Workplace Bullying Experienced by Massachusetts Registered Nurses and the Relationship to Intention to Leave the Organization

2008 ◽  
Vol 31 (2) ◽  
pp. E48-E59 ◽  
Author(s):  
Shellie Simons
Keyword(s):  
Registered Nurses ◽  
Workplace Bullying ◽  
Intention To Leave ◽  
The Relationship

scholarly journals Injustice perceptions, workplace bullying and intention to leave

2020 ◽  
Vol 43 (1) ◽  
pp. 1-13
Author(s):  
Iselin Reknes ◽  
Mats Glambek ◽  
Ståle Valvatne Einarsen
Keyword(s):  
Turnover Intention ◽  
Design Methodology ◽  
Workplace Bullying ◽  
Intention To Leave ◽  
Perceived Injustice ◽  
Bus Drivers ◽  
Content Type ◽  
The Relationship ◽  
Practical Implications

PurposeIntention to leave as an outcome of exposure to workplace bullying is well documented in previous studies, yet, research on explanatory conditions for such an association is lacking.Design/methodology/approachThe present study investigates the relationship between injustice perceptions, exposure to bullying behaviors and turnover intention, employing a moderated mediation analysis based on a reanalysis and extension of data gathered among a sample of Norwegian bus drivers (N = 1, 024).FindingsAs hypothesized, injustice perceptions were indirectly related to intention to leave via workplace bullying, however, only under conditions of higher perceived injustice levels.Practical implicationsThe results underscore the importance of preventing workplace bullying and of maintaining ample levels of justice at work, where employees are treated with fairness and respect.Originality/valueThe study adds important knowledge to the bullying literature by focusing on the role of mechanisms and moderators in bullying situations, investigating how the combination of workplace bullying and injustice perceptions is reflected in employees' intention to leave the organization.

An Application of Affective Events Theory to Workplace Bullying

2011 ◽  
Vol 16 (3) ◽  
pp. 198-208 ◽  
Author(s):  
Lars Glasø ◽  
Tina Løkke Vie ◽  
Gry Rotnes Holmdal ◽  
Ståle Einarsen
Keyword(s):  
Job Satisfaction ◽  
Trait Anxiety ◽  
Workplace Bullying ◽  
Intention To Leave ◽  
Trait Anger ◽  
Emotional Experiences ◽  
Affective Events Theory ◽  
Potential Mediator ◽  
Affective Events ◽  
The Relationship

Within the framework of Affective Events Theory (AET), this study examines emotional experiences as a potential mediator between exposure to bullying and job satisfaction and intention to leave, respectively. We also investigate to what extent trait anxiety and trait anger moderate the relationships between these variables. The results show that the relationships between bullying and both job satisfaction and intentions to leave are partly mediated by the targets’ emotional experiences. Trait anxiety moderates the relationship between exposure to bullying and the targets’ negative emotions. Trait anxiety and trait anger did not moderate the relationship between bullying and the outcomes. The results support the validity of AET, while simultaneously indicating exposure to bullying as a strong stressor in its own right.

scholarly journals Workplace Bullying, Emotions, and Outcomes

2012 ◽  
Vol 27 (3) ◽  
pp. 360-377 ◽  
Author(s):  
Lars Glasø ◽  
Guy Notelaers
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Workplace Bullying ◽  
Intention To Leave ◽  
Emotional Experiences ◽  
Affective Events Theory ◽  
Occupational Outcomes ◽  
Affective Events ◽  
The Relationship

This study examines emotional experiences as potential mediators between exposure to workplace bullying and job satisfaction, organizational commitment, and intention to leave the organization, respectively. A total of 5,520 respondents participated in the study. Drawing upon affective events theory (AET), the results show that emotions partly mediate these relationships and, hence, support the notion that emotions play a central part in the relationship between bullying and essential occupational outcomes.

Workplace Ostracism and Its Negative Outcomes

2016 ◽  
Vol 15 (4) ◽  
pp. 143-151 ◽  
Author(s):  
Xiaoming Zheng ◽  
Jun Yang ◽  
Hang-Yue Ngo ◽  
Xiao-Yu Liu ◽  
Wengjuan Jiao
Keyword(s):  
Affective Commitment ◽  
Psychological Capital ◽  
Intention To Leave ◽  
Future Research ◽  
Conservation Of Resources ◽  
Negative Consequences ◽  
Negative Outcomes ◽  
Workplace Ostracism ◽  
Using Data ◽  
The Relationship

Abstract. Workplace ostracism, conceived as to being ignored or excluded by others, has attracted the attention of researchers in recent years. One essential topic in this area is how to reduce or even eliminate the negative consequences of workplace ostracism. Based on conservation of resources (COR) theory, the current study assesses the relationship between workplace ostracism and its negative outcomes, as well as the moderating role played by psychological capital, using data collected from 256 employees in three companies in the northern part of China. The study yields two important findings: (1) workplace ostracism is positively related to intention to leave and (2) psychological capital moderates the effect of workplace ostracism on affective commitment and intention to leave. This paper concludes by discussing the implications of these findings for organizations and employees, along with recommendations for future research.

The influence of workplace stress and coping on depressive symptoms among registered nurses in Bangladesh

2022 ◽  
Author(s):  
Reva Mondal ◽  
Yajai Sitthimongkol ◽  
Nopporn Vongsirimas ◽  
Natkamol Chansatitporn ◽  
Kathy Hegadoren
Keyword(s):  
Mental Health ◽  
Depressive Symptoms ◽  
Coping Strategies ◽  
Registered Nurses ◽  
Depression Scale ◽  
Workplace Stress ◽  
Unique Contribution ◽  
Workplace Stressors ◽  
Increased Risk ◽  
The Relationship

Background: Nurses report high levels of workplace stress, which has been linked to an increased risk for experiencing depressive symptoms.Nurses’ workplace stress is also linked to increased absenteeism and decreased job satisfaction. Objectives: The objectives of this study were to examine: (1) the incidence of depressive symptoms among hospital-based registered nurses in Bangladesh; (2) common sources of workplace stress and their relationships to individual characteristics and depressive symptom scores; and (3) the potential mediating roles of coping strategies in the relationship between workplace stress and depressive symptoms. Methods: A cross-sectional study design involved three hundred and fifty-two registered nurses. Data were collected using a demographic questionnaire and three standardized tools measuring sources of nurses’ workplace stress, coping strategies, and depressive symptoms. Results: More than half of the participants scored ≥ 16 on the CES-D, which was associated with a major depression episode. Total NSS scores had a small but significant influence on scores on the depression scale. Coping strategies had no mediated effect on the relationship between workplace stress and scores on the depression scale. Low-reliability coefficients for subscales of two of the standardized tools highlight the challenge for researchers in developing countries to address contextual differences that may influence the meanings attached to individual items.  Conclusion: Findings suggest that the mental health of registered nurses in Bangladesh requires immediate attention in part by attending to workplace stressors. Further research should focus on a deeper understanding of Bangladeshi registered nurses’ work experiences and the unique contribution that workplace stressors have on their physical and mental health.

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