How Maladjustment and Workplace Bullying Affect Newcomers’ Turnover Intentions: Roles of Cognitive Diversity and Perceived Inclusive Practices

Purpose: This study examined newcomers experiencing maladjustment due to cognitive diversity, specifically, how maladjustment affects their turnover intentions; the mediating role of reported workplace bullying; and the buffering effect of perceived inclusive practices in the hospitality sector.
Design/methodology/approach: We collected time-lagged data from 403 respondents and analyzed the data through hierarchical regression analyses using SPSS 25.0.
Findings: Role ambiguity, low self-efficacy, and social exclusion could each lead to newcomers’ reported workplace bullying (NRB). Perceived inclusive practices buffered the impacts of role ambiguity and social exclusion. NRB negatively mediated the relationships between role ambiguity and NRB; and social exclusion and NRB.
Practical implications: Hospitality practitioners should specify work procedures to minimize role ambiguities and record service processes to correct mistakes; reward veterans who help newcomers improve self-efficacy; invite newcomers to develop inclusive practices; and review employee comments on third-party platforms to understand factors responsible for turnover intention.
Originality/value: This study contextualized cognitive diversity into newcomers’ maladjustment-bullying-turnover model in China’s hospitality industry. It highlighted the buffering effect of perceived inclusive practices in the relationships between maladjustment and reported bullying and turnover intentions among newcomers and confirmed the important role of self-efficacy in addressing adverse work events.