Citation

Yun S, Kang J. Asian Nurs. Res. (Korean Soc. Nurs. Sci.) 2018; 12(1): 26-33.

Affiliation

Department of Nursing, Dong-A University, Busan, South Korea. Electronic address: jykang@dau.ac.kr.

Copyright

(Copyright © 2018, Elsevier Publishing)

DOI

10.1016/j.anr.2018.01.004

PMID

29463481

Abstract

PURPOSE: The purpose of this study was to build and test a model outlining the factors related to workplace bullying among nurses. The hypothesized model included authentic leadership and a relationship-oriented organizational culture as influencing factors, symptom experience and turnover intention as consequences, and positive psychological capital as a mediator of workplace bullying among nurses.

METHODS: We obtained structured questionnaire data from 301 nurses working at hospitals in South Korea. Based on these data, the developed model was verified via a structural equation modeling analysis using SPSS and AMOS program.

RESULTS: The fit indices of the hypothesized model satisfied recommended levels; χ RESULTS: = 397.58 (p<.001), normed χ RESULTS: (χ RESULTS: /df) = 1.82, RMR =.05, TLI =.93, CFI =.94, RMSEA =.05. A relationship-oriented organizational culture had a direct effect on workplace bullying (β = -.48, p<.001). Furthermore, workplace bullying had a direct effect on symptom experience (β =.36, p<.001) and this relationship was mediated by positive psychological capital (β =.15, p=.003). Workplace bullying also had an indirect effect on turnover intention (β =.20, p =.007). Finally, symptom experience had a direct effect on turnover intention (β =.31, p =.002).

CONCLUSION: These results suggest that workplace bullying among nurses may be prevented by constructing a relationship-oriented organizational culture, so long as employees have sufficient positive psychological capital. In this regard, workplace bullying among nurses should be addressed using a comprehensive strategy that considers both individual and organizational factors.

Copyright © 2018. Published by Elsevier B.V.

Language: en

Keywords

bullying; leadership; nurses; organizational culture; personnel turnover