Shen Hsiao Shu-Tai, Ma Shu-Ching, Guo Shu-Liu, Kao Ching-Chiu, Tsai Jui-Chen, Chung Min-Huey, Huang Hui-Chuan
Department of Nursing, Taipei Medical University Hospital, Taiwan; Department of Quality Management, Taipei Medical University Hospital, Taiwan; School of Nursing, College of Nursing, Taipei Medical University, Taiwan.
Department of Nursing, Chi Mei Medical Center, Tainan, Taiwan; College of Humanities and Social Science, Southern Taiwan University of Science and Technology, Tainan, Taiwan.
Appl Nurs Res. 2022 Dec;68:151483. doi: 10.1016/j.apnr.2021.151483. Epub 2021 Aug 9.
To identify the effect of workplace bullying on the relationship between occupational burnout and turnover intentions among clinical nurses.
Recent evidence showed that a sense of burnout may cause workplace bullying; nevertheless; few studies have explored the effects of occupational burnout on workplace bullying. Furthermore, whether the experience of workplace bullying can aggregate the effect of occupational burnout on turnover intentions remains unclear.
A cross-sectional study was conducted to recruit nursing staff from two general hospitals in Taiwan. Data measurements comprised demographic characteristics, workplace bullying (Negative Acts Questionnaire-Revised), occupational burnout (occupational burnout inventory), and turnover intentions (employee turnover intentions and job destination choice). A hierarchical linear regression model and indirect effect test were conducted to examine the effect of workplace bullying on the relationship between occupational burnout and turnover intentions.
An indirect effect test confirmed that workplace bullying can exacerbate the effect of occupational burnout on turnover intentions. Nearly one in ten nurses with occupational burnout may have experienced bullying at work, which increased their turnover intentions.
Reducing workplace bullying should be considered an important strategy for lowering turnover rates in nursing environments. Nursing mangers should develop appropriate strategies and establish mandatory regulations to create a respectful work environment. Moreover, continuous education and training to empower nursing staff to confront and eliminate workplace bullying are required in healthcare institutions.
确定工作场所霸凌对临床护士职业倦怠与离职意愿之间关系的影响。
近期证据表明，倦怠感可能导致工作场所霸凌；然而，很少有研究探讨职业倦怠对工作场所霸凌的影响。此外，工作场所霸凌的经历是否会加剧职业倦怠对离职意愿的影响仍不明确。
进行一项横断面研究，从台湾的两家综合医院招募护理人员。数据测量包括人口统计学特征、工作场所霸凌（修订版负面行为问卷）、职业倦怠（职业倦怠量表）和离职意愿（员工离职意愿和工作去向选择）。采用分层线性回归模型和间接效应检验来考察工作场所霸凌对职业倦怠与离职意愿之间关系的影响。
间接效应检验证实，工作场所霸凌会加剧职业倦怠对离职意愿的影响。近十分之一有职业倦怠的护士可能在工作中遭受过霸凌，这增加了他们的离职意愿。
减少工作场所霸凌应被视为降低护理环境中离职率的一项重要策略。护理管理者应制定适当策略并建立强制性规定，以营造一个相互尊重的工作环境。此外，医疗机构需要开展持续教育和培训，使护理人员有能力应对和消除工作场所霸凌。
