how migrant workers, when faced with chronic workplace stress and bullying, often resort to disengagement or alternative employment, similar to the quiet quitting described by participants in this study. Additionally, entrepreneurship as a long-term coping strategy was highlighted by Shinnar & Zamantılı Nayır ( 2019 ), who noted that migrants often see starting their own businesses as a path to regain autonomy and escape the discrimination prevalent in traditional employment. Finally, religious faith and spirituality, noted as a key coping mechanism by some participants, align with findings by Tschirhart et al. ( 2019 ), who showed that faith-based coping strategies (Thai cultural practices and Buddhist cognitive thinking) help migrants manage stress by providing psychological comfort and a sense of hope amidst adversity. In our study, several participants highlighted the role of prayer and religious beliefs in maintaining their mental well-being and enduring workplace bullying. 6. Conclusion The purpose of this study was to explore the coping strategies of migrant workers in Turkey's textile sector in response to workplace bullying. While previous studies have addressed the exploitation of migrant workers, this research specifically examines the coping strategies employed by those vulnerable groups, offering a more refined understanding of their responses to adversity. The findings contribute to the literature by offering detailed insights into the coping strategies of migrant workers facing workplace bullying. These strategies - ranging from improving work-related competencies and social networks to more marginalized measures such as quiet quitting or sabotage - demonstrate the complexity of coping in the context of systemic inequalities and cultural barriers. Theoretically, the study expands on the literature pertaining coping strategies help mitigate the impacts of bullying, contributing to broader discussions on resilience and social capital in vulnerable communities. The study also provides ‘ coping mechanisms framework’ by offering a clear typology of responses to workplace bullying in the context of migration. Practically, the findings offer managers and policymakers actionable insights to create more inclusive work environments. By understanding these coping mechanisms, organizations can develop targeted interventions to prevent bullying and enhance workplace dynamics, particularly in industries with a high concentration of migrant workers. Additionally, the insight gained may support policymakers in formulating strategies to regulate and optimize the labor market on a broader scale. Several limitations need to be acknowledged. The study employs a qualitative design, which limits the generalizability of its findings. Since the data is based on in-depth interviews with a specific group of Syrian migrant workers, the results may not be representative of the broader migrant population or other industries. Additionally, the sample size is relatively small (N = 24) . This also limits the ability to draw definitive conclusions about the experiences of migrant workers in Turkey's textile sector or apply the findings to other contexts. Another source of limitation is that the study relies on self-reported experiences through interviews. This approach may introduce biases, as participants might underreport or exaggerate their experiences of bullying or coping strategies. Future studies should aim to expand the sample size and integrate quantitative methods to evaluate the prevalence of these coping strategies across various sectors and geographic regions. Moreover, an examination of host-country policies and their impact on workplace dynamics for migrants could offer critical insights for addressing workplace bullying on a systemic level. Interestingly, none of the participants in the study indicated that returning to their home country was a way to cope with the challenging conditions they are facing. Investigating why this phenomenon is not considered a coping strategy (at least in the context of Syrian migrant workers in Turkey) would also be valuable. Such studies will contribute to the comparison of the conditions of the host country with those of the home country and the development of strategies for the integration of the workforce. Declarations Author Contribution Research Design: Umut UyanData Collection: Adil IbinAnalysis and reporting: Umut Uyan & Adil IbinWriting Manuscript: Umut UyanRevision: Umut Uyan & Adil Ibin References Aagestad, C., Tyssen, R., Johannessen, H. A., Gravseth, H. M., Tynes, T., & Sterud, T. (2014). 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Scandinavian journal of psychology , 52 (1), 49-56. Hoprekstad, Ø. L., Hetland, J., Bakker, A. B., Olsen, O. K., Espevik, R., Wessel, M., & Einarsen, S. V. (2019). How long does it last? Prior victimization from workplace bullying moderates the relationship between daily exposure to negative acts and subsequent depressed mood. European Journal of Work and Organizational Psychology , 28 (2), 164-178. International Labour Organization. (2011). The economic crisis and discrimination against migrant workers. Retrieved from https://www.ilo.org/publications/economic-crisis-and-discrimination-against-migrant-workers Islam, M. Z., Ahmed, S., Sarker, R. N., Farjana, S., Akter, A., & Saha, S. (2011). Health-related quality of life among adult migrant garment workers in Dhaka City. Bangladesh Medical Journal , 40 (3), 14-17. Lee, G., Park, J., & Ban, L. (2016). Understanding workplace adaptation as an acculturation process: A qualitative examination of South Korean highly skilled workers in Japan. International Journal of Psychological Studies , 8 (4), 107-120. Liang, H. L. (2020). How workplace bullying relates to facades of conformity and work–family conflict: The mediating role of psychological strain. Psychological reports , 123 (6), 2479-2500. Liem, A., Renzaho, A. M., Hannam, K., Lam, A. I., & Hall, B. J. (2021). Acculturative stress and coping among migrant workers: A global mixed‐methods systematic review. Applied Psychology: Health and Well‐Being , 13 (3), 491-517. Malik, M. S., Sattar, S., Younas, S., & Nawaz, M. K. (2019). The workplace deviance perspective of employee responses to workplace bullying: the moderating effect of toxic leadership and mediating effect of emotional exhaustion. Review of Integrative Business and Economics Research , 8 (1), 33-50. Mohajan, H. K. (2018). Qualitative research methodology in social sciences and related subjects. Journal of economic development, environment and people , 7 (1), 23-48. Murphy, C., Doyle, D. M., & Murphy, M. (2020). ‘Still Waiting’for Justice: Migrant Workers’ Perspectives on Labour Exploitation in Ireland. Industrial Law Journal , 49 (3), 318-351. Mutlu, P., Mısırlı, K. Y., Kahveci, M., Akyol, A. E., Erol, E., Gümüşcan, İ., ... & Salman, C. (2018). Suriyeli göçmen işçilerin İstanbul ölçeğinde tekstil sektörü emek piyasasına eklemlenmeleri ve etkileri. Çalışma ve Toplum , 1 (56), 69-92. Naseer, S., & Raja, U. (2021). Why does workplace bullying affect victims’ job strain? Perceived organization support and emotional dissonance as resource depletion mechanisms. Current Psychology , 40 (9), 4311-4323. Nielsen, M. B., & Einarsen, S. V. (2018). What we know, what we do not know, and what we should and could have known about workplace bullying: An overview of the literature and agenda for future research. Aggression and violent behavior , 42 , 71-83. Nielsen, M. B., Einarsen, S., Notelaers, G., & Nielsen, G. H. (2016). Does exposure to bullying behaviors at the workplace contribute to later suicidal ideation? A three-wave longitudinal study. Scandinavian Journal of Work, Environment & Health , 246-250. Nowell, L. S., Norris, J. M., White, D. E., & Moules, N. J. (2017). Thematic analysis: Striving to meet the trustworthiness criteria. International journal of qualitative methods , 16 (1), 1609406917733847. Parkins, I. S., Fishbein, H. D., & Ritchey, P. N. (2006). The influence of personality on workplace bullying and discrimination. Journal of Applied Social Psychology , 36 (10), 2554-2577. Rayner, C., Hoel, H., & Cooper, C. (2001). Workplace bullying: What we know, who is to blame and what can we do? . CRC Press. Salin, D. (2003). Ways of explaining workplace bullying: A review of enabling, motivating and precipitating structures and processes in the work environment. Human relations , 56 (10), 1213-1232. Samnani, A. K., & Singh, P. (2012). 