Volume 6 Issue 24 (September 2021) PP. 39-53 DOI 10/35631/JTHEM.624005 Copyright © GLOBAL ACADEMIC EXCELLENCE (M) SDN BHD - All rights reserved 39 JOURNAL OF TOURISM, HOSPITALITY AND ENVIRONMENT MANAGEMENT (JTHEM) www.jthem.com THE RELATIONSHIP BETWEEN WORKPLACE BULLYING AND JOB SATISFACTION IN OMAN’S HOTEL SECTOR: THE MEDIATING ROLE OF OCCUPATIONAL SELF-EFFICACY Asma Shughail Aqib Al Hashimi 1* , Adi Anuar Azmin 2 1 Faculty of Applied and Human Sciences, Universiti Malaysia Perlis, Malaysia Email: asmashughail@studentmail.unimap.edu.my 2 Faculty of Applied and Human Sciences, Universiti Malaysia Perlis, Malaysia Email: adianuar@unimap.edu.my * Corresponding Author Article Info: Abstract: Article history: Received date: 23.06.2021 Revised date: 05.07.2021 Accepted date: 26.09.2021 Published date: 30.09.2021 To cite this document: Al Hashimi, A. S. A., & Azmin, A. A. (2021). The Relationship Between Workplace Bullying And Job Satisfaction In Oman’s Hotel Sector: The Mediating Role Of Occupational Self-Efficacy. Journal of Tourism, Hospitality and Environment Management, 6 (24), 39-53. DOI: 10.35631/JTHEM.624005. This work is licensed under CC BY 4.0 An inclusive workplace helps in achieving effective performance at all organisational levels. Workplace bullying is recognised as a global phenomenon tremendously influencing self-efficacy and employees’ job satisfaction. The current study aimed to examine the relationship between workplace bullying and job satisfaction with the mediating role of occupational self-efficacy in the hotel sector in Oman. The cross-sectional research was carried out in three hotels in Oman. The data were collected from 400 employees working in middle and low management in hotels in Oman. Additionally, data were gathered using the Negative Acts Questionnaire-Revised, the Occupational Self-Efficacy Scale, and the Generic Job Satisfaction Scale. Preliminary data analysis and regression analysis were performed using Statistical Package for Social Science (SPSS). Meditational analysis was conducted with PROCESS macro written by Hayes. The findings highlighted that workplace bullying correlates with job satisfaction positively and negatively with occupational self-efficacy. Occupational self- efficacy was negatively correlated with job satisfaction. Regression analysis showed that workplace bullying was a significant predictor of job satisfaction. However, occupational self-efficacy did not significantly mediate the relationship between workplace bullying and job satisfaction. The mediational analysis confirmed that occupational self-efficacy did not mediate the relationship between workplace bullying and job satisfaction. Management must develop and concentrate on building an inclusive work environment to reduce workplace bullying and harness occupational self-efficacy. Practical steps must be taken to deliver the interventions that can empower the employee to tackle workplace bullying and improves self-efficacy. This study also identified limitations and future research options.