Shams Ghafafri; Marieh Ashuri
Volume 4, Issue 4 , January 2018, , Pages 129-139
Abstract
The purpose of this study was to determine the role of organizational bullying perception in the relationship between job stress and the willingness to leave a job at the Ministry of Sports and Youth employees. The research method was descriptive-survey. The statistical population of the study ...
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The purpose of this study was to determine the role of organizational bullying perception in the relationship between job stress and the willingness to leave a job at the Ministry of Sports and Youth employees. The research method was descriptive-survey. The statistical population of the study consisted of all full-time staff of the Ministry of Sports and Youth (N = 700). Using Morgan's sample size table, 281 people were selected by random sampling method. The data gathering tool was three Questionnaires included Parker & Decottis Job Stress (1983) Questionnaire, Kim et al Desire to Leave the Job (2007) Questionnaire, and Illinois Organizational Bullying (2001) Questionnaire. The validity of the questionnaires has been confirmed by 8 sports management professors and their reliability in a preliminary study on 30 members of the community and the use of Cronbach's alpha coefficient for organizational stress, leave the job and organizational bullying 0.81, 0.88 and 0.79 respectively. Descriptive and inferential statistical methods were used to analyze the collected data. Results showed that all three variables of research and their components in the Ministry of Sport and Youth were significantly higher than the average, and fit the final model of research, There was a significant relationship between job stress and desire to quit service according to the organizational bullying mediator; Therefore, it can be concluded that organizational bullying can be considered as a factor in increasing and tendency to quit serving as a result of occupational stress; therefore, it is suggested that using mechanisms such as the formulation of special rules and regulations, the occurrence or exacerbation of organizational bullying reduced.
