PURPOSE It is expected that there will be a difference in job stress between special unit (operating room, anesthesia room) nurses and general ward nurses in general hospitals, but factors influencing job stress have not been examined. This study reports on research to examine the sources of verbal abuse in the workplace. METHODS Participants were 243 nurses (special unit 112, general ward 132) working in a hospital in I city. Data collection period was March 18 to March 25, 2016 and questionnaires were used to collect data. Comparison of differences in influence of verbal abuse on job stress between special unit and general ward nurses was analyzed with multiple hierarchical regression. RESULTS In special unit nurses, verbal abuse from doctors and/or nurses influenced their job stress (Adj. R²=.545). In general ward nurses, verbal abuse from patients and/or care-givers influenced their job stress (Adj. R²=.241). CONCLUSION Findings indicate a need to campaign for increase respect among nurse-doctor, nurse-nurse, and nurse-patients/care givers because verbal abuse from doctors, nurses, and patients/care-givers causes negative attitudes in nurses. General ward nurses in particular should provide sufficient explanation to patients about nursing services because verbal abuse from patients/care-givers is related to their complaints about nursing care.
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PURPOSE The aim of this study was to investigate the relationships between the hemodialysis unit nurses' experience of verbal abuse, job stress, burnout, and turnover intention, and to identify the explained variances for turnover intention. METHODS The research design was a descriptive survey using a probability sampling. The data were measured using self-report questionnaires from 231 hemodialysis unit nurses in seven cities in Korea and were analyzed with SPSS 20.0. RESULTS The mean scores were 2.45±0.62 (out of 5) for experience of verbal abuse, 2.40±0.26 (out of 4) for job stress, 2.31±0.48 (out of 4) for burnout, and 3.16±0.05 (out of 5) for turnover intention. There were significant correlations among the experience of verbal abuse, job stress, burnout, and turnover intention within the hemodialysis unit nurses. Factors influencing turnover intention were 'burnout' (β=.42, p<.001) and 'job stress' (β=.17, p=.015)which explained 42% of the variance (F=15.98, p<.001). CONCLUSION Results suggest that in order to reduce nurses' turnover intention, nurse managers should explore strategies to reduce nurses' burnout and job stress in nurses in hemodialysis units.
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