Date of Conferral

2023

Degree

Ph.D.

School

Management

Advisor

Thomas Butkiewicz

Abstract

AbstractWorkplace bullying, as part of a hostile work environment, impacts human resources management (HRM) work outcome metrics, employees' attitudes toward their job, organization, and behavioral intentions that collectively affect organizational goals. Addressed in this study are the problems of workplace bullying of corrections employees, which negatively affect HRM outcome measures of turnover intention, organizational commitment, and employee job satisfaction. The purpose of this quantitative correlational research study was to determine the relationship between workplace bullying and turnover intention, organizational commitment, and job satisfaction among corrections employees in Texas. Homans's social exchange and Bourdieu's social capital theories were used in this study. The research questions concerned the relationships between workplace bullying (independent variable) and turnover intention, organizational commitment, and job satisfaction (dependent variables) among corrections employees in Texas. Survey data were collected from 114 adult participants recruited via SurveyMonkey, LinkedIn, and snowball sampling who were correctional employees for six months or more to determine the significance of workplace bullying on the dependent variables. The correlation analysis results only indicated a significant relationship between workplace bullying and organizational commitment. The multivariate analysis results of variance were not significant between the independent and the dependent variables. This study's results may help HRM in correctional facilities to identify training needs, improve employee retention, and create a harmonious work environment and profitable organization for the owners, thus contributing to positive social change.

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