Gachon University College of Nursing, Incheon, Republic of Korea.
Department of Nursing, Hoseo University, Asan, Republic of Korea.
J Clin Nurs. 2019 Jul;28(13-14):2577-2588. doi: 10.1111/jocn.14843. Epub 2019 Mar 18.
To investigate the current state of face-to-face bullying and cyberbullying among nurses in the workplace and to identify the effects of nursing organisational culture on face-to-face bullying and cyberbullying.
It is important to accurately examine the current state of workplace bullying to acknowledge the gravity of the situation faced by nurses and devise prevention strategies. Electronic communication by computer or smartphone is widely used as a prompt and efficient means of facilitating nursing work; however, this leads to the possibility of cyberbullying as well as face-to-face bullying among nurses.
Descriptive cross-sectional study.
A total of 226 staff nurses working in one of five upper tertiary hospitals in Korea with a career of 10 years or shorter were surveyed using a self-reported questionnaire. The collected data were evaluated using various statistical analyses, including hierarchical regression. Our study was applied to the STROBE checklist of items.
The mean face-to-face bullying score was 1.32 ± 0.53 and the cyberbullying score was 1.14 ± 0.37 (possible range: 1-5); most were work-related negative experiences. The explanatory power of nursing organisational culture for face-to-face bullying was 6.3%, and relation-oriented culture and hierarchy-oriented culture were major factors affecting face-to-face bullying. The explanatory power of nursing organisational culture for cyberbullying was 4.3%, and relation-oriented culture was a major factor affecting cyberbullying.
Relation-oriented culture had a significant effect on both face-to-face bullying and cyberbullying. Therefore, organisations should strive to foster a relation-oriented nursing organisational culture in order to prevent and resolve workplace bullying among nurses.
Cyberbullying should be addressed as an important type of workplace bullying in nursing, which occurs via various information and communication devices. To prevent workplace bullying among nurses, various strategies that promote relation-oriented nursing organisational cultures should be considered.
调查工作场所护士面对面欺凌和网络欺凌的现状，并确定护理组织文化对面对面欺凌和网络欺凌的影响。
准确检查工作场所欺凌的现状对于认识到护士所面临的情况的严重性并制定预防策略非常重要。计算机或智能手机的电子通信被广泛用作促进护理工作的及时有效的手段；然而，这也导致了护士之间网络欺凌和面对面欺凌的可能性。
描述性横断面研究。
对韩国五所三级医院中的 226 名工作年限在 10 年以下的在职护士进行了一项自我报告问卷调查。使用各种统计分析，包括分层回归，对收集的数据进行评估。我们的研究应用了 STROBE 清单项目。
平均面对面欺凌得分为 1.32 ± 0.53，网络欺凌得分为 1.14 ± 0.37（可能范围为 1-5）；大多数是与工作相关的负面经历。护理组织文化对面对面欺凌的解释力为 6.3%，关系导向文化和等级导向文化是影响面对面欺凌的主要因素。护理组织文化对网络欺凌的解释力为 4.3%，关系导向文化是影响网络欺凌的主要因素。
关系导向文化对面对面欺凌和网络欺凌都有显著影响。因此，组织应该努力培养关系导向的护理组织文化，以预防和解决护士工作场所的欺凌问题。
网络欺凌应该被视为护理工作场所欺凌的一种重要类型，它通过各种信息和通信设备发生。为了预防护士工作场所的欺凌，应该考虑各种促进关系导向的护理组织文化的策略。
