Biswaka ma, Ganga am; Ai hal, Pe doo S ee amana; Singh, Sanju Kuma ;
Gnawali, Achyu ; Ghimi e, Jayan a
A icle
Wo kplace bullying and employees’ u no e in en ion in
hospi ali y indus y: e idence o Nepal
Cogen Business & Managemen
P o ided in Coope a ion wi h:
Taylo & F ancis G oup
Sugges ed Ci a ion: Biswaka ma, Ganga am; Ai hal, Pe doo S ee amana; Singh, Sanju Kuma ;
Gnawali, Achyu ; Ghimi e, Jayan a (2024) : Wo kplace bullying and employees’ u no e in en ion in
hospi ali y indus y: e idence o Nepal, Cogen Business & Managemen , ISSN 2331-1975, Taylo &
F ancis, Abingdon, Vol. 11, Iss. 1, pp. 1-17,
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Wo kplace bullying and employees’ u no e
in en ion in hospi ali y indus y: e idence o
Nepal
Ganga am Biswaka ma, Pe doo S ee amana Ai hal, Sanju Kuma Singh,
Achyu Gnawali & Jayan a Ghimi e
To ci e his a icle: Ganga am Biswaka ma, Pe doo S ee amana Ai hal, Sanju Kuma Singh,
Achyu Gnawali & Jayan a Ghimi e (2024) Wo kplace bullying and employees’ u no e
in en ion in hospi ali y indus y: e idence o Nepal, Cogen Business & Managemen , 11:1,
2317197, DOI: 10.1080/23311975.2024.2317197
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2024, VoL. 11, no. 1, 2317197
Wo kplace bullying and employees’ u no e in en ion in hospi ali y
indus y: e idence o Nepal
ganga am Biswaka maa,b , Pe doo s ee amana ai halc , sanju Kuma singhd ,
achyu gnawalib and Jayan a ghimi eb
ains i u e o Managemen and Comme ce, s ini as uni e si y, Mangalo e, india;
bschool o Managemen , ibhu an
uni e si y, Ka hmandu, nepal; cins i u e o Managemen and Comme ce, s ini as uni e si y, Mangalo e, india; dDepa men
o Managemen , Facul y o economics and Business, ai langga uni e si y, su abaya, indonesia
ABSTRACT
Bullying in luence indi iduals, o ganiza ions and socie y, equi ing suppo o
indi iduals, causing men al s ess leading o exhaus ion and po en ial employee
u no e . his s udy examines he e ec o wo kplace bullying on u no e in en ions
among ho el employees, including emo ional exhaus ion as media o . his s udy
includes i e s a and non- i e-s a ho el s a s. a sample o 323 ho el employees we e
conside ed in con enience o sel -adminis e ed ques ionnai es su ey. Da a analysis
and model i we e conduc ed wi h sma Pls 4 and sPss 24. his s udy ound ha
wo kplace bullying sus ainably in luence u no e in en ion h ough emo ional
exhaus ion among ho el employees. his s udy concludes ha wo kplace bullying is
i al in connec ion wi h he u no e in en ion. his shows a bullied employee lea e he
o ganisa ion while emo ionally exhaus ed. social suppo , o ganiza ional cul u e o he
way he execu i e leads ma e s aking i o a posi i e endea o .
In oduc ion
Wo kplace bullying e e s o epe i i e, sys ema ic and ch onic ac s o ha assmen , o ense, social exclu-
sion o bad impac on an employee’s pe o mance in he wo kplace (eina sen e al., 2020). Wo kplace
bullying is pa o a spec um o inapp op ia e conduc ha anges om being unpleasan o being
iolen (Ba on & neuman, 1998). ha assmen in he wo kplace is ha m ul o bo h he pe son being
ha assed and he company ha employs hem. gonzalez-Mulé e al. (2013) no ed ha as a consequence
o bullying in he wo kplace, bo h managemen cos s and he a e o employees lea ing he company
swing up. his makes he o ganiza ion less p oduc i e. some people call bullying a wo k ‘emo ional
abuse a wo k’ o ‘wo kplace mobbing’ (Ba ke e al., 2013). Bullying is some hing ha hu s people, which
is why i hu s he pe o mance o an o ganiza ion when i happens. so, mos employees a e a aid a
wo k and do no wan o alk abou hei p oblems wi h hei cowo ke s o manage s ( ownend, 2008).
