Purpose This study aimed to investigate the relationship between' perceived ethical climate, workplace bullying, and turnover intention among hospital nurses. Methods This study was conducted with 190 full-time nurses working in hospitals in Korea as participants. Data were collected from online communities using Google Docs from July 22 to July 25, 2022. Results Average values were as follows: ethical climate was 3.79±0.60, workplace bullying was 2.31±0.77, and turnover intention was 3.79±0.60. While turnover intention had no correlation with ethical climate, it had a positive relationship with workplace bullying. Workplace bullying was influenced by verbal aggression (β=.48, p=.001), inappropriate task assignment (β=.26, p=.006), monthly salary (β=.18, p=.001), and working department (β=-.13, p=.012). These four variables may explain 60.0% of hospital nurses' turnover intention. Conclusion To prevent turnover of hospital nurses, nursing managers should establish nursing career development programs to ensure adequate retention of experienced nurses. The need to provide nurses with communication skills training to prevent verbal attacks and bullying in the workplace has been identified.
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Purpose This study was conducted to understand the factors influencing the performance of nurses to identify interventions to promote nursing performance. The study focused on workplace bullying, social interaction anxiety, and positive psychological capital. Methods Data were collected from 148 nurses who had been working for over six months at four hospitals and analyzed using the SPSS/WIN 21.0 program. Results Significant differences were found in nursing performance grades by age (F=3.93, p=.010), marital status (t=-2.52, p=.013), current department experience (F=3.72, p=.013). Nursing performance had a negative correlation with social interaction anxiety (r=-.27, p=.001) and positive psychological capital (r=.61, p<.001). Factors affecting nursing performance were positive psychological capital and age, such that the 40~49-year-old group had a relatively higher influence on nursing performance than the 29-year-old group. The explanatory power of regression analysis was 3% (F=47.65, p<.001). Conclusion The results suggest that to improve nursing performance, positive psychological capital based coaching and educational programs would be suitable for nurses and should be applied to the nursing education curriculum.
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Purpose This study aimed to investigate the effects of organizational silence and organizational justice on bullying among hospital nurses in their workplace.
Methods: This study was a cross-sectional survey conducted on 235 full-time nurses in Korea. Data were collected online using Google Docs from 14 June to 9 July 2021.
Results: Nurses who were male, below 30 years of age, unmarried, had less than five years of clinical experience, had worked in special departments, and had no prior experience with workplace bullying were more vulnerable to workplace bullying than nurses with other characteristics. Workplace bullying of hospital nurses was positively correlated with their acquiescent silence and defensive silence, and negatively correlated with their procedural justice and interactional justice. Factors influencing workplace bullying of hospital nurses were defensive silence, bullying experience (have), distributive justice, acquiescent silence, gender (male), and marital status (single). These six variables explained 55% of workplace bullying in hospital nurses.
Conclusion: Based on the results of this study, it could be concluded that nursing managers should keep organizational silence low, organizational justice high, and pay more attention to nurses who are vulnerable to bullying in their workplace.
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Purpose The purpose of this study was to construct and test a hypothetical model based on the Incivility Spiral model for identifying the factors of workplace incivility of nurses and determining if incivility evolve to bullying.
Methods: The data were collected from nurses working at 9 hospitals in Seoul, Gyeonggi, Daejeon, Changwon, and Busan province from July 1 to August 15, 2019, using structured questionnaires. Finally, the data from 274 nurses were analyzed.
Results: The goodness-of-fit of the hypothetical model was at a good level and 10 out of 13 hypotheses were supported. The workplace incivility was both directly and indirectly affected by anger tendency, leadership of head nurses, and communication competence and directly affected by civility culture. Each of the variables affecting workplace incivility was also found to be a significant factor indirectly affecting workplace bullying and workplace incivility was a factor directly affected on workplace bullying. The variables in this study accounted for 57% of workplace incivility and 65% of workplace bullying.
Conclusion: In order to prevent workplace bullying, it is important to initially manage workplace incivility, and for this, clear standards and policies for workplace incivility should be prepared and utilized.
Purpose This study was done to determine whether the Korean version of the cyberbullying scale developed for adolescents is applicable to newly graduated nurses. Methods: This scale was composed of 14 items with the one-factor structure to measure the degree of cyberbullying and 1 item with multiple responses the media used for cyberbullying. Online survey data were collected from 279 newly graduated nurses who worked in hospital. Internal consistency reliability and construct validity using confirmatory factor analysis were conducted using SPSS/WIN 26.0 and AMOS 26.0. Results: The one-factor structure was validated through confirmatory factor analysis (x 2 =360.22, df=77, Normed Fit Index (NFI)=.91, Tucker Lewis index (TLI)=.92, Comparative Fit Index (CFI)=.93, and Root Mean-Squared Error of Approximation (RMSEA)=.12). The correlation coefficient between cyberbullying and workplace bullying was .50 (p<.01), confirming the criterion-related validity. The Korean version of the cyberbullying scale showed reliable internal consistency with a Cronbach’s ⍺ for the total scale of .97. Conclusion: Findings from this study demonstrate that the Korean version of the cyberbullying scale has satisfactory construct validity and reliability to measure cyberbullying experience among newly graduated nurses. The use of this scale will be valuable for future practice and research related to cyberbullying.
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Purpose The purpose of this study was to explore the effect of meaning of work, job embeddedness, and workplace bullying on turnover intention in university hospital nurses.
Methods: Data were collected from 126 nurses in a university hospital with more than 500 beds in C-city. Data analysis was performed using multiple linear regression with the SPSS 25.0 program.
Results: Significant factors influencing the turnover intention of hospital nurses were meaning of work, job embeddedness and workplace bullying.
