The Interactive Effects of Workplace Bullying and Psychological Capital on Employees Outcomes: A Study of Minorities in Pakistan

Abstract: Employee engagement has emerged as a critical employee attitude and behavior as well as a key organizational outcome Workplace bullying is among the widely researched constructs from the last few decades. Studies have confirmed bullying is a fact of organizational life and its thwarting nature for all societies, especially for countries marked by high power distance. It highlights the need for contextual factors that could buffer the deleterious effects of bullying on employees’ attitudes and behavior. Previous studies have also confirmed the vulnerabilities of specific groups and segments to workplace bullying. Therefore, this study was designed to know the workplace bullying faced by minorities in Pakistan a high-context society. The buffering strength of psychological capital was also evaluated between workplace bullying to key employee outcomes. A reasonable sample of 280 employees belonging to various minority groups such as Christian, Hindu, Sikhs, Buddhist, and Other, were collected. Results showed a significant positive relationship between workplace bullying to exit, voice, and neglect and a significant negative relationship between loyalty. Psychological capital negatively moderated the relationship between workplace bullying to exit, voice, and neglect and positively moderated the relationship between workplace bullying to loyalty. Discussions and implications are presented based on the results.