Based on the functionalist paradigm, the traditional researches understood workplace bullying as an interpersonal issue between two or more employees. From the perspective of social psychology, a number of studies conducted on the individual and job antecedents of bullying, ignoring the effects of organizational change, employment system and other factors of organizations and employment relations. Consequently, there is little evidence that measures adopted to intervene bullying have been successful in either the prevention or resolution of the problem. However, in terms of the critical management theory paradigm and post modernist paradigm, the perspective of employment relations emphasizes the existence of ‘bullying organization’, and focus on the institutional power and managerial control of employees as the important antecedents of bullying. So the intervention initiatives of employers and human resource management department play an important part in the effects of intervention of workplace bullying. This perspective applies a contextualized and interdisciplinary approach to reveal the formation mechanism of workplace bullying under new labor relations, and provides a new paradigm for developing and implying effective policies and measures to reduce workplace bullying.