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RESEARCH ARTICLE

Submitted to: Tahir Aziz Khan

Submitted by: M Saad Hassan (SP20-RPM-017)

Subject: Advance Project Management

Program: MS Project Management
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Conflict Created by Workplace Bullying Which Increase

Turnover Intention,reduce by Using Mediator “Intrinsic
Motivation”.

Abstract
The workplace oppression is an aspect that occurs widely and discussed in my research
literatures. This paper began by suggesting that culture may influence however individuals
understand work bullying. Referring back to the studies of cultural variations in noises, it had
been recommended that folks of the organizations may construe work bullying otherwise from
the colleagues and seniors. Taking banking culture as AN example, this paper explained however
historic background and culture formed banking in relation to work bullying. presently
obtainable proof was mentioned as well as the peoples work bullying and the way shut social
bonding may act as a buffer against a conflict escalating into bullying.

Keywords
“Oppression, Harassment, Emotions, Perceived Organizational Support, Psychological contracts,
Social exchange theory, customer incivility, organizational cynicism, Job satisfaction, intrinsic
motivation, turnover intention”.

Introduction

The victimization and non-sexual behavior along with harassment at workforce has visible and
under discussion in different organizational researches. It also under discussion in person life
(Bartlett & Bartlett, 2011; Zapf & Einarsen, 2001). Visible to chronic insults or unpleasant
comments, chronic criticism, private or maybe bodily abuse, it’s all make causes of conflict in
different stages. Studies into this discipline has gradually materialized as an crucial trouble (Zapf
& Einarsen, 2001)These areas where research on bullying continuously done from 90’s and some
areas (Sexual Harassment, Cynicism and the authority differ between managers and employees
and created conflict between colleagues) where research on this has only recently started (Seo,
Leather, & Coyne, 2012). “Workplace bullying was reported to negatively affect the target’s
relationship with peers and supervisors, lower teamwork, reduce morale, create conflict and
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decrease organizational commitment all of which have significant implications for the
organization’s culture”. (Bartlett & Bartlett, 2011; Zapf & Einarsen, 2001)
Bullying becomes the basic issue and exists more or less in all organizations. Bullying exists in
banking sector also mainly in sales department get by field observations. Performance,
motivation, job satisfaction and confidence level of employees affected due to workplace
bullying. Bullying mainly causes in banking sector between colleagues to capture business,
achieve targets or pressure from seniors. Bullying in normal routine has been done by colleagues.
As colleagues through different means try to cheat their other colleagues to fulfill their own
targets also let down them if they fail to fulfill their targets by thrusting the seniors against them.
Customers are the parts of bullying; they treat bankers (sales team) badly even use abusive or
rough language and think that bankers have to bear all to achieve targets (Some bankers bear all
without sharing it to anyone). If we talk about Business development officers, it’s very basic
trainer’s base job. BDO’s work as envoy for sales department, they try to attract and capture the
clients in market for banking business. Every bank branch has BDO’s that work for sales
enhancement also work to increase the deposits of banks that increases the profits of banking
sector. Every BDO’s have monthly targets that he has to achieve before the end of the month i.e.
deposits, car financing, bank assurance etc. BDO’s have to go outside the banking sector to
capture the customers in every bad or good situation instead of this type of tough working job
they face bullying through different means.  In Pakistan business development officers mainly
work as third-party contractor. Banks contract with human resource management companies as
third party contract to hire Business development officers for them. Interviews of candidates
have done through banking concerning departments but their hiring process is done through HR
companies also their salaries bonuses and other benefits are also according to HR companies.
Because of this most of the operational and sales department staff not give them respect as they
deserve and by seeing this all customers also start bullying against them. Business development
officers have to achieve their targets and that’s why they bear all because they depend on third
party to work smoothly as they have no access on internal banking operations or networking, this
started creating bulling by operational staff. In banking sector jobs related to sales department
are always target base. Sales team has to achieve targets assigned to them according to their
ranks and designations. In banking sector operations jobs (desk job) are not target base. They just
provide services as ambassadors to those customers that are captured by business sales team.
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Operations team blackmail the sales department team through not providing good services to
sales customers so that customers become annoyed and left the banks this is the other type of
bullying faced by the sales banker. Previous mention are different styles of bullying that creates
stress, intrinsic motivation and also a question on job satisfaction and job performance. As
banker I want to work in this domain of research because I am recently promoted from business
development officer and I have ways to collect data related to workplace bullying. I will try to
find the ways to stop workplace bullying as already work had done on it but any favorable results
have not found yet. Sales staff work as third-party contract and not as permanent employees like
operational staff, so whenever they face any issue with permanent staff then higher authorities
always give priority to permanent staff thus sales department here also face bullying.

