Abstract
In the context of today’s business organizations, employee retention has become the emergent need because organizations had
realized the importance of existing learned workers rather than to invest time and energy on new recruits. Although this perception
of organizational top management is the bigger reason of unemployment or it may hinder the innovation and new talent. Besides
the notion every organization confront employee turnover. This study intends to investigate the behaviors which lead to drive the
intentions of employees towards turnover. Mobbing Behaviors effects directly culture perception of employees. In today’s
organizations it is important to understand the relationship between organizational silence, mobbing and turnover intentions. This
cross-sectional and empirical study was planned to determine the effects of mobbing on employees’ turnover intentions.50
different companies. For this purpose, survey-based approach was followed, and data has been collected through questionnaire. All
the scales were adopted from existing literature predefined and administered as required. Data was collected from service sector
and public sector. Almost 50 different companies are targeted and with the average of 10 respondents from each organization were
intended to contact. So, 500 respondents were contacted and requested to participate in prevailing research, among them 324
responded well and accurately. The data has been analyzed through SPSS and AMOS with the help of structural equation
modeling. Results give a clear provision that mobbing plays significant role between organizational silence and turnover intention
in Pakistani organizations. The results of this empirical study contribute to the literature by creating awareness about the topic not
only for scholars but also for the executives as well
Ayesha Zulfiqar, Iram Bashir, Muhammad Mahad Ahmad, Noor Fatima, Saira Ajaz. (2020) Mobbing exerts pressure on Employees; an empirical study exploring the mediating role of mobbing between Organizational Silence and Turnover Intentions, Paradigms , Vol 14, Issue .
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