Date of Conferral

5-22-2025

Date of Award

May 2025

Degree

Doctor of Business Administration (D.B.A.)

School

Management

Advisor

WILLIAM STOKES

Abstract

Some information technology leaders are increasingly concerned about employees’ intent to leave their organizations, as it contributes to higher turnover rates, increased recruitment costs, and potential disruptions to project continuity and service delivery. Grounded in affective events theory, the purpose of this quantitative correlational study was to examine the relationship between workplace mobbing, job satisfaction, and the intent to leave the information technology industry. The study surveyed 101 information technology employees residing in the United States who had experienced workplace mobbing. The participants completed the Negative Acts Questionnaire, the Job Satisfaction Questionnaire, and the Turnover Intention Questionnaire. Results from a multiple linear regression analysis were significant, F(2, 98) = 27.721, p < .001, with an adjusted R² of .67, indicating that 67% of the variance in turnover intentions was explained by job satisfaction and workplace mobbing. Job satisfaction was negatively associated with turnover intentions (β = –0.154, t = –6.697, p < .001), while workplace mobbing showed a positive association (β = 0.113, t = 7.601, p < .001). A key recommendation is that organizations should develop training programs for all employees on recognizing, reporting, and intervening in workplace mobbing events. The implications for positive social change include the potential for organizations to reduce workplace mobbing, which may lead to lower employee turnover and, consequently, reduced recruitment expenses. Lower hiring costs can enhance organizational profitability and support broader economic growth within both the organization and the surrounding community.

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