Bullying a wo k can lead o a bad wo king en i onmen ha makes he ic im wan o qui (leymann,
1990). Bullying in he wo kplace can consequence in o men al heal h ela ed s ess (nielsen & eina sen,
2012), bu nou and emo ional exhaus ion (Wu & hu, 2009), emo ionally wo n-ou and d ained, accumu-
la ed s ess (ca asso, 2019), eeling o i edess and a igued excessi e job s ess o demand (c opanzano
& W igh , 1998), bullied employees will no pe o m hei assigned asks p ope ly o engage in ex a- ole
© 2024 he au ho (s). Published by in o ma uK Limi ed, ading as aylo & F ancis g oup
CONTACT sanju Kuma singh singhsanju@ eb.unai .ac.id Depa men o Managemen , Facul y o economics and Business, ai langga
uni e si y, su abaya, indonesia.
h ps://doi.o g/10.1080/23311975.2024.2317197
his is an open access a icle dis ibu ed unde he e ms o he C ea i e Commons a ibu ion License (h p://c ea i ecommons.o g/licenses/by/4.0/), which
pe mi s un es ic ed use, dis ibu ion, and ep oduc ion in any medium, p o ided he o iginal wo k is p ope ly ci ed. he e ms on which his a icle has been
published allow he pos ing o he accep ed Manusc ip in a eposi o y by he au ho (s) o wi h hei consen .
ARTICLE HISTORY
Recei ed 16 June 2023
Re ised 8 Decembe 2023
accep ed 2 Feb ua y
2024
KEYWORDS
Wo kplace bullying;
employee exhaus ion;
employees’ u no e
in en ions; hospi ali y
indus y; sus ainabili y
REVIEWING EDITOR
hui en (helen) cai,
Middlesex Uni e si y
Business school, Uni ed
Kingdom
SUBJECTS
ho el Managemen ; he
hospi ali y indus y;
hospi ali y Managemen
2 g. BisWaKaRMa e al.
beha io s ha con ibu e o he o ganiza ion’s compe i i e ad an ages ( ano a & nadi i, 2010) and
makes hings wo se o o ganisa ions as well (Fay e al., 2014). acco ding o a poll conduc ed by he
Uni ed s a es Wo ld Bullying ins i u e in 2021, 79.3 million ame ican wo ke s a e a ec ed by wo kplace
bullying. a ge s o wo kplace bullying expe ience nega i e emo ions, leading o emo ional exhaus ion.
employees wi h long and i ed eelings a e mo e likely o wan o lea e he company (s i as a a &
aga wal, 2020).
acco ding o a iza-Mon es e al. (2016), hospi ali y o ganiza ions ha e a disp opo iona ely high s a
u no e a e and ha ing a igh and hie a chical s uc u e os e s bullying. i e son and Dee y (2007)
also no ed ha hospi ali y wo ke s end o s ay a he same company o a sho e ime. his is called
a ‘ u no e cul u e’. in he simila manne , eo e al. (2019) epo ed ha 16% o hospi ali y wo ke s
expe ience wo kplace bullying. Bullying w eaks ha oc on he li es o hospi ali y indus y pe sonnel,
o cing hem o con on he si ua ion wi h emo ional o i ude o lea e he i m (s i as a a &
aga wal, 2020).
acco ding o ho el associa ion o nepal, he e a e 138-s a ho els in nepal, ou is s anda d ho els
1151 and all oge he numbe o beds a e 4399 (han, 2020). a signi ican numbe o indi iduals a e
employed by ho els in nepal, among hese only i e s a ho els employs 3065 people (Jha & Rijal, 2022).
