Jang Sun Joo, Lee Haeyoung, Chung Sophia J
College of Nursing, The Research Institute of Nursing Science, Seoul National University, Seoul, Republic of Korea.
Red Cross College of Nursing, Chung-Ang University, Seoul, Republic of Korea.
BMC Nurs. 2025 May 14;24(1):528. doi: 10.1186/s12912-025-03176-9.
There is a lack of systematic evaluations of the diversity and effectiveness of interventions to prevent workplace bullying. This cross-sectional study aimed to investigate the relationships among self-conscious emotions, perfectionistic self-presentation, and workplace bullying, focusing on both victim and perpetrator roles among nurses in South Korea.
Data from 522 nurses working in tertiary hospitals in South Korea were analyzed. Self-conscious emotions, perfectionistic self-presentation, and workplace bullying were assessed using the Test of Self-conscious Affect version 3 Short, the Perfectionistic Self-Presentation and Psychological Distress Scale, the Negative Acts Questionnaire-Revised, and the Negative Acts Questionnaire-Revised-Perpetrator.
Among victims, shame-proneness was the most significant factor, followed by anti-bullying training, subjective health status, externalization, current working unit, and total years of experience. Among perpetrators, shame-proneness was also the most significant factor, followed by guilt-proneness, anti-bullying training, externalization, perfectionistic self-presentation, current working unit, detachment/unconcern, subjective health status, and religion.
While the influencing factors differed between victims and perpetrators, self-conscious emotions and perfectionistic self-presentation were key contributors to workplace bullying. Understanding these factors can support the development of interventions to prevent workplace bullying from both victim and perpetrator aspects. Trait-focused interventions, such as enhancing shame resilience, may help nurses manage aggressive behaviors, thereby reducing workplace bullying. Recognizing personality traits, including self-conscious emotions and perfectionistic self-presentation, may help nurses better understand their own and others' behaviors in the workplace. Nurse managers and administrators should consider these traits when addressing conflicts among nurses.
Not applicable.
目前缺乏对预防职场霸凌干预措施的多样性和有效性的系统评估。这项横断面研究旨在调查自我意识情绪、完美主义自我呈现与职场霸凌之间的关系，重点关注韩国护士中的受害者和施害者角色。
对韩国三级医院工作的522名护士的数据进行分析。使用自我意识情感测试第3版简版、完美主义自我呈现与心理困扰量表、修订版消极行为问卷以及修订版消极行为问卷-施害者来评估自我意识情绪、完美主义自我呈现和职场霸凌。
在受害者中，易羞耻是最显著的因素，其次是反霸凌培训、主观健康状况、外化、当前工作单位和总工作年限。在施害者中，易羞耻也是最显著的因素，其次是易内疚、反霸凌培训、外化、完美主义自我呈现、当前工作单位、冷漠/不关心、主观健康状况和宗教信仰。
虽然受害者和施害者的影响因素有所不同，但自我意识情绪和完美主义自我呈现是职场霸凌的关键促成因素。了解这些因素有助于从受害者和施害者两个方面制定预防职场霸凌的干预措施。以特质为重点的干预措施，如增强羞耻恢复力，可能有助于护士管理攻击性行为，从而减少职场霸凌。认识到包括自我意识情绪和完美主义自我呈现在内的人格特质，可能有助于护士更好地理解自己和他人在工作场所的行为。护士管理者和行政人员在处理护士之间的冲突时应考虑这些特质。
不适用。
