• Journal of Korean Critical Care Nursing
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• v.7 no.2
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• pp.24-33
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• 2014

Purpose: The purpose of this study was to identify the relationship between organizational culture and workplace bullying of intensive care unit (ICU) nurses. Methods: A secondary analysis was conducted using three different data sets on workplace bullying of hospital nurses. This analysis focused on the relationship between organizational culture and workplace bullying of 240 ICU nurses. The original data were collected using self-reporting questionnaires and were analyzed using hierarchical multiple regression. Results: ICU nurses were aware of their organizational culture as being rank-oriented, relationship-oriented, innovation-oriented, and task-oriented in that order. The results showed that 15.0% of the ICU nurses reported being victims of workplace bullying, mostly work-related bullying. The perception of a relationshiporiented culture explained a variance of 29% in the workplace bullying of ICU nurses. Conclusion: The findings suggest that ICU nurses who are strongly aware of a relationship-oriented culture would experience less workplace bullying. Further research is needed to develop interventions that can foster a relationship-oriented culture in ICUs.

• Journal of muscle and joint health
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• v.22 no.2
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• pp.78-86
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• 2015

Purpose: The purpose of this study was to identify the impact of workplace bullying experience and resilience on the organizational socialization among new graduate nurses. Methods: This is a descriptive correlational study with 148 new graduate nurses working in the hospitals in B city of Korea. The instruments that were used for measuring main variables were the negative acts questionnaire-revised (NAQ-R), the Korean version of the Connor-Davidson resilience scale (CD-RISC), and the measurement tool for new nurses' organizational socialization. Results: The prevalence of workplace bullying was 22.3%, and the subjects reported moderate level of resilience. Significant negative correlations between workplace bullying and resilience, and organizational socialization were found. A significant positive correlation was found between resilience and organizational socialization. As a result of multiple regression analysis, resilience, workplace bullying, and a working in desired unit turned out to be variables that explained new graduate nurses' organizational socialization (adjusted $R^2=.514$, p<.001). Conclusion: The results of this study suggested that new graduate nurses with higher resilience and less experience of workplace bullying would show higher organizational socialization. Further research is needed to identify the regulation effect of resilience in between workplace bullying and organizational socialization.

• Korean Journal of Occupational Health Nursing
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• v.26 no.3
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• pp.197-206
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• 2017

Purpose: This study aimed to investigate the relationship among nurses' workplace bullying experience, organizational culture, and organizational commitment. Methods: Nurses who had worked for more than 6 months (N=299) were selected from 5 general hospitals. Data were collected from August to September 2014, using a self- reported questionnaire, and were analyzed using SPSS version 20.0. Results: Among the participants, 17.7% reported having experienced workplace bullying. Those who had experienced workplace bullying reported significantly lower relation-oriented culture, innovation-oriented culture, and organizational commitment as compared to the other group (t=-2.50, p=.016; t=-2.60, p=.011; t=-2.91, p=.004, respectively). Rank-oriented culture was higher in those who had experienced workplace bullying as compared to those who had not (t=2.76, p=.007). Conclusion: Those who had experienced workplace bullying had higher scores on rank-oriented culture and lower scores on innovation-oriented culture, relation-oriented culture, and organizational commitment. To reduce workplace bullying among nurses, hospital managers should improve the relation-oriented organizational culture and alleviate the rank-oriented culture.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.28 no.2
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• pp.124-134
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• 2021

Purpose: The study examined the effects of personality factors and the perceived nursing organizational culture on workplace bullying of nurses. Methods: The participants were 110 allied general hospital with more than 300 beds. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients, and stepwise regression analysis with the SPSS program. Results: Workplace bullying differed significantly by marital status (t=-2.43, p=.017) and clinical career (F=3.82, p=.012). Statistically significant positive relationships was observed between workplace bullying and hierarch-oriented culture (r=.24, p=.031), and task-oriented culture (r=.26, p=.006), negative relationships was observed between workplace bullying and relationship-oriented culture (r=-.37, p<.001), and Innovation-oriented culture (r=-.24, p=012). A total of 23.7% of workplace bullying was explained by clinical career and relation-oriented culture. Conclusion: These results could be used in the development of workplace bullying preventive programs and caring programs for nurses considering clinical career by focusing the organizational efforts on relationship-oriented culture creation.

• The Korean Journal of Health Service Management
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• v.13 no.3
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• pp.27-38
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• 2019

Objectives: The purpose of this study was to examine the influence of human rights sensitivity and nursing work environment on workplace bullying victimization among nurses in small- and medium-sized hospitals. Methods: The participants were 255 nurses from 5 general hospitals in Busan. A dataset was collected using a structured self-reporting questionnaire during the month of July 2018. The data were analyzed with SPSS WIN 23.0 software (IBM Corp., Armonk, NY, USA) using independent t-test, one-way analysis of variance, Pearson's correlation coefficient, and multiple regression analysis. Results: Nursing work environment showed negative correlation with workplace bullying victimization. Being a witness to bullying, organizational support, head nurse's leadership, and relationships with peers were found to influence workplace bullying victimization, and these 4 variables explained 37% of workplace bullying victimization. Conclusions: Formal procedures for cases of bullying and improvements in the leadership of head nurses and peer relationships are crucial to reducing workplace bullying victimization among nurses in small- and medium-sized hospitals. Hospital executives' efforts to provide sufficient physical and human resources for nursing services and to improve the welfare of nurses are also needed.