Re en ion o employees is challenge in he hospi ali y sec o in nepal (Jha & Rijal, 2022). Despi e o hese
issues, he e a e limi ed s udies, pa icula ly in de eloping na ions like nepal on wo kplace bullying,
emo ional exhaus ion and employee u no e in en ion in hospi ali y sec o . he majo i y o p e ious
esea ches globally has ocused o wo kplace bullying and u no e in en ions di ec ly. Fu he , he lim-
i ed in es iga ion o cul u al and con ex ual ac o s in luencing wo kplace bullying and u no e in en-
ion in de eloping coun ies p e ails. socio-cul u al dynamics, o ganiza ional p ac ices and economic
ac o s p e alen in de eloping coun ies a e di e en . s udies om nepal has ocused on he associa ion
be ween wo kplace bullying and bo h job pe o mance and s ess (Pandey, 2020). Mo eo e , he medi-
a ing ole o emo ional exhaus ion is explo ed lesse . he e o e, his s udy ocuses o ex en by assessing
he impac o wo kplace bullying and u no e in en ion among ho el employees along wi h he exam-
ining he media ion o emo ional exhaus ion be ween wo kplace bullying and employees’ u no e in en-
ion in he hospi ali y indus y.
Li e a u e e iew
Wo kplace bullying
Wo kplace bullying akes place when someone says o does some hing hey knew o should ha e known
would o end a cowo ke . Reasonable in na u e o manage and di ec employees a wo k a e no bully-
ing (Phillips & Walke , 2018). Bullying is epea ed and des uc i e ha assmen o one employee by one
o mo e cowo ke s. Ve bal o non e bal ha assmen can be h ea ening, in imida ing o humilia ing. i
can also in ol e wo k sabo age (Wo kplace Bullying ins i u e, n.d.). he in e na ional labo O ganiza ion
(ilO) de ines wo kplace bullying as psychological o physical agg ession be ween employees. cowo ke
bullying can be ei he ype. Bullying occu s in a ious si ua ions. eina sen e al. (2020) de ined wo kplace
bullying as un easonable deadlines, in usi e moni o ing, useless du ies o no asks. O ganiza ional bul-
lying can be ca ego ized by equency. hoel and Rayne (1997) ecognized i e g oups: p o essional s a-
us h ea , pe sonal s a us h ea , isola ion, o e wo k and des abiliza ion. Physical bullying is igh ening,
in imida ing and agg essi e (De onish, 2017).
Tu no e in en ions
ca meli and Weisbe g (2006) de ine u no e in en ion as in en ion o esigning, job sea ching and lea -
ing. Meye and e (1993) de ined u no e in en ions as he in en ion o ac i ely seek new wo k.
u no e in en ion p ecedes u no e . u no e in en ions a e an employee’s likelihood o qui o esign
(Baha om e al., 2016). hus, i media es be ween a i udes ha lead o esigna ion and ac ual esigna-
ion (Bishop e al., 2007).
cOgen BUsiness & ManageMen 3
Emo ional exhaus ion
acco ding o Maslach and Jackson (1981), bu nou is de ined by emo ional exhaus ion, which causes
impa ience, exhaus ion, eelings o being emp y and loss o conce n, us , spi i and in e es . g eenglass
and schau eli (2001) de ine emo ional exhaus ion as eeling emo ionally d ained by o he s. emo ional
exhaus ion a ec s employees’ well-being a wo k and has long- e m e ec s on physical and men al
heal h, p oduc i i y and business pe o mance (coope e al., 2019).
Theo y unde pinning
Conse a ion o esou ces heo y
he conse a ion o esou ces (cOR) heo y implies people wan o p ese e, acqui e and conse e
esou ces (hob oll e al., 1995). he cOR heo y is a alid model o ch onic and se e e s ess expe ience,
managemen and eco e y (hob oll, 1991). cOR heo y s a es ha humans seek and e ain esou ces. he
heo y implies ha esou ce loss will lead o human esou ce conse a ion (hob oll, 2001). Due o ecu -
en loss o sel - espec , digni y and posi ion, wo kplace bullying deple es pe sonal esou ces. i his
s ess ul si ua ion con inues, he indi idual’s esou ces will s a o d ain, leading o esou ce-conse ing
beha io like abandoning he o ganiza ion and emo ional exhaus ion (s i as a a & aga wal, 2020).
