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.
Highlights
Workplace bullying is becoming a core issue for the organizations days
This paper proposed that the relations b/w workplace bullying and intention to leave is moderated by the organizational commitment
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, the organization or the job (Hoelet al., 2003).Organizational Commitment is a sort of social exchange b/w workers and their organizations, due to which the workers things, depending on the manner their organizations value them, that the organization give due importance to their assistance and look after their interests (Tumwesigye, 2010)
Summary
Workplace bullying is becoming a core issue for the organizations days. Employers and management scholars are paying lot of attention towards effective dealing of bullying. There is ample evidence in research history which reveals (Quine, 2001) that the relation among workplace bullying and employee turnover intention is moderated by some highly significant variables like Perceived Organizational Support (POS), but the most infusing variable that can change the relations among bullying and turnover intentions is organizational commitment, which is a gap that needs to be studied. 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. The purpose 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. It is 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
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