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PurposeThe purpose of this paper is to examine if the gender of the perpetrator and the gender of the target have interactive effects on the frequency of downward workplace bullying to which targets are subjected.Design/methodology/approachA cross-sectional design was used on a sample of 125 schoolteachers in Uganda. Self-report data on downward workplace bullying were obtained using the Negative Acts Questionnaire.FindingsThe perpetrator's gender and the target's gender have interactive effects on the level of downward bullying to which targets are subjected. Although targets in within-gender dyads reported higher levels of overall downward workplace bullying than did targets in between-gender dyads, a significant gender-gender interaction was found for personal harassment and work-related harassment but not for intimidation nor organisational harassment.Research limitations/implicationsThe generalisability of the findings is limited due to the sample consisting entirely of schoolteachers in Uganda. Self-report data are a limitation as they are subjective and thus susceptible to various perceptual biases (e.g. social desirability, personality of the respondent). Examining the interactive effects of gender on workplace bullying helps to provide a better understanding of the potential influence of gender in bullying scenarios. The findings from research that considers only the main effects of gender whilst ignoring interactive effects can misinform any theory or policy development.Practical implicationsOrganisations need to resocialise their members so that they learn new attitudes and norms regarding aggressive behaviour in the workplace.Originality/valueThis paper contributes to the literature on workplace bullying by examining the interactive effects of gender on the frequency of downward workplace bullying.

PurposeThe main purpose of this paper is to examine the psychosomatic model of downward workplace bullying in different cultures.Design/methodology/approachA cross‐sectional design was used. Participants were teachers in government and non‐government high schools in Australia and the Republic of Uganda. Participants completed a self‐report questionnaire.FindingsThe psychosomatic model is supported for both the Australian and the Ugandan samples. However, the relationship between bullying and physical symptoms is fully mediated by negative affect for the Australian sample but partially mediated for the Ugandan sample. The correlation between bullying and negative affect is stronger for the Australian sample than for the Ugandan sample.Research limitations/implicationsThe psychosomatic model was extended by including culture as a moderator of the bullying‐negative affect relationship. The findings show that the psychosomatic model of workplace bullying is a variform universal. All participants are schoolteachers and the findings may therefore not be generalisable to employees in other occupations. The validity of the findings is questionable as the data are self‐reported. The cross‐sectional design used precludes any conclusions being made about cause‐effect relationships. Future studies should consider other personality dimensions that may influence the psychosomatic model of bullying and the use of a longitudinal design.Practical implicationsDownward bullying reduces employee effectiveness because the ensuing negative affect and physical symptoms hamper employees from performing optimally. Furthermore, targets may adopt avoidance strategies, such as absenteeism and turnover, to avoid being bullied.Originality/valueThe psychosomatic model of workplace bullying was examined cross‐culturally for the first time.