Urkus Berber, Bekir S. Yildiz


In this study, the relationship between mobbing behavior and employees’ turnover intention in organizations providing sports services was examined. The data in this study were obtained from two Provincial Directorate of Youth and Sports’ employees, in Turkey. As the data collection tool, the mobbing scale developed by Yildiz (2019) and the turnover intention scale developed by Landau and Hammer (1986) were used. As a result of this study, in which hierarchical regression analysis was used, it was found that mobbing behaviors significantly and positively affected employees’ turnover intentions. At the end of the study, administrative suggestions were given on the solution of mobbing.


Article visualizations:

Hit counter



mobbing, turnover intention, employee, sport organization

Full Text:



Akar, N. Y., Anafarta, N., and Savran, F. (2011). Causes, dimensions and organizational consequences of mobbing: An empirical study. Ege Academic Review, 11(1), 179-191.

Akbolat, M., Yilmazer, A., and Tutar, H. (2014). The effect of perceptions of mobbing of employee in hospitality businesses on job satisfaction and intention to leave. Manas Journal of Social Studies, 3(3), 1-17.

Ashill, N. J., Rod, M., and Carruthers, J. (2008). The effect of management commitment to service quality on frontline employees’ job attitudes, turnover intentions and service recovery performance in a new public management context. Journal of Strategic Marketing, 16(5), 437-462. DOI:

Bedük, A. and Ata, N. (2019). A research on the relationship between mobbing and organizational commitment: The case of municipal bus drivers. The Journal of International Social Research, 12(62), 1182-1193.

Duffield, C. M., Roche, M. A., Homer, C. and Buchan, J., and Dimitrelis, S. (2014). A comparative review of nurse turnover rates and costs across countries. Leading Global Nursing Research, 70(12), 2703-2712. DOI:

Irak, D. U. (2019). Personality and experience of mobbing: Three types of mobbing and the consequences at the workplace. The Journal of Human and Work, 6(1), 55-66. DOI:

Karik, T. and Yildiz, S. M. (2015). The effect of mobbing behaviors on burnout of women’s basketball players. International Journal of Human Sciences, 12(2), 430-442. DOI:

Landau, J. and Hammer, T. H. (1986). Clerical employees’ perceptions of intra organizational career opportunities. Academy of Management Journal, 29(2), 385-404. DOI:

Lee, Y., Lee, M., and Bernstein, K. (2013). Effect of workplace bullying and job stress on turnover intention in hospital nurses. J Korean Acad Psychiatr Ment Health Nurs, 22(2), 77-87. DOI:

Leymann, H. (1996). The content and development of mobbing at work. European Journal of Work and Organizational Psychology, 5(2), 165-184. DOI:

Leymann, H. and Gustafsson, A. (1996). Mobbing at work and the development of post-traumatic stress disorders. European Journal of Work and Organizational Psychology, 5(2), 251-275, DOI:

Öntürk, Y. (2018). Spor ortamında mobbing. Ankara: Gece Kitaplığı Yayınevi.

Razzaghian, M. and Ghani, U. (2014). Effect of workplace bullying on turnover intention of faculty members: A case of private sector universities of Khyber Pakhtunkhwa, Pakistan. Business & Economic Review, 6(1), 40-51.

Rehman, F., Yusoff, R. M., and Ismail, F. (2019). Tracing the effects of mobbing on the performance of engineers: An evidence of a telecom sector. Journal of Social Transformation and Regional Development, 1(1), 1-11.

Shuck, B., Twyford, D., Reio, T. G., and Shuck, A. (2014). Human resource development practices and employee engagement: Examining the connection with employee turnover intentions. Human Resource Development Quarterly, 25(2), 239-270. DOI:

Yi, Y., Nataraajan, R., and Gong, T. (2011). Customer participation and citizenship behavioral influences on employee performance, satisfaction, commitment, and turnover intention. Journal of Business Research, 64(1), 87-95. DOI:

Yildiz, S. M. (2011). The relationship between leader member exchange and organizational citizenship behavior in public organizations providing sports services. Selcuk University Journal of Physical Education and Sport Science, 13(3), 323-329.

Yildiz, S. M. (2013). The effect of quality of work life on employee turnover intention in sports and physical activity organizations. Ege Academic Review, 13(3), 317-324.

Yildiz, S. M. (2016). The effect of workplace mobbing behaviors on organizational citizenship behavior of employees in sport and physical activity organizations. Dokuz Eylul University The Journal of Graduate School of Social Sciences, 18(1), 165-180. DOI:

Yildiz, S. M. (2018). An empirical analysis of the leader-member exchange and employee turnover intentions mediated by mobbing: Evidence from sport organizations. Economic Research-Ekonomska Istraživanja 31(1), 480-497. DOI:

Yildiz, B. S., Kepoglu, A., and Yildiz, S.M. (2018). The effect of mobbing behaviors on amateur footballers’ burnout. CBU Beden Egitimi ve Spor Bilimleri Dergisi, 13(2), 231-246.

Yildiz, S. M. (2019). A new mobbing scale for academicians working in higher educational institutions. 9th International Social Sciences Conference in the Balkans, October 16-27, Kusadasi, Turkey.

Zapf, D. (1999). Organisational work group related and personal causes of mobbing/bullying at work. International Journal of Manpower, 20(1/2), 70-85. DOI:



  • There are currently no refbacks.

Copyright (c) 2020 Urkus Berber, Bekir S. Yildiz

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.

Copyright © 2015-2022. European Journal of Physical Education and Sport Science (ISSN 2501 - 1235) is a registered trademark of Open Access Publishing Group. All rights reserved.

This journal is a serial publication uniquely identified by an International Standard Serial Number (ISSN) serial number certificate issued by Romanian National Library (Biblioteca Nationala a Romaniei). All the research works are uniquely identified by a CrossRef DOI digital object identifier supplied by indexing and repository platforms. All authors who send their manuscripts to this journal and whose articles are published on this journal retain full copyright of their articles. All the research works published on this journal are meeting the Open Access Publishing requirements and can be freely accessed, shared, modified, distributed and used in educational, commercial and non-commercial purposes under a Creative Commons Attribution 4.0 International License (CC BY 4.0).