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Kim, Kim, and Park: Path Analysis for Workplace Incivility, Empowerment, Burnout, and Organizational Commitment of Hospital Nurses
Original Article

Journal of Korean Academy of Nursing Administration 2013; 19(5): 555-564.

Published online: 31 December 2013

DOI: https://doi.org/10.11111/jkana.2013.19.5.555

Path Analysis for Workplace Incivility, Empowerment, Burnout, and Organizational Commitment of Hospital Nurses

Se Young Kim1, Jong Kyung Kim2, Kwang-Ok Park3

1Department of Nursing, Mokpo University, Korea.

2Department of Nursing, Dankook University, Korea.

3Department of Nursing, Sunchon National University, College of Life Science and Natural Resources, Korea.

Corresponding author: Kim, Jong Kyung. Department of Nursing, Dankook University, 29 Anseo-dong, Cheonan 300-714, Korea. Tel: +82-41-550-3893, Fax: +82-41-550-3888, jongkimk@dankook.ac.kr

Received 11 June 2013       Revised 6 August 2013       Accepted 24 September 2013

Copyright © 2013 Korean Academy of Nursing Administration

(open-access):

This is an open access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (http://creativecommons.org/licenses/by-nc/3.0/), which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited.

Abstract

Purpose

The purpose of this study was to examine nurses' experience of workplace incivility from coworkers, supervisors, patients or patients' families, and doctors. The researcher identified the relationships among empowerment, burnout, and organizational commitment of hospital nurses.

Methods

The sample included 415 hospital nurses. Data were collected through questionnaires and analyzed using SPSS and AMOS.

Results

The average incivility score was 2.94 from doctors and 2.89 from patients or patients' families, higher than from supervisors (1.90) and coworkers (1.87). The variables affecting burnout included direct effect of empowerment (β=-.46, p<.001), direct effect of patients or patients' family incivility (β=.14, p<.001), direct effect of supervisor incivility (β=.12, p<.001), and direct effect of doctor incivility (β=.09, p<.001). The variables affecting organizational commitment were direct effect of burnout (β=-.58, p<.001), indirect effect of empowerment (β=-.23, p<.001), indirect effect of patients or patients' family incivility (β=-.12, p<.001), indirect effect of supervisor incivility (β=-.10, p<.001), and indirect effect of doctor incivility (β=-.09, p<.001).

Conclusion

The results indicate that incivility affecting nurses results in a high degree of burnout and a low degree of organizational commitment. Therefore, it is necessary to assess incivility cases and to hold workshops designed to curb incivility and establish healthy workplaces.

Keywords: Violence, Nursing, Burnout professional, Personnel turnover, Hospitals

Figures and Tables

Figure 1
Revised model for study of workplace incivility, empowerment, burnout, and organizational commitment of hospital nurse.
jkana-19-555-g001
Table 1
General Characteristics of Participants (N=415)
jkana-19-555-i001
Table 2
The Rank of Incivility from Coworkers, Supervisors, Doctors, and Patients or Patients' Families
jkana-19-555-i002
Table 3
The Hierarchical Regression Model of Organizational Commitment
jkana-19-555-i003

†R2 change.

*p<.05; **p<.001.

Table 4
The Path Analysis of Workplace Incivility, Empowerment, Burnout, and Organizational Commitment
jkana-19-555-i004

SMC=Squared multiple correlations.

**p<.001.

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