RESEARCH REPORT

ON

“A STUDY OF WORKPLACE BULLYING ON EMPLOYEE

TURNOVER INTENTIONS IN SERVICE SECTOR”

SUBMITTED IN PARTIAL FULFILLMENT

TOWARDS THE AWARD OF
MASTER OF BUSINESS
ADMINISTRATION (2021 – 2022)

SUBMITTED BY:

ROSHNI SARIN SHREYANSHI GUPTA URVASHI GOEL

(208410173) (208410209) (208410232)

MBA II YEAR (VI TRIMESTER)

Under the Supervision of:

DR.ABHISHEK ANAND

INSTITUTE OF BUSINESS MANAGEMENT

I
 PREFACE

Master of Business administration is stepping stone to the management career. In order to

achieve practical, positive and concrete result, the class room learning needs to be effectively
collaborated with the realities of the situation existing in the real corporate world.

Research report project is an integral part of curriculum and its purpose is to provide the student
with the practical exposure of the today’s changing scenario. It helps in the development of
practical skills and analytical thinking process. It provides with basic skills required to perform
the survey and statistical tool needed to analyses the data. Thus it helps in modeling the students
according to the requirement of actual world.

This research project study the“ IMPACT OF WORKPLACE BULLYING ON EMPLOYEE TURNOVER
INTENTIONS IN SERVICE SECTOR”

II
 ACKNOWLEDGEMENT

We are using this opportunity to express my gratitude to everyone who supported us throughout
the course of this MBA project. We are thankful for their aspiring guidance, invaluably
constructive criticism and friendly advice during the project work. We are sincerely grateful to
them for sharing their truthful and illuminating views on a number of issues related to the
project.

We would also like to thank our project mentor DR.ABHISHEK ANAND from the institute and
all the people who provided us with the facilities being required and conductive conditions for
our research project.

1. ROSHNI SARIN(208410173)

2.SHREYANSI GUPTA (208410209)

3. URVASHI GOEL (208410232)

III
 DECLARATION

We here by declare that this project report titled “IMPACT OF WORKPLACE BULLYING ON
EMPLOYEE TURNOVER INTENTIONS IN SERVICE SECTOR” submitted to the G.L.A.
UNIVERSITY.

This is a record of original work done by us under guidance of DR.ABHISHEK ANAND.

This information and data given in the report is authentic to the best of our knowledge.

Place :- Mathura

Date:-

1. ROSHNI SARIN(208410173)

2. SHREYANSHI GUPTA (208410209)

3. URVASHI GOEL (208410232)

IV
 TABLE OF CONTENTS

SERIAL NO. CONTENTS PAGE NO.

1.0 Introduction 1 to 3

2.0 Review of literature 4 to 11

3.0 objectives 12 to 14
Research Methodology

4.0 Data Analysis & Interpretations 15 to 20

5.0 Findings, Conclusions 21 to 22

Bibliography 23
Appendix [Questionnaire] 24 to 26

V
Chapter -1
Introduction

1
Introduction

‘Bullying’, we tend to once we after we bring up this term we relate it to the deliberate,
monotonous violent behaviors together with some form of power imbalance between
those concerned. Bullying is additionally seen in several ways; it is through on-line i.e.,
cyber bullying, physical bullying, verbal, geographical point bullying and social bullying.

Workplace bullying refers to perennial, unreasonable actions of people directed towards

associate worker (or an individual or employees).

* Presently, the inquiry emerges that from wherever this tormenting origination has come.
*Bullies have persistently been a region of any group development, from the most punctual civic
establishments, and in religions, militaries, schools, neighborhood inner circles, groups, families,
and corporations*.

The geological point tormenting improvement, as we as a whole know it these days, *1st entered
the overall population mindfulness on the impact points of the land point attack issue inside the
mid Nineteen Eighties. consistently, Swedish researcher Heinz Leymann was among the
essential to gestate and dissect the demonstration of land point tormenting. inside the mid
Nineteen Nineties, British columnist Andrea

Adams promoted the expression "work environment harassing" through a progression of BBC
radio documentaries*.*

In the u. s., *bullying first turned into a difficult issue inside the open division, with certain
resources and government organizations taking an enthusiastic enthusiasm for shielding against
it. Afterward, this intrigue overflowed into non-open segment working environments. all
through the first to mid-1990s, extra yank specialists started discovering the matter of mentally
oppressive practices at work and furthermore the harm they produce. Another driver of
enthusiasm inside the non-open segment was the developing concern with respect to the costs of
geological direct harassing toward an organization's primary concern. Today, land point
harassing incidents* zone unit fourfold extra normal on the whole U.S. associations than attack
scenes, and furthermore the associated costs to organizations are fourfold higher. In movement
examines, tormenting is right now for the most part firmly coupled to suicide and savagery. The
earnestness of the issue warrants that businesses execute a shrewd obligation of consideration
program accordingly.