20 years of workplace bullying research: a review of the antecedents and consequences of bullying in the workplace. Aggression and Violent Behavior , 17 (6), 581-589. Sarwar, A., Bashir, S., & Karim Khan, A. (2021). Spillover of workplace bullying into family incivility: testing a mediated moderation model in a time-lagged study. Journal of interpersonal violence , 36 (17-18), 8092-8117. Schilgen, B., Handtke, O., Nienhaus, A., & Mösko, M. (2019). Work-related barriers and resources of migrant and autochthonous homecare nurses in Germany: A qualitative comparative study. Applied Nursing Research , 46, 57–66. Shinnar, R. S., & Zamantılı Nayır, D. (2019). Immigrant entrepreneurship in an emerging economy: The case of Turkey. Journal of Small Business Management , 57 (2), 559-575. Skogstad, A., Torsheim, T., Einarsen, S., & Hauge, L. J. (2011). Testing the work environment hypothesis of bullying on a group level of analysis: Psychosocial factors as precursors of observed workplace bullying. Applied Psychology , 60 (3), 475-495. Strandmark, M., & Hallberg, L. M. (2007). Being rejected and expelled from the workplace: Experiences of bullying in the public service sector. Qualitative Research in Psychology , 4 (1-2), 1-14. Tschirhart, N., Straiton, M., Ottersen, T., & Winkler, A. S. (2019). “Living like I am in Thailand”: stress and coping strategies among Thai migrant masseuses in Oslo, Norway. BMC women's health , 19 , 1-11. Weishaar, H. B. (2010). “You have to be flexible”—Coping among polish migrant workers in Scotland. Health & Place , 16 (5), 820-827. Vogt Isaksen, J. (2019). The impact of the financial crisis on European attitudes toward immigration. Comparative Migration Studies , 7 (1), 1-20. Wilson, C. J., & Nagy, M. S. (2017). The effects of personality on workplace bullying. The Psychologist-Manager Journal , 20 (3), 123. Xu, Y., Gutierrez, A., & Kim, S. H. (2008). Adaptation and transformation through (un)learning: Lived experiences of immigrant Chinese nurses in US healthcare environment. Advances in Nursing Science , 31 , E33–E47. Additional Declarations No competing interests reported. Cite Share Download PDF Status: Posted Version 1 posted You are reading this latest preprint version Research Square lets you share your work early, gain feedback from the community, and start making changes to your manuscript prior to peer review in a journal. As a division of Research Square Company, we’re committed to making research communication faster, fairer, and more useful. We do this by developing innovative software and high quality services for the global research community. Our growing team is made up of researchers and industry professionals working together to solve the most critical problems facing scientific publishing. Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-5359696","acceptedTermsAndConditions":true,"allowDirectSubmit":true,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":374016267,"identity":"96aa6d84-1a9b-4cee-bc30-b600c262fa3e","order_by":0,"name":"umut uyan","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAAA0ElEQVRIiWNgGAWjYDADNmbmA0BKQoZoHRL87G0JIJqHeC2SPWcMQAzCWgxuJD97zJtzuM7gRs7nVzdqLHgY2A8f3YBfS5q5Me+2wxIGN3K3WeccAzqMJy3tBn4tCWbSMC3GOWxALRI8ZgS0pH+Dasl5ZpzzjygtORBbgN5nfpzbRoQWyTNvyiTnbkuX7GdvM2PO7ZPgYSPkF77j6dsk3m6z5gdG5ePPOd/q5PjZDx/Dq4VBIAHOZJMAk3iVgwD/ATiT+QNB1aNgFIyCUTAiAQA3SEbiMzpECQAAAABJRU5ErkJggg==","orcid":"","institution":"Munzur University","correspondingAuthor":true,"prefix":"","firstName":"umut","middleName":"","lastName":"uyan","suffix":""},{"id":374016268,"identity":"cb217954-2c27-4f7e-bc53-e99b01c8d87c","order_by":1,"name":"Adil Ibin","email":"","orcid":"","institution":"Mersin University","correspondingAuthor":false,"prefix":"","firstName":"Adil","middleName":"","lastName":"Ibin","suffix":""}],"badges":[],"createdAt":"2024-10-30 08:38:17","currentVersionCode":1,"declarations":{"humanSubjects":false,"vertebrateSubjects":false,"conflictsOfInterestStatement":false,"humanSubjectEthicalGuidelines":false,"humanSubjectConsent":false,"humanSubjectClinicalTrial":false,"humanSubjectCaseReport":false,"vertebrateSubjectEthicalGuidelines":false},"doi":"10.21203/rs.3.rs-5359696/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-5359696/v1","draftVersion":[],"editorialEvents":[],"editorialNote":"","failedWorkflow":false,"files":[{"id":68987548,"identity":"6832d81f-9277-4793-a9b0-642fdd4fd2c8","added_by":"auto","created_at":"2024-11-14 08:51:07","extension":"png","order_by":1,"title":"Figure 1","display":"","copyAsset":false,"role":"figure","size":226249,"visible":true,"origin":"","legend":"\u003cp\u003eMigrant Workers' Coping Strategies with Workplace Bullying\u003c/p\u003e","description":"","filename":"floatimage1.png","url":"https://assets-eu.researchsquare.com/files/rs-5359696/v1/cfcfa6df5c03b78a1123feac.png"},{"id":77442384,"identity":"b273132f-beb3-4513-8564-42483aee53f5","added_by":"auto","created_at":"2025-02-28 16:16:42","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":835984,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-5359696/v1/84b1cccc-0187-4ae5-9f13-8e1bea622b64.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"\u003cp\u003eNavigating the Challanges: Strategies of Migrant Workers in Turkey to Cope With Workplace Bullying\u003c/p\u003e","fulltext":[{"header":"1. Introduction","content":"\u003cp\u003eManagement scholars have been studying unintended organizational behavior for decades. \u003cem\u003eWorkplace mistreatment\u003c/em\u003e is an umbrella term that encompasses abusive and aggressive behaviors employees may encounter on a regular basis in their workplace. One of those, \u003cem\u003eworkplace bullying\u003c/em\u003e, refers to continuous exposure to negative and aggressive behaviors (Hoel, Einarsen \u0026amp; Cooper, \u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e2002\u003c/span\u003e, p.6). Being exposed to such behavior might cause physical illness (Aagestad et al., \u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e2014\u003c/span\u003e; Glambek et al., \u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e2018\u003c/span\u003e), depression (Gullander et al., \u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e2014\u003c/span\u003e; Hoprekstad et al., \u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e2019\u003c/span\u003e), burnout (Naseer \u0026amp; Raja, \u003cspan citationid=\"CR36\" class=\"CitationRef\"\u003e2021\u003c/span\u003e) and even suicidal ideation (Nielsen et al., \u003cspan citationid=\"CR38\" class=\"CitationRef\"\u003e2016\u003c/span\u003e). In fact, those who are exposed to bullying behaviors may face undesirable situations such as domestic incivility (Sarwar, Bashir \u0026amp; Karim Khan, \u003cspan citationid=\"CR44\" class=\"CitationRef\"\u003e2021\u003c/span\u003e) and work-family conflict (Liang, \u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e2020\u003c/span\u003e). Thus, these undesirable behaviors are likely to go beyond organizational boundaries throughout the whole society.\u003c/p\u003e \u003cp\u003eBeyond the victims' traumas and the repercussions of these traumas into social problems, the costs of such behaviors to organizations are also quite considerable. Apart from direct costs like significant compensation liabilities resulting from judicial procedures, indirect ones might incur, such as talent loss, which may seriously damage organizational performance. Furthermore, experiencing and/or witnessing such behaviors may undermine the relational dynamics of organizations as a whole. The reason is that bullying is likely to spill over throughout organizations that extend beyond the perpetrator and the target (Rayner, Hoel \u0026amp; Cooper, \u003cspan citationid=\"CR41\" class=\"CitationRef\"\u003e2001\u003c/span\u003e, p. 54).\u003c/p\u003e \u003cp\u003eDue to the increasing pace of migration, workplace bullying has become a more widespread and pressing global concern. Evidence suggests immigrant workers are more likely than others to be subjected to this type of conduct. In Hogh et al. (\u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e2011\u003c/span\u003e), for instance, it is evidenced that non-Western immigrants had a significantly higher risk of exposure to bullying at work independent of previous bullying experiences. A more in-depth study by Cheo (\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e2017\u003c/span\u003e) identified that migrants experience differential treatment in overtime, verbal harassment, overwork, and work abuse. The difficulties migrants face already leave them vulnerable, but when they encounter such behavior in the host country, it makes things even worse. In a sense, the consequences of such mistreatments are expected to be more severe for these disadvantaged workers than others.