Social exchange heo y
he social exchange heo y (se ) shows ha social en i ies’ in e ac ions ely on how much hey espec
hidden and explici social ules and no ms o exchange. social beha io en ails exchanging some hing
o alue o some hing else o alue ( hibaul & Kelley, 1959). People desi e p o i and a e dissa is ied
when he e is no equi y o when o he s ge mo e o he same cos s (Redmond, 2015). se heo izes
why people s a o lea e ela ionships (Redmond, 2015). so, his heo y is ela ed o he objec i e o he
s udy in e ms o he exchange o social beha iou and i s ela ionship wi h con inuing he ela ion-
ship o no .
Job demand esou ces model
he JD-R model sugges s wo k demands and esou ces cause bu nou (Bakke e al., 2001). Job
demands—physical, men al, social o o ganiza ional— equi e cons an physical and men al e o o al-
en s and ha e physical and men al implica ions. Job demands a e necessa y, no ha m ul. hey become
job p essu es when he indi idual needs wo k ha de o mee a ge s ye canno handle high job
demands. he JD-R model implies wo k s ain when job needs exceed esou ces. Job esou ces boos
wo k engagemen . high job demands and insu icien esou ces can lead o bu nou and physical and
men al illnesses (adil & Baig, 2018).
Rela ionship be ween wo kplace bullying, emo ional exhaus ion and u no e in en ion
Wo kplace bullying and employees’ u no e in en ion
a i e al. (2018) ound ha wo kplace bullying inc eases employee u no e . Bullying a wo k leads o
lea ing. Wo kplace bullying a ge s a pe son’s ca ee o pe o mance. Pe son- ela ed bullying in ol es
ha ming someone (De onish, 2017). Bullying inc eases u no e in en ion, which chen e al. (2020) ound
is a majo p edic o o u no e beha io , which has se ious inancial ami ica ions o he business due
o low employee sa is ac ion, illness absence and so o h.
al-Jawazneh and smadi (2017) pe cen o esponden s’ desi e o lea e. Many wish o qui due o wo k
s ess, while o he s ega d hei job as empo a y and wan o lea e o ind a new one. Be helsen e al.
(2011) ound ha ha assed wo ke s esigned and swi ched occupa ions mo e han non-bullied wo ke s.
4 g. BisWaKaRMa e al.
Kõi e al. (2019) disco e ed ha bullied wo ke s we e mo e likely o qui . Bullying wo sens he mood
and makes people wan o qui .
ghani and Razzaghian (2014) ound ha mis ea ed wo ke s a e mo e likely o esign han bullied
ones. Wo kplace bullying inc eases u no e in en ion, acco ding o coe zee and Dyk (2017). Wo kplace
bullying ha ms heal h and pe o mance, making employees mo e likely o qui .
Bullying can cause bu nou and job dissa is ac ion (eina sen e al., 2008). Bullying leads o job insecu-
i y and qui ing (eina sen e al., 2014). Bullied wo ke s a e mo e likely o qui and a e mo e ea ul o
hei job and wo kplace. awan e al. (2021) ound ha wo kplace bullying s ongly in luences qui ing.
chen e al. (2020) ound wo kplace bullying lowe s sel -es eem. high sel -es eem leads o ca ee choices,
aspi a ions and lea ing he i m. his means ha bullying a wo k and he desi e o lea e a e linked in
a good way. On he basis o he li e a u es, he hypo heses a e de eloped.
H1: Wo kplace Bullying e ec s posi i ely o u no e in en ion among ho el employees.
H1a: Wo k- ela ed Bullying e ec s posi i ely o u no e in en ion among ho el employees.
H1b: Pe son- ela ed Bullying e ec s posi i ely o u no e in en ion among ho el employees.
