The Impact of Workplace Bullying on Turnover Intention: The Mediating Role of Organizational Silence and Organizational Cynicism among Employees of the Alborz Province Ministry of Industry, Mine, and Trade
Keywords:
Workplace bullying, organizational cynicism, organizational silence, turnover intention, structural equation modelingAbstract
Objective: This study aimed to investigate the effect of workplace bullying on turnover intention through the mediating roles of organizational silence and organizational cynicism among employees of the Alborz Province Ministry of Industry, Mine, and Trade.
Methodology: This applied correlational study employed a deductive approach and was conducted as a field survey. The statistical population consisted of 290 employees, from which 166 were selected using Cochran’s formula. Standardized questionnaires were used to measure bullying (Pranjic et al.), organizational silence (Van Dyne et al.), organizational cynicism (Brandes et al.), and turnover intention (Mobley et al.). Data were analyzed using Structural Equation Modeling (SEM) in SmartPLS.
Findings: Path analysis results revealed that workplace bullying significantly influenced organizational cynicism (β=0.814, t=33.113, p<0.001) and organizational silence (β=0.347, t=4.070, p<0.001). Organizational cynicism significantly affected both organizational silence (β=0.469, t=5.912, p<0.001) and turnover intention (β=0.447, t=4.179, p<0.001), while organizational silence also had a positive impact on turnover intention (β=0.166, t=1.979, p<0.05). The direct path between bullying and turnover intention was not significant (β=0.125, t=1.249, p>0.05), confirming a full mediation effect.
Conclusion: Workplace bullying indirectly increases employees’ turnover intention by fostering organizational cynicism and silence. Enhancing transparent communication, promoting trust, and preventing hostile behaviors can mitigate turnover and improve organizational well-being.
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