Workplace violence and turnover intention among the Bangladeshi female nurses after a year of pandemic: An exploratory cross-sectional study

Abstract

During the COVID-19 pandemic, workplace violence was widespread against healthcare personnel. Workplace violence (WPV) against nurses exhilarates their turnover intention (TI). The objective of this study was to investigate the association between workplace violence and turnover intention and also identify other factors associated with TI among Bangladeshi female nurses. An exploratory cross-sectional study was carried out among 881 female nurses between April 26 and July 10, 2021. The TI of the female nurses was the outcome variable of this study. The primary exposure variable was WPV faced by the nurses. Workplace Violence Scale (WPVS) was used to measure the WPV, and Turnover Intention Scale-6 (TIS-6) was used to measure the TI of the nurses. Multiple linear regression model was fitted to find the adjusted association of TI with WPV and other study variables. A stratified analysis by type of job (government vs. private) was also performed. The majority of the nurses (74.46%) faced low to high levels of WPV. The overall mean score of TIS was found 16.33 (± 4.72). Multiple linear regression analysis revealed that compared to government jobholders, the mean score of TIS (15.81 vs. 17.20) was found significantly higher among the private jobholders (p < 0.001). Nurses exposed to the intermediate and high level of WPV had a significantly higher TI score (β = 4.35, 95% CI: 3.36, 5.34) than the non-exposures. The TI of private jobholders was found significantly higher (β = 2.04, 95% CI: 1.09, 3.00) than the government jobholders. Compared to diploma degree holders, significantly higher TI was observed among the B.Sc. degree holders (β = 0.86, 95% CI: 0.22, 1.55) and M.Sc. degree holders (β = 1.46, 95% CI: 0.58, 2.34). Besides, the nurses who did not get timely salaries scored higher TI (β = 1.17, 95% CI: 0.12, 2.22). Moreover, the nurses who did not receive any training against WPV scored significantly higher TI (β = 1.89, 95% CI: 1.03, 2.74). The stratified analysis by type of job also revealed significant factors of TI in government and private settings. This study found a high prevalence of WPV and a high rate of TI among Bangladeshi female nurses. Moreover, this study explored an association between WPV and TI. The study findings could help policymakers facilitate a comfortable working environment by preventing WPV and addressing the factors to reduce nurses’ frequent TI.

Workplace violence, bullying, burnout, job satisfaction and their correlation with depression among Bangladeshi nurses: A cross-sectional survey during the COVID-19 pandemic

“…The 5-item Workplace Violence Scale (WPVS) was used to assess WPV against nurses [ 36 , 37 ]. Previous studies, including studies among healthcare professionals, used the WPVS [ 38 , 39 ], including studies conducted during the COVID-19 pandemic [ 14 ]. This scale reports five types of violence: physical attack, mental abuse, threat, verbal sexual harassment, and sexual assault.…”

“…There was an empirically demonstrated link between WPV and psychological issues; for example, those subjected to WPV had a higher prevalence of depression than those not [ 13 ]. According to a recent study in Bangladesh, the overall prevalence of WPV among female nurses was 74.46% [ 14 ].…”

Nurse‐to‐nurse horizontal violence during the covid‐19 pandemic and its impact on turnover intention: A cross‐sectional study

“…Hostility between nurses at the same level is known as horizontal or lateral violence, which has been defined by some scholars as bullying in this profession. Previous studies have further confirmed the idea that nurses who have experienced horizontal violence can have higher turnover intention (Bashaw, 2019 ; Kabir et al, 2022 ), as explained by Kanter's theory of structural empowerment (Kanter, 2008 ). This theory takes account of three levels of empowerment, that is, the workplace that has the necessary structures to promote empowerment, the psychological belief in one's ability to be empowered, and the acknowledgement of power in the relationships and care that nurses provide (Amor et al, 2021 ; Favaro et al, 2021 ).…”

“…Similarly, another study had revealed that horizontal violence could cause HCPs to quit their professions (Bashaw, 2019 ). A survey had also reported higher levels of turnover intention in female nurses who had experienced high levels of horizontal violence (Kabir et al, 2022 ). While there is no exact information on the emigration of Iranian nurses to other countries, a 2021 report published by the Iranian Ministry of Health and Medical Education has acknowledged a sharp increase in the number of such nurses, and the news agencies have made estimates ranging from 1500 to 6000 cases a year, depending on the sources.…”

Workplace Bullying and Violence on Burnout Among Bangladeshi Registered Nurses: A Survey Following a Year of the COVID-19 Pandemic

“…The workplace violence scale (WVS) was used to measure the WPV experienced in the last 12 months [ 40 , 41 ]. Several studies used this scale to measure workplace violence among nurses and other health care workers previously [ 42 – 45 ]. The scale was composed of five types of WPV named physical assault, emotional abuse, threat, verbal and sexual harassment, and sexual assault.…”