H1c: Physically in imida ing Bullying e ec s posi i ely o u no e in en ion among ho el employees.
H2: Wo kplace Bullying e ec s posi i ely o emo ional exhaus ion among ho el employees.
Emo ional exhaus ion and in en ion o lea e
he cOR heo y s a es ha wo ke s will qui o keep hei ew esou ces. emo ionally a igued wo ke s a e
mo e p one o qui (Ka a epe & Uludag, 2007). emo ional exhaus ion s ongly p edic s job u no e , acco d-
ing o and ew and azha udeen (2018). hey also disco e ed ha emo ional exhaus ion— a igue, s ain,
us a ion, ha d wo k, s ess and eeling like hey a e a he end o hei ope—s ongly in luenced
employee u no e . chan and James (2020) ound ha Macau ho el s a who expe ienced un ai ness, such
as policy manipula ion ha a ec ed hem and hei cowo ke s, el p essu ized and emo ionally a igued.
emo ionally exhaus ed wo ke s qui mo e. sh es ha and Yukongdi (2020) ound ha s ess p omo es emo-
ional exhaus ion, job dissa is ac ion and in en ion o lea e he company in a esea ch o bank o nepal
employees. Xie (2017) ound ha hospi al e o m inc eases u no e in en ion and emo ional i edness.
hese causes emo ional exhaus ion and u no e in en . gou hie and K aeme (2014) ound ha emo ional
i edness s ongly a ec s u no e in en ions in h ee ge man con ac cen e s. Manage s should be awa e
ha emo ional i edness inc eases u no e in en ions and o he nega i e o ganiza ional e ec s. emo ional
exhaus ion a ec ed wo kplace cha ac e is ics and u no e in en ion, acco ding o a shadi and shahbazi
(2013). Vandenbe ghe and Ma chand (2016) disco e ed ha emo ional i edness inc eases u no e when
nega i e a ec i i y is below a e age bu no abo e a e age. less emo ional exhaus ion would educe u n-
o e . a ul ajah and azha udeen (2018) ound a s ong posi i e co ela ion be ween emo ional i edness and
in en ion o lea e. emo ional exhaus ion inc eases wo k u no e and lowe s p oduc i i y. in Poland,
g obelna (2021) ound ha o e wo ked ho el wo ke s a e mo e likely o depa . li e a u e-based hypo he-
ses a e s udied. Based on he pe spec i e o he li e a u e he hypo heses a e o wa ded o s udy.
H3: emo ional exhaus ion e ec s posi i ely o u no e in en ion among ho el employees.
Emo ional exhaus ion as a media o
Wo kplace bullying cause exhaus s and dis esses (a enas e al., 2011). he cOR heo y s a es ha
s essed wo ke s i s assess hei esou ces (hob oll & W igh , 2004). s ess o en causes exhaus s emo-
ions. emo ionally exhaus ed wo ke s we e mo e likely o esign, acco ding o c opanzano and W igh
(1998). s i as a a and aga wal (2020) s udy on ho el s a ound ha bullying causes long- e m s ess
and wo y, lea ing hem emo ionally exhaus ed and wan ing o lea e. Biswaka ma (2019) ound ha
nepalese ho el wo ke s’ emo ional exhaus ion lowe s se ice pe o mance. Wo kplace bullying a ec s
a en ion, anquili y and umina i e hinking, which can lead o e ible memo ies and loss o ocus.
ano a and said (2021) said ha bullying can lead o low pe o mance o esigna ion. Va ia (2001)
ound ha bo h a ge s and obse e s o wo kplace bullying expe ience psychological eac i i y, s ess
cOgen BUsiness & ManageMen 5
and emo ional ins abili y. Based on he pe spec i e o he li e a u e he hypo heses a e o wa ded
o s udy.
H4: emo ional exhaus ion media es he ela ionship o Wo kplace Bullying and u no e in en ion among
ho el employees (Figu e 1).