\u003c/p\u003e \u003cp\u003eThe existing body of research on workplace bullying towards immigrant workers appears to be insufficient, suggesting the need for further investigations. Furthermore, coping strategies of targets towards such behaviors have not been properly explored. This, in fact, suggests that previous studies have just provided a snapshot of the current situation. This study, on the other hand, primarily aims to understand the coping strategies of immigrant workers with such unintended behaviors. The current one is promising since it is one of the few that identifies workplace bullying coping strategies. The findings are expected to guide migrant workers to get by such unpleasant behaviors. It will also allow managers to devise new techniques that would intervene before bullying behavior occurs.\u003c/p\u003e"},{"header":"2. Theoretical Background","content":"\u003cdiv id=\"Sec3\" class=\"Section2\"\u003e \u003ch2\u003e2.1. Workplace Bullying\u003c/h2\u003e \u003cp\u003eBullying defines situations in which an employee is subjected to negative acts by supervisors, coworkers, or subordinates on a regular and long-term basis (Einarsen, \u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e2000\u003c/span\u003e). This definition includes three distinctive features that distinguish workplace bullying from other workplace mistreatments: first, the victim systematically becomes the target of negative and unpleasant social behavior. Second, the exposure occurs over a long period of time. Finally, the target feels trapped in the situation and unable to stop the unintended treatment (Nielsen \u0026amp; Einarsen, \u003cspan citationid=\"CR37\" class=\"CitationRef\"\u003e2018\u003c/span\u003e). Hershcovis (\u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e2011\u003c/span\u003e), on the other hand, designates the \u003cem\u003epower imbalance\u003c/em\u003e between the target and the perpetrator as a distinctive feature of workplace bullying.\u003c/p\u003e \u003cp\u003eThe effects of bullying in the workplace are far more devastating than the effects of other forms of abuse. A comparative study by Hershcovis (\u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e2011\u003c/span\u003e) noted that incivility is usually low intensity and unclear target, whereas bullying is high intensity and clear intention, and there is an asymmetrical power balance between actors. Hence, being exposed to workplace bullying has a detrimental effect on employees both physically and mentally (Boudrias, Tr\u0026eacute;panier \u0026amp; Salin, \u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e2021\u003c/span\u003e). These behaviors have also been ascertained to spill over into the social lives of those exposed, causing work-family conflict (Liang, \u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e2020\u003c/span\u003e) and domestic incivility (Sarwar, Bashir \u0026amp; Karim Khan, \u003cspan citationid=\"CR44\" class=\"CitationRef\"\u003e2021\u003c/span\u003e). In a sense, the consequences of such unfavorable experiences transcend institutional boundaries and turn into a social problem.\u003c/p\u003e \u003cp\u003eResearchers have categorized the possible causes of bullying behavior. According to studies focused on individual causes, these behaviors may result from personality traits. Parkins, Fishbein \u0026amp; Ritchey (\u003cspan citationid=\"CR40\" class=\"CitationRef\"\u003e2006\u003c/span\u003e), for instance, have shown that low social liking and high social dominance tendencies can contribute to formation such behaviors. In their study, Wilson \u0026amp; Nagy (\u003cspan citationid=\"CR52\" class=\"CitationRef\"\u003e2017\u003c/span\u003e) found that bullying behavior is positively correlated to neurotic personality traits. A similar argument is made by Baughman et al. (\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e2012\u003c/span\u003e) who claim such behavior may result from the \u003cem\u003edark triad\u003c/em\u003e (Machiavellianism, narcissism, and psychopathy). Apart from individual factors, group dynamics have also been considered as a means of explaining bullying behavior. Skogstad et al. (\u003cspan citationid=\"CR47\" class=\"CitationRef\"\u003e2011\u003c/span\u003e) identified that in-group characteristics such as role ambiguity, and role conflict are predictors of bullying behavior. Escart\u0026iacute;n et al. (\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e2013\u003c/span\u003e), on the other hand, evidenced that identification with the group reduces the likelihood of being bullied.\u003c/p\u003e \u003cp\u003eFinally, institutional factors that may lead to bullying behavior have been strived to be understood. Samnani \u0026amp; Singh (\u003cspan citationid=\"CR43\" class=\"CitationRef\"\u003e2012\u003c/span\u003e) classified organizational factors that cause bullying behavior under four categories: \u003cem\u003eLeadership \u0026amp; management style, organizational culture \u0026amp; ethical climate, organizational policies\u003c/em\u003e, and \u003cem\u003esituational factors\u003c/em\u003e. For instance, the power of the leader (Einarsen et al., \u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e1994\u003c/span\u003e), while it has been argued that overly weak and passive leadership may invite bullying behavior by failing to solve existing problems (Strandmark \u0026amp; Hallberg, \u003cspan citationid=\"CR48\" class=\"CitationRef\"\u003e2007\u003c/span\u003e). Others have argued that a hyper-competitive organizational culture with unclear ethical norms may cause such abusive behaviors (Coyne, Craig \u0026amp; Smith-Lee Chong, 2004). Research has also shown that similar abusive behaviors are likely to occur in organizations where power imbalance is high (Salin, \u003cspan citationid=\"CR42\" class=\"CitationRef\"\u003e2003\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eThe consequences of bullying behaviors have been shown to be destructive for individuals, organizations, and even society. Individuals exposed to such behavior often suffer physical and mental problems, including post-traumatic stress and anxiety disorders (Rayner, Hoel \u0026amp; Cooper, \u003cspan citationid=\"CR41\" class=\"CitationRef\"\u003e2001\u003c/span\u003e). As a form of bullying behavior, physical intimidation can even lead to suicidal ideation (Nielsen et al., \u003cspan citationid=\"CR38\" class=\"CitationRef\"\u003e2016\u003c/span\u003e). Bullying behavior, which has devastating consequences on individuals, is also very costly for organizations. A significant cost of workplace bullying is employee turnover (Coetzee \u0026amp; van Dyk, \u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e2018\u003c/span\u003e; Gawas, \u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e2022\u003c/span\u003e). This is not just because high cost incurred recruiting and training new employees, but also loss of talented human resources. It is also possible for organizations to face judicial liabilities, which might damage their reputations as well. Finally, the problem spills over beyond organizational boundaries since it affects the target's entire life. Recent studies show that those who are exposed to bullying behaviors may face undesirable situations such as domestic incivility (Sarwar, Bashir \u0026amp; Karim Khan, \u003cspan citationid=\"CR44\" class=\"CitationRef\"\u003e2021\u003c/span\u003e) and work-family conflict (Liang, \u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e2020\u003c/span\u003e). In a sense, bullying means more than failing to achieve career goals; it harms the target and the entire social environment around him or her.