Prevalence, contributing factors and consequences of workplace bullying against nurse managers

Abstract

Background/Aims Research has indicated a high prevalence of bullying among nurses, but there has been limited research into bullying among nurse managers. This study aimed to identify prevalence and consequences of workplace bullying, as well as the environmental factors that can contribute to this behaviour, towards nurse managers. Methods A descriptive correlational study was conducted with 135 nurse managers. Data were collected using a self-reported questionnaire, including a workplace bullying scale, authentic leadership scale, workplace culture scale, workplace justice scale, workplace trust scale, job demand and control scales, job satisfaction scale and stress scale. Items were scored using 5-point Likert scales. Data were analysed using the SPSS version 15, with Spearman's rho correlation and logistic regression analyses performed to identify relationships between variables. Results Participants reported a high prevalence of workplace bullying from staff nurses, leaders and other colleagues (64.7%). Factors that contributed to this behaviour included ineffective leadership, high workload, low job control, injustice, distrust in the organisation and weak organisational culture. Stress and dissatisfaction were identified as consequences of bullying. Conclusions High rates of bullying against nurse managers may lead to adverse consequences, including stress and job dissatisfaction. Healthcare managers and leaders need to target environmental factors that could reduce the incidence of workplace bullying, such as strong authentic leadership, organizational culture and job demand.