Workplace Bullying and Intention to Leave: The Moderating Effect of the Organizational Commitment

Abstract

The main reasoning of this study is to figure out the relations among workplace bullying and turnover intention of the employee treating organization commitment as a moderating variable. Workplace bullying have a positive impact on intention to leave which reveals the widespread impact that bullying can have on targets in that still less rigorous types of bullying are coupled with victims intention to leave the workplace (e.g. department), the organization or the job. Workplace bullying are more relevant to systematic flaws in the organization and less to employees’ performances while person-related bullying is related more to the personal characteristics of the victims, so irrespective of their commitment, exit from the organization in such circumstances happens to be the preferable alternative for the victim. This study provides an insight that the harmful effects of workplace bullying could be handled effectively through the moderating effects of organizational commitment on the relation between workplace bullying and intention to leave. It therefore, required conducting a further study on the join effects of organizational commitment and bullying in terms of some other variables such as in-role job performance, which are vital to the working of the organizations.

Effect of the Exposure to Workplace Bullying on Turnover Intention and The Mediating Role of Job Satisfaction, Work Engagement, and Burnout

“…The current study aimed to examine the relation between the exposure to workplace bullying and turnover intention and how this relation was mediated by job satisfaction, work engagement, and burnout. Findings concerning turnover intention as another outcome of exposure to workplace bullying is supported by previous findings (Bahjat et al, 2017;Coetzee & Oosthuizen, 2017;Coetzee & van Dyk, 2017;Mathisen, Einarsen, & Mykletun, 2008;Quine, 1999;Rasool et al, 2013). Current results suggest that the notion of exposure to workplace bullying may be a precursor of exclusion from working life as some of the literature indicates (e.g., Berthelsen et al, 2011).…”

“…Workplace bullying is becoming a core issue for the organizations nowadays (Rasool, Arzu, Hassan, Rafi, & Kashif, 2013). Research's results, including Puerto Rico, suggest that workplace bullying has been implicated in impairing psychological health such as depression, anxiety, and symptomatology that resembles posttraumatic stress disorder (e.g., Rosado Vázquez, 2005;Rosario-Hernández & Rovira Millán, 2011;Rosario-Hernández, Rovira Millán, Pons Madera, Rodríguez, & Cordero, 2009;Rosario-Hernández et al, 2013).…”

“…Thereafter, the victim of such negative acts may choose to quit voluntarily because of the adverse nature of the working conditions in which bullying occurs (Berthelsen et al, 2011). Thus, previous research suggest that exposure to workplace bullying is linked to turnover intention (e.g., Bahjat, Aljawazneh, Moh, Smadi, & Ziad, 2017;Coetzee & Oosthuizen, 2017;Coetzee & van Dyk, 2017;Rasool et al, 2013).…”

How does workplace bullying effect on organizational commitment &job performance? Mediating effect of job stress in the tourism and hospitality industry

“…Workplace bullying diminishes organizational performance by negatively affecting employee performance through increased absenteeism and turnover rates (Rasool et al, 2013). Another significant consequence of workplace bullying is its negative impact on employees' levels of job satisfaction and commitment to the organization (Kang et al, 2018), leading to higher rates of absenteeism and intentions to switch to another organization (Djurkovic et al, 2004).…”

Intention to leave among bullied university personnel

“…Organisational factors can also have a beneficial effect by moderating the effect that bullying has on personal outcomes such as intention to leave. Perceived organisational support (POS), role ambiguity, stress and commitment to the organisation also affect the relationship between bullying and intention to leave (Djurkovic et al, 2008;Yapici Akar et al, 2011;Rasool et al, 2013;van Schalkwyk et al, 2011). A few studies give inconsistent results concerning the "rewards" of the organisational factor.…”