Impact of demographic variables on interplay of workplace bullying,organizational culture,and organizational performance: SEM-based multi group analysis

Abstract

Background

Workplace bullying and organizational culture are two crucial factors that can significantly affect organizational performance. Understanding the interplay between these variables is imperative for creating conducive work environment and enhancing overall productivity. Additionally, demographic variables such as gender, age, designation, and work experience may also influence these dynamics within an organizational setting.

Objective

This study aims to investigate the influence of demographic variables on the relationship between workplace bullying, organizational culture, and organizational performance. Specifically, it examines three primary hypotheses: the impact of workplace bullying on organizational performance, the influence of organizational culture on organizational performance, and the moderating role of organizational culture in the relationship between workplace bullying and organizational performance.

Methods

Data were collected from academic staff members at 20 public universities in Malaysia, resulting in 626 responses. Structural Equation Modelling (SEM) was applied to test the primary hypotheses while the Partial Least Squares Multigroup Analysis (PLS-MGA) was employed through SmartPLS to explore the effect of demographic variables on the identified structural paths of the model.

Results

The findings indicate a significant negative impact of workplace bullying and a significant positive effect of organizational culture on organizational performance. Moreover, the analysis reveals notable variations across demographic subgroups. Additionally, the moderating effect of organizational culture demonstrates distinctions between subgroups based on varying levels of work experience, particularly between those with less than 10 years of experience and those with over 20 years.

Conclusions

This study provides valuable insights into the complex relationships among workplace bullying, organizational culture, and organizational performance within Malaysian public universities. The findings underscore the moderating influence of organizational culture and the contextual impact of demographic variables, shedding light on strategies for fostering a supportive work environment and enhancing overall organizational effectiveness.