The Impact of Workplace Bullying on Employees’ Turnover Intention: The Role of Self-Esteem

Li, Xiaohui; Xiao-qin, Liu; Wei-Zhen, Chen

doi:10.4236/jss.2020.810003

Cited by 9 publications

(7 citation statements)

References 34 publications

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“…This is because self-esteem is a vital personality variable that impacts individuals’ behaviors and plays a significant role in the occurrence of WB (Bowling et al, 2010). The literature suggests that individuals with low self-esteem possess poorer coping abilities and are less resilient which could make them targets of WB (Li et al, 2020). In an organizational context, employees with higher self-esteem display a stronger sense of performance and may be less receptive of adverse effects compared to those with low self-esteem (Paul & Devi, 2020; PM et al, 2022).…”

Section: Discussionmentioning

confidence: 99%

“…Individuals with high selfesteem are more likable, build better relationships, and leave better impressions compared to individuals with low self-esteem who are uncertain about themselves and struggle to maintain satisfying relationships which leads them to experience more rejection and become a target of WB (Brown, 2010). In the same vein, Li et al (2020), found a significant relationship between low self-esteem and the higher likelihood of reporting oneself as a target of WB.…”

Section: Theoretical Implicationsmentioning

confidence: 92%

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Inclusive Leadership and Workplace Bullying: A Model of Psychological Safety, Self-Esteem, and Embeddedness

Shafaei,

Nejati,

Omari

et al. 2023

Journal of Leadership & Organizational Studies

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Bullying is an adverse workplace phenomenon that requires serious attention by leaders and managers. Drawing upon Social Identity Theory, Optimal Distinctiveness Theory, and Victim Precipitation Theory, this study investigates how inclusive leadership is associated with workplace bullying (WB). It also examines the mediating role of psychological safety and self-esteem as serial mediators in this relationship. Additionally, the moderating role of embeddedness on the link between inclusive leadership and WB is explored. The study used a two-wave time-lagged survey completed by 226 full-time employees. The survey captured employees’ perceptions about themselves, their work environment, and their line managers. Study hypotheses were tested through structural equation modeling. Study findings revealed that inclusive leadership is negatively related to WB. We also found support for the serial mediation of psychological safety and self-esteem in the link between inclusive leadership and WB. Our study also demonstrates that the negative relationship between inclusive leadership and WB is weaker for employees with high embeddedness, thereby uncovering the less explored dark side of embeddedness.

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Section: Discussionmentioning

confidence: 99%

Section: Theoretical Implicationsmentioning

confidence: 92%

Inclusive Leadership and Workplace Bullying: A Model of Psychological Safety, Self-Esteem, and Embeddedness

Shafaei,

Nejati,

Omari

et al. 2023

Journal of Leadership & Organizational Studies

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“…Ekici and Beder (2014) report that workplace harassment leads to poor work attitudes, low performance and decreased productivity. Moreover, (Li et al, 2020) relate the experience with poor confidence and low self-esteem. Hellstrom et al (2015), bullying is also a common source of harassment and leads to the development of an unpleasant workplace culture.…”

Section: Workplace Harassmentmentioning

confidence: 99%

Upholding Social Integrity in Higher Education Institutions

Dar

Asad²

2022

JoEED

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Higher education institutions as seats for higher learning are expected to maintainhigh standards of social integrity and embed the same in routine academic andsocial operations. For this it is first important to highlight the types of malpracticesthat negatively impact a work environment and identify their causes. Moreover, itis incumbent to seek viable solutions to ward off such degenerative practices. Oneof the solutions is to involve statutory bodies, develop and enforce whistleblowingpolicies across academic institutions so that academic or moral corruption can beunearthed and properly investigated. Moreover, such policies should safeguard theidentity of the whistleblowers and provide them with all kinds of organizationalprotection and security. Unless appropriate policy directions underlining strictand legal actions against the wrongdoers are not in place, such misconducts willcontinue to taint the image and integrity of academic institutions.

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“…Research framed by the feminist perspective may have elevated vigilance and awareness of the hidden nature of LV and incivility within nurse groups [ 14 ]. Previous research has been carried out on the personalities and behaviors of people who are prone to workplace violence victimizations [ 3 , 15 ]. For example, those with low self-esteem are likely to become victims of workplace violence [ 15 ] and those who are interpersonally demanding and difficult to get along with others tend to become targets of aggression from other organizational members [ 16 ].…”

Section: Introductionmentioning

confidence: 99%

“…Previous research has been carried out on the personalities and behaviors of people who are prone to workplace violence victimizations [ 3 , 15 ]. For example, those with low self-esteem are likely to become victims of workplace violence [ 15 ] and those who are interpersonally demanding and difficult to get along with others tend to become targets of aggression from other organizational members [ 16 ]. The underlying perspective that some victims are to blame for their victimization may have legitimized workplace violence to a certain extent [ 17 ].…”

Section: Introductionmentioning

confidence: 99%

“You Need to Get Over the Difficulties and Stand Up Again”—A Qualitative Inquiry into Young Nurses’ Coping with Lateral Violence from the Feminist Perspective

Mao

Tam

Cheong

et al. 2021

IJERPH

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Previous studies have reported lateral violence (LV) styles among nurses and the adverse impacts of LV on nurses and nursing. Young nurses, including nursing students and novice nurses, are often victims of LV. A large qualitative research study that contained three sub-studies exploring professional identity development in different professional stages was conducted by a research team in Macau, Special Administrative Region of China. Semi-structured interviews with nursing students and clinical nurses were carried out; among the 58 participants in the three sub-studies, 20 described some forms of LV and their ways of dealing with them. Framed by the feminist perspective, the researchers explored young nurses’ coping strategies in dealing with LV perpetrated by senior colleagues. Two themes were developed reflecting the coping strategies for LV: “making extra efforts” and “soothing emotional distress”. Three sub-themes were under the theme of “making extra efforts”: “catching up knowledge”, “making the most use of learning resources”, “adjusting communication manner”; another batch of sub-themes was under the theme of “soothing emotional distress”: “seeking support from schoolmates”, “living with family but crying alone”, and “adjusting lifestyle”. The study implied that young nurses exerted their agency in coping with LV in clinical practices. Nursing managers and educators should support young nurses’ efforts in overcoming power-based LV and incivility.

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The Impact of Workplace Bullying on Employees’ Turnover Intention: The Role of Self-Esteem

Cited by 9 publications

References 34 publications

Inclusive Leadership and Workplace Bullying: A Model of Psychological Safety, Self-Esteem, and Embeddedness

Inclusive Leadership and Workplace Bullying: A Model of Psychological Safety, Self-Esteem, and Embeddedness

Upholding Social Integrity in Higher Education Institutions

“You Need to Get Over the Difficulties and Stand Up Again”—A Qualitative Inquiry into Young Nurses’ Coping with Lateral Violence from the Feminist Perspective

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