جستجوی مقالات مرتبط با کلیدواژه "organizational bullying" در نشریات گروه "پزشکی"

Considering the dimensions of organizational bullying and the context of its creation in the emergency department of the hospital, the decrease in the quality of patient care and the increase in dissatisfaction with the services received and the limited research studies in this area, the research was conducted in the emergency department of a hospital of Yazd University of Medical Sciences.

To carry out this descriptive-analytical research, the interpretive structural modeling method was used. The experts included 30 doctors, nurses, and nurses who were either working in the emergency department of a Yazd University of Medical Sciences hospital or had experience of service in this department. From the extraction of these factors, they were returned to them for scoring, and the effects of these factors were measured from their point of view, and the final analysis was done by MATLAB software.

The results show that the greatest effect in reducing bullying is related to "adequate training for personnel to communicate" and "proper and courteous treatment in the face of clients" (with influence power of 5) and the least effect is related to "creating a suitable comfortable environment". and "Perform appropriate triage" (with penetration power of 1).

Considering the destructive effects of bullying, creating appropriate mechanisms to reduce this phenomenon shown in this research and using the factors identified by the people involved in bullying can prevent this phenomenon, which occurs frequently in the emergency room of the hospital.

This study aimed to investigate the effect of organizational bullying on turnover intention with the mediating role of burnout and moderating role of Compulsory citizenship behavior.

this is Quantitative research and applied descriptive-survey study in which the statistical population includes 1132 registered and contract registered nurses of ImamReza Hospital in Mashhad. Cochran's formula was used to determine the sample size, based on this, 287 of them were selected as statistical sample with the random sampling method. To collect data, the Inarsen et al.'s (2009) organizational bullying questionnaire, Memon et al.'s turnover intention (2014), Copenhagen burnout (2005), and Vigoda-gadot (2007) Compulsory citizenship behavior questionnaires and For analyzing them, Structural equation modeling with partial least squares approach and smart-PLS software were used.

Data analysis using structural equation modeling showed that the direct effect of organizational bullying on turnover intention is 0.524 and significant (p<0.05). The direct effect of organizational bullying on burnout is 0.752 and significant (p<0.05). The direct effect of burnout on organizational bullying is 0.492 and significant (p<0.05). Also, burnout mediates the relationship between organizational bullying and turnover intention (t=3.863 and β =0.371).In addition, Compulsory citizenship behavior moderates the relationship between organizational bullying and turnover intention.

The result of this research showed that burnout plays a mediating role in the relationship between organizational bullying and nurses' turnover intention. Based on this, it is suggested to through identifying the causes of nurses' burnout and reducing it's occurrence, The rate of their turnover intention should also be reduced. This result can also be achieved by reducing Compulsory citizenship behavior in nurses.

Organizational bullying leads to uncontrollable stressful situations in which people cannot perform their tasks properly and relax and this may lead to fatigue and exhaustion. The aim of this study is to determine the effect of organizational bullying on emotional exhaustion mediated by nurses' psychological distress.

This study is applied research and descriptive. The population of the study is the nurses of Shariati Hospital in Tehran. 148 questionnaires returned Based on simple random sampling and the research data analyzed using SPSS and AMOS software. Research variables measured using the questionnaire of organizational bullying of Inerson et al. (2009), psychological distress of Kessler et al. (2003) and emotional Exhaustion of Maslaj and Jackson (1981).

Organizational bullying has effect on nurses' emotional Exhaustion directly and also effect on nurses' emotional Exhaustion through mediation of psychological distress indirectly.

The results of the present study have brought innovations in the field of organizational bullying and psychological distress of nurses and also help hospital managers to understand the effect of organizational bullying on nurses' emotional Exhaustion by providing comfortable working conditions to prevent emotional Exhaustion. Also because of the effect of organizational bullying on psychological distress, managers have to create a friendly atmosphere to prevent such psychological states so that they can provide appropriate services.

The main purpose of this study was to investigate the effect of authentic leadership and organizational bullying on job alienation with the mediating role of organizational culture among faculty members of Tabriz University of Medical Sciences.

This was a descriptive study using the structural equation modeling. A random sample of faculty members of Tabriz University of Medical Sciences participated in the study. To collect the data four standard questionnaires were used to assess the variables of authentic leadership, organizational bullying, organizational culture, and job alienation. The structural equation modeling (partial least square-pls) was used to determine the effect of authentic leadership, organizational bullying on job alienation, with the mediating role of organizational culture.

The results showed that reliable leadership has no direct effect on job alienation of faculty members of Tabriz University of Medical Sciences, but the results were significant with the mediating role of organizational culture. Also, organizational bullying did not show significant direct effect on job alienation. The indirect effect of organizational bullying on job alienation became significant with the mediating role of organizational culture.

Authentic leadership and organizational bullying due to organizational culture has an effect on job alienation among university faculty members.