Influencing Factors and Consequences of Workplace Bullying among Nurses: A Structural Equation Modeling

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; c2 ¼ 397.58 (p < .001), normed c2 (c2/df) ¼ 1.82, RMR ¼ .05, TLI ¼ .93, CFI ¼ .94, RMSEA ¼ .05. A relationship-oriented organizational culture had a direct effect on workplace bullying (b ¼ .48, p < .001). Furthermore, workplace bullying had a direct effect on symptom experience (b ¼ .36, p < .001), and this relationship was mediated by positive psychological capital (b ¼ .15, p ¼ .003). Workplace bullying also had an indirect effect on turnover intention (b ¼ .20, p ¼ .007). Finally, symptom experience had a direct effect on turnover intention (b ¼ .31, p ¼ .002). Conclusion: These results suggest that workplace bullying among nurses may be prevented by constructing a relationship-oriented organizational culture, as 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."