Relationship Between Mobbing and Organizational Performance: Workplace Well-Being and Individual Performance as Serial Mediation Mechanisms

Mobbing, also referred to as workplace bullying, has significant impacts on employee behavior within organizational contexts, negatively affecting organizational performance. Consequently, promoting workplace well-being and individual performance emerges as a critical factor in mitigating the adverse effects associated with this phenomenon. This study aims to fill a gap in the research because it integrates a sequential mediation model, which elucidates the underlying mechanisms through which mobbing influences organizational outcomes. The research involved 388 workers from the public and private sectors, aged between 21 and 59 years, selected through non-probabilistic convenience sampling. Despite its limitations, this method was chosen to ensure an adequate representation of employees experiencing workplace mobbing across different sectors. Data collection was carried out using the Luxembourg Workplace Mobbing Scale, the Job Performance Questionnaire, the Organizational Performance Questionnaire, and the Workplace Welfare Scale. The findings revealed that high levels of mobbing are significantly associated with a reduction in organizational performance. Furthermore, workplace well-being and individual performance were identified as serial mediators in this relationship, indicating that more harmonious work environments enhance individual efficacy, thereby contributing to improved organizational performance. These results highlight the importance of strategic interventions focused on promoting well-being in the workplace to promote healthier and more productive organizational cultures.