Abstract ID: 73
Authors:
Siti Syawaanatul Zahraa Mohd Rahim
Nithiah Thangiah
Faiz Baharudin
Victor CW HOE
Affiliations:
Centre for Epidemiology and Evidence-Based Practice, Department of Social and Preventive Medicine, Faculty of Medicine, Universiti Malaya, Kuala Lumpur, Malaysia; Centre for Population Health, Department of Social and Preventive Medicine, Faculty of Medicine, Universiti Malaya, Kuala Lumpur, Malaysia.
Abstract:Introduction: Workplace bullying remains a persistent global phenomenon and public health concern, particularly within healthcare. House officers are primarily at risk, yet research among them remains limited. The consequences among house officers are profound, potentially jeopardising healthcare services. Despite growing worldwide attention, studies in Asia are lacking. Therefore, this study aims to examine the prevalence, associated factors, and impact of workplace bullying among house officers, with a particular focus on investigating the mediating role of psychological capital within the bullying-outcome relationship. Materials and Methods: A multicentre cross-sectional study was conducted across thirteen public hospitals in the central region of Peninsular Malaysia. Data was collected using a self-administered questionnaire, including the Negative Acts Questionnaire-Revised. Variance-based structural equation modelling (PLS-SEM) was employed in Smart-PLS4 to analyse the relationship between variables. Results: A total of 23.4% of house officers were identified as victims of workplace bullying. Problem-solving conflict management styles (β = -0.099) and psychosocial safety climate (β = -0.414) were negatively associated with workplace bullying. Conversely, forcing (β = 0.166) and avoiding (β = 0.070) styles were found to encourage workplace bullying. Workplace bullying was significantly related to turnover intention (β= 0.249), psychological symptoms (β= 0.295), and job performance (β= 0.098), with psychological capital serving as a partial mediator. Notably, contrary to the proposed hypothesis, a paradox positive relationship was observed between workplace bullying and job performance. Conclusion: Workplace bullying represents a burgeoning concern that risks serious consequences to house officers and healthcare organisations. Addressing the burden and associated factors is essential to safeguard their well-being and facilitate effective healthcare delivery.
Keywords: Global Health Workforce, Workplace bullying, house officers, psychosocial safety climate, conflict management style, psychological capital, job performance, turnover intention, psychological symptoms
