병원간호사의 직장 내 대면불링, 사이버불링, 자아존중감이 이직의도에 미치는 영향
Effects of Workplace Face to Face Bullying, Cyber Bullying and Self-esteem on Turnover Intention in Hospital Nurses
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Purpose: The purpose of this study is to investigate relationships among workplace face to face bullying, cyber bullying, self-esteem, and turnover intention of hospital nurses, and to identify affecting factors for turnover intention through their relationships. Methods: Data were collected from 178 hospital nurses by self-reported questionnaire. The relationship among variables were analyzed with Pearson’s coefficient correlation and affecting factors for turnover intention were identified by using multiple linear regression. Results: The mean score of turnover intention was 3.55±0.94. Turnover intention was significantly different by age, marriage status, educational background, total experience as a nurse, designation, health status, bullying experience, and bullied experience. Turnover intention had positive relationships with workplace face to face bullying and hospital size, but negative relationships with self-esteem and health status. Workplace face to face bullying, health status and hospital size were identified as influencing factors in turnover intention. Conclusion: It is necessary to nursing community's efforts to decrease face to face bullying in order to lower the turnover intention of nurses. In this regard workplace bullying among nurses should be addressed using a comprehensive strategy that considers both individual and organizational factors. It is also necessary to nurse 's efforts to increase self-esteem.
Abstract
Purpose: The purpose of this study is to investigate relationships among workplace face to face bullying, cyber bullying, self-esteem, and turnover intention of hospital nurses, and to identify affecting factors for turnover intention through their relationships. Methods: Data were collected from 178 hospital nurses by self-reported questionnaire. The relationship among variables were analyzed with Pearson’s coefficient correlation and affecting factors for turnover intention were identified by using multiple linear regression. Results: The mean score of turnover intention was 3.55±0.94. Turnover intention was significantly different by age, marriage status, educational background, total experience as a nurse, designation, health status, bullying experience, and bullied experience. Turnover intention had positive relationships with workplace face to face bullying and hospital size, but negative relationships with self-esteem and health status. Workplace face to face bullying, health status and hospital size were identified as influencing factors in turnover intention. Conclusion: It is necessary to nursing community's efforts to decrease face to face bullying in order to lower the turnover intention of nurses. In this regard workplace bullying among nurses should be addressed using a comprehensive strategy that considers both individual and organizational factors. It is also necessary to nurse 's efforts to increase self-esteem.
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