Examining the influence of workplace bullying on intention to leave: Mediating effect of job satisfaction and job burnout

Sarantuya Jigjiddorj (), Altanchimeg Zanabazar () and Shurentsetseg Bira ()

International Journal of Innovative Research and Scientific Studies, 2025, vol. 8, issue 4, 2144-2154

Abstract: Workplace bullying poses significant adverse effects on individuals’ physical and psychological well-being, job satisfaction, and overall work performance. A comprehensive understanding of its underlying causes and consequences enables organizations to formulate and implement effective preventive and intervention strategies, thereby promoting a healthier and more constructive work environment. The current study aims to investigate the interrelationships between workplace bullying, job burnout, job satisfaction, and turnover intention among faculty and staff employed at public universities in Mongolia. Data were collected through a structured questionnaire administered to a randomly selected sample from six state-owned universities. The reliability of the measurement constructs and the correlations among key variables were assessed. Subsequently, the data were analyzed using covariance-based structural equation modeling (CB-SEM) to examine the hypothesized relationships. The findings of the study reveal that workplace bullying has a significant positive impact on turnover intention (β = 0.181) and job burnout (β = 0.484), while it exerts a negative effect on job satisfaction (β = -0.656). Additionally, job burnout was found to have a strong positive influence on turnover intention (β = 0.886), whereas job satisfaction exhibited a weak yet statistically significant negative effect on turnover intention (β = -0.137). Furthermore, mediation analysis indicated that job burnout (VAF = 42.8%) and job satisfaction (VAF = 19.0%) serve as significant mediators in the relationship between workplace bullying and turnover intention. The results of the study demonstrate that workplace bullying exacerbates negative environmental factors within organizations, reduces employee job satisfaction, and increases the risks of job burnout and turnover. To prevent these outcomes, it is essential for organizational management to establish clear policies and supportive systems.

Keywords: Intention to leave; Job burnout; Job satisfaction; Workplace bullying. (search for similar items in EconPapers)
Date: 2025
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Persistent link: https://EconPapers.repec.org/RePEc:aac:ijirss:v:8:y:2025:i:4:p:2144-2154:id:8352

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