Workplace Bullying and its Influence on Innovative Work Behavior: Exploring the Mediating Role of Perceived Organizational Support

Abstract

This study investigates the impact of workplace bullying on innovative work behavior (IWB), with perceived organizational support (POS) as a mediator, grounded in Conservation of Resources theory. A cross-sectional survey of 336 employees from the public banking sector in Rawalpindi and Islamabad was conducted. Using Hayes' Process Model 4, results revealed that workplace bullying significantly reduces IWB. Additionally, POS significantly mediates this relationship—employees who perceive low organizational support experience stronger negative effects of bullying, further inhibiting innovation. The findings highlights need for supportive work environment to foster employee innovate work behaviour and mitigate the harmful effects of bullying. The study offers valuable implications for organizational leadership, HR practices, and future research directions aimed at enhancing workplace well-being and innovation.

Keywords: Workplace Bullying, Innovative Work Behavior, Perceived Organizational Support, Conservation of Resource Theory.