1 Université du Québec à Trois-Rivières, Canada.
2 University of Bergen, Norway.
3 National Institute of Occupational Health, Norway.
4 Substantive-Methodological Synergy Research Laboratory, Concordia University, Montreal, Canada.
5 Optentia Research Unit, North-West University, Vanderbijlpark, South Africa.

Workplace bullying is conceptualized as a systematic exposure to harassing behavior accompanied by feelings of defenselessness. Yet, most research has solely focused on exposure, thereby ignoring the role of defenselessness regarding victimization from bullying. Using a person-centered approach, this cross-sectional study addresses this gap by investigating the relation between employees' profiles of exposure to bullying behaviors and their profiles of defenselessness. Latent profile analyses of 491 employees identified four distinct exposure profiles: (a) no exposure, (b) rare exposure, (c) occasional exposure, and (d) exposure to isolating acts (work isolation). A parallel four-profile solution emerged for defenselessness, reflecting (a) no, (b) low, and (c) moderate levels across most indicators, as well as (d) specific defenselessness linked to isolating behaviors. Profile membership overlapped strongly between exposure and defenselessness, except for one-third of employees in the rare exposure profile, who showed moderate rather than low defenselessness. The profile reflecting the highest levels of exposure and defenselessness (occasional exposure and moderate defenselessness) reported the most negative outcomes (higher perceived victimization, exhaustion, and job dissatisfaction), whereas the no exposure/no defenselessness profile showed the most adaptive outcomes. Importantly, the rare exposure profile experienced significantly worse outcomes when defenselessness was moderate rather than low. The work isolation profile showed outcomes similar to the rare exposure profile with low defenselessness, highlighting the harmful nature of isolating actions. The findings highlight the need for organizations to actively prevent and manage negative behaviors among employees.