The moderating role of perceived organisational support in the relationship between workplace bullying and turnover intention across sectors in South Africa

Abstract

<strong>Orientation:</strong> Because workplace bullying has detrimental consequences on the profitability, work quality and turnover intention of organisations, this phenomenon should be addressed. Perceived Organisational Support (POS) was explored since factors such as role clarity, job information, participation in decision-making, colleague support and supervisory relationships might act as buffers against workplace bullying, subsequently influencing the turnover intention of the organisation.<p><strong>Research purpose:</strong> To investigate the role of POS as moderator in the relationship between workplace bullying and turnover intention across sectors in South Africa.</p><p><strong>Motivation for the study:</strong> Workplace bullying is a worldwide concern and it is unclear whether perceived organisational support moderates the relationship between workplace bullying and turnover intention.</p><p><strong>Research design, approach and method:</strong> A cross-sectional survey approach with a quantitative research design was used (<em>N</em> = 13 911). The South African Employee Health and Wellness Survey (SAEHWS) was administered to explore the experiences of bullying behaviour, POS and turnover intention.</p><p><strong>Main findings:</strong> Bullying by superiors is more prevalent than bullying by colleagues. A positive relationship exists between workplace bullying and turnover intention. Role clarity, participation in decision-making and supervisory relationship moderates the relationship between bullying by superiors and turnover intention.</p><p><strong>Practical/managerial implications: </strong>This study creates an awareness of the prevalence of workplace bullying in the South African context so that sufficient counteraction can be encouraged.</p><p><strong>Contribution/value-add:</strong> This study contributes to the limited research regarding workplace bullying in the South African context by quantifying the relationships between workplace bullying POS and turnover intention.</p><p><strong>How to cite this article:</strong> Van Schalkwyk, L., Els, C., & Rothmann, S. (Jr). (2011). The moderating role of perceived organisational support in the relationship between workplace bullying and turnover intention across sectors in South Africa. <em>SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 9</em>(1), Art. #384, 13 pages. http://dx.doi.org/10.4102/sajhrm.v9i1.384</p&gt

Assessing the impact of workplace bullying on nursing competences among registered nurses in Jordanian public hospitals

“…Regarding the main source of bullying, the results of this study indicated that over one‐fifth of participants (21%, n = 57) reported that their immediate superior was most frequently the main source of workplace bullying in the Jordanian settings. This result is similar to those reported in other previous studies, which found that the senior nurses and managers were the primary perpetrators in their workplace settings . Possible explanations for senior nurses and managers being the primary perpetrators of bullying in their workplace settings, more so than other members of the multidisciplinary team, may be the need for power to demonstrate their seniority or exert their position in a hierarchical system, and poor leadership skills …”

“…This result is similar to those reported in other previous studies, which found that the senior nurses and managers were the primary perpetrators in their workplace settings. 11, 18 Possible explanations for senior nurses and managers being the primary perpetrators of bullying in their workplace settings, more so than other members of the multidisciplinary team, may be the need for power to demonstrate their seniority or exert their position in a hierarchical system, and poor leadership skills. 5,10,12,15 The data from the current study indicated that some nurses (25%, n = 68) had never considered quitting their present job in the last 6 months, while the rest of the participants had considered quitting their present job by various degrees.…”

“…16,17 Previous studies have shown that registered nurses who had been exposed to long-term and persistent bullying behaviors at work reported that senior nurses and managers were the primary perpetrators in their workplace settings. 11,18 Many nurses in different positions have insufficient skills to manage disruptive behaviors in the workplace setting, which leads to an exacerbation in bullying. 1 Motivating subordinate nurses to participate in leadership training may attenuate perceived bullying.…”

Workplace bullying and burnout among healthcare employees: The moderating effect of control‐related resources

“…While there is general recognition of the importance of job resources as protecting factors that can moderate the stressor–strain relationship (Schaufeli, Bakker, & Van Rhenen, ), there is limited research into the role of job autonomy and occupational self‐efficacy as resources in the context of workplace bullying and burnout. Very few studies have explored the moderating role of coping resources in the workplace bullying–outcomes relationship (for exception, see Carroll & Lauzier, ; Heponiemi, Kouvonen, Virtanen, Vänskä, & Elovainio, ; Laschinger & Nosko, ; Van Schalkwyk, Els, & Rothmann, ). A systematic review on workplace bullying (Van den Brande, Baillien, De Witte, Vander Elst, & Godderis, ) showed that work stressors were studied as antecedents of workplace bullying, coping strategies were studied as moderators of the work stressors–workplace bullying association, and coping resources (including self‐efficacy, social support, participation in decision‐making, and autonomy) were studied as antecedents of coping strategies.…”

The moderating effects on the relationship between workplace bulling and intention to leave

“…These dimensions leads to increase job satisfaction, increase performance, increase commitment and reduce absenteeism and turnover. Therefor researchers focus on concept of POS as a key predictor of IL (Lena mari et al, 2011). …”