Impact of workplace bullying and burnout on job satisfaction among Bangladeshi nurses: A cross-sectional study

Chowdhury, Saifur Rahman; Kabir, Humayun; Akter, Nahida; Iktidar, Mohammad Azmain; Roy, Anjan Kumar; Chowdhury, Mahfuzur Rahman; Hossain, Ahmed

doi:10.1016/j.heliyon.2023.e13162

Cited by 25 publications

(21 citation statements)

References 57 publications

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“…and M.Sc. This nding aligns with previous research indicating that individuals with lower educational degrees tend to experience higher job satisfaction, possibly due to the expected level of wages and opportunities in Bangladesh [24,25]. On the other hand, nurses with advanced degrees may perceive more challenges, such as limited career prospects, inadequate wage increments relative to their academic degrees, and perceived exclusion due to societal perspectives on the nursing profession in Bangladesh [53].…”

Section: Discussionsupporting

confidence: 89%

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Workplace bullying and turnover intention among male nurses: A cross-sectional study in Bangladesh

Roy,

Akter,

Akter

et al. 2024

Preprint

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Background: Workplace bullying (WPB) and nurses’ turnover intention (TI) are important challenges in the healthcare sector, particularly in developing countries like Bangladesh. Understanding this relationship is crucial for developing targeted interventions to improve retention and well-being among male nurses in Bangladesh. Thus, this study aimed to explore the relationship between WPB and TI among Bangladeshi male nurses. Method: We conducted a cross-sectional study among 379 Bangladeshi registered male nurses between April 26 and July 10, 2021. The study sites included indoor or outdoor settings where nurses provide healthcare. We used the Short Negative Acts Questionnaire-9 (S-NAQ-9) to measure WPB and the Turnover Intention Scale-6 (TIS-6) to assess TI. We performed a multiple linear regression model to explore the association of WPB and other variables with TI. Results: The study participants were predominantly young male nurses, with a significant proportion employed in urban settings and holding a Bachelor of Science (B.Sc.) degree. The study found a significant positive association between WPB and TI, suggesting that higher levels of WPB were related to increased TI. Likewise, some other factors such as educational degree, smoking status, job types, professional titles, timely payment, and violence-related training showed significant associations with TI. Conclusion: This study highlights the need for focused interventions to reduce WPB and enhance working conditions for male nurses in Bangladesh. Addressing WPB, as well as improving work satisfaction through targeted initiatives, is critical for reducing TI among this demographic.

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Section: Discussionsupporting

confidence: 89%

“…Effective nursing staff retention strategies encompass appropriate compensation and career advancement opportunities [20]. However, according to the literature, negative workplace attitudes, activities, and behaviours such as WPB, violence, etc., may affect nurses' TI, burnout, depression, and poor job satisfaction [21][22][23][24][25].…”

Section: Introductionmentioning

confidence: 99%

Workplace bullying and turnover intention among male nurses: A cross-sectional study in Bangladesh

Roy,

Akter,

Akter

et al. 2024

Preprint

Self Cite

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“…In addition, this study found that perceived organizational justice can have an impact on young nurses’ job performance through the chain-mediated effects of organizational climate and job embeddedness. This result suggests that young nurses with high levels of perceived organizational justice have more positive perceptions of the hospital and organizational climate [ 64 ] and are more inclined to develop stronger ties with their colleagues, leaders, and the hospital [ 39 ], which can contribute to enhancing their job satisfaction and work motivation [ 65 ] and improve job performance. On the contrary, young nurses who perceive a low level of organizational justice will be dissatisfied with the atmosphere of the work environment in which they live [ 66 ], which may make them resistant to establishing harmonious relationships with other nurses and the organization, which is detrimental to the improvement of job performance.…”

Section: Discussionmentioning

confidence: 99%

The impact of perceived organizational justice on young nurses’ job performance: a chain mediating role of organizational climate and job embeddedness

