Workplace Bullying and Turnover Intention: The Moderating Role of Belief in a Just World
Hatem Öcel, Orhan Aydın

Abstract
The present study examined the role of belief in a just world in moderating the relationship between bullying and turnover intention in a Turkish sample. Self-report questionnaires measuring belief in a just world, workplace bullying and turnover intention were administered to the sample in their workplaces. The results of moderated regression analyses based on date collected from 300 employees showed that both personal and general belief in a just world moderate the relationship between bullying and intention to leave. In Hypothesis 1, it was predicted that personal belief in a just world moderates the relationship between bullying and turnover intention such that the relationship is stronger when personal BJW is low and weaker when personal BWJ is high. Conversely, Hypothesis 2 was not supported since negative regression coefficients for the interaction indicates that the relationship between bullying and turnover is weaker under conditions of high general BJW.

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