Workplace bullying and intention to leave: The moderator effect of perceived organizational support

In this thesis study, it was aimed to determine the effect of workplace bullying, which is one of the most common problems in workplaces, on intention to quit work and the moderator effect of perceived organizational support on this effect.In this context, the sample of the research was selected from a public institution operating in the service sector in Konya province. In the study in which 423 staff members participated, data were collected through a questionnaire.Reliability and normality analyses of the data collected through questionnaires were performed and correlation and regression analyses were used to test theoretically constructed hypotheses. As a result of the hypothesis tests carried out, it was concluded that workplace bullying positively affected the intention to leave the job. In addition, the findings reached; it has been shown that perceived organizational support negatively affects intention to leave work.In the hypothesis test conducted on the role of the moderator variable, it was found that the perceived organizational support in the relationship between workplace bullying and intention to quit does not assume the role of a regulatory variable, that is, there is no moderator effect. In addition, the exposure rate to workplace bullying in the institution where the study was conducted was found to be 30,9. The small number of studies in which the variables mentioned in the literature are discussed together increases the importance of the research; It is thought that the findings will contribute to the researchers who will study the subject.