Exposure to workplace bullying and nurses' turnover intentions nexus: a moderation-mediation analysis

Nurses and midwives are vital in addressing global healthcare workforce shortages, yet workplace bullying undermines their well-being and retention. This study examines the impact of workplace bullying on emotional exhaustion, job engagement, and turnover intentions among nurses in Ghana, with a focus on the moderating role of climate for conflict management (CCM).

Data were collected from 527 nurses in Ghana using structured questionnaires. The study employed partial least squares structural equation modeling (PLS-SEM) and Hayes macro-PROCESS to analyze the relationships between exposure to bullying, emotional exhaustion, job engagement, CCM, and turnover intentions. The constructs were measured using validated scales, and common method bias was assessed to ensure data reliability.

Exposure to bullying was found to positively influence emotional exhaustion and turnover intentions. Emotional exhaustion mediated the relationship between bullying and turnover intentions. Surprisingly, bullying initially increased job engagement, but job engagement did not mediate turnover intentions. A favorable CCM moderated the relationship between bullying and emotional exhaustion, reducing its negative impact. However, CCM did not significantly moderate the relationship between bullying and job engagement.

The findings highlight the detrimental effects of workplace bullying on nurses' emotional well-being and turnover intentions. These results emphasize the importance of fostering supportive organizational climates and effective conflict management strategies to mitigate the adverse effects of bullying, enhance nurse well-being, and reduce turnover intentions. Healthcare organizations should prioritize interventions that address workplace bullying and promote a positive work environment to retain a motivated and engaged nursing workforce.