This study was attempted to investigate effects of ethical climate and workplace bullying on nurses’ turnover intention of nurses working in medium to large sized general hospitals in Korea. This study was conducted on 187 full-time nurses working in the general hospitals with more than 400 beds. Data were collected from the online communities of nurses using Google Foam from April 22 to April 24, 2024. The average values were 3.64±0.64 (out of 5 points) for ethical climate, 2.43±0.75 (out of 4 points) for workplace bullying, and 3.33±0.95 (out of 5 points) for nurses’ turnover intention. While ethical climate had a non-significant relationship with nurses' turnover intention, workplace bullying had a significant relationship with nurses' turnover intention. Nurses’ turnover intention was influenced by verbal attack, inappropriate task, working department, and educational level. These four variables can explain 53.0% of nurses' turnover intention. To prevent the turnover of nurses working at medium to large sized general hospitals, nursing managers need to pay more attention to nurses with low educational level and working at comprehensive wards and special wards. In addition, nursing managers should provide communication training to nurses and assign nursing tasks and working departments according to the nurses' abilities and wishes.

Purpose: This study was attempted to investigate the relationship among workplace bulling, organizational silence, organizational justice, ethical climate, and intent to leave in hospital nurses. Methods: This study was a cross-sectional survey. Data were collected from 267 full-time nurses working at one general hospital in South Korea from June 10 to 30, 2022 and analyzed using the SPSS 25.0 program. Results: As a result of the study, workplace bullying averaged 1.81 (out of 4), organizational silence 2.60 (out of 5), organizational fairness 3.06 (out of 5), ethical climate 3.57 (out of 5), and intent to leave was 2.88 (out of 5). The higher workplace bullying and organizational silence, the lower organizational justice and ethical climate, the intent to leave of hospital nurses was high. Organizational justice, workplace bullying, and age could explain their intent to leave of 37.0%. Conclusion: It Is found that it is important to increase organizational justice and prevent workplace bullying in order to lower hospital nurses' intent to leave. So it is concluded that managers should disclose the process and results of organization operation, and prepare measures to prevent bullying in the workplace centered the vulnerable.

본 연구에서는 병원간호사의 직장 내 괴롭힘을 지각한 간호대학생의 전공만족도와 주도적으로 진로를 결정하고 직업환경에서의 변화에 대처할 수 있는 준비성인 진로적응성에 어떠한 영향을 미치는지 규명하기 위해 실시하였다. 연구 대상자는 서울과 충청권 거주 간호대학생으로 2020년 2월 1일부터 4월 15일까지로 총 187부의 자료를 t-test, ANOVA, Pearson’s Correlation Coefficient, Multiple regression analysis로 최종 분석하였다. 연구결과는 학년과 학과 지원동기, 병원간호사의 직장 내 괴롭힘 지각의 영향 유무 및 진로적응성을 예측변수로 간호대학생의 전공만족도를 설명하는 선형회귀모형은 통계적으로 유의하였고(F=10.821, p<.001), 회귀모형의 설명력은 전공만족도 총 변화량의 33.1%를 설명하고 있다. 학년, 학과지원동기, 직장 내 괴롭힘 지각과 전공만족도를 예측변수로 간호대학생의 진로적응성을 설명하는 선형 회귀모형은 통계적으로 유의하였고(F=10.242, p<.000), 회귀모형의 설명력은 자기주도성 총 변화량의 28.9%를 설명하고 있다. 따라서 본 연구결과를 바탕으로 직장 내 괴롭힘 문화에 대한 지각 및 인식개선을 위한 상담과 비교과 교육 프로그램개발 및 활성화를 위한 기초자료로 활용할 수 있을 것이다.

Purpose: The aim of this study was to explore workplace bullying and turnover intention among new nurses whose career was less than 12 months. Method: Survey was performed using structured questionnaire which consisted of general characteristics, workplace bullying and results, turnover intention. Study participants were new nurses from a University hospital located in G-district. Total 163 questionnaires out of 180 were analyzed using descriptive statistics, t-test, ANOVA, correlation, multiple regression as appropriate. Results: Overall bullying level was rather low, yet it was true that at least some new nurses were bullies. One factor affecting both bullying and turnover intention consistently was ward assignment. Working period, working ward, mistrust were predictive factors of turnover intention among new nurses. Conclusion: Factors revealed from this study and previous studies need to be into account when developing strategies to help new nurses in adjusting working environment. In addition, qualitative studies are called for further insight regarding the context of bullying and turnover intention.

The purpose of this study was to identify the relationship between bullying, nursing work environment, reality shock and factors of influence on turnover intension. Data were collected from 381 nurses who were under the charge nurse at a hospital with more than 600 beds in Seoul. The collected data were analyzed using the SPSS24.0 program. The mean score for turnover intension was 3.61 ± 0.89. The intension of turnover was correlated with bullying in the workplace (r=0.197, ρ=.001), the nursing work environment (r=-.409, p=.001), and reality shock (r=.572, p=.001). Variables affecting turnover intension were the work department(β=-0.018, ρ=.049), working environment(β=-0.424, ρ<.000), and reality shock(β=0.654, ρ<.000). The total amount of explanation for turnover intension was 37.3%. The degree of turnover intension of nurses was affected by work in general wards, the experience of workplace bullying and the nursing work environment. To reduce turnover intension, nursing work needs to be analyzed and efforts are needed to establish an effective communication system.