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Moving from toxicity to harmony: moderating role of organizational culture on bullying-driven presenteeism.

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Titel: Moving from toxicity to harmony: moderating role of organizational culture on bullying-driven presenteeism.
Autoren: Lal, Bhajan1 (AUTHOR), Panda, Atisha2 (AUTHOR), Jena, Lalatendu Kesari2 (AUTHOR) lkjena@xim.edu.in
Quelle: International Studies of Management & Organization. Sep2025, p1-18. 18p. 3 Illustrations.
Schlagwörter: *CORPORATE culture, *PRESENTEEISM (Labor), *BULLYING in the workplace, *SOCIAL exchange, *HOSTILE work environment, *OCCUPATIONAL health services
Abstract: AbstractWhat compels employees to remain at work despite poor health? Existing literature identifies various workplace factors, with workplace bullying being recognized as one of the most significant contributors to this phenomenon. However, the question remains: what mitigates the impact of workplace bullying on presenteeism, thereby preventing psychological and physiological harm to employees? Grounded in the Conservation of Resources (COR) theory and Social Exchange Theory (SET), this study explores the moderating role of organizational culture in the relationship between workplace bullying and presenteeism. A cross-sectional survey-based investigation was conducted among 306 professionals from the Information Technology (IT) and finance sectors. The findings reveal that organizational culture serves as a significant moderating factor in this relationship. A supportive organizational culture effectively curbs the impact of workplace bullying, thereby reducing its effect on presenteeism. Conversely, a toxic organizational culture exacerbates workplace bullying, intensifying its influence on presenteeism, which may eventually lead to increased absenteeism. [ABSTRACT FROM AUTHOR]
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Datenbank: Business Source Index
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Abstract:AbstractWhat compels employees to remain at work despite poor health? Existing literature identifies various workplace factors, with workplace bullying being recognized as one of the most significant contributors to this phenomenon. However, the question remains: what mitigates the impact of workplace bullying on presenteeism, thereby preventing psychological and physiological harm to employees? Grounded in the Conservation of Resources (COR) theory and Social Exchange Theory (SET), this study explores the moderating role of organizational culture in the relationship between workplace bullying and presenteeism. A cross-sectional survey-based investigation was conducted among 306 professionals from the Information Technology (IT) and finance sectors. The findings reveal that organizational culture serves as a significant moderating factor in this relationship. A supportive organizational culture effectively curbs the impact of workplace bullying, thereby reducing its effect on presenteeism. Conversely, a toxic organizational culture exacerbates workplace bullying, intensifying its influence on presenteeism, which may eventually lead to increased absenteeism. [ABSTRACT FROM AUTHOR]
ISSN:00208825
DOI:10.1080/00208825.2025.2561555