The intricate relationship between organizational culture, workplace bullying, and turnover intention profoundly impacts employee experiences. Organizational culture defines the shared values, norms, and interactions among employees. In a positive culture, characterized by respect, collaboration, and inclusivity, the incidence of workplace bullying diminishes. In contrast, a toxic culture, where competition and hostility prevail, fosters bullying, leading to heightened turnover intention.
Workplace bullying, comprising verbal, psychological, or physical harassment, detrimentally affects employee well-being and job satisfaction. The distress caused by bullying prompts individuals to consider leaving the organization, resulting in increased turnover intention.
To mitigate this cycle, organizations must prioritize cultivating a positive culture and addressing bullying. Leaders play a pivotal role in modeling respectful behavior, enforcing anti-bullying measures, and promoting open communication. By offering support mechanisms, reporting channels, and swift intervention, companies create an environment where bullying is unacceptable. In turn, this reduces turnover intention, enhancing employee morale and retention.
In conclusion, understanding the interplay between culture, bullying, and turnover intention highlights the need for organizations to prioritize creating a healthy workplace culture, ensuring employee well-being, and fostering an environment where individuals can thrive professionally.