Problem Statement
The workplace harassment is increasing rapidly and becoming a great concern for the society and
as well for the organizations. It is the most top-rated problem identified by the evaluators. The
research in this filed will be requires a better but functional measurement techniques. In banking
sector specifically, workplace bullying exists specially between sales staff but it is difficult to
find the ways to cope with bullying or to make evidence base theory on it because people not
provide accurate information against their colleagues. The main purpose of the study is to collect
the accurate information related to bullying and find the ways through which effects of bullying
may control also to expose the reasons of bullying or cynicism(Cowie, Naylor, Rivers, Smith, &
Pereira, 2002).

Research Question
How intrinsic motivation reduced the risk of turnover intention on bullying or cynicism in
organizations? How to motivate the employees for avoid to take stress and leads to depression
due to workplace bullying? Which kind of steps taken by organization for to prevent workplace
bullying or identify the consequences of bullying? How to give intrinsic motivation to effected
people for survival in that kind of environment? What are the individual impacts of workplace
bullying?
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Research Model (Theoretical Framework)

   Mediator
Intrinsic
Motivation
IV DV
Workplace Bullying Turnover Intention

Psychological contract

Moderator

Hypothesis
H1: Workplace bullying will positively influence turnover intention.
H2: Workplace bullying will positively influence psychological contract.
H3: Turnover intention will positively impact by psychological contract.
H4: The association among workplace bullying and turnover intention mediated by
psychological contract.
H5: Intrinsic motivation negative relationship among workplace bullying and turnover intention.

Literature Review

H1: Unethical behavior and cold technique of people toward their colleagues during activity is
bullying (Nielsen et al., 2009). The well structural justice is always described and examined as
employees’ personal observations, such in terms of being fair and being
procedural, reciprocal Justice (the equity of social treatment) in social dating between objectives
and associates, bullying works as ill-treatment, our recognition is to supply justice on an outsizes
domain. Reciprocal justice consists of the dimensions of honesty, justification, admire, and
proneness (Samnani & Singh, 2012) interactional, truthful treatment so respects the
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opposite person, affirms his/her dignity and provides enough and relevant info, whereas unfair

treatment is disrespectful, antagonistic and denies essential data. This analysis is to test the
turnover that means thanks to bullying in business enterprise and to search out the approaches
that to cut back its results. Via verbalize bullying are recognized in the course of this evaluation
through exploitation moderator and inter mediator.

H2:Employees seek to find the alternatives to move from institute are turnover intension
(Krueger & Rouse, 1998)“Employee turnover happens once staff voluntarily leave their jobs. to
search out why there's turnover intention, (Marini, Fairbairn, & Zuber, 2001) states that the
turnover is negatively related to certain work conditions in a corporation”. a
similar development is explained by (Ferrer-Caja& Weiss, 2000) by speech that a high level
of correlation exists between the turnover intention and therefore the unskillfulness within
the firm. “The structure bullying is one in all the foremost obvious contributors to turnover
(Salin, 2008). in keeping with (Fawad, Myaddad-ur-Rehamn, & Khan, 2012) organization
turnover leads by job discontent, lack of trust and lack of intrinsic motivation”. Motivation is
additionally a main cause of Turnover once organization cannot satisfy their staff with intrinsic
rewards then staff leave associate degree unrewarding Job (Samnani & Singh, 2012). during
this analysis intrinsic motivation is employed to regulate the turnover significance of staff.
Satisfaction level of staff if will increase through motivation and by dominant bullying issue, can
they’ regoing to they’ll} work will full diligence. Our analysis can realize the factors to
extend psychological feature level of staff.

H3:People have diversified their visibility and inherent the growth propensities as for the area
for motivation (Deci, 1971). Such tendencies mean the ability for necessity, connectedness, and
further autonomy. Inherent motivation is always set a pattern as draw lines for doing
employment for basic internal satisfaction (Krueger & Rouse, 1998). When workforce main
areas unit internally happy, they will provide you best performance and may also fulfills the
challenges which will increases the organizational efficiency (Malone, 1981). According to
(Nielsen et al., 2009) there is a correlation between intrinsic motivation and structure turnover as
a result of once staff aren't internally glad their focus are going to be to vary their job. (Khan,
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2014) developed one amongst the foremost widespread motivation theories

named desires hierarchy. Intrinsic motivation used as negotiator between work bullying and
turnover significance. Intrinsic motivation creates negative impact on turnover.

