Workplace bullying and turnover intentions among workers: a systematic review and meta-analysis

Abstract

Background

Workplace bullying occurs in various professions worldwide and significantly impacts employees and organizations. Researchers have reported that workplace bullying may be associated with an increased intention to leave one’s job. However, the conclusions regarding this relationship remain inconsistent.

Methods

We searched the Cochrane Library, PubMed, Web of Science, Embase, Scopus, PsycInfo, and ProQuest databases from inception to September 20, 2024. Two authors independently screened the studies, assessed the quality of the included studies, and extracted data. Any disagreements were resolved through discussion with a third author. A meta-analysis was performed to combine the regression coefficient (B) or odds ratios (ORs) with their confidence intervals. The I² statistic was used to quantitatively evaluate the degree of heterogeneity. Stata version 18.0 was used to conduct the meta-analysis, sensitivity analysis, and evaluation of publication bias risk.

Results

This systematic review and meta-analysis included 27 studies, including 3 prospective and 24 cross-sectional studies. In the cross-sectional studies, as combined effect sizes, the B and OR values revealed a significant association between the experience of workplace bullying and an increased intention to leave (B = 0.25, 95% CI [0.19, 0.31]) (OR = 1.30, 95% CI [1.17, 1.44]). The prospective studies indicated that experiencing workplace bullying is associated with increased turnover intentions over time (B = 0.09, 95% CI [0.01, 0.17]).

Conclusion

Experiencing workplace bullying is positively correlated with employees’ increased intentions to leave. This result suggests that to reduce employee turnover in organizations, it is crucial to focus on and prevent workplace bullying.