Katherine C Brewer1, Kyeung Mi Oh1, Panagiota Kitstantas2, Xiaoquan Zhao3. 1. George Mason University School of Nursing. 2. George Mason University, Department of Health Administration and Policy. 3. George Mason University, Department of Communications.
Abstract
AIMS: To examine prevalence of bullying among nurses and explore associations of organizational betrayal and support with well-being among nurses exposed to bullying. BACKGROUND: Bullying is a problem in many nursing workplaces, and organizations have an obligation to support nurses who are bullied. Support or betrayal after bullying could affect nurse well-being, including burnout. METHODS: In this cross-sectional study among U.S. nurses, data were collected in a survey using the Negative Acts Questionnaire-Revised for Nursing, the Institutional Betrayal Questionnaire for Health, the Well-Being Index, a job satisfaction scale and demographic questions. RESULTS: Prevalence of weekly/daily bullying was 31% (N = 242). Among nurses exposed to any bullying (N = 173), organizational betrayal increased odds of burnout (OR 2.62, p=.02), job dissatisfaction (OR 2.97, p=.04), and absenteeism (OR 6.11, p<.001). Organizational support decreased odds of job dissatisfaction (OR 0.30, p=.001) and absenteeism (OR 0.50, p=.04). CONCLUSION: Analysis of study findings suggests organizational betrayal increases likelihood of burnout, job dissatisfaction, and absenteeism, and support decreases likelihood of dissatisfaction and absenteeism. IMPLICATIONS FOR NURSING MANAGEMENT: Nurse leaders should be aware of the issue of organizational betrayal and support in relation to well-being. Future studies can further explore the concepts of betrayal and support to provide additional evidence.
AIMS: To examine prevalence of bullying among nurses and explore associations of organizational betrayal and support with well-being among nurses exposed to bullying. BACKGROUND: Bullying is a problem in many nursing workplaces, and organizations have an obligation to support nurses who are bullied. Support or betrayal after bullying could affect nurse well-being, including burnout. METHODS: In this cross-sectional study among U.S. nurses, data were collected in a survey using the Negative Acts Questionnaire-Revised for Nursing, the Institutional Betrayal Questionnaire for Health, the Well-Being Index, a job satisfaction scale and demographic questions. RESULTS: Prevalence of weekly/daily bullying was 31% (N = 242). Among nurses exposed to any bullying (N = 173), organizational betrayal increased odds of burnout (OR 2.62, p=.02), job dissatisfaction (OR 2.97, p=.04), and absenteeism (OR 6.11, p<.001). Organizational support decreased odds of job dissatisfaction (OR 0.30, p=.001) and absenteeism (OR 0.50, p=.04). CONCLUSION: Analysis of study findings suggests organizational betrayal increases likelihood of burnout, job dissatisfaction, and absenteeism, and support decreases likelihood of dissatisfaction and absenteeism. IMPLICATIONS FOR NURSING MANAGEMENT: Nurse leaders should be aware of the issue of organizational betrayal and support in relation to well-being. Future studies can further explore the concepts of betrayal and support to provide additional evidence.
Authors: María Del Carmen Pérez-Fuentes; Ivan Herrera-Peco; María Del Mar Molero Jurado; Nieves Fátima Oropesa Ruiz; Diego Ayuso-Murillo; José Jesús Gázquez Linares Journal: Front Psychol Date: 2020-05-13