Factors that trigger bullying amongst subcontractors toward intention to quit in the construction projects

Abstract

Purpose The purpose of this paper is to examine the relationships between three key factors that cause workplace bullying among subcontractor managers toward intention to quit the undertaken project within the context of Malaysia. Design/methodology/approach This study utilized the simple sampling method to select its study sample, while the questionnaire survey approach was implemented amidst 500 G6 and G7 contractor managers across Peninsular Malaysia. A total of 210 completed questionnaires were returned. Partial least square-structural equation modeling was administered to analyze the data via SmartPls 3.0 software. Findings This study discovered three significant factors (main contractor leadership, construction culture, work organization and job design) that displayed positive effect on workplace bullying among subcontractor managers toward intention to quit. The study outcomes can serve as a direction for policy makers to reduce bullying within the construction project environment. Practical implications This study serves as an instruction for main contractors to reinvent their style of management in overcoming bullying in construction projects. This paper guides that collaborative relationship among various parties in construction projects, including the representatives of main contractors and subcontractor managers, may assist in addressing the hostile environment of construction project, in order to create a constructive relationship between them that leads to overall project success. Originality/value Recognition of the three key factors that lead to workplace bullying among subcontractor managers in the construction industry, which are bound to enhance intention to quit based on the data set with strong statistical results, has made the research original.

The Effect of Job Stress, Workload, Leadership Style, and the Organizational Environment on the Intention to Quit Working

“…According to the accepted hypothesis, job stress affects the intention to leave the NPE company significantly. These findings are consistent with various previous research that job stress affects employees' intention to leave the workplace (Hussain and Xian, 2019); (Jalali et al, 2019); (Thorsteinsson et al, 2014). Additionally, job stress is closely associated with the intention to quit working, which aligns with (Qureshi et al, 2013), who discovered that workplace stress increases the likelihood of employees quitting their jobs.…”

“…In the previous research, not many respondents were taken from energy companies with very different characters from the various companies that were the subject of previous research. There is research that raises the subject in industrial work environments, especially construction, which shows that employees experience job stress which increases the intensity of quitting work (Jalali et al 2019;Sun, 2011) added that bullying between employees increases the intention to quit working. However, (M. I.…”

Workplace Bullying and Intention to Leave: The Mediating Role of Emotional Exhaustion

“…Our first hypothesis describes how workplace bullying affects employees' intent to leave, consistent with prior research by Naseer and Khan (2015) and Najam et al (2018). The study's findings revealed a significant link between workplace bullying and emotional exhaustion, in line with a previous study (Jalali, Hidzir, Jaafar, and Dahalan, (2019). The study results also suggest that emotional exhaustion leads to the intention to leave; therefore, our third hypothesis is consistent with the results (Srivastava & Agarwal, 2020, Arici, 2018.…”

The Determinants of Becoming Sustainable Agropreneurs: Evidence from the Bottom 40 Groups in Malaysia

“…This finding, however, contradicted previous findings on the role of government in encouraging the participation of the youth in agropreneurship. Previous studies showed that the role of the government is significant in promoting agropreneurship [46,49,[75][76][77][78][79]. However, it is insignificant when it comes to supporting entrepreneurial practices.…”