Abstract

There have been numerous studies on employee turnover intentions but very few have advanced on the notion of job dissatisfaction and workforce bullying from a contingent perspective. This paper conceptually examines how organizational climate and group cohesion impact on the domain relationships. We introduce a conceptual model to analyze potential consequences of employee turnover intentions. This is an important gap as the literature on turnover intentions has lagged conceptual developments. Several research propositions are presented to provide guidelines for further empirical inquiries, hence precedes our understanding of the area of research. The paper concludes by discussing practical and methodological implications for future research endeavors. 

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