When and why workplace cyberbullying influences intention to stay: role of workplace social capital and affective commitment

Abstract

PurposeCOVID-19 pandemic has accelerated the adoption of home-based teleworking globally. Coupled with this, there are rising concerns about workplace cyberbullying. However, less studies have explored workplace cyberbullying in non-western countries. The purpose of the current study is to examine whether workplace cyberbullying affects employees' intention to stay and to find out the mechanisms underlying the relationship.Design/methodology/approachData were collected among Indian home-based teleworkers. Data were analysed using SmartPLS and SPSS-PROCESS macro.FindingsResults show that workplace cyberbullying negatively impacts intention to stay and affective commitment acts as a mediator between this link. The results also reveal that workplace social capital moderates the negative effects of workplace cyberbullying on affective commitment. The results further confirm that workplace social capital moderated the indirect impact of workplace cyberbullying on intention to stay via affective commitment.Practical implicationsThis study highlights the potential of leveraging workplace social capital in order to reduce the negative effects of workplace cyberbullying.Originality/valueThese findings can complement the previous studies on the impact of negative work events on affective commitment and intention to stay as well as extend researchers' understanding of the underlying mechanism between workplace cyberbullying and intention to stay. Furthermore, this research explains how employees can utilise social resources from workplace social capital to mitigate the negative outcomes of workplace cyberbullying.

How employee mindfulness influences the retention intention of technology employees: multiple mediation effects of affective commitment and organizational identification

“…Moreover, AC might mediate between EM and retention inclination, as it signifies employees' affective investment and loyalty to the organization, thereby influencing their willingness to remain within the organization long-term. Robust OI could further amplify employees' retention inclination (Anil Ciby and Sahai, 2023). This mediating mechanism offers a more profound understanding of why mindfulness might indirectly affect employees' retention inclination through influencing OI, especially within the context of technology employees.…”

“…5.2.3 Enhancing affective commitment. Within the context of technology companies, fostering AC stands as a pivotal avenue for bolstering employees' inclination to remain within the organization (Anil Ciby and Sahai, 2023). Firstly, emphasizing the significance of employees within the company underscores their irreplaceable role in the company's growth trajectory, thus augmenting AC.…”