How and when workplace bullying detriments job performance: roles of affect-based trust and moral disengagement

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Purpose The study aims to explore the negative relationship between workplace bullying and job performance by considering the mediating role of affect-based trust and the moderating role of moral disengagement, drawing on the attribution theory and social cognitive theory. Design/methodology/approach A data set of 196 samples was collected from office workers who witnessed workplace bullying in Vietnamese enterprises by administering a structured questionnaire. The collected data was analyzed using partial least square-structural equation modeling analysis and the process module generated by SmartPLS4 to test the conditional indirect effect. Findings The findings confirm the negative relationship between workplace bullying and job performance, and this negative relationship is partially mediated by employees’ perceived affect-based trust. In addition, moral disengagement moderates the indirect effect of workplace bullying on job performance through affect-based trust in such a way that the negative indirect effect is weaker when moral disengagement is lower. Research limitations/implications The research has limitations because of the small sample size, cross-sectional design and omission of cultural factors. Practical implications The research findings provide valuable insights into establishing workplace bullying prevention policies and practical implementations to increase job performance by enhancing employees’ trust in organizations. The paper also suggests practices to promote employees’ awareness of moral values and introduce interventions or training to reduce the tendency to disengage morally. Originality/value This study is part of a limited number of research efforts delving into the underlying mechanism and contextual factors surrounding the detrimental effects of workplace bullying on job performance in a developing country. The findings have confirmed the conditional indirect effect, demonstrating that the influence of workplace bullying on job performance through affect-based trust hinges on the degree of moral disengagement present.