الفهرس 
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Abstract
Nursing as a profession that builds its practice on compassion and code of ethics while caring for patients is not spared from these phenomena of workplace bullying .Workplace bullying culture contributes to a poor nurse work environment, decrease patients quality care, increase nurses turnover rates and high nursing shortage rate.
The study was conducted to assess the workplace bullying among nurses and its effect on their turnover intention .This was achieved through determining workplace bullying level, determining most common causes of nurses turnover and exploring relationship between workplace bullying and nurses turnover intention.
Study design:
A descriptive correlational design was conducted
Study Setting:
The study was conducted in general departments and closed units at selected Menoufia university hospitals.
Sample: General frame will be constructed for all nurses working. Using a convenient sample was chosen at selected Menoufia university hospitals.
Inclusion criteria: The nurses must
* Have at least one years of experience
*Accept to participate in the study
Instruments for data collection:
Two instruments were used to conduct this study
1-The first instrument consist of two parts.
The first Part: Consisted of the nurses personaldata , such as age, education, experience,marital status and work department.
The second part: Workplace Bullying Questionnaire was developed by (Einarsen and Hoel, 2001). This instrument measures work place bullying by asking nurses to rate how frequently they have been exposed to negative acts at their workplace in the last six months before participating in the study. It consists of 22 items that were classified into three domains: work related bullying (seven items), person related bullying (twelve items), and physically intimidating bullying (three items).
2-The second instrument : Nursing turnover intention consist of two parts:
1-The first part: Nurses turnover intention, measured by this instrument adopted by Boshoff and Allen’s, (2000) three-item scale. The items were: (1) I think a lot about leaving the organization, (2) I am actively searching for an alternative to the organization, and (3) As soon as it is possible, I will leave the organization.
Each statement in the Boshoff and Allen ,(2000)instrument uses a five point Likert-type scale in which, 1 = strongly disagree, 2 = agree, 3 = neither agree nor disagree, 4 = agree, and 5 = strongly agree”. Minimum score is 3 and the maximum score is 15. Higher score indicated higher intention to leave a job. The midpoint score is 9.
2-The second part : contributing factors of turnover was adopted by Ali, (1998) that consist of 14 contributing factors of turnover which include : Living far away from hospital, unavailability of transportation from and to hospital, heavy work load, work on bad working relation with nursing supervisors ,there is better chance at anther workplace ,instability at work, unsatisfactory salary ,no promotional opportunity, patients and relatives relations ,scheduling system, family responsibility , no continuous education opportunity, no postgraduate studies, no precautions for the safety and security of the work .
Pilot study:
The pilot study was carried out on (30) nurses representing (10%) of the total nurses from different operations in study setting. The purpose was to determine the applicability of the study m the clarity and the feasibility of the study instruments. The participants in the pilot study were included the main study sample because no modification was done.
Procedure:
The purpose, nature, the potential benefits and time of conducting this study were explained to each staff nurse and their agreement was assured to participate in the study. The two instruments were translated to Arabic, the validity and reliability was done .Data was collected from staff nurses from the pre-mentioned study setting. Data was collected using the self-administered questionnaires; which were filled by the nurses themselves during working hours and filling them needed from 10:15 minutes. Data collection lasted for 3 months, from January 2020 to March 2020.
Statistical design
The collected data were organized, tabulated and statistically analyzed using SPSS software statistical computer package version 25 and the study sample was calculated using the Epi-info program. For quantitative data, the range, mean and standard deviation were calculated. For qualitative data, comparison was done using Chi-square test (χ2). Correlation between variables was evaluated using Pearson and Spearman’s correlation coefficient r and Fisher Exact test. A significance was adopted at P<0.05 for interpretation of results of tests of significance (*). Also, a highly significance was adopted at P<0.01 for interpretation of results of tests of significance (**) (Gerstman, 2008).
Results: *The maximum of the studied nurses were exposed to workplace bullying moderately.
* The highest percentage of the studied nurses were indented to turnover with percentage (71.5%).
* The highest three factors of turnover were unsatisfactory salary (50.2%) followed by scheduling system (48%) and then work on bad relations (43%).
* There was highly statically significant positive correlation between workplace bullying level and nursing turnover intention level.
* There was a highly positive statistically significant correlation between socio demographic characteristics of the studied nurses and workplace bullying level.
* There was a highly positive statistically significant relation between socio demographic characteristics of the studied nurses and their turnover intention level except age and experience no significant relation with their turnover intention
Recommendation
Based on the findings of the present study, the following recommendations are proposed as:
Nurse Managers should provide staff nurses with clear essential information regarding to workplace bullying behaviors, how and to whom they report these behaviors and strategies to reduce workplace bullying behaviors through distributing guiding brochures and posters at all organizational departments.
Improve the compensation system of basic salary, incentives and bonuses.
Encourage nurse managers and staff nurses’ effective open communication links, participation in committees, ongoing meetings.
Hospital administration, in collaboration with staff development department should provide continuing education programs to update and reinforce nurse managers about workplace bullying behaviors, effects, dimensions and strategies to reduce and reinforce staff nurses information and skills about high self esteem and improving job satisfaction.
Further research is needed to staff nurses to assess the effect of workplace bullying among nurses on quality of patient care.
Further research is needed to assess how to reduce nursing turnover and improve nursing retention.