Investigating justice and bullying among healthcare workers

IF 2.7 3区 管理学 Q2 INDUSTRIAL RELATIONS & LABOR
Michele N. Medina‐Craven, Kathryn Ostermeier
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引用次数: 6

Abstract

PurposeThe purpose of this paper is to explore the relationships between workplace bullying, organizational justice dimensions and intentions to leave. The authors posit that workplace bullying is positively related to intentions to leave, and that this effect is transmitted through lower justice perceptions.Design/methodology/approachThe authors surveyed 146 healthcare workers, using factor analysis and the Preacher and Hayes (2008) PROCESS macro to test their hypotheses.FindingsThe study results indicate that workplace bullying is positively associated with intentions to leave. This effect is transmitted through lower entity-based distributive justice perceptions.Research limitations/implicationsThe study sample was cross-sectional and collected at a single point in time. Future research should examine these relationships in a longitudinal method.Practical implicationsThe study results suggest that when a healthcare worker experiences bullying in the workplace, they begin to perceive their organization as more unfair. These negative feelings toward their organization lead to a desire to permanently separate from the organization. These results suggest that workplace bullying has serious ramifications for turnover, and that healthcare organizations can mitigate these negative effects by increasing perceptions of organizational justice through being transparent about their decisions and the process going into this decision-making.Originality/valueThese findings extend existing research by empirically testing the effects of workplace bullying on intentions to leave within the healthcare industry.
调查卫生保健工作者中的正义和欺凌行为
目的探讨职场欺凌、组织公正维度与离职意向之间的关系。作者认为,职场欺凌与离职意图呈正相关,这种影响通过较低的公平感传播。设计/方法/方法作者调查了146名医护人员,使用因子分析和传道者和海耶斯(2008)过程宏观来检验他们的假设。研究结果表明,职场欺凌与离职意图呈正相关。这种效应是通过较低的基于实体的分配正义观念传播的。研究的局限性/意义研究样本是横断面的,在一个时间点收集。未来的研究应该用纵向的方法来检验这些关系。实际意义研究结果表明,当医护人员在工作场所遭受欺凌时,他们开始认为自己的组织更不公平。这些对组织的负面情绪导致他们想要永久地脱离组织。这些结果表明,工作场所欺凌对人员流动有严重的影响,医疗机构可以通过透明的决策和决策过程来增加对组织公正的认识,从而减轻这些负面影响。原创性/价值这些发现扩展了现有的研究,通过实证测试工作场所欺凌对医疗保健行业离职意向的影响。
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来源期刊
Employee Relations
Employee Relations Multiple-
CiteScore
6.50
自引率
8.80%
发文量
69
期刊介绍: ■Communication, participation and involvement ■Developments in collective bargaining ■Equal opportunities ■Health and safety ■HRM ■Industrial relations and employment protection law ■Industrial relations management and reform ■Organizational change and people ■Personnel and recruitment ■Quality of working life
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