Open Access, Peer-reviewed
pISSN 1225-9330
eISSN 2288-4955
    J Korean Acad Nurs Adm. 2013 Dec;19(5):555-564. Korean.
    Published online Dec 31, 2013.
    https://doi.org/10.11111/jkana.2013.19.5.555
    Copyright © 2013 Korean Academy of Nursing Administration
    Original Article

    Path Analysis for Workplace Incivility, Empowerment, Burnout, and Organizational Commitment of Hospital Nurses

    Se Young Kim,1 Jong Kyung Kim,2 and Kwang-Ok Park3
      • 1Department of Nursing, Mokpo University, Korea.
      • 2Department of Nursing, Dankook University, Korea.
      • 3Department of Nursing, Sunchon National University, College of Life Science and Natural Resources, Korea.
    • Corresponding author: Kim, Jong Kyung. Department of Nursing, Dankook University, 29 Anseo-dong, Cheonan 300-714, Korea. Tel: +82-41-550-3893, Fax: +82-41-550-3888, Email: jongkimk@dankook.ac.kr
    Received June 11, 2013; Revised August 06, 2013; Accepted September 24, 2013.

    This is an open access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (http://creativecommons.org/licenses/by-nc/3.0/), which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited.

    Abstract

    Purpose

    The purpose of this study was to examine nurses' experience of workplace incivility from coworkers, supervisors, patients or patients' families, and doctors. The researcher identified the relationships among empowerment, burnout, and organizational commitment of hospital nurses.

    Methods

    The sample included 415 hospital nurses. Data were collected through questionnaires and analyzed using SPSS and AMOS.

    Results

    The average incivility score was 2.94 from doctors and 2.89 from patients or patients' families, higher than from supervisors (1.90) and coworkers (1.87). The variables affecting burnout included direct effect of empowerment (β=-.46, p<.001), direct effect of patients or patients' family incivility (β=.14, p<.001), direct effect of supervisor incivility (β=.12, p<.001), and direct effect of doctor incivility (β=.09, p<.001). The variables affecting organizational commitment were direct effect of burnout (β=-.58, p<.001), indirect effect of empowerment (β=-.23, p<.001), indirect effect of patients or patients' family incivility (β=-.12, p<.001), indirect effect of supervisor incivility (β=-.10, p<.001), and indirect effect of doctor incivility (β=-.09, p<.001).

    Conclusion

    The results indicate that incivility affecting nurses results in a high degree of burnout and a low degree of organizational commitment. Therefore, it is necessary to assess incivility cases and to hold workshops designed to curb incivility and establish healthy workplaces.

    Keywords
    Violence; Nursing; Burnout professional; Personnel turnover; Hospitals

    Figures

    Figure 1
    Revised model for study of workplace incivility, empowerment, burnout, and organizational commitment of hospital nurse.

    Tables

    Table 1
    General Characteristics of Participants (N=415)

    Table 2
    The Rank of Incivility from Coworkers, Supervisors, Doctors, and Patients or Patients' Families

    Table 3
    The Hierarchical Regression Model of Organizational Commitment

    Table 4
    The Path Analysis of Workplace Incivility, Empowerment, Burnout, and Organizational Commitment

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    MeSH Terms
    Education
    Humans
    Nursing
    Personnel Turnover
    Power (Psychology)*
    Surveys and Questionnaires
    Violence
    Metrics
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