Peng Xiao, Ma Jing, Chen Ying, Han Ying, Zhou Hong, Gong Aiping, Peng Fang, Sun Xinzhang, Wang Xingfen, Xiong Xunya, Li Li, Huang Mengting, Zeng Qingsong
Department of Obstetrics and Gynecology, The First Affiliated Hospital of Yangtze University, Jingzhou, Hubei Province, China.
Yangtze University Health Science Center, Jingzhou, Hubei Province, China.
BMC Nurs. 2025 Jan 28;24(1):103. doi: 10.1186/s12912-025-02763-0.
Workplace bullying (WPB) is common in nursing profession, leading to adverse effects on nurses' health and teamwork. Although it has been suggested that psychological capital (PsyCap) could potentially moderate the relationship between WPB and emotional exhaustion, there is currently a lack of direct empirical evidence supporting this claim. Therefore, this study aims to examine how PsyCap moderates the relationship between WPB and emotional exhaustion in nurses.
A cross-sectional study was carried out involving 1068 nurses using a general information questionnaire, Negative Acts Questionnaire-Revised, Psychological Capital Questionnaire-Revision, and emotional exhaustion subscale of the Chinese version of Maslach Burnout Inventory-General Survey. The PROCESS macro was utilized to examine the moderating effect of PsyCap.
WPB led to emotional exhaustion among nurses (β = 1.488, P < 0.001), and PsyCap moderated this positive relationship (β = 0.300, P < 0.001). The group with high PsyCap exhibited lower levels of emotional exhaustion. However, as the perceived WPB increased, the disparity in emotional exhaustion between the high and low PsyCap groups diminished.
WPB significantly contributes to nurses' emotional exhaustion. PsyCap mitigates this impact, but this effect is limited in organizations with high WPB. it is recommended that nursing managers mitigate the detrimental impact of WPB on nurses' emotional well-being by both strengthening nurses' individual PsyCap and implementing comprehensive strategies to reduce WPB behaviors.
职场霸凌在护理行业中很常见，会对护士的健康和团队合作产生不利影响。尽管有人提出心理资本可能会缓和职场霸凌与情绪耗竭之间的关系，但目前缺乏直接的实证证据支持这一说法。因此，本研究旨在探讨心理资本如何缓和护士职场霸凌与情绪耗竭之间的关系。
采用横断面研究，对1068名护士进行调查，使用一般信息问卷、修订版负面行为问卷、修订版心理资本问卷以及中文版马氏工作倦怠量表通用调查中的情绪耗竭分量表。利用PROCESS宏程序来检验心理资本的调节作用。
职场霸凌导致护士出现情绪耗竭（β = 1.488，P < 0.001），心理资本缓和了这种正向关系（β = 0.300，P < 0.001）。心理资本水平高的组情绪耗竭程度较低。然而，随着感知到的职场霸凌增加，心理资本水平高和低的组之间情绪耗竭的差距减小。
职场霸凌显著导致护士情绪耗竭。心理资本减轻了这种影响，但在高职场霸凌的组织中这种效果有限。建议护理管理者通过增强护士个体的心理资本和实施全面策略以减少职场霸凌行为，来减轻职场霸凌对护士情绪健康的不利影响。