Me hods
Design, popula ion and sample
his s udy adop ed he quan i a i e app oach o esea ch wi h ques ionnai e su ey me hod. he ques-
ionnai e was dis ibu ed h ough online and as well physical ques ionnai e we e dis ibu ed o ho el
employees. a o al o 384 employees (wai e o manage le el) o s a and non-s a ca ego y ho el wi h
a leas 6 mon hs’ expe ience in he pa icula ho el we e selec ed on pu posi ely. as o expe ience any
bullying, exhaus ion any o he employees may assume a leas howe e , only 323 esponses we e
ecei ed ha makes he esponse a e o 84.11% which was conside ed o be sui able o his esea ch.
he esponden ’s p o ile is shown in able 1.
Ins umen a ion
he ques ionnai e was designed acco ding o he h ee cons uc o Wo kplace Bullying, emo ional
exhaus ion, employees’ u no e in en ion. Wo kplace Bullying was assessed wi h he 22 i ems o he
nega i e ac s Ques ionnai e Re ised (eina sen e al., 2009), using a se en-poin like scale anging om
1 (ne e ) o 7 (e e y ime). emo ional exhaus ion is being measu ed wi h Maslach Bu nou in en o y
gene al su ey (MBi-gs) de eloped by Maslach and Jackson (1981), consis o 9 i ems ha e alua ed he
Figu e 1. Concep ual amewo k.
Table 1. Demog aphic p o ile o he esponden s.
Demog aphic a iables numbe o esponden s Pe cen
age 18–24 84 26
35–31 122 37.8
32–38 66 20.4
39–45 31 9.6
45 & abo e 20 6.2
gende Male 177 54.8
Female 142 44
o he s 4 1.2
Ma i al s a us Ma ied 160 49.5
unma ied 158 48.9
Di o ced 5 1.5
Yea s o se ice p o ided 6 Mon hs-Less han a yea 72 22.3
1–3yea s 138 42.7
3-6 yea s 59 18.3
abo e 6 yea s 54 19.72
employmen s a us Pa ime 46 14.2
Full ime 244 75.5
Con ac 33 10.2
6 g. BisWaKaRMa e al.
emo ional exhaus ion o employees (e.g. i eel emo ionally d ained om my wo k). all i ems a e a ed
on a 7-poin scale anging om 1 (s ongly disag ee) o 7 (s ongly ag ee). in en ion o lea e was assessed
wi h 4 i ems; wo i ems we e adop ed om Meye and e (1993) which consis s ‘i hink a lo abou
qui ing my job’ and ‘i am ac i ely sea ching o an al e na i e o my p esen job’ he nex wo i ems
we e adop ed om (Mi chel, 1981). all i ems a e a ed on a 7-poin scale anging om 1 (s ongly dis-
ag ee) o 7 (s ongly ag ee). he c onbach alpha o o e all wo kplace bullying was 0.868. emo ional
exhaus ion has 9 i ems wi h eliabili y s a is ics o 0.901. simila ly, in en ion o lea e has 4 i ems wi h
eliabili y s a is ics o 0.854. he e o e, he scale was conside ed o be eliable and consis en o measu e
he espec i e a iables.
Da a analysis echnique
shapi o–Wilk es and his og am we e used o examine he da a’s no mali y. since shapi o-p- alue Wilk’s
was less han .05, he s udy’s da a we e no no mally dis ibu ed (Mish a e al., 2019). sma Pls does no
assume da a dis ibu ion, while seM does (Ringle e al., 2012). Jannoo e al. (2014) ound ha cB-seM
couldn’ calcula e ou es wi h non-no mali y, whe eas Pls-seM could. he g owing use o sma Pls has
demons a ed i s obus ness and he applicabili y o he model in he a eas ha a e being s udied
(Ringle e al., 2014). his s udy employed sma Pls s uc u al equa ion model. he e o e, Pls-seM wi h
sma Pls 3 was u ilized o da a analyzed. he measu emen model assessmen was done i s , ollowed
wi h he pa h analysis, o es he hypo heses. he measu emen model was analyzed wi h ac o load-
ing, con e gen alidi y and disc iminan alidi y.
