THE IMPACT OF WORKPLACE BULLYING ON EMPLOYEE TURNOVER INTENTION IN PRIVATE UNIVERSITIES OF SINDH: THE MEDIATING ROLE OF ALTERNATIVE JOB OPPORTUNITIES

Abstract

The article explores the relationship between workplace bullying and employee turnover intention among the faculty members of private universities in Sindh, Pakistan with specific attention to the mediating effect of alternative job opportunities. The study was cross-sectional and quantitative in nature with primary data being collected through face-to-face surveys. Adopted questionnaires were used to measure workplace bullying, alternative job opportunities and employee turnover intention on a five-point Likert scale. The convenience sampling and snowball technique were used to detect 219 members of the faculty at private universities in Sindh. Data cleaning was done in SPSS version 25 and hypothesis testing done in SmartPLS through partial least squares structural equation modelling. Findings revealed that workplace bullying is positively rated to both turnover intention and alternative job opportunities. In addition to this, the alternative job opportunities indicating partial mediation between workplace bullying and employee turnover intention. To directly prevent bullying, it is recommended that private university administrators should take a zero-tolerance policy, create confidential reporting mechanisms, and create facilitating organizational cultures. In addition, the HR practices should be enhanced to expand the internal career development opportunities, as well as to make the outside job opportunities look less appealing, which will decrease the turnover of the faculty.