Workplace Bullying and Turnover Intention Among Boundary-Spanning Bank Workers: The Emotional Mechanism and the Amplifying Role of Workplace Unfairness

Basit Öğe Kaydı
dc.authorid0000-0001-8352-953X
dc.authorid0000-0002-1006-1435
dc.authorid0000-0001-5927-5007
dc.authorid0000-0002-8265-5259
dc.contributor.authorMinibas-Poussard, Jale
dc.contributor.authorTuger, Ahmet Tugrul
dc.contributor.authorSeckin, Tutku
dc.contributor.authorBingol, Haluk Baran
dc.contributor.authorPoirot, Matthieu
dc.date.accessioned2026-04-04T18:56:06Z
dc.date.available2026-04-04T18:56:06Z
dc.date.issued2025
dc.departmentİstanbul Bilgi Üniversitesi
dc.description.abstractBackground: Emotions play a central role in how employees respond to workplace bullying, influencing both their well-being and organizational outcomes. The purpose of the current study was to examine how workplace bullying and turnover intention are related to negative emotions and workplace unfairness. Methods: The research involved collecting data from 269 boundary-spanning bank workers (call center workers, frontline office staff, and customer service representatives) who experienced bullying. A moderated mediation was tested using Model 7 of the Process macro. The relationship between workplace bullying and turnover intention was analyzed, emphasizing the moderating effect of workplace unfairness and the mediating role of negative emotions. Results: The results validated the model, showing that an increase in negative emotions and workplace unfairness promotes the link between workplace bullying and the intention to leave. Increased negative emotions and perceived workplace unfairness amplified the relationship between workplace bullying and turnover intention. Conclusions: The findings underscored the cumulative risk of bullying environments for employee well-being and retention, providing practical recommendations for HRM and leadership strategies to cultivate healthier, more inclusive workplace settings. This study adds to the bullying-turnover literature by examining the joint role of negative emotions and workplace unfairness in a moderated mediation framework. The study connects these findings to sustainable labor management, emphasizing both theoretical and practical implications for organizations.
dc.identifier.doi10.3390/admsci15120496
dc.identifier.doi10.3390/admsci15120496
dc.identifier.issn2076-3387
dc.identifier.issue12
dc.identifier.scopus2-s2.0-105026090310
dc.identifier.scopusqualityQ2
dc.identifier.urihttps://doi.org/10.3390/admsci15120496
dc.identifier.urihttps://hdl.handle.net/11411/10689
dc.identifier.volume15
dc.identifier.wosWOS:001645945100001
dc.identifier.wosqualityQ2
dc.indekslendigikaynakWeb of Science
dc.indekslendigikaynakScopus
dc.language.isoen
dc.publisherMdpi
dc.relation.ispartofAdministrative Sciences
dc.relation.publicationcategoryMakale - Uluslararası Hakemli Dergi - Kurum Öğretim Elemanı
dc.rightsinfo:eu-repo/semantics/openAccess
dc.snmzKA_WoS_20260402
dc.snmzKA_Scopus_20260402
dc.subjectWorkplace Bullying
dc.subjectMobbing
dc.subjectTurnover Intention
dc.subjectNegative Emotions
dc.subjectWorkplace Unfairness
dc.subjectSustainable Workforce Management
dc.titleWorkplace Bullying and Turnover Intention Among Boundary-Spanning Bank Workers: The Emotional Mechanism and the Amplifying Role of Workplace Unfairness
dc.typeArticle

Dosyalar

Koleksiyon

Web of Science Indexed Publications
Scopus Indexed Publications