Workplace bullying, human resource management practices, and turnover intention: the mediating effect of work engagement: evidence of Nigeria

Abstract

Purpose

Despite the concentrated study on turnover intention (TI), slightly is known on the subject in what manner work engagement intervenes the link connecting workplace bullying (WPB) and TI is varied across sectors, and how WPB and TI implications are viewed among academicians of public universities in Nigeria. The aim of this article is to explore in what way the association between WPB and TI is mediated by work engagement (WE) in public universities in Nigeria.

Design/methodology/approach

The paper applied judgmental sampling to gather 400 data from academic staff that must have worked for a minimum of six months in the current university. The present study used SmartPLS software 3.2.9 for the estimation of the hypothesis.

Findings

The result confirmed that work engagement intervenes the outcome of WPB and HRM on TI.

Research limitations/implications

The current study presents validation for the mediating impact of work engagement on the relationships connecting WPB and HRM on TI in Nigeria universities. Outcomes from findings encompassing all employees in the universities and other service sectors would offer further significant and practical implications for administrators.

Originality/value

The research furthers our knowledge of the intervening effect of work engagement in the link among WPB and TI across academicians in public universities in Nigeria. To reduce turnover intention among academic staff, administrators must have a good insight into how WE mediates the correlation linking WPB and TI.

Citation

Gadi, P.D. and Kee, D.M.H. (2020), "Workplace bullying, human resource management practices, and turnover intention: the mediating effect of work engagement: evidence of Nigeria", American Journal of Business, Vol. 36 No. 1, pp. 62-83. https://doi.org/10.1108/AJB-08-2020-0135