2
 Conceptualization of the construct:

INTENTION TO LEAVE.

The following are number of the additional common factors that have an effect on turnover
within the organization’s:

First is rude behavior that shows that everyday indignities have Associate in Nursing adverse
have an effect on productivity and lead to smart staff quitting. Rudeness, assignment blame,
backbiting, enjoying favorites and retaliations are among reasons that irritate ratio. Feeling bitter
Associate in Nursing assaulted isn't an enticement for some decent work surroundings.

Second is once job failed to meet expectations that become only too common for employment to
considerably vary from the initial explanation and what was secure throughout the interviewing
stage. once this happens it will cause mistrust. the worker starts to suppose, “What else they not
being truthful about?” once trust is disappeared, there are often no real ownership.

Third is worker arrangement that shows that Organizations ought to ne'er rend staff unless
they're qualified for the duty and in adjust with the culture and goals of the company.

Fourth is once there's an absence of employment and feedback that focuses on it Effective
manager’s skills to assist staff improve their performance and systematically provide
employment and feedback to any or all staff. Ineffective managers defer giving feedback to
staff despite the fact that they impulsively understand that giving and obtaining truthful
response is important for development and constructing booming groups and company.

Fifth is once there's an absence of higher cognitive process ability i.e., so much too several
managers interfere to the extent of item.

Organizations would like staff to own possession and be authorized! sceptered staff have the
liberty to create suggestions and selections. these days “empowerment” appears to be a catch-all
term for several ideas regarding worker authority and responsibility. However, as a broad
definition, it suggests that a company offers staff latitude to try to their jobs by inserting faith in
them.

3
Chapter – 2
Review of
literature

4
Sno. Title
1 Upasna
Impact of workplace
bullying on employee
outcomes: a study of Indian
managerial employees
2 Do high workload and job
insecurity predict workplace
bullying after organizational
change?
Author andyear Journal major findings
Vol. 67 • This research paper indicate
Agarwal, and Issue: 7, that the workplace bullying
Arpana Rai pp.11471170 have a negative impact on
(2017) employees work behavior.
• Sample size-835.
• And also annova and single
factor test was
used to examine the
different factors of
employee work behavior.
Paola Spagnoli and Vol. 10 • This paper shoes that the
Cristian Issue: 1, high workload is related to
Balducci(2016) pp.2-12 the workplace bullying in
the organization.
• Also this paper indicate that
the work place bullying is
not directly related to the
job insecurity.
• Sample size is taken was
134 employees who has just
experience the
organizational change.
• Multiple regression is used
to find the results.
5
 3 Exploring the process of Upasna A. Vol. 31 • Work place bulling in the
workplace bullying in Indian Agarwal Issue: 1, organization can be
organizations: A grounded And pp.95109 explained by the help of 4
theory approach. Arpana phases.
Rai(2016) • Sample size- In total, 23
self-reported victims formed
the sample of the study.
• This research paper also
shows the importance of
copying behavior of
employees.

4. Naman Vol. 5 • There is a high level of

Sharma (2016) Issue: 2, workplace incivility at
pp.234249 restaurant industry in India.
• Job satisfaction is inversely
Effect of workplace incivility related to
on job satisfaction and
turnover intentions in

India the work place incivility

in the restaurant industry.
Sample size: - 283
employees of restraint
industry.

5. The relationship between Jose M. Vol. 30 • This research paper

LeonPerez(2015) Issue: 3, shows that actively
interpersonal conflict and
pp.250263 manage conflict through
workplace bullying problem solving may
prevent it escalating to
higher emotional levels.
• Sample size-76
employees from different
organization.

6
6. Workplace bullying, employee Dwayne Vol. 35 • This paper shows that
Devonish Issue: 6, job satisfaction is
performance and behaviors :
(2013) pp.630647 partially related to the
The mediating role of workplace bullying in the
psychological wellbeing organization.
• Sample size-262
employees.
• Tool used is descriptive
statistic and multiple
regression analysis.

7. Understanding and managing Anas khan(2012) Vol. 44 Issue: • This research paper
workplace bullying 2, pp.85-89 shows that if workplace
bullying was not
managed well then it
negatively affect the
workers of the
organization.
• Sample size- carried out
by the authors over the
past two years, plus the
HR

literature.

