% ▁actually ▁left ▁the ▁organisation . ▁In ▁a ▁study ▁of ▁public - se ctor ▁union ▁members , ▁approximately ▁one ▁in ▁five ▁workers ▁reported ▁having ▁considered ▁leaving ▁the ▁work place ▁as ▁a ▁result ▁of ▁witness ing ▁bul lying ▁taking ▁place . ▁Ray ner ▁explained ▁these ▁figures ▁by ▁pointing ▁to ▁the ▁presence ▁of ▁a ▁climate ▁of ▁fear ▁in ▁which ▁employees ▁considered ▁reporting ▁to ▁be ▁unsafe , ▁where ▁bul lies ▁had ▁“ got ▁away ▁with ▁it ” ▁previously ▁despite ▁management ▁knowing ▁of ▁the ▁presence ▁of ▁bul lying . ▁ ▁One ▁can ▁rather ▁easily ▁spot ▁an ▁office ▁with ▁a ▁bul lying ▁problem ▁- ▁there ▁is ▁an ▁exception ally ▁high ▁rate ▁of ▁turn over . ▁While ▁not ▁all ▁places ▁with ▁high ▁personnel ▁turn over ▁are ▁sites ▁of ▁work place ▁bul lying , ▁nearly ▁every ▁place ▁that ▁has ▁a ▁bul ly ▁in ▁charge ▁will ▁have ▁elev ated ▁staff ▁turn over ▁and ▁abs ente e ism . ▁ ▁N arc iss ism ▁and ▁psych op ath y ▁▁ ▁According ▁to ▁Thomas , ▁there ▁tends ▁to ▁be ▁a ▁higher ▁level ▁of ▁stress ▁with ▁people ▁who ▁work ▁or ▁interact ▁with ▁a ▁n arc iss ist , ▁which ▁in ▁turn ▁increases ▁abs ente e ism ▁and ▁staff ▁turn over . ▁Bod dy ▁finds ▁the ▁same ▁dynamic ▁where ▁there ▁is ▁a ▁corpor ate ▁psych op ath ▁in ▁the ▁organisation . ▁ ▁In vest ments ▁ ▁Low ▁turn over ▁may ▁indicate ▁the ▁presence ▁of ▁employee ▁" in vest ments " ▁( also ▁known ▁" side ▁bet s ") ▁in ▁their ▁position : ▁certain ▁ ▁may