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Han, Gu, and Yoo: Influence of Workplace Bullying and Leader-Member Exchange on Turnover Intention among Nurses
Original Article

Journal of Korean Academy of Nursing Administration 2014; 20(4): 383-393.

Published online: 30 September 2014

DOI: https://doi.org/10.11111/jkana.2014.20.4.383

Influence of Workplace Bullying and Leader-Member Exchange on Turnover Intention among Nurses

Mi Ra Han1, Jeung Ah Gu2, Il Young Yoo3

1Graduate School, College of Nursing, Yonsei University · Department of Nursing, Mokpo Catholic University, Korea.

2Graduate School, College of Nursing, Yonsei University · Department of Nursing, Kyungwoon University, Korea.

3College of Nursing, Yonsei University, Korea.

Corresponding author: Gu, Jeung Ah. Department of Nursing, Kyungwoon University, 730 Gandong-ro, Sandong-myeon, Gumi 730-739, Korea. Tel: +82-54-479-4073, Fax: +82-54-479-4013, agathaja@naver.com

Received 22 April 2014       Revised 3 June 2014       Accepted 7 July 2014

Copyright © 2014 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 descriptive study was to identify the impact of workplace bullying and LMX (Leader-Member Exchange) on turnover intention among nurses.

Methods

The participants were 364 nurses from the Seoul metropolitan area who were attending a continuing education program. A structured questionnaire was used for data collection and data were analyzed using the SPSS/Window program. Hierarchical multiple regression analysis was performed to verify the effect of variables on turnover intention.

Results

Higher workplace bullying was associated with higher turnover intention. Workplace bullying was negatively correlated with leader-member exchange. The most influential factors for turnover intention were LMX (β=-7.22, p<.001), work load (β=2.96, p=.003), and workplace bullying (β=2.64, p=.009). These factors accounted for 28% of the variance in turnover intention.

Conclusion

The study results indicate that there is need to develop strategies to prevent workplace bullying and cultivate a good relationship between nursing managers and nurses to lower nurses' turnover intention.

Keywords: Nurse, Turnover intention, Leadership, Bullying

Figures and Tables

Table 1
General Characteristics of the Participants (N=364)
jkana-20-383-i001
Table 2
Nurses's Experience of Workplace Bullying (N=364)
jkana-20-383-i002
Table 3
Difference of Bullying, Turnover Intention, LMX score by General Characteristics (N=364)
jkana-20-383-i003

LMX=Leader-member exchange; *Scheffé test or Dunnett T3 test.

Table 4
Correlation among Variables (N=364)
jkana-20-383-i004

LMX=Leader-member exchange.

Table 5
Result of Hierarchial Regression (N=364)
jkana-20-383-i005

Notes

This study was financially supported by Mokpo Catholic University.

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