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Stone-Romero, E. F., & Stone, D. L. (2002). Cross-Cultural Differences in Responses to Feedback: Implications for Individual, Group, and Organizational Effectiveness. Research in Personnel & Human Resources Management, 21, 275-331.
https://doi.org/10.1016/S0742-7301(02)21007-5

has been cited by the following article:

• TITLE: The Impact of Workplace Bullying on Employees’ Turnover Intention: The Role of Self-Esteem

  AUTHORS: Xiaohui Li, Xiaoqin Liu, Weizhen Chen

  KEYWORDS: Workplace Bullying, Self-Esteem, Turnover Intention, Moderating Role, Antecedents of Workplace Bullying

  JOURNAL NAME: Open Journal of Social Sciences, Vol.8 No.10, September 30, 2020

  ABSTRACT: The purpose of this study is to investigate the role of self-esteem in the relationship between workplace bullying and turnover intention in China. Basing on 215 samples, this study examined the relationship among workplace bullying, self-esteem and employees’ turnover intention. The results show that: self-esteem is negatively related to the probability of reporting oneself as a target of workplace bullying; workplace bullying is an excellent predictor of employees’ turnover; self-esteem plays a moderating role in the relationship between workplace bullying and turnover intention. An improved understanding of how individual differences impact on the exposure to workplace bullying and on the relationship between workplace bullying and turnover intention may have important implications from both the theoretical and the practical standpoints.