Abstract : Workplace bullying has been widely recognized as a significant occupational concern in healthcare settings due to its potential impact on nurses’ psychological well-being and job performance. This study examined the relationship between workplace bullying, nurses’ well-being, and job performance among staff nurses in a selected tertiary-level hospital in Laguna, Philippines. Grounded in Conservation of Resources (COR) Theory, Self-Determination Theory (SDT), and the Theory of Work Adjustment (TWA), the study aimed to determine the levels of workplace bullying, nurses’ well-being, and job performance, as well as the relationships among these variables. The study utilized a descriptive-correlational research design. Data were collected from 80 staff nurses selected through purposive sampling from a total population of 100 nurses. A self-constructed questionnaire, validated by experts and tested for reliability using Cronbach’s alpha, was used to measure workplace bullying (work-related, person-related, and physically intimidating bullying), nurses’ well-being (psychological, emotional, and social well-being), and job performance (quality of nursing care, productivity and efficiency, and patient safety and compliance with standards). Weighted mean and Pearson’s r were employed for statistical analysis at a 0.05 level of significance. Findings revealed that workplace bullying was experienced at low levels in terms of work-related bullying (WM = 2.0) and person-related bullying (WM = 1.9), and at a very low level in terms of physically intimidating bullying (WM = 1.7). Nurses’ well-being was rated high across psychological well-being (WM = 3.1), emotional well-being (WM = 3.0), and social well-being (WM = 3.1). Job performance was rated high to very high, with very high levels in quality of nursing care (WM = 3.3) and patient safety and compliance with standards (WM = 3.4), and high level in productivity and efficiency (WM = 3.1). Correlation analysis indicated no significant relationship between workplace bullying and nurses’ well-being (p = 0.52), and no significant relationship between workplace bullying and job performance (p = 0.88). However, a statistically significant relationship was found between nurses’ well-being and job performance (p = 0.000049), suggesting that higher levels of well-being are associated with higher levels of job performance. The findings imply that while workplace bullying is minimally present in the selected hospital, nurses’ well-being plays a critical role in sustaining high job performance. The study recommends the implementation of well-being enhancement and preventive organizational strategies to maintain performance standards and promote long-term workforce sustainability in hospital settings.
RTRP et al. (Tue,) studied this question.