Dong Simeng, Shen Xinshu, Zhao Tong, Zeng Rui, Chen Min
School of Economics and Management, Chongqing University of Posts and Telecommunications, Chongqing, China.
Department of Oncology, Shengjing Hospital of China Medical University, Shenyang, Liaoning, China.
J Nurs Manag. 2025 May 27;2025:6653143. doi: 10.1155/jonm/6653143. eCollection 2025.
The global shortage of nurses is a pressing social issue, and the high mobility of the nursing profession further exacerbates this challenge. Novice nurses' experiences of workplace bullying significantly increase their risk of leaving the profession. Therefore, exploring the mechanisms by which workplace bullying affects novice nurses' turnover intention is important for alleviating the nursing shortage and maintaining the stability of the nursing workforce. This cross-sectional study of 832 novice nurses in northeastern China self-reports assessed workplace bullying, professional quality of life, and turnover intention-related status. The structural equation model was developed to analyze how workplace bullying (including person-related negative, work-related negative, and organizational injustice) affects turnover intention through the mediating role of the professional quality of life (compassion satisfaction, burnout, and secondary traumatic stress). The results indicated that workplace bullying was significantly associated with novice nurses' turnover intention. Person-related negativity, work-related negative, and organizational injustice can influence turnover intentions by decreasing company satisfaction and increasing burnout; furthermore, work-related negativity can increase turnover intention by exacerbating secondary traumatic stress. This study provides new perspectives for understanding novice nurses' psychological reactions and career decisions in a workplace bullying environment and provides empirical support for nursing management practices. The findings highlight the importance of effective intervention strategies to improve the stability of the nursing team, optimize the quality of patient care, and reduce nurse turnover.
全球护士短缺是一个紧迫的社会问题，而护理行业的高流动性进一步加剧了这一挑战。新手护士在工作场所遭受欺凌的经历显著增加了他们离职的风险。因此，探究工作场所欺凌影响新手护士离职意愿的机制，对于缓解护理人员短缺和维持护理队伍的稳定性至关重要。这项对中国东北地区832名新手护士进行的横断面研究通过自我报告评估了工作场所欺凌、职业生活质量和与离职意愿相关的状况。构建结构方程模型以分析工作场所欺凌（包括与个人相关的负面行为、与工作相关的负面行为和组织不公正）如何通过职业生活质量（同情满足感、职业倦怠和继发性创伤压力）的中介作用影响离职意愿。结果表明，工作场所欺凌与新手护士的离职意愿显著相关。与个人相关的负面行为、与工作相关的负面行为和组织不公正会通过降低工作满意度和增加职业倦怠来影响离职意愿；此外，与工作相关的负面行为会通过加剧继发性创伤压力来增加离职意愿。本研究为理解新手护士在工作场所欺凌环境中的心理反应和职业决策提供了新的视角，并为护理管理实践提供了实证支持。研究结果凸显了有效干预策略对于提高护理团队稳定性、优化患者护理质量和减少护士离职的重要性。