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec4\" class=\"Section2\"\u003e \u003ch2\u003e2.2. Workplace Bullying Towards Migrants\u003c/h2\u003e \u003cp\u003eThe risk of exposing abusive and discriminatory behaviors of migrants is far greater than that of non-migrant counterparts because of their status and the complexity of migrant work policies in host countries (Liem et al., \u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e2021\u003c/span\u003e). These workers often find themselves in a highly vulnerable position, subject to systemic abuse and discrimination that is deeply ingrained in the contextual conditions. Research indicates that migrant workers are disproportionately affected by exploitative labor practices, which include wage theft, poor working conditions, and a lack of legal protections (Bretones, \u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e2020\u003c/span\u003e). A study focusing on domestic workers in Portugal reveals that migrant domestic workers are particularly vulnerable to severe forms of abuse, including sexual harassment and psychological violence (da Concei\u0026ccedil;ao Figueiredo et al., \u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e2018\u003c/span\u003e). Similarly, the research on Latino migrant day laborers highlights the systemic marginalization and discrimination they face, which adversely affects their health and well-being (Fleming et al., \u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e2017\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eIt is not only the frequency of experiencing such unintended conducts, but they are also more vulnerable in terms of consequences of such behaviors compared to native counterparts. This vulnerability is triggered by both personal and contextual challenges. Since migrant workers live apart from their families and lack social support, they are particularly vulnerable to mental health issues such as depression and anxiety (Ho et al., \u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e2022\u003c/span\u003e). Additionally, these workers face numerous challenges due to cultural distances and legal frameworks in host countries. They frequently encounter stereotypes, are viewed as disposable workers, and are often blamed for being financial burdens (Enh et al., \u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e2024\u003c/span\u003e). In some countries, legal frameworks do not adequately protect migrant workers from discrimination and xenophobia (Devadason \u0026amp; Meng, \u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e2014\u003c/span\u003e). Studies have shown that in countries experiencing economic decline, migrant workers are often scapegoated and face increased discrimination, further marginalizing them within the legal system and society at large (International Labour Organization, \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2011\u003c/span\u003e; Vogt Isaksen, \u003cspan citationid=\"CR51\" class=\"CitationRef\"\u003e2019\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eDiscriminatory attitudes towards migrant workers are particularly prevalent in certain industries, which have consequently developed reputations for poor labor practices. These sectors are frequently cited for their exploitative conditions and mistreatment of migrant laborers. The reason is that migrant workers are often employed in industries that demand low-skilled labor due to their limited educational backgrounds and qualifications (Castles \u0026amp; Miller, \u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e2009\u003c/span\u003e). The fishing industry, for instance, is notorious for its poor labor practices, where migrant workers often endure severe forms of labor exploitation, including unpaid wages, excessive working hours, and inhumane living conditions (Murphy, Doyle \u0026amp; Murphy, \u003cspan citationid=\"CR34\" class=\"CitationRef\"\u003e2020\u003c/span\u003e). These abuses are perpetuated by weak enforcement of labor laws and the complex legal frameworks governing migrant labor. Another area of work where migrant workers is exposed to discriminatory behavior, including workplace bullying, is in the textile \u0026amp; garment industry. Numerous studies document widespread instances of poor labor practices toward migrants in various countries globally, including Malaysia (Crinis, \u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e2010\u003c/span\u003e), India (Baskaran, Nachiappan, \u0026amp; Rahman, \u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2012\u003c/span\u003e), Bangladesh (Islam et al., \u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e2011\u003c/span\u003e), and Turkey (Mutlu et al., \u003cspan citationid=\"CR35\" class=\"CitationRef\"\u003e2018\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eThis highlights the pervasive challenges faced by migrant workers globally, particularly within industries known for exploitative labor practices. It underscores the critical need to examine how migrant workers navigate and cope with workplace bullying and discrimination. Central research questions include understanding the psychological and socio-economic impacts of workplace bullying on migrant populations and exploring the effectiveness of existing coping strategies employed by migrant workers. These questions will serve as a starting point for a deeper understanding of migrant workers' experiences of workplace bullying and provide evidence-based interventions that seek to improve their rights and well-being within the workplace.\u003c/p\u003e \u003c/div\u003e"},{"header":"3. Research Design \u0026 Methodology","content":"\u003cp\u003eThis study employs a qualitative research design to delve into the coping strategies of immigrant workers, specifically focusing on Syrian migrants working in the textile industry in Turkey, who have experienced workplace bullying. The qualitative approach is chosen for its strength in exploring the depth, and complexities of individual experiences (Mohajan, \u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e2018\u003c/span\u003e), allowing for a detailed understanding of the coping mechanisms these workers employ. Through in-depth interviews, this research aims to uncover the personal narratives, feelings, and strategies of the participants, providing insights into their resilience and responses to challenging work environments.\u003c/p\u003e \u003cp\u003eThe participants of this study consist of twenty-four (24) Syrian migrants who are currently employed in the textile industry in Turkey. Participants are selected through purposive sampling to ensure that all participants have experienced workplace bullying and are thus able to contribute valuable insights into the coping strategies they have employed. This sampling method is chosen to focus on the specific experiences of Syrian workers in the textile industry, where instances of workplace bullying are reportedly prevalent (Malik et al., \u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e2019\u003c/span\u003e). The demographic characteristics of the participants are summarized in Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eDemographic Characteristics of the Participants\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"6\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eAge\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eGender\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eEducation\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003ePrevious Experience\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003eOrganizational Characteristic\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e32\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eF\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003ePS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eYes / SS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eNO/MAMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e19\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eM\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003ePS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eNO/MAMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e24\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eF\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eHS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eYes / DS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eNO/MAMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e21\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eM\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eHS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eYes / DS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eMO/MIMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e29\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eM\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eHS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eYes / DS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eNO/MAMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e42\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eF\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eBC\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eYes / DS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eNO/MIMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e7\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e20\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eF\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eHS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eNO/MIMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e22\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eF\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003ePS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eNO/MIMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e9\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e33\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eM\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eHS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eYes / both SS \u0026amp; DS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eNO/MIMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e10\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e39\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eM\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003ePS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eYes / SS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eNO/MIMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e11\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e31\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eM\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eBC\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eYes / DS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eNO/MAMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e12\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e27\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eM\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eHS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eNO/MAMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e13\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e22\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eF\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eHS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eMO/MIMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e14\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e26\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eF\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003ePS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eNO/MAMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e15\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e46\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eM\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eBC\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eYes / both SS \u0026amp; DS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eMO/MAMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e16\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e41\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eM\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eBC\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eYes / both SS \u0026amp; DS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eMO/MAMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e17\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e18\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eM\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003ePS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eYes / DS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eNO/MIMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e18\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e51\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eM\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eHS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eYes / SS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eNO/MIMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e19\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e40\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eF\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eHS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eYes / SS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eMO/MAMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e20\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e32\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eM\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eBC\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eYes / both SS \u0026amp; DS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eNO/MAMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e21\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e19\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eF\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eHS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eNo\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eNO/MIMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e22\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e24\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eF\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003ePS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eYes / DS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eNO/MIMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e23\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e27\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eF\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003ePS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eYes / DS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eNO/MIMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e24\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e53\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eM\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eHS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eYes / both SS \u0026amp; DS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eMO/MAMI\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colspan=\"6\" nameend=\"c6\" namest=\"c1\"\u003e \u003cp\u003eNO/MAMI: Native ownership/ majority of workers are migrants, MO/MAMI: Migrant ownership/ majority of workers are migrants, NO/MIMI: Native ownership/ Minority of workers are migrants, MO/MIMI: Migrant ownership/ minority of workers are migrants; SS: Same industry, DS: Different industry; PS: Primary school, HS: High school, BC: Bachelor\u0026rsquo;s degree,; F: Female, M: Male\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eData collection is conducted through in-depth, semi-structured interviews with the selected participants. Each interview is designed to last approximately 60\u0026ndash;90 minutes and is conducted in Arabic, the native language of the participants, to ensure comfort and facilitate open, honest dialogue. The interviews are structured around a series of open-ended questions that guide the discussion towards the participants' experiences of workplace bullying and the strategies they have used to cope with these situations. Prior to the interviews, participants are informed of the study's purpose, its voluntary nature, and the confidentiality of their responses, with informed consent obtained from each participant.\u003c/p\u003e \u003cp\u003eThe interviews are recorded with the participants' consent, transcribed verbatim, and then translated into English for analysis. The data analysis employs a thematic analysis approach, which involves a detailed examination of the transcriptions to identify, analyze, and report patterns (themes) within the data (Nowell et al., \u003cspan citationid=\"CR39\" class=\"CitationRef\"\u003e2017\u003c/span\u003e). Initial codes are generated by reading through the data and noting down recurrent coping strategies and experiences. These codes are then collated into potential themes, which are reviewed and refined to ensure they accurately reflect the interview data. This iterative process allows for the emergence of detailed themes that encapsulate the coping strategies of Syrian migrants in the face of workplace bullying.