The Association of Workplace Violence and Job Stress with Turnover Intention among Nursing Staff

• Main Authors: Feng, Wei-Hsin, 馮維馨
• Other Authors: Yeh, Te-Feng
• Format: Others
• Language: zh-TW
• Published: 2015
• Online Access: http://ndltd.ncl.edu.tw/handle/64669906261315783789

碩士 === 中臺科技大學 === 醫療暨健康產業管理系碩士班 === 103 === Violent behaviors at the hospital settings have been a main issue globally. Nursing staffs were confronted about four times higher aggressive behaviors than the other health professional employees. The workplace violence was the major cause of the occupational injuries for the health professionals. It would create high level work stress, and lead to the intention of turnover. The major studies of workplace violence towards the health professionals focused on emergency and psychiatry departments. It has lacked studies on the association between the workplace violence, work stress, and the turnover intention. Therefore, the objective of this study is aiming to focus on the association among the above three factors. This cross-sectional study adapted a self-administrative structured questionnaire to clinical nursing staffs in a teaching hospital located in central Taiwan . SPSS was used to analyze the descriptive and inferential statistics, such as t-test, one way ANOVA, and multiple regression. The results of this study showed: (1)The positive association between the personal charactristics and the workplace violence. 2-5 years of working experiences, regular night shift , and work in emergency department confronted the higher workplace voilent experience than the others. (2)The verbal harassment was the most common among workplace violences . The major external source of workplace violence was families of patients and doctors was the mjaor internal source. (3)Nurses who suffers from workplace violences appeared to have poorer job control and higher mental workload. (4)There were positive associations between bullyong experience, mental workload, lack of workplace justice, and turnover intention among nursing staffs. Suggestions:(1) 21% of nurses suffering workplace violence did not report because they believed that there is no use. It showed that the workplace violence policies of hospital were not met the real requirements. The hospital should develop an effective violence prevention and treatment mechanism, such as education and training in the prevention of workplace violence, continuing to strengthen clinical nurses facing the process of workplace violence, particularly for specific job requirements or new staff. (2) The communication between clinical staffs and their departmental leaders must be reinforce mutually. Support and care were provided from senior officers at the first time, as well as the timely counseling and legal assistance (3) Rational human resource allocation among 3 shifts could result in reducing workplace violence an job stress, as well as senior supervisors were assighed to deal with the violence events in 24 hours. (4) A systematic, open-minded communication channel would be established to prevent miscommunication that resulted in dissatisfaction or misunderstanding, as well as to reduce bullying among peers. The internal grievance and disciplinary procedures must pay attention to confidential and complete within a certain period to avoid being unfair for the person involved and other stakeholders. Keywords: Nursing Staff, workplace violence, Job Stress , turnover intention