The impact of organisational factors on horizontal bullying and turnover intentions in the nursing workplace

Blackstock, Sheila; Harlos, Karen; MacLeod, Martha; Hardy, Cindy

doi:10.1111/jonm.12260

Cited by 80 publications

(94 citation statements)

References 30 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…This speaks to the protective nature of psychological safety in reducing the risk of work disengagement among nurse bystanders to bullying. These findings are in line with previous research that has suggested an association between nurse bullying and intention to leave (Blackstock et al., ; Johnson & Rea, ; Wilson et al., ). However, those studies did not distinguish between direct experience and witnessing of bullying as factors associated with intention to leave.…”

Section: Discussionsupporting

confidence: 92%

Organizational determinants of bullying and work disengagement among hospital nurses

Arnetz

Sudan

Fitzpatrick

et al. 2019

Journal of Advanced Nursing

View full text Add to dashboard Cite

Aims To identify organizational determinants of bullying and resulting work disengagement among hospital nurses. Design A cross‐sectional, web‐based, anonymous questionnaire study. Methods The questionnaire was administered in 2017 to all Registered Nurses in a regional healthcare system in the United States (N = 1,780), with 331 complete responses. Logistic regression was used to identify factors associated with personally experiencing and witnessing bullying, respectively. Linear regression was conducted to identify organizational factors associated with disengagement due to bullying. Results Psychological safety, a measure of team trust and respect, was inversely associated with being personally bullied and witnessing bullying. Being personally bullied, but not witnessing bullying, was associated with disengagement due to bullying. Psychological safety and competence development, a measure of opportunities to develop skills and knowledge at work, were both inversely associated with disengagement due to bullying. Conclusion Hospital units characterized by trust and respect among nurses are less likely to have a culture of bullying. Both psychological safety and competence development have a protective effect on nurse disengagement from the workplace due to bullying. Interventions to mitigate and prevent bullying and work disengagement among nurses should encompass efforts to enhance psychological safety and opportunities for competence development. Impact Bullying is a pervasive hazard in the nursing profession that contributes to unhealthy workplaces. Nurse managers and staff nurses should work together to establish psychologically safe environments where nurses dare to discuss tough issues like bullying. This research contributes to understanding the characteristics of work environments in which nurses can thrive and work effectively.

show abstract

Section: Discussionsupporting

confidence: 92%

Organizational determinants of bullying and work disengagement among hospital nurses

Arnetz

Sudan

Fitzpatrick

et al. 2019

Journal of Advanced Nursing

View full text Add to dashboard Cite

show abstract

“…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.…”

Section: Introductionmentioning

confidence: 92%

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

et al. 2018

View full text Add to dashboard Cite

show abstract

“…The major themes of restrictive work practice, top down leadership, normalizing the abnormal in team dynamics and ethical concerns, have also been found internationally to be associated with increased RN turnover. [1,4,25,26] In this study, participants reported feeling unappreciated by their employer due to lack of commensurate benefits and pay, with many describing unfairness in the distribution patterns. Feeling unappreciated emanated from perception of lack of the professional development opportunities and poor remuneration.…”

Section: Discussionmentioning

confidence: 99%

“…[25,26] This lack of autonomy has been further linked to bullying in the workforce. [1] The RNs' lack of autonomy and the tendency towards autocratic leadership in these Kenyan private hospital based findings may be associated with the prevalence of bullying in the selected hospitals.…”

Section: Discussionmentioning

confidence: 99%

“My hands are tied”: Nurses’ perception of organizational culture in Kenyan private hospitals

Mbuthia¹,

Brownie

Holroyd

2017

JHA

View full text Add to dashboard Cite

It is estimated that by 2030 the global shortage of nurses and midwives will be 7.6 million, with African countries among the most adversely affected. Within this context, it is important to understand the specific organizational factors that contribute to registered nurses (RNs)' decisions to remain or leave their workplaces in East Africa. The aim of this study was to commence exploration of these factors by exploring nurses' perceptions of organizational culture of selected private hospitals in Kenya. A small-scale exploratory qualitative approach was employed, with eight nurses undertaking semi-structured interviews. There were five female and three male nurses. All participants were RNs; two held a bachelor's degree in nursing and the rest held diplomas in nursing. The thematic analysis revealed four major themes and nine sub-themes. The major themes included: restrictive work environment, top-down leadership, normalizing the abnormal in team dynamics and professionalism, and ethical concerns. These findings suggest an urgent need for Kenyan private hospital administrators to create a hospital work environment that provides more autonomy for nurses. There is a need for inclusive leadership styles that target hospital organizational structures and processes in order to address nursing workforce team dynamics. A merit-based salary and progressive reward systems are recommended to empower nurses to remain in the workforce.

show abstract

The impact of organisational factors on horizontal bullying and turnover intentions in the nursing workplace

Cited by 80 publications

References 30 publications

Organizational determinants of bullying and work disengagement among hospital nurses

Organizational determinants of bullying and work disengagement among hospital nurses

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

“My hands are tied”: Nurses’ perception of organizational culture in Kenyan private hospitals

Contact Info

Product

Resources

About