7
8. Bullying, disability and work: a Margaret Vol. 4 • Recommendations
case study of workplace H.vickers Issue: 3, are made for further
bullying (2009) pp.255272 research into the potential
problems of the workplace
experiences of people with
disability.
• Sample size- case study of a
woman diagnosed with
multiple sclerosis (MS) who
was
bullied out of her
workplace

9. Poor bullying prevention and Melanie Vol. 2 • This research paper shows
Bryant(2009) Issue: 1, that the workplace
employee health: some
pp.48-62 bullying negatively
implications impact the
health of the employees .
• Also, Specifically,
analysis of employee
reports suggest that the
inability to successfully
report bullying, or have
bullying complaints taken
seriously leads to ongoing
implications for the
individual.

8
10. Personal characteristics of
bullying victims in residential
care for youth
Ivzana sekol Vol. 8 • This shows results
Issue: 2, demonstrated that male
pp.99113 and female victims lacked
selfesteem, presented with
neurotic personality trait.
• Sample size- 601 young
aged people.

11. Workplace bullying when whistle blowing: future analysis and

implications:

Brita Bjørkelo Vol. twenty eight Issue: three, pp.306-323, 2013

This analysis paper shows that there's a linkage between whistle processing and bullying. And it
affects majorly on the health that follow depression, and symptoms analogous to post traumatic
stress. The link between whistle processing and geographic point bullying has been shown with
regard to the character of the acts that may follow whistle processing at work. as an example will
staff be repeatedly socially isolated and involuntarily aloof from work tasks when whistle
processing. The link between whistle processing and geographic point bullying has conjointly
been shown in regard to the direction of the connection. as an example square measure staff
have rumored wrongdoing at work double as doubtless to report bullying than alternative staff
over time.

12. Techniques to tackle the geographic point bully: Understanding the

psychological science and countering the behavoiur

Catherine Sandler 2013, Vol. twenty one Issue: a pair of, pp.33-36

This paper helps to look at and explore the psychological science behind bullying and the way it
is self-addressed. And it shows that there square measure 2 forms of bully: the insane and

9
therefore the explosive. It describes that individuals all centered on their own interest, their
behavior is incredibly unpitying and that they square measure extremely artful. A firm however
substantiating approach works best. It counsel that senior management should need to influence
the matter. ought to they ought to they must} investigate for the complaints and witness should
be known.

13. A model of geographic point rudeness, job burnout, turnover intentions, and
job performance:

Afzalur Rahim, Dana M. Cosby, Vol. thirty five Issue: ten, pp.1255-1265, 2015

The purpose of this paper is to work out the relationships among geographic point rudeness, job
burnout, turnover intentions, and job performance. Results showed that job burnout mediate the
connection between geographic point rudeness and turnover intention which geographic point
rudeness was negatively related to job performance. In alternative words, participants
experiencing higher levels of rudeness rumored larger levels of job burnout and subsequent
enhanced turnover intention and lower levels of job performance.

Research gap

A human resource management perspective of workplace bullying

Patrick Rockett Vol. 9 Issue: 2, pp.116-127, 2016

This study focused on providing managers an understanding of the effect that workplace bullying
has on employees and on their organizations. But it does not focused on business leaders on how
to address the problem of workplace bullying effectively.

10
 Exploring the process of workplace bullying in Indian organizations:
Agrounded theory approach

Arpana Rai Vol. 6 Issue: 3, pp.247-273, 2016

The study revealed that the process of workplace bullying in Indian organizations can be broadly
explained in four sequential phases: exposure and confusion over mistreatment; making
attributions; utilizing options within the organization; and adjustment with the current situation.
The findings highlight the importance of sense-making, the social support network, complexity
of coping behaviors, silence motives of employees as well as negative and nourishing effects of
workplace bullying. The role of culture is visible in the bullying dynamics.but The study
examined bullying from the victims’ perspective; however, perpetrator and bystanders’
perspective would have added interesting insights into the findings.

Do high workload and job insecurity predict workplace bullying afterorganizational

change?

Paola Spagnoli, Vol. 10 Issue: 1, pp.2-12 2016

Results show that high level of workload is related to workplace bullying; job insecurity is not
directly related to workplace bullying; the interaction between high workload and job insecurity
enhanced the risk for workplace bullying. In particular, when the level of job insecurity is high
there is a stronger relationship between workload and bullying, compared to when the level of
job insecurity is low. but The cross-sectional design applied does not allow inference on the
causal relationships between the predictors and outcomes.

11
Chapter –3
Objectives&
Research
methodology

12
 Objectives of the study :

 To identify various forms of the workplace bullying behavior experienced by employees.

