The moderating role of transformational leadership on the relationship between deviant workplace behaviors and employee turnover intentions in China

Qi, Linkai; Chaudhary, Naveed Iqbal; Yao, Kai; Mirza, Farhan; Khalid, Rabia

doi:10.3389/fpsyg.2022.1005055

Cited by 9 publications

(10 citation statements)

References 92 publications

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“…Our research showed workplace bullying was negatively related to organizational commitment and positively related to turnover intention, which supported hypothesis 1 and was consistent with the findings of Kang [ 51 ], Qi [ 52 ] and Ren [ 53 ]. Workplace bullying leads to a range of negative effects, both on the individual (physical and mental health, post-traumatic stress disorder, etc.)…”

Section: Discussionsupporting

confidence: 91%

The mediating role of organizational commitment between workplace bullying and turnover intention among clinical nurses in China: a cross-sectional study

Xia,

Zhang,

Dong

et al. 2023

BMC Nurs

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Background Workplace bullying experienced by clinical nurses is a critical and pervasive issue that not only detrimentally impacts nurses but also poses a significant threat to the overall quality of nursing services and patient care. This study aimed to determine the mediating role of organizational commitment in the relationship between workplace bullying and turnover intention among clinical nurses in China. Methods Participants were recruited from 40 hospitals in various provinces of China from December 2, 2021 to February 25, 2023, using convenience sampling. After obtaining hospital ethical approval and participants’ informed consent, clinical nurses (n = 585) from different nursing departments in different hospitals completed the questionnaire. The Socio-demographic Questionnaire, Negative Acts Qestionnaire, Chinese Workers’ Organizational Commitment Scale and Turnover Intention Questionnaire were used to collect general demographic data of nurses and assess workplace bullying they experienced, their level of organizational commitment and turnover intention. Descriptive statistics, Pearson correlation analyses and structural equation model were adopted to analyze the data. Results Pearson’s correlation analysis showed that that workplace bullying was significantly negatively correlated with organizational commitment (r = − 0.512, P<0.01) and significantly positively correlated with turnover intention (r = 0.558, P<0.01), organizational commitment was significantly negatively correlated with turnover intention (r = − 0.539, P<0.01). Mediation analysis indicated organizational commitment partially mediated the association between workplace bullying and turnover intention. The total effect (β = 0.69) of workplace bullying on turnover intention consisted of its direct effect (β = 0.41) and the indirect effect mediated through organizational commitment (β = 0.280), with the mediating effect accounting for 40.58% of the total effect. Conclusion Organizational commitment mediated the associations of workplace bullying and turnover intention. Therefore, healthcare organizations and nursing managers should develop appropriate strategies to enhance nurses’ organizational commitment in order to reduce their turnover intention.

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Section: Discussionsupporting

confidence: 91%

The mediating role of organizational commitment between workplace bullying and turnover intention among clinical nurses in China: a cross-sectional study

Xia,

Zhang,

Dong

et al. 2023

BMC Nurs

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show abstract

“…Our research showed a positive correlation between workplace bullying and turnover intention, which supported hypothesis 1 and was consistent with the ndings of Qi [42] and Ren [43]. Muharraq E et al [44]found that workplace bullying is one of the main reasons for high attrition and low retention rates in hospitals, and its frequency is one of the best predictors of turnover intention.…”

Section: Discussionsupporting

confidence: 91%

The Mediating Role of Organizational Commitment Between Workplace Bullying and Turnover Intention Among Clinical Nurses in China: A Cross-Sectional Study

Xia

Zhang

Liu

et al. 2023

Preprint

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Background: As a major occupational stressor, workplace bullying has become a hot issue in occupational and health psychology research. Previous studies have shown that workplace bullying has a significant impact on turnover intentions, but few studies to date have addressed this topic among nurses. This study aimed to determine the mediating role of organizational commitment in the relationship between workplace bullying and turnover intention among clinical nurses in China. Methods: Participants were recruited from hospitals in China from December 2, 2021 to February 25, 2023, using convenience sampling. Clinical nurses (n = 585) from different nursing departments completed the Socio-demographic Questionnaire, Negative Acts Qestionnaire, Chinese Workers’ Organizational Commitment Scale and Turnover Intention Questionnaire. Descriptive statistics, Pearson correlation analyses and structural equation model were adopted to analyze the data. Results: Results revealed that workplace bullying was significantly negatively correlated with organizational commitment (r=−0.512, P＜0.01) and significantly positively correlated with turnover intention (r=0.558, P＜0.01) , organizational commitment was significantly negatively correlated with turnover intention (r=−0.539, P＜0.01). Workplace bullying could negatively predict organizational commitment (β = −0.641, P < 0.001) and positively predict turnover intention (β =−0.437, P＜0.001), organizational commitment could negatively predict turnover intention (β=−0.437, P＜0.01）. Mediation analysis indicated organizational commitment partially mediated the association between workplace bullying and turnover intention, with the mediating effect accounting for 38.36% of the total effect. Conclusion: Nurses experienced high levels of workplace bullying and it is critical to predicting their turnover intention. Organizational commitment plays an intervening mechanism explaining how workplace bullying promotes turnover intention among nurses. Managers should focus on reducing the incidence of workplace bullying and increasing the level of organizational commitment of nurses in order to reduce their turnover intention and stabilize the nursing workforce.

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“…Five of the studies looked into effects of bullying on various factors (e.g. turnover intention, employee health) (Anjum et al , 2019; Anjum and Muazzam, 2019; Giorgi, 2012; Malik and Björkqvist, 2019; Qi et al , 2022). Four of the studies explored the prevalence of bullying within their sample populations (Anjum and Muazzam, 2018; Anjum and Muazzam, 2019; Coyne et al , 2017; Giorgi, 2012).…”

Section: Resultsmentioning

confidence: 99%

A review of research trends in the bullying of higher education employees, 2012–2022

Albro

2024

JACPR

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Purpose The purpose of this review is to explore and identify gaps within the trends that have occurred in research relating to the bullying of higher education employees. Design/methodology/approach A systematized review procedure following preferred reporting items for systematic reviews and meta-analyses (PRISMA) guidelines was used to search for and review literature for inclusion in the study. Studies were evaluated against predefined inclusion and exclusion criteria. Included studies were then put through a critical appraisal process before being inductively coded using the NVivo software. Codes were then grouped into classifications, which were further grouped into themes. Findings The review identified three major themes among the included studies: (a) cause and effect, (b) demographic examinations and (c) institutional approaches to bullying. On their own, each theme stands as a pillar of the research trends explored in the decade of publication included in this review, highlighting several of the many approaches that could be taken when conducting bullying research. Within each theme, findings converge to provide insight to the actual landscape of bullying occurrences among higher education faculty. Originality/value Although there are a number of studies exploring bullying among employees in the field of higher education, to the best of the author’s knowledge, this is one of the first papers to identify the themes of that research, ultimately summing up our current understanding of the phenomena and where the gaps in our knowledge lie.

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The moderating role of transformational leadership on the relationship between deviant workplace behaviors and employee turnover intentions in China

Cited by 9 publications

References 92 publications

The mediating role of organizational commitment between workplace bullying and turnover intention among clinical nurses in China: a cross-sectional study

The mediating role of organizational commitment between workplace bullying and turnover intention among clinical nurses in China: a cross-sectional study

The Mediating Role of Organizational Commitment Between Workplace Bullying and Turnover Intention Among Clinical Nurses in China: A Cross-Sectional Study

A review of research trends in the bullying of higher education employees, 2012–2022

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