Workplace Bullying and Supervisor Support Effects on Turnover Intention: The Work-family Conflict Mediation

Abstract

The purpose of this paper is to examine the relationship between workplace bullying, supervisor support, and turnover intention that is mediated by work-family conflict among banking employees in Indonesia. A quantitative method study with a total of 200 banking employees as respondents was conducted in Indonesia. Structural equation modeling was used to analyze the relationship between workplace bullying, supervisor support, and turnover intention, with the mediation of work-family conflict. Workplace bullying increased work-family conflict and turnover intention among Indonesian banking employees. However, it was found that supervisor support does not influence the increase in work-family conflict and turnover intention. The research presented in this paper is mainly limited to databases that were searched due to the COVID-19 pandemic. Among the quantitative articles from the databases, there were few supporting works of literature accessible on workplace bullying in Asia because research on workplace bullying is uncommon. Using the findings of this research, practitioners may become aware of various behavioral and psychological aspects that may influence employee turnover intention and prevent them from occurring within the organization. This paper itself builds on the concept of Yoo and Lee (2018)’s work because of its focus in Asia. The present results of this research also prove that the trust and relationship between supervisor and subordinate can help retain employees, especially those who experience personal problems. Keywords: Workplace bullying; Supervisor support; Work-family conflict; Turnover intention; Relationships