Impact of Workplace Bullying on Job Attitudes: Moderated by Ethical Leadership

As employees spend most of their daily time at workplaces, behaviors of employee’s at workplaces are major concern for management and organizations. Some roots of the workplace bullying are attitudes of supervisors, leaders, and management and job demands. To minimize bullying, organizations should have proper policies and systems which deal with bullying complain. This research will extend the previous literature in two ways; first we test direct relationship between Workplace Bullying (WPB) with organizational deviance and individual deviance, its impact on turnover intentions of employees, and its impact on Organizational Citizenship Behaviors (OCB) of employees. Secondly, we will test whether Ethical leadership moderates this relationship or not. This is a Quantitative research, using cross sectional data to empirically test the hypothesis. SPSS 21 is used for all statistical analysis of data the study is cross sectional in nature as data was collected from various sources at one time. Data was collected only once for research purposes. The objective of this study was to examine impact of workplace bullying on job attitudes: moderated by ethical leadership. Results and findings revealed that there is no significant relationship between bullying at workplace and deviance of employees.