Relationship Between Mobbing and Organizational Performance: Workplace Well-Being and Individual Performance as Serial Mediation Mechanisms

Larissa Ronha and Rosa Isabel Rodrigues ()
Additional contact information
Larissa Ronha: Instituto Superior de Gestão, 1500-552 Lisbon, Portugal
Rosa Isabel Rodrigues: Instituto Superior de Gestão, 1500-552 Lisbon, Portugal

Merits, 2025, vol. 5, issue 1, 1-20

Abstract: Mobbing, also referred to as workplace bullying, has significant impacts on employee behavior within organizational contexts, negatively affecting organizational performance. Consequently, promoting workplace well-being and individual performance emerges as a critical factor in mitigating the adverse effects associated with this phenomenon. This study aims to fill a gap in the research because it integrates a sequential mediation model, which elucidates the underlying mechanisms through which mobbing influences organizational outcomes. The research involved 388 workers from the public and private sectors, aged between 21 and 59 years, selected through non-probabilistic convenience sampling. Despite its limitations, this method was chosen to ensure an adequate representation of employees experiencing workplace mobbing across different sectors. Data collection was carried out using the Luxembourg Workplace Mobbing Scale, the Job Performance Questionnaire, the Organizational Performance Questionnaire, and the Workplace Welfare Scale. The findings revealed that high levels of mobbing are significantly associated with a reduction in organizational performance. Furthermore, workplace well-being and individual performance were identified as serial mediators in this relationship, indicating that more harmonious work environments enhance individual efficacy, thereby contributing to improved organizational performance. These results highlight the importance of strategic interventions focused on promoting well-being in the workplace to promote healthier and more productive organizational cultures.

Keywords: mobbing; organizational performance; workplace well-being; individual performance; serial mediation (search for similar items in EconPapers)
JEL-codes: J L M (search for similar items in EconPapers)
Date: 2025
References: View references in EconPapers View complete reference list from CitEc
Citations:

Downloads: (external link)
https://www.mdpi.com/2673-8104/5/1/6/pdf (application/pdf)
https://www.mdpi.com/2673-8104/5/1/6/ (text/html)

Related works:
This item may be available elsewhere in EconPapers: Search for items with the same title.

Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text

Persistent link: https://EconPapers.repec.org/RePEc:gam:jmerit:v:5:y:2025:i:1:p:6-:d:1615491

Access Statistics for this article

Merits is currently edited by Ms. Aria Hou

More articles in Merits from MDPI
Bibliographic data for series maintained by MDPI Indexing Manager ().