Sheila Blackstock1, Karen Harlos2, Martha L P Macleod3, Cindy L Hardy4. 1. School of Nursing, University of Alberta, Edmonton, Alberta, Canada. 2. Department of Business and Administration, University of Winnipeg, Winnipeg, Manitoba, Canada. 3. School of Nursing, University of Northern British Columbia, Prince George, British Columbia, Canada. 4. Department of Psychology, University of Northern British Columbia, Prince George, British Columbia, Canada.
Abstract
AIM: To examine the impact of organisational factors on bullying among peers (i.e. horizontal) and its effect on turnover intentions among Canadian registered nurses (RNs). BACKGROUND: Bullying among nurses is an international problem. Few studies have examined factors specific to nursing work environments that may increase exposure to bullying. METHODS: An Australian model of nurse bullying was tested among Canadian registered nurse coworkers using a web-based survey (n = 103). Three factors - misuse of organisational processes/procedures, organisational tolerance and reward of bullying, and informal organisational alliances - were examined as predictors of horizontal bullying, which in turn was examined as a predictor of turnover intentions. The construct validity of model measures was explored. RESULTS: Informal organisational alliances and misuse of organisational processes/procedures predicted increased horizontal bullying that, in turn, predicted increased turnover intentions. Construct validity of model measures was supported. CONCLUSION: Negative informal alliances and misuse of organisational processes are antecedents to bullying, which adversely affects employment relationship stability. IMPLICATIONS FOR NURSING MANAGEMENT: The results suggest that reforming flawed organisational processes that contribute to registered nurses' bullying experiences may help to reduce chronically high turnover. Nurse leaders and managers need to create workplace processes that foster positive networks, fairness and respect through more transparent and accountable practices.
AIM: To examine the impact of organisational factors on bullying among peers (i.e. horizontal) and its effect on turnover intentions among Canadian registered nurses (RNs). BACKGROUND: Bullying among nurses is an international problem. Few studies have examined factors specific to nursing work environments that may increase exposure to bullying. METHODS: An Australian model of nurse bullying was tested among Canadian registered nurse coworkers using a web-based survey (n = 103). Three factors - misuse of organisational processes/procedures, organisational tolerance and reward of bullying, and informal organisational alliances - were examined as predictors of horizontal bullying, which in turn was examined as a predictor of turnover intentions. The construct validity of model measures was explored. RESULTS: Informal organisational alliances and misuse of organisational processes/procedures predicted increased horizontal bullying that, in turn, predicted increased turnover intentions. Construct validity of model measures was supported. CONCLUSION: Negative informal alliances and misuse of organisational processes are antecedents to bullying, which adversely affects employment relationship stability. IMPLICATIONS FOR NURSING MANAGEMENT: The results suggest that reforming flawed organisational processes that contribute to registered nurses' bullying experiences may help to reduce chronically high turnover. Nurse leaders and managers need to create workplace processes that foster positive networks, fairness and respect through more transparent and accountable practices.