Song,

Shi,

Zheng

et al. 2024

BMC Nurs

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Background The level of nurses’ job performance has always been of great concern, which not only represents the level of nursing service quality but is also closely related to patients’ treatment and prognosis. The aim of this study was to analyze the relationship between perceived organizational justice and job performance and to explore the mediating role of organizational climate and job embeddedness among young Chinese nurses. Methods A cross-sectional survey of 1136 young nurses was conducted between March and May 2023 using convenience sampling. Data were collected using the Job Performance Scale, Organizational Justice Assessment Scale, Nursing Organizational Climate Scale, and Job Embeddedness Scale, and the resulting data were analyzed using SPSS 25.0 and AMOS 26.0. Results There was a significant positive correlation between job performance and perceived organizational justice (r = 0.477, p < 0.01), organizational climate (r = 0.500, p < 0.01), and job embeddedness (r = 0.476, p < 0.01). Organizational climate and job embeddedness acted as chain mediators between perceived organizational justice and job performance. The total effect of perceived organizational justice on job performance (β = 0.513) consisted of a direct effect (β = 0.311) as well as an indirect effect (β = 0.202) mediated through organizational climate and job embeddedness, with the mediating effect accounting for 39.38% of the total effect. Conclusions Organizational climate and job embeddedness play a chain mediating role between perceived organizational justice and job performance, so hospital managers should pay attention to the level of perceived organizational justice among young nurses, and develop a series of targeted measures to improve their job performance using organizational climate and job embeddedness as entry points.

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“…Workplace security is put in place to keep people, property, and information safe from both physical and virtual dangers 26 . Work place violence impedes workers job satisfaction, and hence will affect their motivation to work 27 – 29 . These dangers can take many forms, from digital security hazards like cyberattacks, data breaches, and hacking to theft, violence, and sabotage, which will ultimately affect health service performance 30 .…”

Section: Discussionmentioning

confidence: 99%

Work motivation and factors associated with it among health professionals in Debre Markos Comprehensive Specialized Hospital

Tegegne,

Deml,

Yirdaw

et al. 2024

Sci Rep

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Motivation is the level of a person's willingness to put forth and maintain an effort in support of organizational goals. However, motivation towards task execution is affected by the organization and individual goals. For instance, low morale among the staff can damage the quality of service delivery. Hence, this study was intended to assess the working motivation status and factors associated with it among health professionals at Debre Markos Comprehensive Specialized Hospital. A hospital-based cross-sectional study was employed. Stratified sampling techniques were used to extract sample from each job category proportionally. To make the distribution fair, all health workers were grouped according to their job title and selected by using the lottery method from each group. A standardized, self-administered questionnaire was used to collect data. Data was checked, coded, and entered into EpiData 3.1 and exported for analysis into SPSS 25. Variable in the multivariable logistic regression model with a p value of < 0.05 at 95% CI were taken as significantly associated to motivation status. A total of 319 people were involved, with a 100% response rate. 20.4% of health professionals were motivated at Debre Markos Comprehensive Specialized Hospital. Job satisfaction (AOR 6.46, 95% CI 1.72, 24.35), the presence of adequate medical supplies (AOR 5.01, 95% CI 1.23, 25.37), work place security (AOR 6.78, 95% CI 1.498, 30.72), and the presence of training opportunities in health facilities (AOR 2.23, 95% CI 1.01, 4.96) were significant factors associated with motivation status. The proportion of motivated health professionals was very low compared to previous studies in Ethiopia. The presence of security at work, adequate medical equipment, drugs, and supplies, job satisfaction, and the presence of training opportunities were predominant motivational factors. The hospital administration needs to give priority and work to safeguard security, ensure adequate medical supplies, and offer training to improve their satisfaction and motivation.

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Impact of workplace bullying and burnout on job satisfaction among Bangladeshi nurses: A cross-sectional study

Cited by 25 publications

References 57 publications

Workplace bullying and turnover intention among male nurses: A cross-sectional study in Bangladesh

Workplace bullying and turnover intention among male nurses: A cross-sectional study in Bangladesh

The impact of perceived organizational justice on young nurses’ job performance: a chain mediating role of organizational climate and job embeddedness

Work motivation and factors associated with it among health professionals in Debre Markos Comprehensive Specialized Hospital

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