Resul
S a us o wo kplace bullying in hospi ali y sec o in Nepal
acco ding o he indings o he s udy, he as majo i y o ho el wo ke s in nepal’s hospi ali y indus y
ha e ei he ne e expe ienced o e y seldom wi nessed bullying in he wo kplace a hei espec i e
ho els. howe e , a po ion o he da a sugges s ha hey ha e, on occasion, been a wi ness o bullying
in he wo kplace while wo king a hei ho els. h oughou a simila ein, a ound 69% o all ho el
employees ha e ei he e y a ely o ne e been in imida ed in he cou se o hei employmen a he
ho el. howe e , 31% o people ha e expe ienced bullying in hei place o employmen . his demon-
s a es ha he e is some wo kplace bullying in ho els in nepal, al hough no o he g ea le el.
in o ma ion ega ding his is summa ized in able 2. he majo i y o bullied employees we e ic imized
by hei di ec supe iso . simila ly, hei cowo ke bullied hem as well. his demons a es ha employ-
ees in nepal’s hospi ali y business ha e been bullied p ima ily by hei di ec supe iso o epo ing
indi idual. in only a ew ins ances whe e employees bullied by hei junio s.
he ou comes o he su ey, displayed in able 3, indica e ha he mean esponse o wo k- ela ed
bullying is 4.18 (SD = 1.30), indica ing ha he majo i y o esponden s ag ee ha wo k- ela ed bullying
is p e alen in he ho el. simila ly, he mean esponse o pe son- ela ed bullying is 3.92, indica ing ha ,
on a e age, he e a e ew occu ences o pe son- ela ed bullying in ho els. simila ly, he mean esponse
o physical in imida ion bullying is 3.39, indica ing ha he e a e less o e y ew ins ances o physical
in imida ion bullying in he ho el business. he a e age sco e o 4.69 o emo ional exhaus ion indica es
ha ho el employees a e mode a ely emo ionally exhaus ed by hei employmen . simila ly, he mean
esponse o in en ion o lea e is 4.83, indica ing ha a mode a e numbe o ho el employees in end o
lea e he ho el whe e hey a e now employed.
Measu emen model
Fi s , he measu emen model was assessed. he measu emen model de e mines he esea ch’s con-
s uc quali y. Fi s , he ac o loads a e e alua ed, hen, he s uc u e’s eliabili y and alidi y. he deg ee
o which each i em in he co ela ion ma ix co ela es wi h he p incipal componen is called i s ‘ ac o
loading’. Fac o loadings can be anywhe e om –1.00 o 1.00 and a highe absolu e alue means ha
cOgen BUsiness & ManageMen 7
he i em is mo e ela ed o he unde lying ac o . all o he ac o loadings we e close o o highe han
he ecommended alue o 0.70 (sa s ed e al., 2021).
Cons uc eliabili y, con e gen and disc iminan alidi y
c onbach alpha and composi e eliabili y a e used o de e mine in e nal consis ency eliabili y. all i e
cons uc s, including wo k- ela ed bullying, pe son- ela ed bullying and physical in imida ing and medi-
a ing a iable emo ional exhaus ion, we e o e 0.7. c onbach’s alpha eliabili y is abo e 0.600 (hai e al.,
2014) is accep able. composi e eliabili y s a is ics a ied om 0.901 o 0.956, hence, he new way o
measu e eliabili y is well abo e 0.700. (hensele e al., 2014). Fo nell and la cke (1981) s a ed ha a
cons uc has con e gen alidi y i i can explain mo e han hal o he a iance be ween o i s own
indica o s. all o he aVe alues o he di e en cons uc s we e highe han 50%, which p o es ha he
measu emen model is alid.
