Personal Bullying and Nurses’ Turnover Intentions in Pakistan: A Mixed Methods Study

Malik, Omer Farooq; Sattar, Abdul; Asif, Shahzad; Faiz, Rafia

doi:10.1177/0886260517719903

Cited by 29 publications

(30 citation statements)

References 60 publications

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“…Sarwar et al () argued that instances of workplace bullying in nurses working in Pakistan sparks negative emotions which may spillover from work to the family domains inciting family incivility. Moreover, a few recent studies have highlighted that nurses in Pakistan are more vulnerable to instances of bullying and are more likely to experience bullying at work in the form of ridicule, insulting or derogatory behaviors (Islam, Ahmed, & Ali, ; Malik, Sattar, Shahzad, & Faiz, ; Sarwar et al, ). The unfavorable consequences of workplace bullying on deviant behaviors are well documented in past research (Nielsen & Einarsen, ; Samnani & Singh, ).…”

Section: Introductionmentioning

confidence: 99%

Effects of bullying on job insecurity and deviant behaviors in nurses: Roles of resilience and support

2020

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Aim The present study tested a moderated mediation model in the Hospital industry of Pakistan. Extending the Conservation of Resources theory, we conducted a joint investigation of the mediating role of (a) Job Insecurity in linking Workplace Bullying with victim's deviant work behaviors and (b) the moderating roles of Resilience and Perceived Supervisor Support in influencing the mediation. Background Although the direct effects of bullying on deviant work were well established, the mechanisms and the boundary conditions through which bullying triggers deviant behaviors are still unknown. Method Utilizing temporally segregated field data from a sample of nurses and their fellow colleagues (n = 251 dyads), a quantitative study was conducted in Pakistani hospitals. Results Results were consistent with our hypothesized moderated mediation (mod‐med) framework in which workplace bullying led to deviant work behaviors in nurses via job insecurity. Moreover, this indirect effect was salient under nurses' low resilience and perceptions of supervisor support. Conclusion Based on these findings, the relationship between workplace bullying and deviant work behaviors appears to be more complex than what is commonly believed. Implications for Nursing Management The findings of the present study emphasize how and why bullying at workplace (particularly nurses) generates deviant work behavior.

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Section: Introductionmentioning

confidence: 99%

Effects of bullying on job insecurity and deviant behaviors in nurses: Roles of resilience and support

2020

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“…(Duarte & Pinto‐Gouveia, ; Duarte, Pinto‐Gouveia, & Cruz, ). Bullying behaviour can also lead to turnover and intent to leave (Blackstock, Harlos, Macleod, & Hardy, ; Hayward, Bungay, Wolff, & MacDonald, ; Malik, Sattar, Shahzad, & Faiz, ; Razzaghian & Ghani, ). While these findings linking negative characteristics to bullying are not unique to this study, they strongly support the continued need for hospital and nursing leadership to improve the work environment.…”

Section: Resultsmentioning

confidence: 99%

Evaluating horizontal violence and bullying in the nursing workforce of an oncology academic medical center

et al. 2019

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Aim To evaluate horizontal violence and bullying in the nursing workforce of an oncology inpatient and outpatient academic centre and to test the Horizontal Violence Scale in an outpatient setting. Background Horizontal violence (HV) and bullying in the workplace are dysfunctional behaviours that can affect nursing staff and patient care. The impact of bullying and HV is multilevel, affecting patient safety and satisfaction, nursing retention and employee satisfaction, while creating poor patient outcomes. Methods A quantitative cross‐sectional descriptive design was used to examine prevalence of HV and bullying and the relationship between HV and bullying of nursing department personnel in an oncology setting. Results The study findings revealed significant positive relationships between bullying and HV in both inpatient and outpatient settings. Conclusion Nurses experience diverse workplace violence, which could decrease their professional quality of life and affect their turnover intention no matter the work setting. Implications for nursing management The findings of this study clearly link the presence of bullying and HV, which includes, emotional, physical, verbal and defiant behaviours to both inpatient and outpatient workplace settings. A positive organisational culture, which can be shaped by nursing leaders, can create a work environment that can thwart workplace violence.

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“…Pakistan is also facing rampant turnover in healthcare industry [127] and [158]. According to [113], Pakistan is not having sufficient number of nurses according to the needs of rising population rate. According to [48], total numbers of registered nurses are 103,777 while according to [47], total number of registered nurses were 62,651.…”

Section: Literature Review 21 Turnover Intentionsmentioning

confidence: 99%

“…Various empirical studies have been conducted on turnover intentions among registered nurses but in western context. However, limited studies have been carried out in Pakistan [112], [113], [12], [106] and [15]. Furthermore, majority of them focused on telecom sector of Pakistan [147], [152] and [74].…”

Section: Introductionmentioning

confidence: 99%

The role of psychological empowerment and job satisfaction on turnover intentions directly and indirectly through affective commitment on registered nurses in healthcare industry of twin cities (Islamabad and Rawalpindi) of Pakistan

Rafiq

Shah

Sajjad

et al. 2020

IJET

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The shift from financial capital to the human capital has brought a significant change in the workplace and market. The role of nurses is getting crucial day by day and there is great need of retention of nurses in order to sustain the smooth operation of hospitals. Nurses’ turnover has gained much importance and has become a concern for the hospitals. Psychological empowerment plays a vital role in retention of the employees and in return leads to success of the organization. Proper psychological empowerment and job satisfaction build such an environment that leads to develop people and enhance their affective commitment in industry like service industry, particularly in healthcare industry where the first impression of an organization is portrayed by their nurses. Researchers and practitioners have paid much of their attention to understand this phenomenon. The aim of the study is to investigate the role of psychological empowerment and job satisfaction on nurses’ turnover intentions directly and indirectly through affective commitment. This study filled the gap by investigating such relationships in healthcare industry which has previously neglected, particularly at nurses level. A total of 520 questionnaires have been distributed in registered public and private hospitals located in twin cities of Pakistan. Structural Equation Modeling (SEM, AMOS) was employed to test hypotheses. This study showed relationships and interesting findings with mediation analysis. Findings of this study are important for top management of hospitals. In order to retain nurses, this study offers the theoretical and practical implications which could be used to enhance the affective commitment of nurses and reduce the turnover intentions.

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Personal Bullying and Nurses’ Turnover Intentions in Pakistan: A Mixed Methods Study

Cited by 29 publications

References 60 publications

Effects of bullying on job insecurity and deviant behaviors in nurses: Roles of resilience and support

Effects of bullying on job insecurity and deviant behaviors in nurses: Roles of resilience and support

Evaluating horizontal violence and bullying in the nursing workforce of an oncology academic medical center

The role of psychological empowerment and job satisfaction on turnover intentions directly and indirectly through affective commitment on registered nurses in healthcare industry of twin cities (Islamabad and Rawalpindi) of Pakistan

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