Atingabili Samuel, Chen Hao, Arboh Francisca, Mensah Isaac Adjei, Kewou Nick Yvan Ngansom, Maalisuo Bismark Sakpiti
School of Management, Jiangsu University, Zhenjiang, Jiangsu Province, P. R. China.
Teesside International Business School, Teesside University, Middlesbrough, UK.
BMC Psychol. 2025 Jul 1;13(1):671. doi: 10.1186/s40359-025-03008-0.
Nurses and midwives are vital in addressing global healthcare workforce shortages, yet workplace bullying undermines their well-being and retention. This study examines the impact of workplace bullying on emotional exhaustion, job engagement, and turnover intentions among nurses in Ghana, with a focus on the moderating role of climate for conflict management (CCM).
Data were collected from 527 nurses in Ghana using structured questionnaires. The study employed partial least squares structural equation modeling (PLS-SEM) and Hayes macro-PROCESS to analyze the relationships between exposure to bullying, emotional exhaustion, job engagement, CCM, and turnover intentions. The constructs were measured using validated scales, and common method bias was assessed to ensure data reliability.
Exposure to bullying was found to positively influence emotional exhaustion and turnover intentions. Emotional exhaustion mediated the relationship between bullying and turnover intentions. Surprisingly, bullying initially increased job engagement, but job engagement did not mediate turnover intentions. A favorable CCM moderated the relationship between bullying and emotional exhaustion, reducing its negative impact. However, CCM did not significantly moderate the relationship between bullying and job engagement.
The findings highlight the detrimental effects of workplace bullying on nurses' emotional well-being and turnover intentions. These results emphasize the importance of fostering supportive organizational climates and effective conflict management strategies to mitigate the adverse effects of bullying, enhance nurse well-being, and reduce turnover intentions. Healthcare organizations should prioritize interventions that address workplace bullying and promote a positive work environment to retain a motivated and engaged nursing workforce.
护士和助产士对于解决全球医疗劳动力短缺问题至关重要，但职场霸凌会损害他们的幸福感和留任意愿。本研究考察了职场霸凌对加纳护士情绪耗竭、工作投入和离职意愿的影响，重点关注冲突管理氛围（CCM）的调节作用。
使用结构化问卷从加纳的527名护士中收集数据。该研究采用偏最小二乘结构方程模型（PLS-SEM）和海斯宏过程（Hayes macro-PROCESS）来分析遭受霸凌、情绪耗竭、工作投入、CCM和离职意愿之间的关系。使用经过验证的量表来测量这些构念，并评估共同方法偏差以确保数据的可靠性。
发现遭受霸凌对情绪耗竭和离职意愿有正向影响。情绪耗竭在霸凌与离职意愿之间起中介作用。令人惊讶的是，霸凌最初会增加工作投入，但工作投入并未中介离职意愿。有利的CCM调节了霸凌与情绪耗竭之间的关系，减少了其负面影响。然而，CCM并未显著调节霸凌与工作投入之间的关系。
研究结果凸显了职场霸凌对护士情绪幸福感和离职意愿的有害影响。这些结果强调了营造支持性组织氛围和有效的冲突管理策略以减轻霸凌的不利影响、增强护士幸福感并降低离职意愿的重要性。医疗保健组织应优先采取干预措施来解决职场霸凌问题，并促进积极的工作环境，以留住积极主动且投入工作的护理人员队伍。
