The Effects of Job Dissatisfaction and Workplace Bullying On Turnover Intention:
The Moderating Effects of Organisational Climate and Group Cohesion
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Organisations do not learn. Only the individual employees do. Learning provokes knowledge which ultimately introduces innovative and unique changes in any progressive organisation. This is what generates competitive advantage relative to other rival firms. Employee satisfaction, arguably does the same.But employee dissatisfaction fuels turnover intention via workplace bullying and other organisational deviant behaviour which hamper the firm's competitive advantage. The latter remains a basic objective of a firm that wishes to stay afloat in the highly turbulent business environment. Workplace ...
Organisations do not learn. Only the individual employees do. Learning provokes knowledge which ultimately introduces innovative and unique changes in any progressive organisation. This is what generates competitive advantage relative to other rival firms. Employee satisfaction, arguably does the same.But employee dissatisfaction fuels turnover intention via workplace bullying and other organisational deviant behaviour which hamper the firm's competitive advantage. The latter remains a basic objective of a firm that wishes to stay afloat in the highly turbulent business environment. Workplace bullying is such a deviant behaviour which should be controlled in the organisation The moderating constructs actively act as catalysts in the overall relationship or correlation between turnover intention and employee dissatisfaction/work place bullying and turnover intention .. Thank you. Iheanacho, E. N. O.
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