Perceived Chronic Workplace Discrimination, Harassment, and Emotional Self-efficacy as Predictors of Nurses' Turnover: A Regression Study in Sialkot District
DOI:
https://doi.org/10.32350/ccpr.81.06Keywords:
Emotional Self-Efficacy, Nurses, Turnover Intentions, Workplace DiscriminationAbstract
Discrimination and harassment are common stressors in healthcare occupational settings, which negatively affect the mental health of nurses and intensify their intention of leaving the job. In Pakistan, cultural values, social stigmas, hierarchies in organizations, and limited resources for reporting usually prevent nurses from sharing mistreatment in occupational settings, consequently increasing the intensity of negative influence. Regardless of increasing research on occupational mistreatment, empirical findings regarding the role of Emotional Self-efficacy (ESE) in association with perceived workplace discrimination and harassment and turnover intention remain minimal. Thus, the purpose of the current study was to investigate the predictive role of perceived workplace discrimination and perceived workplace harassment and ESE on turnover intentions among nurses of Sialkot District. A cross-sectional research design was used. Data was collected from 200 registered nurses (80 male and 120 female), working in government and private healthcare settings, through purposive sampling. Chronic Workplace Discrimination and Harassment (CWDH) Scale, Emotional Self-efficacy Scale (ESES), and Turnover Intention Scale (TIS) were used for data collection, along with a consent form. Correlation, regression, and t-test were conducted through SPSS 24. The findings provided critical insights into the dynamics of the workplace environment in the collectivistic culture of Pakistan and its impact on nurses’ emotional self-confidence and turnover intention. Since workplace discrimination and workplace harassment were found to be the positive significant predictors of turnover intentions, although ESE did not predict turnover intentions. Moreover, a significant gender difference was found in perceived chronic discrimination and harassment, whereas no significant gender difference was found in ESE and turnover intentions. The results highlighted the importance of implementing policies in organizations that can prevent discrimination and harassment to reduce the rate of turnover and to promote a healthy and supportive occupational environment.
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