\u003c/p\u003e \u003cp\u003e The study adheres to ethical standards to protect the dignity, rights, and welfare of the participants. Ethical approval is obtained from the Munzur University Ethical Committee prior to commencing the study. Participants are ensured confidentiality and anonymity; all identifying information is removed from the transcripts and any publications resulting from this research. Participants are also informed of their right to withdraw from the study at any point without any consequences.\u003c/p\u003e"},{"header":"4. Analysis \u0026 Results","content":"\u003cp\u003eThe first question, we asked participants, \u003cem\u003e\u0026ldquo;What types of bullying have you encountered, and how frequently have you experienced it?\u0026rdquo;\u003c/em\u003e Their responses indicated widespread exposure to different forms of bullying, including verbal harassment, discrimination based on nationality, exclusion, and denial of basic rights. One participant described,\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003eThey made me feel that being Syrian was wrong or shameful. When I performed well at work, they would say, \u0026lsquo;You haven\u0026rsquo;t even benefited your own country, why would you benefit us?\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eThis sentiment was echoed by others who recounted being blamed for societal problems such as rising rents and unemployment. Another worker shared,\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e[\u0026hellip;] One time, a colleague told me, \u0026lsquo;You Syrians are taking our jobs, and if it weren\u0026rsquo;t for you, we would have higher salaries.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eAnother participant detailed how local workers would openly criticize management for employing Syrians, noting:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e[\u0026hellip;] I witnessed local employees telling the managers loudly, \u0026lsquo;You should have hired locals instead of Syrians.\u0026rsquo;\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eThis suggests that bullying is not just an interpersonal issue but is embedded in the organizational culture, where both overt and subtle forms of xenophobia manifest. Other forms of bullying were more structural, as some participants reported wage discrimination and being deprived of social security. Another participant added.\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003eSyrian workers are paid less than local employees, and we are not given the same respect or legal rights,\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eThis reflects how bullying was also tied to systemic inequalities.\u003c/p\u003e \u003cp\u003eIn many cases, bullying stemmed from language barriers, with workers who spoke little Turkish being ridiculed or isolated. One participant noted,\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e[\u0026hellip;] During my early years, my poor Turkish skills made me an easy target for harassment, and many of my job experiences ended in failure because of this.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eThese examples underline how bullying is not just a one-off occurrence, but a pervasive problem deeply intertwined with the social and economic status of Syrian migrants. The extent and frequency of bullying, as described by the participants, suggest an environment where discrimination and exclusion are commonplace.\u003c/p\u003e \u003cdiv id=\"Sec7\" class=\"Section2\"\u003e \u003ch2\u003e4.1. Core Strategies\u003c/h2\u003e \u003cp\u003e Many participants cited language barriers as a major factor contributing to their victimization. Improving their Turkish skills was a critical coping strategy to reduce bullying. One participant shared,\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003eI used to experience a lot of harassment because of my poor Turkish, but I\u0026rsquo;ve been working hard to improve my language skills through online platforms and face-to-face classes [\u0026hellip;].\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003e Improving their language skills enabled participants to reduce misunderstandings and communicate their needs more effectively, which also helped in negotiating fair treatment and preventing further bullying.\u003c/p\u003e \u003cp\u003eAnother coping mechanism was improving their professional skills to increase their value in the workplace. One participant explained,\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003eI started as an unskilled laborer and was often bullied because I was seen as incompetent. But over time, I learned textile design programs and now I\u0026rsquo;m highly valued in the market [\u0026hellip;].\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eAnother worker, originally trained as a computer programmer, noted,\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e[\u0026hellip;] When I applied my technical skills from my previous job in Syria to textile design, I became a respected worker here.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eThis suggests that workers who invest in self-development are better able to shield themselves from the negative impacts of bullying and may even transform their work relationships through increased competence.\u003c/p\u003e \u003cp\u003eA few participants expressed that they aimed to transition into managerial positions as a way to cope with bullying. One participant mentioned,\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e[\u0026hellip;] I paid close attention to how my supervisors managed and tried to imitate their behavior whenever possible. I believe that improving my managerial skills could help me deal with workplace bullying more effectively.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eFor others, managing a team of migrant workers allowed them to control the work environment and shield their subordinates from bullying.\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e\u0026ldquo;\u003cem\u003e[\u0026hellip;] I managed a small team of 20 workers, and having technical and managerial knowledge helped me solve issues that others were unable to deal with,\u0026rdquo;\u003c/em\u003e said another one.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eSocial networks played a significant role in helping workers cope. Many participants described joining groups on social media platforms like Facebook, WhatsApp, and Telegram, where migrants share job opportunities and advice. One participant explained,\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003eI try to expand my work-related networks as much as possible because recommendations are usually how I find jobs. The larger my network, the better my chances of finding a less problematic workplace.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eThese networks provide not only job leads but also emotional support and strategies to avoid toxic work environments.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec8\" class=\"Section2\"\u003e \u003ch2\u003e4.2. Preventive Approaches\u003c/h2\u003e \u003cp\u003eSome participants found that building relationships with local employees helped prevent bullying and improve workplace dynamics. One participant stated,\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003eAt first, I only socialized with other migrants, but I realized the importance of communicating with the local population. Now, I have close local friends, which has helped me overcome some of the adaptation challenges.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eAnother worker emphasized how these alliances helped mitigate tensions:\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003eI\u0026rsquo;ve developed good relationships with my native counterparts, and they\u0026rsquo;ve taught me technical skills while helping me understand local work practices [\u0026hellip;].\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eMany workers felt safer and better treated when employed by migrant-owned businesses. One participant noted,\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003e[\u0026hellip;] In workplaces owned by migrants, we are treated more fairly. They are more empathetic towards us since they share similar experiences.