Effect of Nurses’ Organizational Culture, Workplace Bullying and Work Burnout on Turnover Intention

Abstract

Abstract

Organisational antecedents, policy and horizontal violence among nurses: An integrative review

“…In total, 19 different organisational antecedents were found across the 22 studies. Organisational factors such as labour environment (i.e., working conditions, tasks and teamwork) and demographics (Ariza‐Montes, Muniz, Montero‐Simó, & Araque‐Padilla, ); workplace environmental factors (i.e., nursing role in quality of care/hospital affairs, staffing resources, and manager's ability); practice environment (Yokoyama et al., ) and organisational culture (An & Kang, ; Yeun & Han, ) are important constructs for understanding incidents of HV. The most relevant constructs used to explore organisational antecedent factors were categorized as influential working conditions, relational aspects of teams and leadership, organisational culture, climate, and the role of structural processes (see Table ).…”

“…Interestingly, job control was perceived primarily at the nurse‐patient level rather than being considered at the decision‐making hierarchical levels that control, to a great degree, the influx of new patients or discharges for nursing management, patient assignment to teams, and RN roles (Camerino, Estryn‐Behar, Conway, van Der Heijden, & Hasselhorn, ; Chipps et al., ; Rodwell & Demir, ). The importance of humane behaviours is also captured through concepts in collegial work teams (An & Kang, ; Yeun & Han, ). However, studies indicate that team behaviours are also being observed to help younger nurses adapt to organisational norms (i.e., bullying of younger nurses) and, at the same time, they are monitored by nurse managers for signs of HV behaviours (Boateng & Adams, ; Kvas & Seljuk, ; Leiter, Price, & Laschinger, ; Lewis, ; Yokoyama et al., ).…”

“…A strong work team fosters compassion, support, and creativity, aiding career advancement and innovation, and enabling quality care. Strong work teams coupled with management support and strong leadership abilities also have a negative relationship with HV (Giorgi et al., ; Purpora & Blegen, ; Rodwell & Demir, ; Yeun & Han, ; Yokoyama et al., ). In contrast, conflict amongst work teams leads to higher incidences of HV, cynicism, burnout, and turnover intention.…”

“…Organisational culture (Han, ) is usually understood to encompass innovation‐orientated aspects (i.e., cultural aspects such as changing environment, education and challenge), hierarchical‐orientated culture (i.e., authority, obedience and order), and relation‐orientated impulses (i.e., comfort, spirit, and humaneness) to broaden our understanding of organisational antecedents in nursing workplaces (An & Kang, ; Yeun & Han, ). Giorgi et al.…”

“…Interestingly, job control was perceived primarily at the nurse-patient level rather than being considered at the decision-making hierarchical levels that control, to a great degree, the influx of new patients or discharges for nursing management, patient assignment to teams, and RN roles (Camerino, Estryn-Behar, Conway, van Der Heijden, & Hasselhorn, 2008;Chipps et al, 2013;Rodwell & Demir, 2012). The importance of humane behaviours is also captured through concepts in collegial work teams (An & Kang, 2016;Yeun & Han, 2016 Strong work teams coupled with management support and strong leadership abilities also have a negative relationship with HV (Giorgi et al, 2016;Purpora & Blegen, 2015;Rodwell & Demir, 2012;Yeun & Han, 2016;Yokoyama et al, 2016). In contrast, conflict amongst work teams leads to higher incidences of HV, cynicism, burnout, and turnover intention.…”