Bullying Management Program for Nurses and its Effect on their Turnover

Abstract

Background: Bullying management is a critical issue because workplace bullying has serious negative consequences on staff nurses and organization as nurses' turnover. Aim: Determine bullying management program for nurses and its effect on their turnover. Design: A quasi-experimental design was utilized to achieve the aim. Setting: The study was conducted at Critical Care Units at Benha University Hospital. Subjects: Were composed of 80 staff nurses. Tools: Three tools were used for data collection namely, (I) Bullying Management Knowledge Questionnaire, (II) Bullying Management Observational Checklist, (III) Nurses' Turnover Questionnaire. Results: The majority of staff nurses (97.5%, 95%) had adequate knowledge regarding bullying management but the same percent had inadequate knowledge regarding bullying management strategies at immediately post and follow up program respectively compared with preprogram phases. As well as (95.0%, 92.5%) had satisfactory skills regarding bullying management at post and follow up program respectively compared with preprogram phases, and (27.5%) of studied staff nurses had high level of total turnover factors at pre-program that decreased to (13.7%) at post and follow up phases. Conclusion: There was a highly statistical significant improvement in staff nurses' knowledge and skills regarding bullying management at post and follow up compared with preprogram phases, also, there was no statistical significant difference in total staff nurses' knowledge regarding bullying management strategies at post and follow up program phases. Recommendation: Hospital quality unit needs to initiate an in-service training and educational programs for increasing staff nurses' knowledge and skills regarding bullying management strategies. Improving the compensation system of basic salary, bonuses, career development and other factors that decrease staff nurses' turnover.