\u003c/em\u003e \u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eAnother participant added,\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003eWhen problems arise in migrant-owned businesses, there\u0026rsquo;s often a migrant friend who acts as a mediator, helping to resolve conflicts [\u0026hellip;].\u003c/em\u003e \u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eSeveral participants sought out workplaces where the majority of employees were migrants.\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003e\u0026ldquo;Since I came to Turkey, my top priority when choosing a job has been to work in places where most of the workers are migrants. I feel safer there,\u0026rdquo;\u003c/em\u003e one worker explained.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eThis suggests that working in an environment where they are not a minority can reduce the frequency of bullying and create a more supportive community.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec9\" class=\"Section2\"\u003e \u003ch2\u003e4.3. Eliminative Approaches\u003c/h2\u003e \u003cp\u003eMany participants turned to religious faith and their social circles for psychological resilience. One participant stated,\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003e[\u0026hellip;] I protect myself through prayer and conversations with friends and family. This gives me the strength to cope with the challenges I face at work.\u003c/em\u003e \u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eReligion played a key role in helping some workers endure bullying, providing both comfort and a sense of hope.\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003e\u0026ldquo;[\u0026hellip;] I maintain my mental health by remembering that it is God who provides sustenance, not people,\u0026rdquo;\u003c/em\u003e another worker explained.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eIn response to persistent bullying, some workers engaged in quiet quitting, performing only the bare minimum required.\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003e\u0026ldquo;Most of us are only working to feed our families and derive no satisfaction from our jobs, so our performance remains at the lowest acceptable level,\u0026rdquo;\u003c/em\u003e said one participant.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eIn extreme cases, workers resorted to sabotage.\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003e\u0026ldquo;[\u0026hellip;] I\u0026rsquo;ve seen workers deliberately damage machines or produce faulty products as a way of getting back at the management,\u0026rdquo;\u003c/em\u003e explained another participant.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eSome of the participants considered resignation the only solution to constant bullying, while others saw entrepreneurship as an escape. One worker said,\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e[\u0026hellip;] I tried to endure, but when the bullying didn\u0026rsquo;t stop, I focused on finding alternatives and eventually quit my job.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eSome participants, tired of mistreatment, expressed ambitions to start their own businesses.\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e \u003cem\u003e\u0026ldquo;I don\u0026rsquo;t think the attitude towards migrant workers will ever change, so the only solution is to become my own boss [\u0026hellip;].\u0026rdquo;\u003c/em\u003e one interviewee remarked.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eMany others also believed that entrepreneurial ventures were their only path to regaining self-respect. Figure\u0026nbsp;\u003cspan refid=\"Fig1\" class=\"InternalRef\"\u003e1\u003c/span\u003e visualizes migrant workers' coping strategies with workplace bullying\u003c/p\u003e \u003cp\u003e \u003c/p\u003e \u003c/div\u003e"},{"header":"5. Discussion","content":"\u003cp\u003eThe findings highlight the varied and multi-faceted approaches migrant workers employ to cope with workplace bullying, ranging from self-improvement and relationship formation to more drastic measures to quiet quitting and sabotage. Three main themes were identified: Core strategies, preventive approaches, and eliminative approaches. Core strategies include improving work-related competencies, managerial skills, language skills, and expanding work-related networks. Preventive approaches encompass proactive measures such as forming alliances with native counterparts, enhancing relationships with them, seeking employment with employers of the same nationality, and working in firms that predominantly employ migrants. Finally, eliminative approaches, primarily reactionary in nature, include measures aimed at the mitigating consequences of bullying, such as seeking mental health support, union support, quiet quitting, sabotage, resigning, and pursuing entrepreneurial endeavors.\u003c/p\u003e \u003cp\u003eMost of the strategies employed by participants echo those identified in the literature, particularly the importance of skill enhancement and relationship building. Research by Xu, Gutierrez \u0026amp; Kim (\u003cspan citationid=\"CR53\" class=\"CitationRef\"\u003e2008\u003c/span\u003e) and Lee, Park \u0026amp; Ban (\u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e2016\u003c/span\u003e) support the notion that acquiring new skills, such as language and technical competencies, empowers migrant workers, enabling them to navigate workplace challenges more effectively. In the present study, participants who improved their Turkish language skills reported a marked reduction in bullying incidents, highlighting the protective role of linguistic competence.\u003c/p\u003e \u003cp\u003eThe importance of social support as a coping mechanism is further corroborated by Ho et al. (\u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e2022\u003c/span\u003e), who found that migrant workers often turn to peer networks and community groups to diminish the negative effects of workplace stress and discrimination. This will also help foster a sense of belonging among migrant workers. Similarly, the study shows that forming alliances with native colleagues and building networks within migrant communities are effective in preventing bullying. The use of social media platforms like WhatsApp and Facebook for emotional support and job opportunities aligns with findings by Weishaar (\u003cspan citationid=\"CR50\" class=\"CitationRef\"\u003e2010\u003c/span\u003e), who also noted the role of digital communities in fostering resilience among migrant workers.\u003c/p\u003e \u003cp\u003ePreventive measures, such as forging relationships with local employees, are emphasized in both this study and the literature. Schilgen et al. (\u003cspan citationid=\"CR45\" class=\"CitationRef\"\u003e2019\u003c/span\u003e) and Enh et al. (\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e2024\u003c/span\u003e) reported that that building cross-cultural relationships helped reduce workplace tensions, a finding confirmed in our participants' experiences. Many workers in our study formed friendships with local employees, which improved their workplace dynamics and reduced instances of exclusion and harassment. Eliminative strategies such as quiet quitting or transitioning to entrepreneurship as a means to escape toxic work environments are also reflected in broader academic research. Liem et al. (\u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e2021\u003c/span\u003e) discussed how migrant workers, when faced with chronic workplace stress and bullying, often resort to disengagement or alternative employment, similar to the quiet quitting described by participants in this study. Additionally, entrepreneurship as a long-term coping strategy was highlighted by Shinnar \u0026amp; Zamantılı Nayır (\u003cspan citationid=\"CR46\" class=\"CitationRef\"\u003e2019\u003c/span\u003e), who noted that migrants often see starting their own businesses as a path to regain autonomy and escape the discrimination prevalent in traditional employment.