Impact of bullying on work motivation and job satisfaction.

BACKGROUND: The purpose of this study is to investigate the impact that bullying has on the levels of work motivation and job satisfaction experienced by employees. It would be helpful if we could provide both private firms and the government some concrete ideas regarding bullying. According to the findings of this study, bullying does not have an effect on the degree to which workers are satisfied in their jobs or motivated to work. PARTICIPANTS AND PROCEDURE: Participants in this study are employees in Indonesia who have been bullied while they were on the job. Researchers utilized a non-probability sampling technique using a purposive sampling strategy. The number of samples used in this study was 400 respondents. This research used a technique called purposive sampling, which involved collecting data from a total of 400 different respondents. Quantitative methods are utilized in the processing of the data. RESULTS: The findings of this study come as a surprise due to the fact that they contradict the findings of earlier studies, which found that harassed employees do not have a direct impact on the job satisfaction and motivation of their coworkers. CONCLUSIONS: The results of this research provide both an academic and a practical perspective that can be used to assist organizations in eliminating bullying issues. This research has implications that regardless of the results of this study, bullying must become a company concern to make strict rules for bullies and education about bullying for all employees.

Impact of Toxic Leadership on Employee Performance.

This research intends to shed additional light on the effects of toxic leadership on employee satisfaction, motivation, and performance. Such a study on toxic leadership is required since, to date, no research in Indonesia have sought to quantify the consequences of toxic leadership on organizational leaders. Using surveys and structural equation modeling, a quantitative strategy was adopted (SEM). The research sample amounted to 400 taken from 8 locations in Indonesia. Using Google Forms, questionnaires were distributed to 400 employees and analyzed using the Lisrel 8.5 program. The results show that toxic leadership has an effect on job satisfaction (p > 0.00), toxic leadership has an effect on work motivation (p > 0.00), toxic leadership has no effect on employee performance (p < 0.00), job satisfaction has an effect on work motivation (p > 0.00), job satisfaction has effect on employee performance (p > 0.00) work motivation has no effect on employee performance (p < 0.00). The consequences of the study findings for organizations range from the process of screening and selection of leaders to creating stress management and self-resilience training to help employees deal with their emotions in healthy ways and strengthen their defenses.