H4: In the 21st century because of financial manner, fingers diversity and development in
technology things are modified. Life nowadays is absolutely special because it became the day
prior to this. Presently people have extra task possibilities. This could be one in every of the most
important challenges for leaders to maintain the best team of workers. Structure turnover
happens because of not directly by job satisfaction and intrinsic motivation.). Employee turns
into displease and unsound and structure pessimism, as soon as he's not able to require any name
and sense overpowered as a consequence he can’t his self-actualization and self-esteem would
really like (Nelson & O'Donohue, 2006). “According to (Khan, 2014) the upper two levels of
needs (self-esteem and self-actualization) promote intrinsic motivation and lower three level of
needs promote extrinsic motivation. Intrinsic motivation comes from the job itself while extrinsic
motivation comes from the boss”. According to (Seo et al., 2012)positive relationship between
intrinsic motivation and job work mean once employees area unit allotted tasks in step with their
capabilities they're motivated once reduces the turnover intention. As analyzers work
on work bullying this hypothesis creates a activity and provides addition to research on this a
part of discussion and to spot the factors that decreases the satisfaction level of individual.

H5: Closely associated with the perceptions of injustice square measure psychological contract

breach perceptions. primarily, the construct of a psychological contract captures the for the most
part implicit beliefs regarding the guarantees and commitments created within the exchange
relationship(D. Rousseau, 1995). The such perceived or to be perceive guarantees and solid
commitments tags the workers and also help the team leader, even represented by the supervisor
to subordinates, managers, groups of reciprocal obligations which will sleep the development of
further exchange of relationship (D. M. Rousseau, 1989). The psychological breakage or you can
say contract breach, or perceived to be fail or consider a failure to fulfill any certain obligations,
give the main understanding about psychological influencers who influences employees attitude
and their behavior (Conway & Briner, 2005). The main discussion give attention to the negative
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consequences of harassments that isn’t restricted to the relationship but also generalize as
psychological disorder which breach such contracts. In past analysis psychological contract
used on check the turnover import thanks to bullying, however this analysis can give the
sleek thanks to management the bullying in work.

Research Design

Unit of analysis

 Collected data from individuals.

Collected data from male and female business development officers of different banks.“Data
collection will have done through the personally administered questionnaire. Study provides the
quantitative analysis of the research findings”.
Sampling Technique

 Convenient Sampling

Collected data randomly from different business development officers.

Sample Area & Population

Total population of business development officers in Pakistan approximately 10,000 in banking

sector but collected data from Lahore for this research as a sample of whole population. This
research selected Lahore region for to collecting data by questionnaire. Total population of
business development officers in Lahore region 1500 approx.

Social Exchange Theory

This theory basically examines the relationship of people with each other in the form of
exchange relationship. People help each other and walk together only one they have trust on each
other and high emotional attachment. Motivation level of employees if high then they work for
the benefits of organization. This theory is basically to attain benefit inside and outside the
organization through motivation. Employees not share their knowledge with each other if they
are not motivated and attaining the attitude of bullying. This research by using social exchange
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theory with intrinsic motivation walk to check the ways to enhance the trust level of employees
so that they could stop bullying against their colleagues. Long term job involvement and to retain
employees or to decrease the turnover in organization intrinsic motivation level of employees
should be enhanced.

Balance Theory
This theory is based on assumption that people have organized their thoughts, beliefs and norms.
They have fix to their attributes about somebody. If they start working with the person likably,
they will work as it is for a longer run but if they dislike other people, they will never like his/her
work. Employees according to this theory fix their thoughts about specific person or situation
positively or negatively. In this research on bullying, bullying is also created by the behaviors of
people related to other people. Thoughts of the people encourage them to play negative roles for
others career to whom they dislike. “According to balance theory, people tend to form balanced,
or harmonious, states in their interactions with other people”. In a balanced state, people and
objects seem to fit together without stress and with no pressure to change. This study highlights
people interact the life of others and a person’s life disturbed due to bullying or cynicism and
people have too much time to play’s with others life and destroy the work potential of others.
Some effected people react immediately and sometimes they bear big loss to leave their jobs or
took mentally stress. The purpose of this study is to find the way how to motivate the effected
people and increase the potential to do work in that kind of environment.

References
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5 Khan, Muhammad Arsalan. (2014). Organizational cynicism and employee turnover intention:
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Sciences (PJCSS), 8(1), 30-41.
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