Šagátová Ema, Rottková Jana, Padyšáková Hana, Slezáková Zuzana, Paouris Dimitrios
Department of Arythmology and Cardiostimulation, National Institute of Cardiovascular Diseases, Bratislava, Slovakia.
Faculty of Nursing and Professional Health Studies, Slovak Medical University, Bratislava, Slovakia.
Int Nurs Rev. 2025 Sep;72(3):e70072. doi: 10.1111/inr.70072.
Workplace bullying, a widespread phenomenon, significantly impacts interpersonal relationships, mental health, professional performance, and organizational efficiency in healthcare. Defined as repeated behaviors intended to intimidate or degrade, bullying thrives in hierarchical, high-stress environments like hospitals, where nurses face disproportionate risk. Such behaviors harm morale, increase turnover, and jeopardize patient safety through errors and negligence. Understanding its prevalence and contributors is essential for fostering healthier work environments and improving healthcare outcomes.
This cross-sectional descriptive study followed the STROBE guidelines. A Slovak adaptation of the Negative Act Questionnaire-Revised, developed as part of this study, was administered to nurses, resulting in a final sample of 244 participants. Spearman's correlation and Welch's ANOVA tests analyzed variable relationships using jamovi software.
Nearly one-third of nurses were victims of bullying (32.2%, >45 points), with another third experiencing occasional bullying (32.2%, 33-44 points). The median score per responder was 38 (IQR: 23), with person-related bullying scoring highest (median 19, IQR: 13). Younger nurses with less experience reported higher mobbing levels (p < 0.001). Nurses in frontline roles (operating rooms, intensive care units, and surgical units) experienced significantly more bullying than those in outpatient clinics (p = 0.01). Doctoral degree holders had the lowest mobbing scores (p < 0.001), while nurses in frontline roles reported higher mobbing levels than Ward/Charge Nurses (p < 0.001).
The study highlights a significant correlation between nurses' experiences of mobbing and factors such as age, experience, education, position, and workplace type. The high incidence of bullying among Slovak nurses requires immediate attention from healthcare leaders.
To address workplace bullying, healthcare institutions should implement zero-tolerance policies, provide ongoing education in professional conduct, emotional intelligence, and conflict resolution and integrate these topics into nursing curricula. Leadership should model respectful behavior, while mentorship frameworks and resilience training support novice nurses. Finally, accessible reporting systems must ensure accountability.
职场霸凌是一种普遍现象，对医疗保健领域的人际关系、心理健康、专业表现和组织效率产生重大影响。霸凌被定义为旨在恐吓或贬低他人的重复行为，在医院等层级分明、压力大的环境中盛行，护士面临的风险尤其高。此类行为会损害士气、增加人员流动，并通过失误和疏忽危及患者安全。了解其普遍性和影响因素对于营造更健康的工作环境和改善医疗保健成果至关重要。
本横断面描述性研究遵循STROBE指南。作为本研究一部分开发的斯洛伐克语版修订版负面行为问卷对护士进行了调查，最终样本为244名参与者。使用jamovi软件通过斯皮尔曼相关性分析和韦尔奇方差分析测试来分析变量关系。
近三分之一的护士曾遭受霸凌（32.2%，得分>45分），另有三分之一偶尔遭受霸凌（32.2%，得分33 - 44分）。每位受访者的中位数得分为38分（四分位距：23），其中与个人相关的霸凌得分最高（中位数19，四分位距：13）。经验较少的年轻护士报告的受欺负程度更高（p < 0.001）。一线岗位（手术室、重症监护室和外科病房）的护士比门诊护士遭受的霸凌明显更多（p = 0.01）。拥有博士学位的护士受欺负得分最低（p < 0.001），而一线岗位的护士报告的受欺负程度高于病房/护士长（p < 0.001）。
该研究突出了护士受欺负经历与年龄、经验、教育程度、职位和工作场所类型等因素之间的显著相关性。斯洛伐克护士中霸凌发生率较高，需要医疗保健领导者立即予以关注。
为解决职场霸凌问题，医疗机构应实施零容忍政策，提供专业行为、情商和冲突解决方面的持续教育，并将这些主题纳入护理课程。领导层应树立尊重他人的行为榜样，同时指导框架和恢复力培训应为新手护士提供支持。最后，便于使用的举报系统必须确保问责制。
