Lambert Jason R, Brown Lee W, Lambert Thanayi A, Torres Nava Caleigh
College of Business, Texas Woman's University, Denton 76204, Texas, USA.
College of Nursing and Health Innovation, University of Texas at Arlington, Arlington 76019, Texas, USA.
J Nurs Manag. 2024 Oct 12;2024:3397854. doi: 10.1155/2024/3397854. eCollection 2024.
The bullying of nurses by patients, doctors, and employees is common in the healthcare industry. Nurses who are bullied are more likely to experience burnout, and nurses who experience burnout are more likely to intend to quit. However, few studies investigate how leadership can mitigate workplace incivility and nurse bullying as a way to improve nurse retention. A cross-sectional study was conducted using a sample of 216 nurses recruited from various regions across the United States from different specialties. A moderated mediation model using path analysis was used to examine the relationships between bullying, burnout, and ethical leadership in predicting intentions to stay. Bullying significantly and positively related to burnout ( = 0.22, =0.02), and burnout significantly and negatively related to intent to stay ( = -0.18,=0.01). Perceived ethical leadership predicted intentions to stay ( = 0.62, =0.00), and ethical leadership moderated the effect of bullying on burnout ( = 0.20, =0.03). The results of our study also suggest that nurses are less likely to quit when ethical leadership is present, and ethical leadership weakens the effect of bullying on burnout.
在医疗行业中，患者、医生和员工对护士的欺凌行为很常见。遭受欺凌的护士更容易出现职业倦怠，而经历职业倦怠的护士更有可能打算辞职。然而，很少有研究调查领导力如何减轻工作场所的不文明行为和护士欺凌现象，以此作为提高护士留职率的一种方式。本研究采用横断面研究方法，从美国不同地区、不同专业招募了216名护士作为样本。使用路径分析的调节中介模型来检验欺凌、职业倦怠和道德领导力在预测留任意愿方面的关系。欺凌与职业倦怠显著正相关（β = 0.22，p = 0.02），职业倦怠与留任意愿显著负相关（β = -0.18，p = 0.01）。感知到的道德领导力预测留任意愿（β = 0.62，p = 0.00），并且道德领导力调节了欺凌对职业倦怠的影响（β = 0.20，p = 0.03）。我们的研究结果还表明，当存在道德领导力时，护士辞职的可能性较小，并且道德领导力减弱了欺凌对职业倦怠的影响。