 To analyze the comparative impact of gender on workforce bullying.
 To examine the impact of workplace bullying on employee turnover intentions.

RESEARCH METHODOLOGY
Sampling design – it is a work plan that specifies the population frame, sample size,
sample selection and estimation method in detail.

Descriptive and exploratory study is followed in the study. This study involves
Exploratory research involving gathering Of preliminary information that helped in
identification of the various behavioral forms of workplace bullying.

3.3.1.1 Sample size it is the subpopulation to be studied in order to make inferences to a

reference population. Sample size in this study is 160.

sampling method

sample locale– it is a place where research is conducted. In this study the location is Delhi
NCR.

Data collection and data sources- Primary data is collected through questionnaire.

Research instruments used: Workplace bullying: Negative Acts Questionnaire-

revised by Rosin and Korabik (1991) and Nisrine N Makarem.

Tools for data analysis –

Obj. 1- Factor Analysis: to identify the factors affecting behavioural forms of workplace
bullying.

Obj. 2- z-test: to compare the difference in perception among employees.

Obj. 3- Regression analysis: to identify the degree of variation in the dependent variable
(turnover intentions) because of the independent variable (workplace bullying).

Hypothesis
H2- there is a significant difference between perception of employees towards workplace
bullying with respect to their gender.

13
H3-There exist a positive relationship between work place bullying and employee turnover
intention.
Research procedure

 The first step in this research is to understand the various researchers done by
researchers and how have they done it.

 To obtain the objective of the research data that has been collected through
questionnaires.

 The questionnaire has been made with the references form Rosin and Korabik (1991)
and Nisrine N Makarem.

 The questionnaire has been divided into two parts

 Total 200 questionnaires were distributed.

 Only 180 responses have been received and we have taken 160 responses.

 After collecting the data the reliability of the questionnaires has been checked through
spss.

 The data is analyzed through Z test and Regression analysis.

 Data adequacy has been checked through KMO value.

 Through all this at last we achieve the perfectly reliable data.

14
 Chapter – 4
DataAnalys
and
Interpretation

15
ANALYSIS AND INTERPRETATION
Scale reliability test
The realibility test is used to check whether the formulized measures scale are
reliable or not. It tells the inter consistency of all the variables in the questionnaire.
The reliability of the data sheet is done using SPSS.

TABLE NO.1 Realibility statistics for workplace bullying questionnaire

Reliability Statistics

Cronbach's Alpha Cronbach's Alpha N of Items

Based on Standardized
Items

.839 .830 13

The above table indicate , we can see the cronbach’s alpha is 0.839 which indicates a
high level of consistency for our scale . it simply concludes that our questionnaire is
88% reliable for proceeding to further analysis. This 83% of reliability is of 13
variables taken from the questionnaire. So the variables are correalaed to each other.

TABLE NO 2 Realibility statistics for turnover intention questionnaire

Reliability Statistics
Cronbach's Alpha Cronbach's Alpha Based on N of Items
Standardized Items

.522 .522 3

16
RESEARCH OBJECTIVE 1

To identify the factors affecting behavioural forms of workplace bullying.

FACTOR ANALYSIS

It is a method of data reduction.

KMO measures the the sample adequacy it means whether the given responses of the sample
is adequate or not. It should be close than 0.5 for a satisfied factor analysis and value
between 0.6 to 0.8 are acceptable. Looking at the table below the KMO Measure is 0.693
which is accepted.

KMO and Bartlett's Test

Kaiser-Meyer-Olkin Measure of Sampling

Adequacy. .693

216.987
Bartlett's Test of Approx. Chi-Square
45
Sphericity
Df
.000
Sig
.

ROTATED COMPONENT MATRIX

This matrix Rotation does not actually change anything but makes the interpretation of the
analysis easier. There are three factors analyzed these are- supervisory support ,
interpersonal relationship, organisation climate. This matrix also explain how the variables
are weight for each factor and also help to the correlation between variables and factors.

1 2 3

17
Spreading
Spreading
of gossip
and .817
rumors
about you
Persistent
criticism
of your .695
errors and
mistakes
Being
given
tasks with
unreasona
ble or .544
impossibl
e targets
or
deadlines

Someone
withholdi
ng
informatio
n which .545
affects
your
performan
ce

Being
ignored or .588
excluded
Being
shouted at
or being
the target .717
of
spontaneo
us anger

18
 Being
exposed
to an
unmanage .591
able
workload
Being
humiliate d
or
ridiculed
in .661
connectio
n with
your work

Being
ignored or
facing a
hostile .662
reaction
when you
approach
Having
your
opinions .663
and views
ignored

RESEARCH OBJECTIVE 2-

To compare the difference in perception among employees.

