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Work harassment in the UK and US nursing context

Published online by Cambridge University Press:  29 March 2019

Ben Farr-Wharton ,
Yvonne Brunetto Open the ORCID record for Yvonne Brunetto [Opens in a new window] ,
Mathew Xerri ,
Art Shriberg ,
Stefanie Newman  and
Joy Dienger
Ben Farr-Wharton
Affiliation:
School of Business, UTS, Sydney, NSW, Australia
Yvonne Brunetto*
Affiliation:
School of Business & Tourism, Southern Cross University, Bilinga, Queensland , Australia
Mathew Xerri
Affiliation:
Griffith Business School, Griffith University, Gold Coast, Queensland, Australia
Art Shriberg
Affiliation:
Management and Entrepreneurship, Xavier University, Cincinnati, OH, USA
Stefanie Newman
Affiliation:
TriHealth Inc., Bethesda North Hospital, OH, USA
Joy Dienger
Affiliation:
TriHealth Inc., Corporate Nursing, Cincinnati, OH, USA
*
*Corresponding author. Email: yvonne.brunetto@scu.edu.au
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Abstract

This paper examines one type of negative work behaviour, work harassment, using two theoretical frameworks: Social Exchange Theory (SET) and Similarity-Attraction (SA). SET explains work harassment as a product of poor management practices, whereas using SA theory explains it as a result of the growing normalisation of high workloads. The study undertakes latent mean and path model comparison analysis using structural equation modelling of data from 189 nurses in the UK and 401 nurses in the USA. The findings indicate a good model fit showing a significant path from Leader Member Exchange (LMX) to work harassment, wellbeing and subsequent turnover intentions, with LMX fully mediating the path from LMX to wellbeing for UK nurses, but only partially mediating the same path for nurses in the USA. The findings suggest SET provides a better explanation for work harassment for UK nurses, whereas SA theory better explains the US nurse experience.

Keywords

structural equation modellingUSAEuropeleader-member exchangehealthcare managementhealth and wellness
Type
Research Article
Information
Journal of Management & Organization , Volume 28 , Issue 2 , March 2022 , pp. 348 - 362
Copyright
Copyright © Cambridge University Press and Australian and New Zealand Academy of Management 2019

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