• Journal of Internet of Things and Convergence
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• v.5 no.1
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• pp.13-28
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• 2019

The purpose of this study is to identify degree of the personality type, resilience, self-efficacy, and workplace bullying Experience among nurses at General Hospital, to ascertain the correlation between them and to ascertain factors that may affect workplace bullying. This study collected data from October 22, 2018 to October 26, 2018 through structured questionnaires from 260 nurses working at General Hospital in Seoul City, and the collected data were analyzed by descriptive statistics, t-test, ANOVA, Pearson's correlation coefficients, and multiple regression analysis using SPSS / WIN 21.0. Analysis of differences in general characteristics showed that workplace bullying was significantly different according to witness of bullying, workplace satisfaction. Resilience was significantly different according to marital status, religion, final education, and workplace satisfaction. And self-efficacy was found to be different according to respondents' marital status, religion. The relationship between DISC personality type, workplace bullying, resilience and self-efficacy showed that workplace bullying had a negative correlation with resilience, and resilience showed a positive correlation with self-efficacy. As a result of the multiple regression analysis in order to identify the factors that, workplace satisfaction, witness of workplace bullying and the resilience was the factor affecting workplace bullying; workplace bullying was decreased as the resilience was higher.

• Journal of the Korea Convergence Society
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• v.9 no.12
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• pp.429-440
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• 2018

The purpose of the study is to explore the experience of bullying in the workplace of nurses. The study period was April 1 2013 to July 5 2013. The subjects were 14 nurses who had experienced bullying at their workplace. Data were analyzed using Strauss and Corbin's grounded theory methodology. With data analysis, 139 concepts, 35 subcategories, and 13 categories were generated. "Disregard of presence by negatively learned inertia" was the central phenomenon for workplace bullying of nurses, and the core category was 'struggle to regain oneself'. This study will contribute to a change in individual and organizational awareness of bullying in the workplace by presenting a dynamic process of nurses experiencing bullying. Research is required on identifying workplace bullying status, monitoring methods and program development to reduce workplace bullying of nurses.

• Korean Security Journal
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• no.40
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• pp.87-108
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• 2014

In this study, we tried to find ways to minimize the negative effects of workplace bullying by analysing how workplace bullying affects private security guard's job attitude. The results of survey are as follows. First, as the result of analysis how the guard's workplace bullying affects job satisfaction, one of the job attitude, it showed that relational aggression and workplace bullying have a negative effect on their job satisfaction. In other words, job satisfaction decreases as relational aggression and workplace bullying increase. Second, as the result of analysis how the guard's workplace bullying affects their turnover intention, we found that relational aggression and workplace bullying have an effect on turnover intention, especially, relationally workplace bullying has a more effect on their turnover intention than relational aggression, which Is somewhat different from other studies. Study shows that workplace bullying can cause the guard's negative respond and behavior on their job satisfaction, they have to consider transferring another job. Therefore, increasing their job satisfaction and decreasing turnover intention are very important as we are exposed to crimes these days. In this study, we have come with following solutions. First, to increase job satisfaction against workplace bullying, we have to raise the efficiency of their human resources and reduce work ambiguity of actual work burden caused by positive organizational atmosphere and clear responsibility. Second, it is needed to promote personnel exchange between departments and form partnership through regular meetings by targeting common goals to concentrate same interests. At the same time, we have to improve the guard's welfare and working environment by introducing psychological counselling to the victims of bullying.

• Korean Journal of Culture and Social Issue
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• v.28 no.2
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• pp.107-131
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• 2022

This study was conducted with the aim of developing and validating a measure of the workplace bullying bystander behavior. For the purpose, items were developed by referring to previous studies related to workplace bullying, and behavior subtypes were defined as pro-bullying, defending, and bystander behaviors. After confirming the content validity with the help of experts, a total of 31 preliminary items were composed. The final 26 items were selected by conducting an exploratory factor analysis and verifying the validity and reliability of the scale with a survey of 288 office workers who have directly or indirectly witnessed workplace bullying over the past three years. In this process, it was confirmed that defense behavior was distinguished into two types: Active and supportive. Confirmatory factor analysis was conducted with data from 518 office workers who have directly or indirectly witnessed workplace bullying over the past year, and the validity and reliability of the developed scale were confirmed. As a result of comparing the competing models to reconfirm the subtypes, it was confirmed again that active defense behavior and supportive defense behavior were distinguished. The criterion-related validity of all subtypes was confirmed by setting the criterion variables for workplace bullying behavior, altruistic behavior, pro-social behavior, fear of intervention, moral disengagement, guilt, and moral identity. Based on the result of this study, follow-up research tasks related to workplace bullying bystander behavior scale were suggested and the methods to prevent and intervene in workplace bullying while utilizing workplace bullying bystander behaviors were discussed.

• Journal of Korean Academy of Nursing
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• v.46 no.2
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• pp.226-237
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• 2016

Purpose: The purpose of this qualitative study was to explore the workplace bullying experience of Korean nurses. Methods: Participants were twenty current or former hospital nurses who had experienced workplace bullying. Data were collected through focus group and individual in-depth interviews from February to May, 2015. Theoretical sampling method was applied to the point of theoretical saturation. Transcribed interview contents were analyzed using Corbin and Strauss's grounded theory method. Results: A total of 110 concepts, 48 sub-categories, and 17 categories were identified through the open coding process. As a result of axial coding based on the paradigm model, the central phenomenon of nurses' workplace bullying experience was revealed as 'teaching that has become bullying', and the core category was extracted as 'surviving in love-hate teaching' consisting of a four-step process: confronting reality, trial and error, relationship formation, and settlement. The relationship formation was considered to be the key phase to proceed to the positive settlement phase, and the participants utilized various strategies such as having an open mind, developing human relationships, understanding each other in this phase. Conclusion: The in-depth understanding of the workplace bullying experience has highlighted the importance of effective communication for cultivating desirable human relationships between nurses.