The Structural Equation Model of Organizational Culture, Authentic Leadership, Self-Esteem, and Bullying in Nurses at Critical Care Units
10.22650/JKCNR.2019.25.3.314
- Author:
Mi Young SHIM
1
;
Hye Jin YOO
;
Jung Yeon KIM
;
Se Ra KIM
;
Yu Gil SONG
;
Jiyeon KANG
Author Information
1. Team Leader, Department of Nursing, Seoul National University Hospital, Korea.
- Publication Type:Original Article
- From:
Journal of Korean Clinical Nursing Research
2019;25(3):314-322
- CountryRepublic of Korea
- Language:Korean
-
Abstract:
PURPOSE:The purpose of this study were to identify the influential factors of bullying of intensive care nurses and to suggest a final structural model based on identified relationships between nursing organizational culture, authentic leadership, self-esteem, and bullying in the workplace.
METHODS:Data were collected from 221 nurses at intensive care units in eight general hospitals using structured questionnaires and analyzed by structural equation modeling.
RESULTS:In this study, the average of bullying in the workplace was 1.34±0.40, nursing organizational culture was 3.31±0.47, self-esteem was 2.79±0.44, and authentic leadership was 3.61±0.60. The factors affecting nursing organizational culture were authentic leadership (β=.54, p<.001) and self-esteem (β=.24, p=.002) that had direct positive effects on the nursing organizational culture. The nursing organizational culture had also a direct effect on reducing workplace bullying (β=−.45, p<.001). Authentic leadership (β=−.24, p=.004) and self-esteem (β=−.11, p=.004) had indirect effects on workplace bullying, which was mediated by the nursing organizational culture.
CONCLUSION:To understand and reduce workplace bullying, evaluating a nursing organizational culture should be preceded. Based on the finding of this study, an intervention for increasing authentic leadership and self-esteem of nurses can positively help to create the nursing organizational culture and then reduce workplace bullying.
