Workplace bullying has been center of attention from many researchers from last few decades in developed countries, and has been extensively explored but in Pakistan workplace bullying phenomena has lagged behind and little empirically research has been carried out to explore this phenomena Work place bullying is the key issues now a day in work environment several employees have become victims of workplace bullying. Although a lot of the issues relating to workplace bullying were studied. This study is focus on different ethical climate types and its effects on workplace bullying within the organization. Furthermore it explores the impact between Karasek’s Job Demand Control Model of strain with workplace bullying. For this purpose primary data was collected using questionnaire survey from 217 conveniently available employees working in outsourcing companies’ i.e., software houses and call centers. To analyze the relationship between the constructs Chi-square & Kendall’s Tau-b analysis was carried out. The relationship between five facets of ethical climate and workplace bullying was found namely caring climate, law and code climate was found to have negative association with workplace bullying, instrumental climate was found to have positive association with workplace bullying which was according to previous studies carried out on this construct whereas independence climate and rules climate type of ethical climate was found to have no significant relationship with workplace bullying which can be due to difference in cultures. The two dimensions of Karasek’s job demand control model job demand (workload) and job control (autonomy) were analyzed to found out there impact on workplace bullying only job demand “workload” dimension was found out to have iii significant relationship with workplace bullying. Emphasizing on necessary dimensions of ethical climate and Karasek’s job demand control model this study will be very helpful for the organizations to overcome the bullying reports of victims.

BBA