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Workplace bullying includes behaviors such as harassing, offending, or socially excluding the target. This study examines whether the relationship between workplace bullying and intention to leave is mediated by affective commitment. Based on data from 142 schoolteachers in China, a partial least squares analysis revealed that affective commitment partially mediates the effect of bullying on intention to leave. Furthermore, the direct effect of bullying on intention to leave is stronger than the indirect effect. Theoretical and practical implications include that awareness needs to be raised about what constitutes bullying behavior and that more emphasis needs to be placed on preventing bullying in the workplace.