\u003c/p\u003e \u003cp\u003eFinally, religious faith and spirituality, noted as a key coping mechanism by some participants, align with findings by Tschirhart et al. (\u003cspan citationid=\"CR49\" class=\"CitationRef\"\u003e2019\u003c/span\u003e), who showed that faith-based coping strategies (Thai cultural practices and Buddhist cognitive thinking) help migrants manage stress by providing psychological comfort and a sense of hope amidst adversity. In our study, several participants highlighted the role of prayer and religious beliefs in maintaining their mental well-being and enduring workplace bullying.\u003c/p\u003e"},{"header":"6. Conclusion","content":"\u003cp\u003eThe purpose of this study was to explore the coping strategies of migrant workers in Turkey's textile sector in response to workplace bullying. While previous studies have addressed the exploitation of migrant workers, this research specifically examines the coping strategies employed by those vulnerable groups, offering a more refined understanding of their responses to adversity. The findings contribute to the literature by offering detailed insights into the coping strategies of migrant workers facing workplace bullying. These strategies - ranging from improving work-related competencies and social networks to more marginalized measures such as quiet quitting or sabotage - demonstrate the complexity of coping in the context of systemic inequalities and cultural barriers.\u003c/p\u003e \u003cp\u003eTheoretically, the study expands on the literature pertaining coping strategies help mitigate the impacts of bullying, contributing to broader discussions on resilience and social capital in vulnerable communities. The study also provides \u0026lsquo;\u003cem\u003ecoping mechanisms framework\u0026rsquo;\u003c/em\u003e by offering a clear typology of responses to workplace bullying in the context of migration. Practically, the findings offer managers and policymakers actionable insights to create more inclusive work environments. By understanding these coping mechanisms, organizations can develop targeted interventions to prevent bullying and enhance workplace dynamics, particularly in industries with a high concentration of migrant workers. Additionally, the insight gained may support policymakers in formulating strategies to regulate and optimize the labor market on a broader scale.\u003c/p\u003e \u003cp\u003eSeveral limitations need to be acknowledged. The study employs a qualitative design, which limits the generalizability of its findings. Since the data is based on in-depth interviews with a specific group of Syrian migrant workers, the results may not be representative of the broader migrant population or other industries. Additionally, the sample size is relatively small \u003cem\u003e(N\u0026thinsp;=\u0026thinsp;24)\u003c/em\u003e. This also limits the ability to draw definitive conclusions about the experiences of migrant workers in Turkey's textile sector or apply the findings to other contexts. Another source of limitation is that the study relies on self-reported experiences through interviews. This approach may introduce biases, as participants might underreport or exaggerate their experiences of bullying or coping strategies.\u003c/p\u003e \u003cp\u003eFuture studies should aim to expand the sample size and integrate quantitative methods to evaluate the prevalence of these coping strategies across various sectors and geographic regions. Moreover, an examination of host-country policies and their impact on workplace dynamics for migrants could offer critical insights for addressing workplace bullying on a systemic level. Interestingly, none of the participants in the study indicated that returning to their home country was a way to cope with the challenging conditions they are facing. Investigating why this phenomenon is not considered a coping strategy (at least in the context of Syrian migrant workers in Turkey) would also be valuable. Such studies will contribute to the comparison of the conditions of the host country with those of the home country and the development of strategies for the integration of the workforce.\u003c/p\u003e"},{"header":"Declarations","content":"\u003ch2\u003eAuthor Contribution\u003c/h2\u003e\u003cp\u003eResearch Design: Umut UyanData Collection: Adil IbinAnalysis and reporting: Umut Uyan \u0026amp; Adil IbinWriting Manuscript: Umut UyanRevision: Umut Uyan \u0026amp; Adil Ibin\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n\u003cli\u003eAagestad, C., Tyssen, R., Johannessen, H. A., Gravseth, H. M., Tynes, T., \u0026amp; Sterud, T. (2014). Psychosocial and organizational risk factors for doctor-certified sick leave: a prospective study of female health and social workers in Norway. \u003cem\u003eBMC public health\u003c/em\u003e, 14, 1-9.\u003c/li\u003e\n\u003cli\u003eBaskaran, V., Nachiappan, S., \u0026amp; Rahman, S. (2012). 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(2010). \u0026ldquo;You have to be flexible\u0026rdquo;\u0026mdash;Coping among polish migrant workers in Scotland. \u003cem\u003eHealth \u0026amp; Place\u003c/em\u003e, \u003cem\u003e16\u003c/em\u003e(5), 820-827.\u003c/li\u003e\n\u003cli\u003eVogt Isaksen, J. (2019). The impact of the financial crisis on European attitudes toward immigration. \u003cem\u003eComparative Migration Studies\u003c/em\u003e, \u003cem\u003e7\u003c/em\u003e(1), 1-20.\u003c/li\u003e\n\u003cli\u003eWilson, C. J., \u0026amp; Nagy, M. S. (2017). The effects of personality on workplace bullying. \u003cem\u003eThe Psychologist-Manager Journal\u003c/em\u003e, \u003cem\u003e20\u003c/em\u003e(3), 123.\u003c/li\u003e\n\u003cli\u003eXu, Y., Gutierrez, A., \u0026amp; Kim, S. H. (2008). Adaptation and transformation through (un)learning: Lived experiences of immigrant Chinese nurses in US healthcare environment. \u003cem\u003eAdvances in Nursing Science\u003c/em\u003e, \u003cem\u003e31\u003c/em\u003e, E33\u0026ndash;E47.\u003c/li\u003e\n\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":true,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":true,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true},"keywords":"Workplace bullying, coping strategies, migrant workers, textile industry, Turkey","lastPublishedDoi":"10.21203/rs.3.rs-5359696/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-5359696/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003eDespite being discussed by the scientific community and practitioners for decades; bullying remains a severe problem in modern work life. The problem will likely continue to grow exponentially with the reality of migration. In fact, immigrant workers have been reported to be in the highest risk group in terms of being exposed to workplace bullying. The aim of the study is to understand the extent to which migrant textile workers in Turkey are exposed to bullying behaviors and the strategies they develop to cope with these unintended behaviors. The data of the research, which has a qualitative design, was collected through in-depth interviews (N\u0026thinsp;=\u0026thinsp;24) and analyzed thematically. The study demonstrates that migrant workers utilize a range of strategies to handle workplace bullying, which can be classified into three primary categories: \u003cem\u003eEnhancing work-related competencies\u003c/em\u003e, \u003cem\u003eeliminative\u003c/em\u003e and \u003cem\u003epreventive measures\u003c/em\u003e. Enhancing professional skills and expanding work-related networks are central to building resilience, while preventive measures include forging alliances with native counterparts and choosing supportive work environments. Eliminative strategies such as mental support, quiet quitting, and alternative employment options underscore the multifaceted nature of coping mechanisms among migrant workers.\u003c/p\u003e","manuscriptTitle":"Navigating the Challanges: Strategies of Migrant Workers in Turkey to Cope With Workplace Bullying","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2024-11-14 08:51:02","doi":"10.21203/rs.3.rs-5359696/v1","editorialEvents":[{"type":"communityComments","content":0}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"fa979b3c-5abe-4c39-adc9-8dfb77714d46","owner":[],"postedDate":"November 14th, 2024","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"posted","subjectAreas":[],"tags":[],"updatedAt":"2025-02-28T16:08:34+00:00","versionOfRecord":[],"versionCreatedAt":"2024-11-14 08:51:02","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-5359696","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-5359696","identity":"rs-5359696","version":["v1"]},"buildId":"qtupq5eGEP_6zYnWcrvyt","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}