Workplace Bullying Empirical Research On Employee Attitudes Behavior Mechanism Of Action

The workplace bulling is considered as a widespread profession al damage. The workplace bullying would produce fairly serious out comes, which not only had bad effect on the organizational perform-ance,but also did have devastating effects on an employee’s physic-cal and mental health.The study of workplace bullying has already occurred relatively abundant research results. However, the research results on the study of workplace bulling are still not abundant, esp ecially seldom scholars pay concentrate on the empirical study abou t the workplace bulling.The paper mainly studied on the internal mechanism between workplace bulling and employee’attitudes and behavior,and the rese-arch got the main findings as follows by processing195valid que-stionnaires from Changsha, Xiangtan, Beijing, Guangzhou these fou-r cities through SPSS17.0with the basic descriptive statistics, relia-bility analysis, exploratory analysis, confirmatory analysis,correlation n analysis, regression analysis and SEM so on:(1)It was a negative correlation between workplace bullying an d employee’s job satisfaction; It was a positive correlation between workplace bullying and employee’s turnover intention; It was a neg-ative correlation between destructive leadership and employee’s orga-nizational identification; It was a negative correlation between work-place bullying and employee’s job performance.(2)Employee’s affective commitment played a part intermediate role in the internal mechanism between workplace bullying and emp-loyee’s job satisfaction; employee’s affective commitment played a part intermediate role in the internal mechanism between workplace bullying and turnover intention;employee’s affective commitment pl-ayed a fully intermediate role in the internal mechanism between workplace bullying and organizational identification;employee’s affect-ive commitment played a fully intermediate role in the internal me -chanism between workplace bullying and job performance.(3)the initiative personality played a regulatory role in the inter-nal mechanism between workplace bullying and employee’s job sati-sfaction; the initiative personality didn’t played a regulatory role in the internal mechanism between workplace bullying and employee’s turnover intention; the initiative personality didn’t played a regulat-ory role in the internal mechanism between workplace bullying and employee’s organizational identification; the initiative personality di-dn’t played a regulatory role in the internal mechanism between w orkplace bullying and employee’s job performance.