Jiang Lixin, Xu Xiaohong Violet, Jacobs Stephen
University of Auckland, Auckland, New Zealand.
Department of Management, The University of Texas at San Antonio, San Antonio, TX 78249, USA.
J Nurs Manag. 2023 Jul 21;2023:7649047. doi: 10.1155/2023/7649047. eCollection 2023.
We investigate the associations between incivility from multiple sources (i.e., doctors, supervisors, fellow nurses, and patients/visitors) and nurse turnover intentions. We take a self-determination perspective to explore whether psychological needs for autonomy, belongingness, and competence explain the relationship between incivility and turnover intentions. Finally, we examine whether incivility from doctors, supervisors, fellow nurses, and patients/visitors may primarily relate to one of the three basic psychological needs and whether the autonomy need may have the strongest relationship with turnover intentions.
A three-wave time-lagged design was used. Each measurement point was separated by one workweek. New Zealand nurses were asked to evaluate their workplace incivility at Time 1, three basic psychological needs at Time 2, and turnover intentions at Time 3. . Supervisor incivility directly related to turnover intentions. The autonomy need was the only significant mechanism underlying the relationships of incivility from doctors, supervisors, and fellow nurses with turnover intentions. In addition, doctor incivility related to the autonomy need, patient/visitor incivility was not significantly related to any psychological needs, and incivility from fellow nurses and supervisors related to psychological needs for belongingness and autonomy. . This study takes a multifoci perspective to examine nurse incivility from multiple sources. The novelty lies in the introduction of self-determination theory to the understanding of workplace incivility. Finally, we turn the spotlight on the importance of examining whether incivility from different sources may be primarily related to different psychological needs and whether the autonomy need plays a key role in turnover intentions.
我们调查来自多个来源（即医生、上级、同事护士以及患者/访客）的不文明行为与护士离职意愿之间的关联。我们采用自我决定理论视角来探究自主性、归属感和胜任感的心理需求是否能解释不文明行为与离职意愿之间的关系。最后，我们考察来自医生、上级、同事护士以及患者/访客的不文明行为是否可能主要与三种基本心理需求之一相关，以及自主性需求与离职意愿之间的关系是否最为强烈。
采用三波时间滞后设计。每个测量点相隔一个工作周。要求新西兰护士在时间1评估其工作场所的不文明行为，在时间2评估三种基本心理需求，在时间3评估离职意愿。上级的不文明行为与离职意愿直接相关。自主性需求是医生、上级和同事护士的不文明行为与离职意愿之间关系的唯一重要机制。此外，医生的不文明行为与自主性需求相关，患者/访客的不文明行为与任何心理需求均无显著关联，同事护士和上级的不文明行为与归属感和自主性的心理需求相关。本研究从多焦点视角考察来自多个来源的护士不文明行为。新颖之处在于将自我决定理论引入对工作场所不文明行为的理解。最后，我们聚焦于考察来自不同来源的不文明行为是否可能主要与不同的心理需求相关，以及自主性需求在离职意愿中是否起关键作用的重要性。
