Faculty of Economics and Administrative Sciences, Department of Health Administration, Yozgat Bozok University, Yozgat, Turkey.
Sakarya Business School, Department of Health Administration, Sakarya University, Sakarya, Turkey.
Int Nurs Rev. 2024 Dec;71(4):960-968. doi: 10.1111/inr.12950. Epub 2024 Mar 11.
This study aims to determine the effects of nurses' perceived workplace incivility on nurses' presenteeism and turnover intention and to reveal the mediating role of work stress and psychological resilience in the possible impact.
Nurses directly contribute to the treatment of patients. The problems nurses encounter in the workplace can negatively affect nurses' attitudes towards work. Therefore, the problems faced by nurses should be determined.
This study complies with the STROBE checklist. This cross-sectional survey was conducted with 302 nurses working in a university hospital in the Konya province of Turkey. Data were collected in May-July 2021. The questionnaire consisted of six parts: sociodemographic characteristics form, workplace incivility scale, psychological resilience scale, work stress scale, turnover intention scale and presenteeism scale. The data were analysed using descriptive statistical methods and partial least-squares path analysis.
It was determined that workplace incivility positively and significantly affected turnover intention, presenteeism and work stress. In contrast, it negatively and significantly affected psychological resilience. In addition, psychological resilience played a mediating role in the effect of workplace incivility on presenteeism.
The results reveal that the behaviours of incivility encountered by nurses in the workplace increase their presenteeism and turnover intention, and work stress further strengthens these effects. The psychological resilience of nurses is a factor that can help them eliminate their negative emotions and attitudes. Therefore, it is recommended that nursing and health managers first identify the stress factors in the workplace and be determined to fight them. In addition, organizing training and providing psychological support to increase nurses' psychological resilience may enable nurses to develop more positive feelings about their jobs and workplaces.
Nursing and health managers must determine workplace incivility behaviours and inform all employees about these behaviours, their consequences and how to deal with such incivility. In addition, nursing and health managers must determine the stress factors in the workplace and be adamant about combating these factors. In addition, nursing and health managers must give importance to training that will increase the psychological resilience of nurses.
本研究旨在确定护士感知的工作场所无礼行为对护士出勤和离职意愿的影响，并揭示工作压力和心理弹性在可能的影响中的中介作用。
护士直接参与患者的治疗。护士在工作场所遇到的问题会对护士的工作态度产生负面影响。因此，应该确定护士面临的问题。
本研究符合 STROBE 清单。这项横断面调查是在土耳其科尼亚省的一家大学医院进行的，共 302 名护士参与。数据收集于 2021 年 5 月至 7 月。问卷由六部分组成：社会人口统计学特征表、工作场所无礼量表、心理弹性量表、工作压力量表、离职意愿量表和出勤意愿量表。使用描述性统计方法和偏最小二乘路径分析对数据进行分析。
确定工作场所无礼行为对离职意愿、出勤意愿和工作压力有积极和显著的影响。相反，它对心理弹性有消极和显著的影响。此外，心理弹性在工作场所无礼行为对出勤意愿的影响中起中介作用。
结果表明，护士在工作场所遇到的无礼行为增加了他们的出勤意愿和离职意愿，而工作压力进一步强化了这些影响。护士的心理弹性是帮助他们消除负面情绪和态度的一个因素。因此，建议护理和卫生管理人员首先确定工作场所的压力因素，并坚决与之斗争。此外，组织培训和提供心理支持，以提高护士的心理弹性，可能使护士对工作和工作场所产生更积极的感觉。
护理和卫生管理人员必须确定工作场所无礼行为，并告知所有员工这些行为、其后果以及如何应对这种无礼行为。此外，护理和卫生管理人员必须确定工作场所的压力因素，并坚决与之斗争。此外，护理和卫生管理人员必须重视增加护士心理弹性的培训。
