Am I my own worst enemy? The experiences of bullying targets who are also aggressors Ce ´leste M. Brotheridge ESG – UQAM, Montreal, Canada Raymond T. Lee Department of Business Administration, Asper School of Business, University of Manitoba, Winnipeg, Canada, and Jacqueline L. Power Odette School of Business, University of Windsor, Windsor, Canada Abstract Purpose – This study aims to compare the experiences of workers who perceive themselves as both targets and aggressors (aggressor-targets) with the experiences of other workers. Design/methodology/approach – The paper reports on the results of a cross-sectional self-report questionnaire-based study (n ¼ 180). Findings – Aggressor-targets reported performing more aggressive behaviors than did pure bullies. They also engaged in multiple types of coping strategies, but did so ineffectively as evidenced by their high levels of negative health outcomes. Practical implications – It is possible that aggressor-targets employed many coping behaviors as a means of dealing with their situation, but they had some difficulty doing so without assistance. Consequently, aggressor-targets may be open to intervention efforts. Since this group constitutes the largest percentage of bullies and was responsible for most of the reported bullying acts, examining their experiences may help organizations reduce the overall incidence of bullying. Originality/value – This exploratory study contributes to the small number of studies that have examined the situation of bullying targets who have also engaged in aggression in the workplace. Keywords Bullying, Employees behaviour, Personal health, Stress, Workplace, Individual behaviour, Employees, Group dynamics Paper type Research paper Targets of workplace bullying are repeatedly exposed to negative behaviors that cause them to feel threatened and demeaned (Einarsen et al., 2003; Escartı ´n et al., 2009; Saunders et al., 2007). Given the significant negative impact of bullying on organizations and their members, researchers have sought to determine the contextual and individual factors that contribute to acts of bullying (Einarsen et al., 2009; Leymann and Gustafsson, 1996; Rodrı ´guez-Mun ˜oz et al., 2009). Traditionally, targets of workplace bullying and their aggressors have been treated as distinct groups, with targets generally receiving sympathy and aggressors being sanctioned. As a result, workplace interventions have been developed that address targets and their aggressors as separate individuals. For example, an employee may be counseled on how to respond to a colleague’s demeaning behavior. However, preliminary research suggests that frequent acts of bullying may be perpetrated by a The current issue and full text archive of this journal is available at www.emeraldinsight.com/1362-0436.htm CDI 17,4 358 Received 11 April 2012 Revised 6 June 2012 Accepted 7 June 2012 Career Development International Vol. 17 No. 4, 2012 pp. 358-374 q Emerald Group Publishing Limited 1362-0436 DOI 10.1108/13620431211255833