Relationship between leadership, bullying in the workplace and turnover intention among nurses

Abstract

Aim: To identify the factors associated with bullying and turnover intention among nurses.

Background: Previous studies have demonstrated an association between leadership, bullying and turnover intention. However, few studies to date have addressed this topic among nurses.

Methods: A cross-sectional study was conducted using web-based data collection followed by data analysis using logistic regression and multinomial logistic regression models.

Results: Having more than one job (odds ratio (OR) = 2.9) and a low relationship-oriented leadership style (OR = 5.8) were positively associated with personal and work-related bullying, respectively. A low relationship-oriented leadership style (OR = 4.0), age of 19-29 years (OR = 4.5) and length of employment at the institution of 5-10 years (OR = 4.9) were positively correlated with a high turnover intention. The following variables were correlated with a moderate turnover intention: a low relationship-oriented leadership style (OR = 3.4), having a bachelor's degree (OR = 2.0) and working in a philanthropic institution (OR = 2.5). Working in a private institution (OR = 0.8) was negatively associated with a moderate turnover intention.

Conclusions: A low relationship-oriented leadership style and social and work factors were associated with bullying and turnover intention.

Implications for nurse managers: Nurse managers, in addition to developing technical skills, need to develop skills to manage human relationships to prevent bullying and turnover among nurses.

Keywords: bullying; leadership; leadership styles; nursing; retention; turnover intention.