Workplace bullying and intention to leave: the moderating effect of perceived organisational support | NOVA. The University of Newcastle's Digital Repository

By N. Djurkovic, D. Mccormack, Gian Marcus Casimir. 2008

220 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/b1c1d5dbb4fb7954e1ba7fb93dcc767941b01fbe

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Workplace bullying as an antecedent to job insecurity and intention to leave: a 6‐month prospective study (2014, methodology): “…benefit of being able to suggest a causal direction between bullying and intention to leave by using prospective data, which has been repeatedly called for in the literature (e.g. Djurkovic et al., 2004, 2008; Bowling and Beehr, 2006; Mathisen et al., 2008; Hauge et al., 2010; Glasø et al., 2011b).”
The relationships amongst leader-member exchange, perceived organizational support, affective commitment, and in-role performance: a social-exchange perspective (2014, background): “…against negative behaviors such as workplace bullying when enforced show employees that the organization genuinely cares about their wellbeing (Djurkovic et al., 2008) and reward systems that are procedurally fair show employees that the organization respects their rights and dignity…”
Bullying and health at work: The mediating roles of psychological capital and social support (2014, result): “This replicates previous findings on social resources (Djurkovic et al., 2008; Leather et al., 1998; Schat & Kelloway, 2003; Soares et al., 2000; Tracy et al., 2006), and also provides some initial evidence of an important role for psychological capital in regard to bullying at work.”
Neutralizing workplace bullying: the buffering effects of contextual factors (2013, background): “Contextual workplace factors need further examination as antecedents to and moderators of bullying (Djurkovic et al., 2008; Tuckey et al., 2009), having the potential to improve the workplace for all employees.”
Are Bullying Behaviors Tolerated in Some Cultures? Evidence for a Curvilinear Relationship Between Workplace Bullying and Job Satisfaction Among Italian Workers (2015, background): “For example, Djurkovic et al. ( 2008 ), in a sample of 335 schoolteachers, found that workplace bullying was more strongly related to employees’ intention to leave the organization among participants who perceived low organizational support than among participants who perceived high organizational…”