This study was conducted to identify relationships among self-esteem, social support, nursing organizational culture, and workplace bullying in hospital nurses by examining the relationships among them, and then to provide basic information for developing workplace bullying prevention program in hospital nurses.
The 122 nurses were collected from three general hospitals in J-si during April 27th to May 31th 2015. Data were analyzed using SPSS 21.0 program by frequency, ratio, average, t-test, ANOVA, Scheffe test, Pearson’s correlation coefficient and hierarchical regression analysis. The results of this study were as follows;
1. The percentage of nurses experiencing with workplace bullying was 24.6%. The offender was reported as nurses(73.3%), patients or a guardian(63.3%), doctors(33.3%), and aid nurses(3.3%).
2. The score of self-esteem was 3.48 points (range: 1~5) and 4.91 points for social support (range: 1~7). The score of nursing organizational culture was 3.07 points(range: 1~5) for relation-oriented culture and 2.87 points(range: 1~5) for innovation-oriented culture. The score of Workplace Bullying in Nursing-Type Inventory(WPBN-TI) was 1.89 points (range: 1~4); 1.97 points for verbal & non-verbal bullying, 2.09 points for work-related bullying, and 1.34 points for external threats. The score of Workplace Bullying in Nursing-Consequence Inventory (WPBN-CI) was 2.44 points (range: 1~4); 2.50 points for physical and phychological withdrawal, 2.38 points for poor quality of patient care, and 2.34 points for increasing disturst of others.
3. The differences in WPBN-CI by nurses’ characteristics were analyzed. As results, four characteristics were statistically significant; single or married(t=2.540, p=.012), monthly income(t=2.395, p=.018), career within current department(F=6.192, p=.003), recently experience workplace bullying after 6months(t=3.760, p=.000). The differences in physical and phychological withdrawal that the sub-domains of WPBN-CI depending on characteristics of nurses were analyzed. As results, four characteristics were statistically significant; single or married(t=2.614, p=.010), monthly income(t=2.088, p=.039), career within current department(F=6.704, p=.002), and recently experience workplace bullying after 6months(t=2.935, p=.004). And, The differences poor quality of patient care depending on characteristics of nurses were analyzed. As results, three characteristics were statistically significant; monthly income(t=2.541, p=.015), total clinical career(F=4.955, p=.009), recently experience workplace bullying after 6months(t=3.436, p=.001). Lastly, The differences increasing disturst of others depending on characteristics of nurses were analyzed. As results, two characteristics were statistically significant; monthly income(t=2.084, p=.039) and recently experience workplace bullying after 6months(t=3.657, p=.000).
4. According to the correlation among self-esteem, social support, nursing organizational culture, WPBN-TI, and WPBN-CI. WPBN-CI had a negative correlation with self-esteem(r=-.379), social support(r=-.229), and nursing organizational culture among relation-oriented culture(r=-.368) and innovation-oriented culture(r=-.326). In contrast, there was a positive correlation between WPBN-CI and WPBN-TI(r=607).
5. As results of hierarchical regression analysis, it was found that WPBN-TI(β=.459) and self-esteem(β=-.313) explained WPBN-CI with 53.3%.
Based on the findings that higher scores on WPBN-TI for workplace bullying were likely to increase workplace bullying in hospital nurses. In contrast, nurse’s self-esteem for workplace bullying were likely to decrease workplace bullying in hospital nurses. Therefore, there are a need to develop prevention and intervention programs for decreasing workplace bullying behaviour.