Luo Yanyan, Zhang Minli, Yu Shuliang, Guan Xiubi, Zhong Ting, Wu Qingcai, Li Yuanfang
Department of Radiotherapy, Guangzhou Institute of Cancer Research, the Affiliated Cancer Hospital, Guangzhou Medical University, Guangzhou, Guangdong, China.
Department of Pediatrics, Sun Yat-Sen Memorial Hospital, Sun Yat-Sen University, Guangzhou, Guangdong, China.
BMC Nurs. 2024 Nov 18;23(1):844. doi: 10.1186/s12912-024-02477-9.
The global nursing shortage, driven by high turnover rates, significantly impacts healthcare quality. Workplace psychological violence severely affects nurses' mental health and job satisfaction, leading to increased turnover. Despite extensive research on workplace violence, the specific impact of psychological violence on nurses' turnover intentions remains insufficiently explored. This study investigates the mediating role of job satisfaction in the relationship between workplace psychological violence and nurses' turnover intentions.
A workplace psychological violence scale, a job satisfaction scale, and a turnover intention questionnaire were utilized to survey 206 clinical nurses in a tertiary-level hospital in Guangzhou City. The study employed a convenience sampling method. Statistical analyses included correlation, mediation analyses., descriptive statistics, multivariate linear hierarchical regression analyses, Pearson correlation analyses, and structural equation models.
Clinical nurses reported a workplace psychological violence score of 0.97 ± 0.79, job satisfaction of 3.16 ± 0.58, and turnover intention of 2.22 ± 0.92. Workplace psychological violence was negatively correlated with job satisfaction (r = -0.516, P < 0.01) and positively correlated with turnover intention (r = 0.418, P < 0.01). Turnover intention was negatively correlated with job satisfaction (r = -0.477, P < 0.01). Mediation analysis indicated that Job satisfaction partially mediated the association between workplace psychological violence and turnover intention. The total effect (β = 0.489) of workplace psychological violence on turnover intention included its direct effect (β = 0.274) and the indirect effect mediated through job satisfaction (β = 0.215), with the mediating effect accounting for 43.97% of the total effect.
Workplace psychological violence directly predicts nurses' turnover intention, with job satisfaction serving as a mediator in this relationship. Healthcare managers can mitigate psychological violence by improving mental health support, work environments, and organizational culture to enhance job satisfaction and reduce nurse turnover.
由高离职率导致的全球护理人员短缺严重影响了医疗质量。工作场所的心理暴力严重影响护士的心理健康和工作满意度，导致离职率上升。尽管对工作场所暴力进行了广泛研究，但心理暴力对护士离职意愿的具体影响仍未得到充分探讨。本研究调查工作满意度在工作场所心理暴力与护士离职意愿之间关系中的中介作用。
采用工作场所心理暴力量表、工作满意度量表和离职意愿问卷对广州市一家三级医院的206名临床护士进行调查。本研究采用便利抽样方法。统计分析包括相关性分析、中介分析、描述性统计、多元线性分层回归分析、Pearson相关性分析和结构方程模型。
临床护士的工作场所心理暴力得分为0.97±0.79，工作满意度为3.16±0.58，离职意愿为2.22±0.92。工作场所心理暴力与工作满意度呈负相关（r = -0.516，P < 0.01），与离职意愿呈正相关（r = 0.418，P < 0.01）。离职意愿与工作满意度呈负相关（r = -0.477，P < 0.01）。中介分析表明，工作满意度部分中介了工作场所心理暴力与离职意愿之间的关联。工作场所心理暴力对离职意愿的总效应（β = 0.489）包括其直接效应（β = 0.274）和通过工作满意度介导的间接效应（β = 0.215），中介效应占总效应的43.97%。
工作场所心理暴力直接预测护士的离职意愿，工作满意度在这种关系中起中介作用。医疗保健管理人员可以通过改善心理健康支持、工作环境和组织文化来减轻心理暴力，以提高工作满意度并减少护士离职。
