ABSTRACT
Purpose@#This study aimed to investigate the effects of organizational silence and organizational justice on bullying among hospital nurses in their workplace. @*Methods@#This study was a cross-sectional survey conducted on 235 full-time nurses in Korea. Data were collected online using Google Docs from 14 June to 9 July 2021. @*Results@#Nurses who were male, below 30 years of age, unmarried, had less than five years of clinical experience, had worked in special departments, and had no prior experience with workplace bullying were more vulnerable to workplace bullying than nurses with other characteristics. Workplace bullying of hospital nurses was positively correlated with their acquiescent silence and defensive silence, and negatively correlated with their procedural justice and interactional justice. Factors influencing workplace bullying of hospital nurses were defensive silence, bullying experience (have), distributive justice, acquiescent silence, gender (male), and marital status (single). These six variables explained 55% of workplace bullying in hospital nurses. @*Conclusion@#Based on the results of this study, it could be concluded that nursing managers should keep organizational silence low, organizational justice high, and pay more attention to nurses who are vulnerable to bullying in their workplace.
ABSTRACT
PURPOSE: This study was performed to measure nursing professionalism, organizational communication, and intent to stay, and investigate the relationship among these three variables in geriatric hospital nurses. METHODS: A cross-sectional survey was done with the participation of 195 nurses working at 23 geriatric hospitals in B city of Gyeongsangnam-do, Korea. Data were collected from January 19 to 25, 2018 using structured questionnaires and were analyzed using SPSS/WIN program. RESULTS: The geriatric hospital nurses' scores for nursing professionalism, organizational communication, and intent to stay were relatively lower than those of general hospital nurses. Each of these three variables was differently perceived according to participants' general characteristics but there was a positive correlation between them. The factors influencing intent to stay were organizational communication, age and through newspapers/advertising (one of motivations for working at geriatric hospitals). These three variables explained 47% of intent to stay. CONCLUSION: To increase intent to stay in geriatric hospital nurses, nursing or hospital managers must develop and apply programs that help improve nurses' professionalism and organizational communication. Especially geriatric hospital nursing managers should try to provide organizational communication enhancement programs for young and inexperienced nurses.