Workplace bullying has received increased prominence in the last few years. Evidence clearly suggests that being the target of bullying is stressful, left unmanaged it can severely affect both targets and organizations. However, a significant area the remains to be explicitly explored is the potential detrimental impact of workplace bullying on knowledge sharing and organizational retaliatory behavior(ORB), which are critical to organization functioning. Therefore, one purpose of our study is to examine what is the influence of workplace bullying on employees’ knowledge sharing and retaliatory behaviors. Knowledge sharing is important for any organizations today to make them into a competitive advantage because it provides a link between the individual and the organization by moving knowledge that resides with the individual to the organization level (Hendriks, 1999). As recent organizational learning theories have become a central focus in this field, successful knowledge transfers are increasingly seen as requiring an ongoing process of learning interactions (Szulanski, 2000). Retaliatory behavior refers to something antisocial and akin to unethical behaviors (Barclay et al., 2005). Since organizational retaliatory behavior places a stronger emphasis on the situational context in which the behavior occurs as the main catalyst, it may play an important role in illuminating the detrimental effect of bullying in the perspective of organizational administration. Next, consequences of workplace bullying, largely organizational costs, have been studied mostly with respect to its main effects. Accordingly, our second purpose in this research is to detect its interactive effects with such moderator variables: employability and employment status, instead of only simple associations between bullying and its conventional outcomes. Despite the fact that research on workplace bullying has focused almost exclusively on victims’perceptions, little is known about the role of target characteristics (Hoel, Rayner, & cooper,1999). As a person’s ability and readiness to identify and realize career opportunities, perceived employability and employment status―the type of employment, i.e. a temporary or a permanent employee―are critical to predict realistic responses to bullying given that both have an important influence on a worker’s attitude or awareness toward an event (e.g. Clarke, 2008; Virtanen etal, 2003). By studying their joint moderating effect on the stressor-strain relationships, research knowledge about workplace bullying as well as both moderators could be advanced. Valid and reliable self-report evaluation measures were administered to a sample of 311 workers in big three discount stores in South Korea. Discount store jobs present an exemplary case to study our research questions because there has been M&A and contingent employmentare largest in that industry, which are vulnerable to bullying. According to the results, exposure to bullying behaviors was negatively related to knowledge sharing and positively related to ORB, providing support for the respective hypotheses. Furthermore, employability moderated the relationship only for knowledge sharing, whereas employment status had moderating role only for ORB. That is, the negative relationship between bullying experience and knowledge sharing was stronger for those respondents rating their employability to be high. For contingent workers who are generally the last hired and first fired, the positive relationship between their bullying experience and ORB was weaker than permanent ones. The value of this study lies in increasing understanding of workplace bullying phenomena, as well as suggesting a potential prescription to maintain a bullying-free workplace.