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Effect of Workplace Bullying on Turnover Intention of Faculty Members: A Case of Private Sector Universities of Khyber Pakhtunkhwa, Pakistan

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  • Mariya Razzaghian

    (Institute of Management Sciences, Peshawar)

  • Usman Ghani

    (Institute of Management Sciences, Peshawar)

Abstract

Bullying behaviors are complex acts, and are believed to be more prevalent than sexual harassment. When organizations do not systematically address these behaviors, it results in a dysfunctional atmosphere where employees quit the organization(s), either voluntarily or by force. The twofold objectives of this paper were to measure the overall level of bullying prevalent within the sample and the relation between exposure to bullying behaviors and intention to quit that workplace. A total of 207 questionnaires were distributed among the faculty members of private sector universities of Peshawar. Both exposure to Workplace Bullying and Intention to Quit were separately measured. The level of workplace bullying was found to be low but a significant positive relationship was found between workplace bullying and intention to quit

Suggested Citation

  • Mariya Razzaghian & Usman Ghani, 2014. "Effect of Workplace Bullying on Turnover Intention of Faculty Members: A Case of Private Sector Universities of Khyber Pakhtunkhwa, Pakistan," Business & Economic Review, Institute of Management Sciences, Peshawar, Pakistan, vol. 6(1), pages 40-51, April.
    • Handle: RePEc:bec:imsber:v:6:y:2014:i:1:p:40-51
    DOI: dx.doi.org/10.22547/BER/6.1.3
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    File URL: http://imsciences.edu.pk/files/journals/vol6-issue1/2-%20Vol%206%20-%20Issue%201%20-%20Bullying%20-%20Maria.pdf
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    References listed on IDEAS

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    1. Ottar Hellevik, 2009. "Linear versus logistic regression when the dependent variable is a dichotomy," Quality & Quantity: International Journal of Methodology, Springer, vol. 43(1), pages 59-74, January.
    2. Salin, Denise, 2008. "The prevention of workplace bullying as a question of human resource management: Measures adopted and underlying organizational factors," Scandinavian Journal of Management, Elsevier, vol. 24(3), pages 221-231, September.
    3. Gwénaëlle Poilpot-Rocaboy, 2006. "Bullying in the Workplace: A Proposed Model for Understanding the psychological Harassment Process," Post-Print halshs-00009936, HAL.
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    Cited by:

    1. Dalia Khalid Faeq & Kosar Zyad & Rawezh Hassan, 2022. "Impact of resonant leadership in reducing workplace bullying," International Journal of Research in Business and Social Science (2147-4478), Center for the Strategic Studies in Business and Finance, vol. 11(6), pages 264-276, September.
    2. Pauline Edwige Ngo-Henha & Njabulo Khumalo, 2022. "Strategies to Deter Turnover Intentions amongst Expatriate Academics in the Institutions of Higher Learning in South Africa," International Journal of Higher Education, Sciedu Press, vol. 11(7), pages 1-1, September.
    3. Rana Muhammad Shahid Yaqub & Aneeta Rehman & Shakeela Kausar & Zakariya Hassan Qureshi, 2022. "Insights from Theory of Reason Action to Determine the Faculty Turn-Over Intentions in HEI’s of Southern Punjab: Mediating and Moderating Role of Perceived Organizational Justice and Organizational ," iRASD Journal of Management, International Research Alliance for Sustainable Development (iRASD), vol. 4(2), pages 375-389, june.

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