Workplace violence and turnover intention among the Bangladeshi female nurses after a year of pandemic: An exploratory cross-sectional study.
Workplace violence and turnover intention among the Bangladeshi female nurses after a year of pandemic: An exploratory cross-sectional study.
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一年大流行后，孟加拉国女护士的工作场所暴力和周转意图：一项探索性横断面研究。
DOI：
10.1371/journal.pgph.0000187
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发表时间：
2022
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在COVID-19疫情期间，针对医护人员的工作场所暴力普遍存在。工作场所暴力对护士的离职倾向有显著的促进作用。本研究的目的是调查工作场所暴力和离职意向之间的关联，并确定其他因素与TI之间的孟加拉国女护士。于2021年4月26日至7月10日对881名女护士进行了探索性横断面研究。本研究以女性护理人员之感染指数为结果变项。主要暴露变量是护士面临的WPV。采用工作场所暴力量表（WPVS）测量工作场所暴力，采用离职意向量表（TIS-6）测量离职意向。多元线性回归模型拟合，以找到调整后的TI与WPV和其他研究变量的关联。还进行了按工作类型（政府与私营部门）的分层分析。绝大多数护士（74.46%）的工作压力由低到高。TIS的总平均评分为16.33（± 4.72）。多元线性回归分析显示，与政府从业人员相比，私营从业人员的TIS平均得分（15.81比17.20）显着较高（p < 0.001）。暴露于中、高浓度WPV的护士TI评分显著高于未暴露者（β = 4.35，95%CI：3.36，5.34）。私营部门从业人员的TI显著高于政府部门从业人员（β = 2.04，95%CI：1.09，3.00）。与文凭持有者相比，观察到B.Sc.学位持有者（β = 0.86，95% CI：0.22，1.55）和M.Sc.学位持有者（β = 1.46，95% CI：0.58，2.34）的TI显著更高。此外，未及时领取工资的护士的TI得分较高（β = 1.17，95% CI：0.12，2.22）。此外，未接受任何WPV培训的护士的TI评分显著较高（β = 1.89，95%CI：1.03，2.74）。按工作类型进行的分层分析还揭示了政府和私人环境中TI的重要因素。这项研究发现，孟加拉国女护士中WPV的患病率很高，TI的发病率也很高。此外，本研究探讨了WPV和TI之间的关联。研究结果可帮助决策者通过预防WPV和解决减少护士频繁TI的因素来促进舒适的工作环境。
During the COVID-19 pandemic, workplace violence was widespread against healthcare personnel. Workplace violence (WPV) against nurses exhilarates their turnover intention (TI). The objective of this study was to investigate the association between workplace violence and turnover intention and also identify other factors associated with TI among Bangladeshi female nurses. An exploratory cross-sectional study was carried out among 881 female nurses between April 26 and July 10, 2021. The TI of the female nurses was the outcome variable of this study. The primary exposure variable was WPV faced by the nurses. Workplace Violence Scale (WPVS) was used to measure the WPV, and Turnover Intention Scale-6 (TIS-6) was used to measure the TI of the nurses. Multiple linear regression model was fitted to find the adjusted association of TI with WPV and other study variables. A stratified analysis by type of job (government vs. private) was also performed. The majority of the nurses (74.46%) faced low to high levels of WPV. The overall mean score of TIS was found 16.33 (± 4.72). Multiple linear regression analysis revealed that compared to government jobholders, the mean score of TIS (15.81 vs. 17.20) was found significantly higher among the private jobholders (p < 0.001). Nurses exposed to the intermediate and high level of WPV had a significantly higher TI score (β = 4.35, 95% CI: 3.36, 5.34) than the non-exposures. The TI of private jobholders was found significantly higher (β = 2.04, 95% CI: 1.09, 3.00) than the government jobholders. Compared to diploma degree holders, significantly higher TI was observed among the B.Sc. degree holders (β = 0.86, 95% CI: 0.22, 1.55) and M.Sc. degree holders (β = 1.46, 95% CI: 0.58, 2.34). Besides, the nurses who did not get timely salaries scored higher TI (β = 1.17, 95% CI: 0.12, 2.22). Moreover, the nurses who did not receive any training against WPV scored significantly higher TI (β = 1.89, 95% CI: 1.03, 2.74). The stratified analysis by type of job also revealed significant factors of TI in government and private settings. This study found a high prevalence of WPV and a high rate of TI among Bangladeshi female nurses. Moreover, this study explored an association between WPV and TI. The study findings could help policymakers facilitate a comfortable working environment by preventing WPV and addressing the factors to reduce nurses’ frequent TI.