Western University, London, ON, Canada.
J Clin Nurs. 2021 May;30(9-10):1273-1284. doi: 10.1111/jocn.15671. Epub 2021 Feb 2.
The purpose of this study was twofold: examine the relationships among new graduate nurses' (NGNs) structural empowerment, experience of workplace bullying, and their job turnover intention and assess the relationships between sex, workplace bullying, and job turnover intention.
Nursing research has highlighted the issue of workplace bullying and its negative impacts. Despite increased awareness, male nurses and their responses to bullying have not been a significant focus of study.
A secondary analysis of data collected from a random sample of 1008 Canadian NGNs from the following: Starting Out: A time-lagged Study of New Graduate Nurses' Transition to Practice.
All data were analysed using SPSS, and the study model was tested using the SPSS PROCESS macro, specifically Model 4 (for simple mediation). This paper is compliant with the STROBE reporting guideline for cross-sectional studies.
Structural empowerment significantly predicted workplace bullying and job turnover intention. Workplace bullying significantly predicted job turnover intention. Structural empowerment mediated job turnover intention through workplace bullying. Male new graduate nurses reported significantly higher workplace bullying than female NGNs yet lower job turnover intention.
The findings demonstrate the positive effects of structural empowerment on both decreasing workplace bullying and job turnover intention. Furthermore, findings showed the influence of sex on workplace bullying and job turnover intention. The findings contribute to literature on male NGNs and suggest that they experience significantly higher rates of workplace bullying than their female counterparts. The findings suggest differences exist in the workplace experience for male and female NGNs that future research may help reveal.
The findings suggest structural empowerment may be used to reduce bullying prevalence and reduce job turnover intention consequently. The findings also suggest that some measures are needed to address the higher frequency of bullying experienced by male NGNs.
本研究旨在双重目的：检查新毕业护士（NGN）的结构授权、工作场所欺凌经历与其离职意向之间的关系，并评估性别、工作场所欺凌与离职意向之间的关系。
护理研究强调了工作场所欺凌及其负面影响的问题。尽管人们的认识有所提高，但男性护士及其对欺凌的反应并未成为研究的重点。
对来自加拿大的 1008 名随机抽样 NGN 的数据进行二次分析，数据来源于“开始：新毕业护士实践过渡的时间滞后研究”。
所有数据均使用 SPSS 进行分析，使用 SPSS PROCESS 宏（具体为模型 4）测试研究模型，用于简单中介。本文符合横断面研究的 STROBE 报告准则。
结构授权显著预测了工作场所欺凌和离职意向。工作场所欺凌显著预测了离职意向。结构授权通过工作场所欺凌对离职意向进行了中介。男性新毕业护士报告的工作场所欺凌显著高于女性 NGN，但离职意向较低。
研究结果表明，结构授权对减少工作场所欺凌和离职意向都有积极的影响。此外，研究结果还表明了性别的影响对工作场所欺凌和离职意向的影响。研究结果为男性 NGN 的文献做出了贡献，并表明他们比女性 NGN 经历更高的工作场所欺凌率。研究结果表明，男性和女性 NGN 的工作场所体验存在差异，未来的研究可能会揭示这些差异。
研究结果表明，结构授权可能被用于减少欺凌的流行程度，从而降低离职意向。研究结果还表明，需要采取一些措施来解决男性 NGN 经历的更高频率的欺凌问题。
