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Nurse Managers, Work Environment Factors and Workplace Bullying

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Nurse Managers, Work Environment Factors and Workplace Bullying University of Central Florida STARS Electronic Theses and Dissertations, 2004-2019 2015 Nurse Managers, Work Environment Factors and Workplace Bullying Joy Parchment University of Central Florida Part of the Nursing Commons Find similar works at: https://stars.library.ucf.edu/etd University of Central Florida Libraries http://library.ucf.edu This Doctoral Dissertation (Open Access) is brought to you for free and open access by STARS. It has been accepted for inclusion in Electronic Theses and Dissertations, 2004-2019 by an authorized administrator of STARS. For more information, please contact [email protected]. STARS Citation Parchment, Joy, "Nurse Managers, Work Environment Factors and Workplace Bullying" (2015). Electronic Theses and Dissertations, 2004-2019. 1465. https://stars.library.ucf.edu/etd/1465 NURSE MANAGERS, WORK ENVIRONMENT FACTORS AND WORKPLACE BULLYING by JOY EVAN DENISE MCCALLA PARCHMENT M.S.N. Anna Maria College, 1986 B.S.N. Andrews University, 1978 A dissertation submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in the College of Nursing at the University of Central Florida Orlando, Florida Fall Term 2015 Major Professor: Diane R. Andrews © 2015 Joy Evan Denise McCalla Parchment ii ABSTRACT The purpose of this dissertation is to explore relationships between authentic leadership style, global social power, job demand, job control, and workplace bullying of nurse managers in acute care settings across the United States. Over 30 years of workplace bullying research exists. Consequences are linked to intent to leave, turnover, and harmful emotional and physical effects. Published studies identifying nurse managers as targets of workplace bullying and work environment factors that contribute to nurse managers being recipients of workplace bullying either, downward from their leaders, horizontally from their nurse manager peers, and upwards from their clinical nurses were not identified. A descriptive, cross-sectional design using an online survey was utilized. Descriptive, inferential, and multivariate analyses were used to identify relationships and the likelihood of workplace bullying occurring. Thirty-five percent (n = 80) of nurse managers reported being a target of workplace bullying. Managers sustained occasional (56%, n = 45) and severe (44%, n = 35) levels of workplace bullying, 65% (n = 43) identified their executive nurse leader as the predominate perpetrator. Authentic leadership, job demand, job control correlated significantly (p = <.01) with workplace bullying and job demand demonstrated the strongest likelihood (OR = 3.9) for predicting workplace bullying. Nurse Managers are four times more likely to be a recipient of workplace bullying when their job responsibilities are classified as demanding. This study expanded the science and demonstrated that nurse managers, the backbone of organizations, are recipients of workplace bullying emanating predominately from executive nurse leaders, but also from clinical nurses and their nurse manager peers. Given the harmful iii consequences of workplace bullying, as ‘guardians’ of and ‘advocates’ for their teams, executive nursing leaders, have an ethical and operational responsibility to ensure nurse managers are able to practice in a safe environment. iv I am immensely blessed to have been born into a family that instilled in me the desire to continually learn. I am indebted to my parents, David Calvin McCalla and G. Joyce McCalla, PhD for building into the fabric of my life, the understanding that “nothing is impossible with God” Luke 1:37. v ACKNOWLEDGMENTS When a group, team, or committee is formed, each person plays a unique role and therefore will bring to the table their views, thinking, and strengths which then merges into a collective voice. My committee was no exception. As my advisor and dissertation committee chair, Diane Andrews, PhD, RN was methodical in her approach, never wavered in her belief that this project could be accomplished, and constantly challenged my thinking. Then, through the expertise of Norma Conner, PhD, RN, I have gained a greater understanding of how to differentiate concepts that can be translated into worthwhile work. Her ability to take ideas apart helped to shape my thinking. Known for developing concrete research methods, Donna Neff, PhD, RN, FNAP challenged me to question proposed research methods with an open mind for what possibly could occur. Her encouragement and steadfastness throughout the process was simply amazing. Carol Saunders, PhD filled my mind with organizational concepts that propelled me into another wave of learning. Her openness, constant search for the evidence, and total engagement with her students is unmeasurable. Xin Yan, PhD has an amazing statistical brain that is simply unfathomable. Talk about an expert! Wow! Finally, to my entire committee, words are just not enough to thank you for your unrelenting support, challenging questions, and belief that the end would come. Lyne Chamberlain, MSN, RN and Fanya Dejesus, MSN, MBA, RN, NEA-BC “two highly intelligent women”, your openness, unending support, our conversations and laughter after classes were always welcomed and very much appreciated. I am absolutely delighted that we are finishing together. Daleen Penoyer, PhD, RN, FCCM, CCRP my colleague and friend, what an amazing gift you have for pulling the strengths out of individuals! Thank you for listening, prodding, and vi lightening a fire that is now a burning flame. Throughout life’s journey, there are individuals who make a dramatic impact on your life, for me, Anne Peach, MSN, RN, NEA-BC is that individual. Over our ongoing dialogues, she has taught me the importance of building relationships, persistence even in the face of challenges, the value of ongoing learning, and to always keep the end in mind. Thank you Anne for your ability to see the ‘diamond’ in the rough and to keep on polishing it, until the sparkle emerged. Our amazing daughter, Avonie Lynn Joy Gabriela Parchment, I am immensely proud of the woman you have become, may your brilliance always shine. Don’t stop until you have reached your goal, PhD all the way! My adorable husband, Anthony, your patience throughout this four year journey was steadfast and never ending. Thank you for being who you are, selfless and giving, your support has allowed me to focus! Grant funding for this research was provided through the Florida Organization of Nurse Executives Research Fund, the University of Central Florida, College of Nursing, Graduate Nursing Research Fund, and two funds from Florida Nurses Foundation, specifically the Evelyn Frank McKnight Research Fund and the Frieda Norton Research Fund. vii TABLE OF CONTENTS ABSTRACT ................................................................................................................................... iii ACKNOWLEDGMENTS ............................................................................................................. vi TABLE OF CONTENTS ............................................................................................................. viii LIST OF FIGURES ....................................................................................................................... xi LIST OF TABLES ........................................................................................................................ xii LIST OF ABBREVIATIONS ...................................................................................................... xiii CHAPTER 1: INTRODUCTION ................................................................................................... 1 Overview ..................................................................................................................................... 1 Workplace Bullying .................................................................................................................... 3 Specific Aims .............................................................................................................................. 6 Key Terms ................................................................................................................................... 7 Implications for Nursing ............................................................................................................. 8 CHAPTER 2: LITERATURE REVIEW ...................................................................................... 13 Workplace Bullying Definition ................................................................................................. 13 Descriptions of Workplace Bullying ......................................................................................... 14 Operational Definition Confusion ............................................................................................. 14 Occurrences ............................................................................................................................... 15 Status ......................................................................................................................................... 16 Antecedents ............................................................................................................................... 16 Consequences ............................................................................................................................ 17 Work Environment Factors ......................................................................................................
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