Influences of Workplace Violence Experience on Job Satisfaction and Turnover Intention of New Nurses

Abstract

The purpose of this study was to identify workplace violence experience of new nurses and to investigate effects on organizational variables. Workplace violence experience can lead to new nurses developing negative attitudes towards nursing jobs. A safe organizational culture in which new nurses can work while being protected from workplace violence must be established. Methods: An online survey was conducted with 180 nurses. Collected data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficients, and regression analysis. Results: The total score for workplace violence experience of new nurses was 1.75±0.55. There was a statistically significant negative correlation between verbal (r=-.32, p<.001), threatening (r=-.26, p<.001), and total (r=-.28, p<.001) workplace violence experience and job satisfaction, and a positive correlation between verbal (r=.18, p=.016), threatening (r=.17, p=.024), total (r=.17, p=.021) and turnover intention, respectively. Verbal violence experience was found to be a significant factor influencing job satisfaction, and the explanatory power of the model was 9.5%. Conclusion: Based on the results of this study, it is necessary to develop a workplace violence prevention program for new nurses and a procedure and reporting system to cope with workplace violence. Furthermore, there is a need to expand a culture of mutual cooperation and a nonviolent atmosphere.

Predicting New Graduate Nurses’ Retention during Transition Using Decision Tree Methods: A Longitudinal Study

“…Previous studies have contributed to understanding the diverse factors related to the reasons for new nurse turnover and recommended policy strategies to retain them in practice. New nurses' turnover reasons appear to increase in a poor working environment [10,11] and when nurses experience workplace bullying [12] or violence [13]. In addition, low resilience with less empowerment [11], low job satisfaction [13,14], and high job stress [15] provoke high turnover intention.…”

“…New nurses' turnover reasons appear to increase in a poor working environment [10,11] and when nurses experience workplace bullying [12] or violence [13]. In addition, low resilience with less empowerment [11], low job satisfaction [13,14], and high job stress [15] provoke high turnover intention. However, as previous studies focused on the relationship between these factors and turnover intention rather than actual turnover, there is insufcient evidence to determine whether the reported factors really predict nurse turnover in practice settings.…”