When Bullies Push People Out: How Politics and Creativity Shape Turnover Intentions

What is it about?

This study investigates how workplace bullying—persistent mistreatment or humiliation by colleagues or supervisors—can drive employees to want to leave their organization. It focuses on how this process unfolds through employees’ perceptions of organizational politics, or the belief that success depends more on favoritism and manipulation than merit. The study also examines how employees’ creativity can buffer against this harmful cycle, helping them cope with bullying more constructively. Using multi-source, multi-wave data collected from employees and their peers in Pakistani organizations, the findings reveal that bullying increases employees’ desire to quit because it fosters the belief that the organization is politically corrupt and rewards self-serving behavior. Employees who perceive such climates feel powerless and alienated, seeing departure as their best option. However, those who are more creative are better able to adapt and find innovative ways to manage bullying or reframe negative experiences, which weakens the link between bullying and turnover intentions. For organizations, the findings highlight a dual challenge: bullying not only harms individual well-being but also erodes perceptions of fairness and integrity, fueling turnover. Leaders should create transparent communication systems, enforce anti-bullying policies, and recognize employees’ contributions based on merit. At the same time, fostering a culture of creativity and problem-solving can empower employees to navigate challenges more effectively, reducing the desire to leave even in stressful environments.

Featured Image

Photo by Muradi on Unsplash

Photo by Muradi on Unsplash

Why is it important?

This study is unique in demonstrating that perceived organizational politics serves as the mechanism linking bullying to turnover intentions, while creativity functions as a personal safeguard that softens this damaging relationship. It bridges insights from workplace aggression and creativity research, offering a more nuanced view of how personal strengths can mitigate the negative consequences of toxic work climates. Its timeliness lies in addressing the growing problem of bullying and politicization in organizations across Pakistan and other countries. As workplaces worldwide strive to build healthier, more inclusive cultures, this research underscores the value of creativity as both a coping resource and a stabilizing force—helping employees endure conflict while maintaining commitment and psychological resilience.