Abstract:
The study explores workplace bullying with mediating variable supervision and its
consequences on turnover intention among employees in selected engineering firms in
Ghana. The objectives are to examine the prevalence of staff bullying within engineering
firms and examine whether HR practices influence employee retention in a bullied
workplace. For this study, a quantitative methodology using a structured questionnaire was
adopted. The questionnaire was used to gather data from two hundred and forty-four (244)
employees from BCM, Seedco Engineering, Wilhelm Construction, and Boison
Construction Company located formed the study's sample. The findings revealed prevalent
threats of violence, physical assault, or actual, excessive monitoring of work carried out and
allegations made against employees. The results revealed that HR practices significantly
affect employee turnover were confirmed in this study. The results revealed a significant
positive correlation between perceived supervision and employee turnover intention. Our
theoretical and empirical contributions included an examination of the mediating effect of
HR practices and abusive supervision on employees’ intention to leave, providing a more
comprehensive understanding of COR and SET in bullying studies. The researcher proposes
clear channels for reporting, enhancing organizational commitment, retention strategy and
clear policy on bullying to reduce bullying in the workplace.
