Zou Jie, Yang Yanhong, Chen Ling, Bi Yin, Li Na, Luo Qin, Zhang Jin
Hepatobiliary Pancreatic Cancer Center, Chongqing University Cancer Hospital, Chongqing, China.
Front Public Health. 2025 May 23;13:1493964. doi: 10.3389/fpubh.2025.1493964. eCollection 2025.
Although negative workplace behavior as a key factor in healthcare staff turnover intention was well established, the mechanisms by which negative workplace behavior affects turnover intention are unclear. Extending the affective event theory, we aimed to (a) identify the interrelationships between negative workplace behavior, job insecurity, psychological resilience, and turnover intention in the healthcare setting and (b) clarify the mechanism among these variables.
A cross-sectional survey was conducted in China from February to April 2023 utilizing a quota sampling method. The Chinese version of the negative behaviors in health care survey, the workplace insecurity scale, the 10-item Connor-Davidson Resilience Scale, and the turnover intention scale were used to investigate.
The survey resulted in 1,180 valid responses. Results were consistent with our hypothesized framework in which healthcare workers' turnover intention was significantly and positively influenced by negative workplace behavior (β = 0.251, < 0.01) and job insecurity (β = 0.322, < 0.01). Job insecurity partly mediated the association between negative workplace behavior and turnover intention, which were significantly moderated by psychological resilience (β = -0.041, < 0.05).
Negative workplace behavior is critical in turnover intention among healthcare workers. One important consideration for hospital administrators and health policymakers is creating a peaceful and harmonious workplace to reduce the risk of unfavorable workplace conduct and turnover intention toward healthcare personnel. An essential psychological resilience-improving program should be developed to reduce the damage of negative workplace behavior and job insecurity against healthcare workers.
尽管负面工作场所行为作为医护人员离职意愿的关键因素已得到充分证实，但其影响离职意愿的机制尚不清楚。基于情感事件理论的扩展，我们旨在：（a）确定医疗环境中负面工作场所行为、工作不安全感、心理韧性和离职意愿之间的相互关系；（b）阐明这些变量之间的机制。
2023年2月至4月在中国采用配额抽样法进行了横断面调查。使用中文版的医疗保健负面行为调查问卷、工作场所不安全感量表、10项Connor-Davidson韧性量表和离职意愿量表进行调查。
该调查共获得1180份有效回复。结果与我们的假设框架一致，即医护人员的离职意愿受到负面工作场所行为（β = 0.251，< 0.01）和工作不安全感（β = 0.322，< 0.01）的显著正向影响。工作不安全感部分中介了负面工作场所行为与离职意愿之间的关联，心理韧性对其有显著调节作用（β = -0.041，< 0.05）。
负面工作场所行为对医护人员的离职意愿至关重要。医院管理人员和卫生政策制定者的一个重要考虑因素是营造一个和平和谐的工作场所，以降低不良工作行为的风险以及医护人员的离职意愿。应制定一项重要的心理韧性提升计划，以减少负面工作场所行为和工作不安全感对医护人员的损害。