Bagozzi e al. (1991) de ined disc iminan alidi y as how dis inc measu es a e. i wo o mo e con-
cep s a e unique, hei alid measu es should no co ela e oo much. Fo nell–la cke c i e ion is wi hin
he h eshold and he squa e oo o he aVe is g ea e han he model’s co ela ion (Fo nell & la cke ,
1981). indica o loadings should be g ea e han c oss-loadings (chin & Wynne, 1998). c oss-loadings o
i ems demons a e ha c oss loaded alue is less han 0.7 wi h ega d o all non-co esponding con-
s uc s, indica ing ha he e was no c oss loading in he model. WR6 has loadings below 0.7. he a e -
age a iance ex ac ed was abo e 0.5, hence, he alue was accep ed. al hough loading is below pa , i
has no comp omised aVe’s minimum h eshold, hus i was kep . h M is a new me hod o es ing
disc iminan alidi y in Pls-seM. h M es ima es cons uc -co ela ion. Kline (2011) ecommended 0.85.
all pai ed h M 0.85 a ios a e smalle han 0.85. he s udied model has disc iminan alidi y. ViF mea-
su es mul icollinea i y in indica o s (Books ein & Fo nell, 1982). Mul i-collinea i y isn’ a p oblem i ViF is
below 5. (hai e al., 2017). since ViF is below 5, he e is no mul icollinea i y ( ables 4–6).
Second-o de model assessmen
he measu emen model assessmen also alida es highe -o de cons uc s. each cons uc was es ed o
eliabili y and alidi y. highe -o de cons uc s we e compa ed o lowe -o de cons uc s o disc iminan
Table 2. Desc ip i e s a is ics ela ed o wo kplace Bullying.
Responses F equency Pe cen
no, ne e 52 16.1
employees Yes, bu a ely 153 47.4
wi nessing wo kplace Yes, now and hen 68 21.1
bullying Yes, o en 50 15.5
no 74 22.9
Yes, bu only a ely 147 45.5
employees bullied in Yes, now and hen 76 23.5
wo kplace Yes,se e al imes 19 5.9
pe week
Yes, almos daily 7 2.2
Who has bullied Manage 44 16.5
employee he mos Di ec supe iso 95 35.7
Co-wo ke 93 35
Junio 17 6.4
o he s 17 6.4
Table 3. Desc ip i e s a is ics o a iables unde s udy.
Va iables Mean SD
skewness
skewness SE
Ku osis
ku osis SE Range Min Max
Wo k ela ed 4.18 1.30 −0.315 .136 −0.66 .271 6 1 7
Pe son ela ed 3.92 1.40 −0.104 .136 −.534 .271 6 1 7
Physical in imida ion 3.39 1.49 0.374 .136 −.444 .271 6 1 7
emo ional exhaus ion 4.69 1.13 −0.487 .136 .046 .271 6 1 7
employees’ u no e
in en ion
4.83 1.22 −0.687 .136 .117 .271 6 1 7
14 g. BisWaKaRMa e al.
P o . D . Achyu Gnawali, an es eemed p o esso a he cen al Depa men o Managemen in
ibhu an Uni e si y, holds a dis inguished PhD in accoun ing om he same ins i u ion. his expan-
si e expe ise lies wi hin he ealms o accoun ing, o ganiza ional managemen and hRM. Renowned
o his schola ly con ibu ions, he has au ho ed an ex ensi e a ay o a icles ea u ed in es eemed
na ional and in e na ional jou nals, solidi ying his posi ion as a espec ed au ho i y in his ield.
D . Sanju Kuma Singh is an in e na ional lec u e a Depa men o Managemen , Facul y o
economics and Business, Uni e si as ai langga, su abaya, indonesia. his expe ise lies in manage-
men and accoun ing concen a ion. he has published se e al a icles in epu ed jou nals. as a
co esponding au ho i, sanju Kuma singh would like o in o m you ha we ha e decided o pu
D . ganga am Biswaka ma’s pho o when i is published.
ORCID
ganga am Biswaka ma h p://o cid.o g/0000-0003-0389-0486
Pe doo s ee amana ai hal h p://o cid.o g/0000-0002-4691-8736
sanju Kuma singh h p://o cid.o g/0000-0001-6412-2101
achyu gnawali h p://o cid.o g/0009-0001-2827-7680
Jayan a ghimi e h p://o cid.o g/0009-0000-1878-0648
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