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

Xiaohui Li,Weizhen Chen,Xiaoqin Liu

doi:10.4236/jss.2020.810003

Abstract

The purpose of this study is to investigate the role of self-esteem in the relationship between workplace bullying and turnover intention in China. Basing on 215 samples, this study examined the relationship among workplace bullying, self-esteem and employees’ turnover intention. The results show that: self-esteem is negatively related to the probability of reporting oneself as a target of workplace bullying; workplace bullying is an excellent predictor of employees’ turnover; self-esteem plays a moderating role in the relationship between workplace bullying and turnover intention. An improved understanding of how individual differences impact on the exposure to workplace bullying and on the relationship between workplace bullying and turnover intention may have important implications from both the theoretical and the practical standpoints.

Highlights

Workplace bullying is broadly recognized to be a widespread and serious problem nowadays
The results show that: self-esteem is negatively related to the probability of reporting oneself as a target of workplace bullying; workplace bullying is an excellent predictor of employees’ turnover; self-esteem plays a moderating role in the relationship between workplace bullying and turnover intention
Propose the following hypothesis: H3: self-esteem plays a moderating role in the influence of workplace bullying on employee turnover intention

Summary

Introduction

Workplace bullying is broadly recognized to be a widespread and serious problem nowadays. It has been estimated that about 15% of workers on a global basis are targets of systematic bullying behaviors, and 11% perceive themselves as victims of bullying (Nielsen, Matthiesen, & Einarsen, 2010). Many countries, including China, have increasingly been focusing on raising awareness and preventing this particular problem in order to prevent its negative effects on the victim’s health and work performance as well as on the organization itself.

Objectives

Methods

Results

Conclusion