IN spss we use the independent t testwhich compares the means of two unrealated
groups.

Independent samples t test were computed to examine the affect of gender on

workplace bullying. The result indicates that the significant value is .288 thus the
hypothesis cannot be accepted which means that the male and female have
difference towards workplace bullying.

19
 Group Statistics
GENDE N Mean Std. Std. Error
R Deviation Mean
Male 81 2.0247 .83629 .09292
WBA 79 2.1266 .83769 .09425
Female

RESEARCH OBJECTIVE 3 –

To identify the degree of variation in the dependent variable(turnover intentions)

because of the independent variable(workplace bullying).

Model Summaryb
Mod R R Adjusted Std. Change Statistics Durbi
el Square R Square Error of n
R F df1 df2 Sig. F
the Watso
Square Change Chang
Estimate Change e
1 .692a .479 .472 .79219 .479 72.161 2 157 .000 1.719

a. Predictors: (Constant), WBA, As soon as possible I will leave the

organization b. Dependent Variable: TIA
our model predicts impact of workplace bullying on employee turnover intentions.
R denotes the correlation between predicted and observed impact of this. In our case,
R = 0.692 and there is a high correaltion. R square is simply the square of R.

The adjusted R square estimates the population R square for our model and thus
gives a more realistic indication of its predictive power.

20
 CHAPTER -5
FINDING &
CONCLUSION

21
 FINDINGS

• KMO measures the the sample adequacy it means whether the given responses of
the sample is adequate or not. It should be close than 0.5 for a satisfied factor
analysis and value between 0.6 to 0.8 are acceptable.
Looking at the table below the KMO Measure is 0.693 which is accepted.

• Independent samples t test were computed to examine the affect of gender on

workplace bullying. The result indicates that the significant value is .288 thus the
hypothesis cannot be accepted which means that the male and female have difference
towards workplace bullying.
• workplace bullying on employee turnover intentions. R denotes the correlation
between predicted and observed impact of this. In our case, R = 0.692 and there is a
high correaltion.

• This study indicate that the workplace bullying have a negative impact on employees
work behavior.

• Also job satisfaction is partially related to the workplace bullying in the organization.

• Workplace bulling negatively impact on turnover intention.

Conclusion
Generally, the study concludes that job satisfaction and work-related depression have an
important, albeit partial, role in the relationship between workplace bullying and employee
performance. Thus, the study highlights that the effects of workplace bullying might be
either direct or indirect on employee performance.

Out of these findings, managers are made of aware of the diverse effects that workplace
bullying can have on their employees including its potential impact on employee well-being
and performance behaviors. Second, the findings suggest to managers the need to strongly
value and appreciate the psychological well-being of their employees as this was shown as
an important predictor of performance. As a result, several practical implications for
managers and organizations can be noted.

22
BIBLIOGRAPHY

BOOKS:
 Kothari, C. R. Research methodology: Methods and techniques. New Age International.
 Malhotra, N. K. Marketing research: An applied orientation, 5/e. Pearson Education
India.
 Ganesh shermon 2004 . compensation based HRM , TMH.
 West Michael 2003 Effective Team Work

23
QUESTIONNAIRE
AN EMPRICAL STUDY OF IMPACT OF WORKPLACE BULLYINGON
EMPLOYEE TURNOVER INTENTIONS IN SERVICE SECTOR.

NAME-

EDUCATION-

GENDER-

⃝ Male
⃝ Female

AGE-

⃝ Less than 25 year

⃝ 26 to40 year

⃝ 41 to 55 year

⃝ Above 56 year

MARITAL STATUS-

⃝ Married
⃝ Unmarried

DESIGNATION-

24
S Questions Strongly agree neutral disagree Strongly
no. agree. disagree
1 Someone withholding
information which affects your
performance

2 Being humiliated or
ridiculed in connection with
your work

3 Being ordered to do work

below your level of competence

4 Spreading of gossip and rumors

about you
5 Being ignored or excluded

6 Having insulting or offensive

remarks made about your
person (ie, habits and
background), your attitudes or
your private life

7 Being shouted at or being the

target of spontaneous anger

8 Being ignored or facing a

hostile reaction when you
approach
9 Persistent criticism of your
errors and mistakes
10 Having your opinions and views
ignored.
11 Being given tasks with
unreasonable or impossible
targets or deadlines

12 Having allegations made

against you

25
13 Being exposed to an
unmanageable workload
14 I never think about quitting my
present job
15 I will probably look for a new
job in the next year

16 As soon as possible I will

leave the organisation

26
27