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Workplace bullying among nurses and organizational response: An online cross‐sectional study
Author(s) -
Brewer Katherine C.,
Oh Kyeung Mi,
Kitsantas Panagiota,
Zhao Xiaoquan
Publication year - 2020
Publication title -
journal of nursing management
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.925
H-Index - 76
eISSN - 1365-2834
pISSN - 0966-0429
DOI - 10.1111/jonm.12908
Subject(s) - cross sectional study , workplace bullying , psychology , mobbing , nurse administrator , workplace violence , nursing , applied psychology , human factors and ergonomics , clinical psychology , medicine , medline , social psychology , poison control , environmental health , political science , pathology , law
Aims To examine prevalence of bullying among nurses and explore associations of organizational betrayal and support with well‐being among nurses exposed to bullying. Background Bullying is a problem in many nursing workplaces, and organizations have an obligation to support nurses who are bullied. Support or betrayal after bullying could affect nurse well‐being, including burnout. Methods In this cross‐sectional study among U.S. nurses, data were collected in a survey using the Negative Acts Questionnaire‐Revised for Nursing, the Institutional Betrayal Questionnaire for Health, the Well‐Being Index, a job satisfaction scale and demographic questions. Results Prevalence of weekly/daily bullying was 31% ( N = 242). Among nurses exposed to any bullying ( N = 173), organizational betrayal increased odds of burnout (OR 2.62, p = .02), job dissatisfaction (OR 2.97, p = .04) and absenteeism (OR 6.11, p < .001). Organizational support decreased odds of job dissatisfaction (OR 0.30, p = .001) and absenteeism (OR 0.50, p = .04). Conclusion Analysis of study findings suggests organizational betrayal increases likelihood of burnout, job dissatisfaction and absenteeism, and support decreases likelihood of dissatisfaction and absenteeism. Implications for Nursing Management Nurse leaders should be aware of the issue of organizational betrayal and support in relation to well‐being. Future studies can further explore the concepts of betrayal and support to provide additional evidence.