"Adult bullying at work is a shocking, frightening, and at times shattering experience, both for those targeted and for onlookers. Workplace bullying, mobbing, and emotional abuse essentially synonymous phenomena*are persistent, verbal, and nonverbal aggression at work that include personal attacks, social ostracism, and a multitude of other painful messages and hostile interactions. Because this phenomenon is perpetrated by and through communication, and because workers’ principal responses are communicative in nature, it is vital that communication scholars join the academic dialogue about this damaging feature of worklife. The harm to workers runs the gamut of human misery including ‘‘anxiety, depression, burnout, frustration, helplessness, ... difficulty concentrating, alcohol abuse (Richman, Flaherty, & Rospenda, 1996), and posttraumatic stress disorder (Leymann & Gustafsson, 1996; Mikkelsen & Einarsen, 2002). Witnessing co-workers experience increased fear, emotional exhaustion, hypervigilance, stress, and intentions to leave (Jennifer, Cowie, & Anaiadou, 2003; Vartia, 2001, 2003). Bullying also hinders group communication, cohesion, and performance by creating hostile environments marked by apprehension, distrust, anger, and suspicion (Frost, 2003; Lockhart, 1997; Vartia, 2003). What makes this communicative phenomenon especially grave is its elevated prevalence in US workplaces. From 28% to 36% of US workers report persistent abuse at work (Keashly & Neuman, 2005; Lutgen-Sandvik, Tracy, & Alberts, 2005; Neuman, 2004), and nearly 25% of US companies report some degree of bullying (Blosser, 2004). Furthermore, over 80% of workers say they have witnessed bullying sometime during their work histories (Keashly & Neuman, 2005; Lutgen-Sandvik, 2003a; Namie, 2003b). Given its prevalence and negative consequences, bullying warrants the attention of communication scholars, particularly those studying power and oppression."