Psychological and occupational consequences of workplace bullying and harassment among radiographers practising in the United Kingdom

Introduction Workplace bullying and harassment (WBH) are recognised occupational hazards linked to adverse psychological and organisational outcomes, yet profession-specific evidence on these consequences among radiographers remains limited. This study examined associations between WBH and psychological distress, sickness absence, and presenteeism among radiographers practising in the United Kingdom, a workforce facing shortages and increasing pressures. Method A cross-sectional survey of UK-registered radiographers was conducted between December 2025 and February 2026. WBH exposure was measured using the Negative Acts Questionnaire–Revised (NAQ-R), and psychological distress was assessed using a 12-item GHQ-derived symptom measure adapted to a three-category response format. Work-related outcomes comprised self-reported sickness absence due to work-related stress, bullying or harassment and presenteeism due to workload or pressure. Multivariable logistic and negative binomial regression models were adjusted for demographic and occupational covariates. Results A total of 385 radiographers participated. Weekly/daily behaviourally defined WBH exposure was identified in 41.8% of the sample. Among respondents completing all 12 GHQ-derived items, 29.9% (109/364) met the prespecified ≥ 4 criterion for probable psychological distress. Weekly/daily WBH exposure was strongly associated with GHQ-derived probable psychological distress in the complete-item adjusted model (aOR 7.85, 95% CI 4.52–13.64, p < 0.001). WBH exposure was also associated with sickness absence due to work-related stress, bullying or harassment and presenteeism due to workload or pressure. Continuous NAQ-R scores showed graded associations with all three outcomes. Conclusion WBH was common within this UK-wide radiographer sample and was strongly associated with GHQ-derived probable psychological distress and self-reported occupational outcomes. Prospective studies using independently validated psychological measures and objective occupational outcomes are warranted. Implication for practice The findings support prospective evaluation of organisational strategies aimed at strengthening psychological safety, leadership accountability and confidential reporting mechanisms