Abstract
The orientation of the study was towards organisational citizenship behaviour as to whether it has an incremental value on the relationship between workplace bullying and turnover intention. This study aimed to investigate the effects of workplace bullying on organisational citizenship behaviour and turnover intention in two selected South African universities. A quantitative, cross-sectional design was used. Data was collected from a convenience sample of 142 academics. Measuring instruments included the Negative Acts Questionnaire-Revised, which is used to measure workplace bullying, Turnover intention scale and Organisational citizenship behaviour checklist. The hypotheses were tested using Pearson product moment correlation and Hierarchical linear regression. Results indicated a relationship between workplace bullying, turnover intention, and organisational citizenship behaviour. There is no statistically significant linear relationship between organisational citizenship behaviour and turnover intention, and lastly the results of the study discovered that organisational citizenship behaviour does not have an incremental value on the relationship between workplace bullying and turnover intention.