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dc.contributor.authorReknes, Iselin
dc.contributor.authorGlambek, Mats
dc.contributor.authorEinarsen, Ståle
dc.date.accessioned2021-06-02T10:51:22Z
dc.date.available2021-06-02T10:51:22Z
dc.date.created2020-10-03T11:30:40Z
dc.date.issued2020
dc.PublishedEmployee Relations. 2020, 1-13.
dc.identifier.issn0142-5455
dc.identifier.urihttps://hdl.handle.net/11250/2757366
dc.description.abstractPurpose Intention to leave as an outcome of exposure to workplace bullying is well documented in previous studies, yet, research on explanatory conditions for such an association is lacking. Design/methodology/approach The present study investigates the relationship between injustice perceptions, exposure to bullying behaviors and turnover intention, employing a moderated mediation analysis based on a reanalysis and extension of data gathered among a sample of Norwegian bus drivers (N = 1, 024). Findings As hypothesized, injustice perceptions were indirectly related to intention to leave via workplace bullying, however, only under conditions of higher perceived injustice levels. Practical implications The results underscore the importance of preventing workplace bullying and of maintaining ample levels of justice at work, where employees are treated with fairness and respect. Originality/value The study adds important knowledge to the bullying literature by focusing on the role of mechanisms and moderators in bullying situations, investigating how the combination of workplace bullying and injustice perceptions is reflected in employees' intention to leave the organization.en_US
dc.language.isoengen_US
dc.publisherEmeralden_US
dc.rightsNavngivelse-Ikkekommersiell 4.0 Internasjonal*
dc.rights.urihttp://creativecommons.org/licenses/by-nc/4.0/deed.no*
dc.titleInjustice perceptions, workplace bullying and intention to leaveen_US
dc.typeJournal articleen_US
dc.typePeer revieweden_US
dc.description.versionacceptedVersionen_US
dc.rights.holderCopyright 2020 Emerald Publishing Limiteden_US
cristin.ispublishedtrue
cristin.fulltextpostprint
cristin.qualitycode1
dc.identifier.doi10.1108/ER-10-2019-0406
dc.identifier.cristin1836749
dc.source.journalEmployee Relationsen_US
dc.source.pagenumber1-13en_US
dc.relation.projectNorges forskningsråd: 250127en_US
dc.identifier.citationEmployee Relations. 2020, 43(1), 1-13en_US
dc.source.volume43en_US
dc.source.issue1en_US


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Navngivelse-Ikkekommersiell 4.0 Internasjonal
Except where otherwise noted, this item's license is described as Navngivelse-Ikkekommersiell 4.0 Internasjonal