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Original Article

Influence of Workplace Bullying and Leader-Member Exchange on Turnover Intention among Nurses

Mi Ra Han1, Jeung Ah Gu2, Il Young Yoo3
Journal of Korean Academy of Nursing Administration 2014;20(4):383-393.
Published online: September 30, 2014

1Graduate School, College of Nursing, Yonsei University · Department of Nursing, Mokpo Catholic University, Korea.

2Graduate School, College of Nursing, Yonsei University · Department of Nursing, Kyungwoon University, Korea.

3College of Nursing, Yonsei University, Korea.

Corresponding author: Gu, Jeung Ah. Department of Nursing, Kyungwoon University, 730 Gandong-ro, Sandong-myeon, Gumi 730-739, Korea. Tel: +82-54-479-4073, Fax: +82-54-479-4013, agathaja@naver.com
• Received: April 22, 2014   • Revised: June 3, 2014   • Accepted: July 7, 2014

Copyright © 2014 Korean Academy of Nursing Administration

This is an open access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (http://creativecommons.org/licenses/by-nc/3.0/), which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited.

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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 (β=-7.22, p<.001), work load (β=2.96, p=.003), and workplace bullying (β=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.
  • Key Words: Nurse; Turnover intention; Leadership; Bullying

This study was financially supported by Mokpo Catholic University.

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Table 1
General Characteristics of the Participants (N=364)
jkana-20-383-i001.jpg
Table 2
Nurses's Experience of Workplace Bullying (N=364)
jkana-20-383-i002.jpg
Table 3
Difference of Bullying, Turnover Intention, LMX score by General Characteristics (N=364)
jkana-20-383-i003.jpg

LMX=Leader-member exchange; *Scheffé test or Dunnett T3 test.

Table 4
Correlation among Variables (N=364)
jkana-20-383-i004.jpg

LMX=Leader-member exchange.

Table 5
Result of Hierarchial Regression (N=364)
jkana-20-383-i005.jpg

Figure & Data

References

    Citations

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    Influence of Workplace Bullying and Leader-Member Exchange on Turnover Intention among Nurses
    J Korean Acad Nurs Adm. 2014;20(4):383-393.   Published online September 30, 2014
    DOI: https://doi.org/10.11111/jkana.2014.20.4.383
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    Influence of Workplace Bullying and Leader-Member Exchange on Turnover Intention among Nurses
    J Korean Acad Nurs Adm. 2014;20(4):383-393.   Published online September 30, 2014
    DOI: https://doi.org/10.11111/jkana.2014.20.4.383
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    Related articles

    Influence of Workplace Bullying and Leader-Member Exchange on Turnover Intention among Nurses
    Influence of Workplace Bullying and Leader-Member Exchange on Turnover Intention among Nurses

    General Characteristics of the Participants (N=364)

    Nurses's Experience of Workplace Bullying (N=364)

    Difference of Bullying, Turnover Intention, LMX score by General Characteristics (N=364)

    LMX=Leader-member exchange; *Scheffé test or Dunnett T3 test.

    Correlation among Variables (N=364)

    LMX=Leader-member exchange.

    Result of Hierarchial Regression (N=364)
    Table 1 General Characteristics of the Participants (N=364)

    Table 2 Nurses's Experience of Workplace Bullying (N=364)

    Table 3 Difference of Bullying, Turnover Intention, LMX score by General Characteristics (N=364)

    LMX=Leader-member exchange; *Scheffé test or Dunnett T3 test.

    Table 4 Correlation among Variables (N=364)

    LMX=Leader-member exchange.

    Table 5 Result of Hierarchial Regression (N=364)

    Table 1

    Table 2

    Table 3

    Table 4

    Table 5

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