Workplace bullying and turnover intentions among Pakistani nurses: the roles of job satisfaction and self-efficacy

Purpose Pakistan’s public hospitals face persistent nurse shortages, and high turnover is a major cause of this problem. This study examines whether workplace bullying increases nurses’ turnover intentions. It focuses on two forms of bullying (work-related and person-related), tests job satisfaction as a mediator and examines self-efficacy as a moderator. Design/methodology/approach Data were collected using a stratified sampling approach from nurses working in government hospitals. The final sample included 448 nurses from public hospitals in Sindh Province. The data were analyzed using Statistical Package for the Social Sciences (SPSS) and SmartPLS 4.0. Findings Both work-related and person-related bullying are linked with lower job satisfaction. Job satisfaction is also linked with lower turnover intention. In addition, job satisfaction explains part of the link between bullying and turnover intention. Self-efficacy moderates the relationship between job satisfaction and turnover intention, such that the negative effect of low job satisfaction on turnover intention is weaker among nurses with higher self-efficacy. Originality/value This study provides practical guidance for hospital managers and human resources (HR) staff seeking to reduce turnover by addressing bullying and improving job satisfaction. It also offers policy-relevant evidence for retention strategies in public healthcare settings in developing countries, including Pakistan.