Kátia Biagio Fontes1, Ana Carolina Jacinto Alarcão1, Rosângela Getirana Santana2, Sandra Marisa Pelloso3, Maria Dalva de Barros Carvalho4. 1. Health Science Center, Universidade Estadual de Maringá, Maringá, Brazil. 2. Department of Post-Graduation in Statistics, Universidade Estadual de Maringá, Maringá, Brazil. 3. Department of Post-Graduation in Health Science and Nursing, Universidade Estadual de Maringá, Maringá, Brazil. 4. Department of Post-Graduation in Health Science, Universidade Estadual de Maringá, Maringá, Brazil.
Abstract
AIM: To identify the factors associated with bullying and turnover intention among nurses. BACKGROUND: Previous studies have demonstrated an association between leadership, bullying and turnover intention. However, few studies to date have addressed this topic among nurses. METHODS: A cross-sectional study was conducted using web-based data collection followed by data analysis using logistic regression and multinomial logistic regression models. RESULTS: Having more than one job (odds ratio (OR) = 2.9) and a low relationship-oriented leadership style (OR = 5.8) were positively associated with personal and work-related bullying, respectively. A low relationship-oriented leadership style (OR = 4.0), age of 19-29 years (OR = 4.5) and length of employment at the institution of 5-10 years (OR = 4.9) were positively correlated with a high turnover intention. The following variables were correlated with a moderate turnover intention: a low relationship-oriented leadership style (OR = 3.4), having a bachelor's degree (OR = 2.0) and working in a philanthropic institution (OR = 2.5). Working in a private institution (OR = 0.8) was negatively associated with a moderate turnover intention. CONCLUSIONS: A low relationship-oriented leadership style and social and work factors were associated with bullying and turnover intention. IMPLICATIONS FOR NURSE MANAGERS: Nurse managers, in addition to developing technical skills, need to develop skills to manage human relationships to prevent bullying and turnover among nurses.
AIM: To identify the factors associated with bullying and turnover intention among nurses. BACKGROUND: Previous studies have demonstrated an association between leadership, bullying and turnover intention. However, few studies to date have addressed this topic among nurses. METHODS: A cross-sectional study was conducted using web-based data collection followed by data analysis using logistic regression and multinomial logistic regression models. RESULTS: Having more than one job (odds ratio (OR) = 2.9) and a low relationship-oriented leadership style (OR = 5.8) were positively associated with personal and work-related bullying, respectively. A low relationship-oriented leadership style (OR = 4.0), age of 19-29 years (OR = 4.5) and length of employment at the institution of 5-10 years (OR = 4.9) were positively correlated with a high turnover intention. The following variables were correlated with a moderate turnover intention: a low relationship-oriented leadership style (OR = 3.4), having a bachelor's degree (OR = 2.0) and working in a philanthropic institution (OR = 2.5). Working in a private institution (OR = 0.8) was negatively associated with a moderate turnover intention. CONCLUSIONS: A low relationship-oriented leadership style and social and work factors were associated with bullying and turnover intention. IMPLICATIONS FOR NURSE MANAGERS: Nurse managers, in addition to developing technical skills, need to develop skills to manage human relationships to prevent bullying and turnover among nurses.