Conclusion: Negative significant factors influencing the turnover intention of university hospital nurses were meaning of work and job embeddedness. Workplace bullying was the only positive significant factor influencing turnover intention of university hospital nurses. In order to reduce turnover intention, it is necessary to find an alternative that strengthens the meaning of work and job embeddedness and prevents the workplace bullying.
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Purpose The purpose of this study was to investigate workplace bullying, job satisfaction, and happiness among perioperative nurses.
Methods: Participants were 194 nurses who worked in hospitals with over 100 beds and located in G city and J Province. Data collection was conducted from May 4 to June 4, 2020. Descriptive statistics, independent t-test, one-way ANOVA, and stepwise multiple regression were used with IBM SPSS Statistics 26 program for data analysis.
Results: The mean score were, for workplace bullying, 1.87, for job satisfaction, 3.50, and for happiness, 3.87. Happiness of perioperative nurses was significantly influenced by job satisfaction (β=.52, p<.001), leisure time (β=.16, p=.008), and marital status (β=.13, p=.026).
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Purpose This study was done using quantile regression to identify the factors affecting nurses’ turnover intention.
Methods: A sample of 163 nurses, who had worked in hospitals for more than 6 months, was recruited from two online nursing communities. Data were collected through self-report questionnaires, which included turnover intention, workplace bullying, empowerment, and sociodemographic and job characteristics. Collected data were analyzed using ANOVA, Kruskal-Wallis test, Mann-Whitney U test, Spearman correlation coefficients, and quantile regression.
Results: The factors affecting turnover intentions by quantile were partially different, but the predicting factors over 50% quantile were workplace bullying (Q50, b=0.15, p=.002; Q75, b=0.10, p=.025; Q90, b=0.12, p=.012), structural empowerment (Q50, b=-0.64, p<.001; Q75, b=-0.55, p=.005) and experience in current unit (Q75, b=-0.04, p=.013; Q90: b=-0.05, p=.002).
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Purpose In this study the validity and reliability of the Korean version of the bullying (bullying-K) measure for nurses in Korea was investigated.
Methods: Participants included 392 nurses from general hospitals with over 300 beds in Korea and was carried out for 2 months in the form of self reporting questionnaires. In this study the content validity, construct validity, concurrent validity and reliability were verified using SPSS 18.0 and AMOS 20.0.
Results: The Korean version of the bullying measurement which is comprised of six factors, with a total of 37 questions that include eleven regarding attacks towards showing oneself and communication, eight regarding effects on psychology and fatigue, eight regarding effects of the organization and management, five regarding attacks towards personal and professional relationships, two regarding effects on health and three regarding effects on social relationships. The Korean version of the bullying measurement was validated by confirmatory factor analysis (x2 /df=2.90, CFI=.90, GFI=.85, NFI=.86, RMR=.06, RMSEA=.06, TLI=.89). Furthermore, the reliability verification showed Cronbach's ⍺= .85, confirming that the Korean version of the tool in this study was very reliable.
Conclusion: This study showed that the Korean version of the bullying measurement is a valid and reliable instrument to assess nurses in Korea.
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PURPOSE The purpose of this study was to examine the relationships of job stress, team cohesion, organizational justice and workplace bullying among Korean general hospitals nurses. METHODS During December 2016 and January, 2017, a survey of 198 nurses was done using structured self-administered questionnaires. Data were analyzed using descriptive statistics, t-test, one way ANOVA, Pearson correlation coefficients and multiple linear regression analysis. RESULTS The prevalence of bullying was 12.1%. The results of the multiple linear regression analysis revealed that task cohesion (β=−.20, p=.040) as a sub-factor of team cohesion and job stress (β=.19, p=.047) were predictive of workplace bullying (Adj. R²=.11, p < .001). CONCLUSION These results suggest that team cohesion and job stress are associated with workplace bullying by nurses. Building a well-organized management plan which reduces job stress and promotes team cohesion is recommended for the registered nurses.
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PURPOSE The purpose of this descriptive study was to identify the impact of workplace bullying and LMX (Leader-Member Exchange) on turnover intention among nurses. METHODS The participants were 364 nurses from the Seoul metropolitan area who were attending a continuing education program. A structured questionnaire was used for data collection and data were analyzed using the SPSS/Window program. Hierarchical multiple regression analysis was performed to verify the effect of variables on turnover intention. RESULTS Higher workplace bullying was associated with higher turnover intention. Workplace bullying was negatively correlated with leader-member exchange. The most influential factors for turnover intention were LMX (beta=-7.22, p<.001), work load (beta=2.96, p=.003), and workplace bullying (beta=2.64, p=.009). These factors accounted for 28% of the variance in turnover intention. CONCLUSION The study results indicate that there is need to develop strategies to prevent workplace bullying and cultivate a good relationship between nursing managers and nurses to lower nurses' turnover intention.
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PURPOSE The purpose of this study was to identify the effects of bullying, negative affectivity and burnout in the nurses. METHODS The sample consisted of 389 nurses. Data were analyzed using frequency, percentage, mean, standard deviation, t-test, ANOVA, Scheffe, Pearson Correlation Analysis and Hierarchical Multiple Regression. RESULTS The control variables of age, marital status, education level, current position, health status and work unit explained 30.2%(F=28.9, p<.001) of variance in burnout. The control variables, bullying and negative affectivity collectively explained 49.7% of variance in burnout. CONCLUSION The results indicate that the demographic factors influencing burnout are age, education level, health status, work unit, while bullying and negative affectivity in the work places are factors that influence burnout. These findings can be utilized to develop strategies to reduce bullying and negative affectivity.
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