Authors : Hajaratu Bah; Alhaji Sawaneh; Mohamed Yayah Bah; Mamud Jalloh

Volume/Issue : Volume 11 - 2026, Issue 3 - March

Google Scholar : https://tinyurl.com/3yyrm2ae

Scribd : https://tinyurl.com/4f6aaemr

DOI : https://doi.org/10.38124/ijisrt/26mar530

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Abstract : Workplace bullying poses significant challenges to employee well-being and organizational retention. This study examines the relationship between workplace bullying and turnover intentions at the Makeni District Council, Sierra Leone. Using a descriptive research design, data were collected from 100 employees through structured questionnaires adapted from validated instruments. Findings reveal moderate to high prevalence of workplace bullying (M=3.37), manifesting primarily through unrealistic deadlines, dismissal of ideas, and verbal abuse. Bullying significantly reduces employee job satisfaction and morale (M = 3.78), with employees reporting high anxiety, emotional exhaustion, and reduced motivation. Correlation analysis demonstrates a strong positive relationship between bullying and turnover intentions (r=0.742, p<0.001), with bullying explaining 55% of the variance in turnover decisions (R²=0.55). The study validates the applicability of the Job Demands–Resources Model and Conservation of Resources Theory in an African public sector context. Results underscore the urgent need for anti-bullying policies, leadership training, confidential reporting mechanisms, and employee support services to reduce turnover and enhance organizational effectiveness.

Keywords : Workplace Bullying, Employee Turnover, Job Satisfaction, Public Sector, Sierra Leone, Organizational Behavior.

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