Middle Eastern Journal of Disability Studies

Background and Objectives: One of the important and effective indicators of human resources is the turnover rate, which imposes irreparable effects on the organization, and organizations face numerous problems in attracting and retaining talented employees. The present study aimed to investigate the relationship between workplace bullying, job insecurity, and burnout with intention to quit in private bank employees.
 Method: The statistical population of the study included all employees of private banks in 2024. G-Power software version 1.3 was used to estimate the sample size. Considering an effect size of 0.15, power of 0.95, and alpha of 0.05, a sample size of 260 was obtained. In order to increase the generalizability of the results using the convenience sampling method, 300 employees were selected as a sample. The Workplace Bullying Questionnaires of Inarsen et al. (2009), Job Insecurity of O'Neill and Sovitus (2013), Job Burnout of Maslas (1985), and Intention to Quit the Job of Kamen et al. (1983) were used to collect data. The data were analyzed using Pearson's correlation coefficient and multiple regression in SPSS statistical software.
Results: The findings showed that there is a significant positive relationship between workplace bullying, job insecurity, and burnout with intention to leave the job. Also, the results of regression analysis revealed that 51% of the variance in employees' intention to leave the job can be predicted by workplace bullying, 29% of the variance in employees' intention to leave the job can be predicted by job insecurity, and 42% of the variance in employees' intention to leave the job can be predicted by job burnout (p<0.01).
Conclusion: Therefore, it can be concluded that workplace bullying, job insecurity, and burnout play a role in predicting employees' intention to leave the job, and to reduce employees' intention to leave the job, it is necessary to make interventions on workplace bullying, job insecurity, and burnout.