Over the past twenty years, the empirical research on workplace bullying has grown considerably into an international phenomenon. Workplace bullying research indicates the presence of workplace bullying often results in a variety of unfavorable consequences for victims, witnesses and employers. Most often, workplace bullying is associated with a decrease in job satisfaction, loss in productivity and increase in intention to leave. Workplace bullying refers to instances in which an employee is exposed to reoccurring behaviors, in the form of psychological abuse, over a prolonged period of time, such as excessive criticism and humiliation. Moreover, the definition includes employees’ perceptions that, as targets of bullying, they do not have the power to defend themselves. To date, research on workplace bullying has been varied and widespread, ranging from the prevalence and causes of workplace bullying to the relative impact of bullying on individual and organizational outcomes. However, few studies have assessed the moderating effect of perceived organizational support (POS) on the relationship between workplace bullying and job satisfaction and intention to leave. Therefore, the purpose of this review is to examine the literature on workplace bullying and propose that workplace bullying has a negative correlation to job satisfaction and a positive correlation to intention to leave. Moreover, this review will propose that, in the presence of POS, as a moderating variable, it will diminish the effects of workplace bullying in relation to job satisfaction and intention to leave. From a managerial perspective, this review highlights the potential negative effects of workplace bullying and emphasizes the importance of establishing and sustaining workplace cultures of support. As such, these types of cultures are conducive to maintaining a workforce with high levels of morale and employees who are committed to staying with their current employers
