Workplace bullying and employee turnover intention: a mediating role of organizational justice

Abstract

Workplace bullying is a distal and indirect cause of employee turnover intention which in turn poses negative consequences for organizations. The present study investigated the mediating role of organizational justice on the relationship between workplace bullying and employee turnover intention.  The major focus of this study is to explore the proposition that workplace bullying has a mediating effect on organizational justice in predicting employee turnover intention. Study findings support the role of organizational justice in mediating the relationship between bullying and turnover intention. Data from 207 employees from 10 leading BPOs in the Mumbai Metropolitan Region was taken. This study draws from several established theories including: (1) social exchange theory; (2) justice perspective; (3) emotional intelligence; (4) organizational commitment; and, (5) job satisfaction. Results suggest that it is important to pay attention to employees’ reactions towards organizational injustice as these reactions may affect not only their attitudes but also their behaviour.