Relationship between WPB and depression.

BackgroundIntention to quit among nurses is increasingly recognized as a serious predictor of voluntary turnover. Voluntary turnover on the other hand is a significant factor fueling the shortage of nurses globally which could partly be blamed on negative workplace behaviors including but not limited to workplace bullying. Even though the relationship between workplace bullying and the intention to quit has been studied extensively, little is known about these concepts among nurses in Ghana.AimThe purpose of this study was to establish the relationship between workplace bullying among nurses and their intention to quit the profession in the Upper West Region of Ghana. We also determined the relationship between workplace bullying and depression among nurses.MethodsWe employed a cross-sectional design with 323 nurses recruited through a multistage sampling technique. Data were collected using a structured questionnaire with a 98.5% (N = 318) response rate.ResultsInitial descriptive statistics indicate that 64.4% (n = 203) of the nurses had intentions of quitting the job while 52.1% (n = 164) were depressed at various degrees based on scores on the DASS-21. Further analysis shows a positive linear relationship between WPB and intentions to quit. WPB was also correlated positively with depression among the nurses. This implies that an increased incidence of bullying at work is associated with increased intention to quit and depression among the nurses.ConclusionsWith over 50% of the nurses in this study intending to quit their jobs, it would be incumbent on nurse managers and other leaders at these health facilities to reconsider the work environment, policies, and leadership to prevent actual voluntary turnover. Managers must also fashion pragmatic strategies aimed at reducing stress and promoting the health and well-being of the nurses.

【背景】护理人员的离职意向日益被视为主动离职的重要预测指标。而主动离职则是加剧全球护士短缺的关键因素之一，这一现象在一定程度上可归咎于包括工作场所欺凌在内的各类负面职场行为。尽管学界已对工作场所欺凌与离职意向之间的关联开展了大量研究，但针对加纳护理人员群体中这两类概念的相关认知仍较为匮乏。
【研究目的】本研究旨在探明加纳上西区护理人员的工作场所欺凌情况与其离职意向之间的关联，并同时分析护理人员所经历的工作场所欺凌与抑郁水平之间的相关性。
【研究方法】本研究采用横断面研究设计，通过多阶段抽样法招募了323名护理人员，采用结构化问卷开展数据收集，最终有效回收率为98.5%（有效样本量N=318）。
【研究结果】初始描述性统计结果显示，依据抑郁焦虑压力量表简版（DASS-21）得分，64.4%的护理人员（n=203）存在离职意向，另有52.1%的护理人员（n=164）存在不同程度的抑郁症状。进一步分析表明，工作场所欺凌（workplace bullying，WPB）与离职意向呈显著正线性相关；同时，WPB与护理人员的抑郁水平也呈正相关关系。这意味着职场欺凌发生率的提升，与护理人员离职意向的增强及抑郁症状的加重密切相关。
【研究结论】本研究中有超五成的护理人员存在离职意向，因此各医疗机构的护理管理者及其他领导层需重新审视工作环境、相关制度及管理模式，以防范真实的主动离职情况发生。同时，管理者还需制定务实可行的策略，以缓解护理人员的工作压力，提升其身心健康与福祉水平。