Effect of Workplace Bullying and Job Stress on Turnover Intention in Hospital Nurses

Abstract

Purpose:The purposes of this study were to explore nurse' bullying experiences according to demographic characteristics and to identify effects of workplace bullying and job stress on turnover intention in hospital nurses. Methods: One hundred sixty-one graduate students working as nurses were recruited. The collected data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and Stepwise multiple regression with PASW 18.0. Results: Results show that 23.0% of the nurses interviewed had experienced bullying in the workplace within the last six months and 19.4% had been bullied during the entire employment period. Bullying perpetrators included nurses (52.9%), physicians (23.0%), and patients (17.8%). Bully nurses consisted of senior nurses (63.0%), managers or supervisors (29.6%), colleagues (3.7%), and junior nurses (3.7%). Job turnover intention in hospital nurses was significantly correlated with workplace bullying (r=.20, p=.012) and job stress (r=.37, p<.001). The most significant predictors influencing the turnover intention of hospital nurses were job stress, age, and bullying in total career and these factors accounted for 21.0% of the variance. Conclusion: Job stress and bullying significantly influence turnover intention. Therefore, educational programs should be developed and implemented to prevent workplace bullying.

The Mediating Role of Mobbing on the Relationship between Organizational Silence and Turnover Intention

“…However, despite being subject to various investigations, effect of mobbing on the relationship between organizational silence and turnover intention is still being debated and yet the moderating effect of mobbing is observed within limited research. Overall impact of mobbing in the literature is studied on various scope (Einarsen and Mikkelsen, 2003;Tetik, 2010) however there are limited research that investigates the relationship between mobbing and turnover intention (Djurkovic and McCormack, 2008;Öcel and Aydın, 2012;McCormack et al, 2009) where mostly cover health sector employees (Lee et al, 2013;Simons, 2008;Hogh et al, 2011;Berthelsen et al, 2011;Wilson et al, 2011;Hutchhinson et al, 2010).…”

Extent of compassion satisfaction, compassion fatigue and burnout in nursing: A meta-analysis

“…Organisational cultures are represented by a number of values, beliefs and behavioural patterns that become an important part of the organisation's identity and play an important role in its productivity (Denison, ). Bullying is an important behavioural attribute that affects the workplace environment (Rodwell & Demir, ) and is frequently reported to affect nurses and their productivity as well as their rate of burnout (Lee, Lee, & Bernstein, ; Sá & Fleming, ; Stanley, Martin, Michel, Welton, & Nemeth, ). Both bullying and burnout weaken nurses’ bonds with their organisations, reduce job satisfaction and cause stress‐related symptoms such as loss of confidence, nervous breakdown and depression (Rodwell & Demir, ).…”

Relationship between leadership, bullying in the workplace and turnover intention among nurses

“…In Brazil, turnover has been used as an important indicator of the quality of hospital management (PROAHSA, ). A positive association between bullying and TI among nurses has been evidenced in studies conducted in China (Lee et al, ; Tsai et al, ), Korea (Hyun‐Jung & Dahye, ) and Canada (Blackstock, Harlos, Macleod, & Hardy, ). Therefore, the first hypothesis of this study is that an increased perception of bullying is positively associated with increased TI among nurses.…”