Stress as a mediator between abusive supervision and clinical nurses’ work outcomes

Abstract

AbstractAimsThis study aimed to test whether stress could mediate the association between abusive supervision and nurses’ work engagement, absenteeism, and turnover intention.BackgroundAbusive supervision has been attributed to suboptimal work performance and reduced productivity among employees in different sectors. While existing nursing literature links abusive supervision to a wide range of work‐related outcomes in the nursing workforce, little is known regarding the mechanism underlying this relationship.DesignData for this descriptive study were collected from 770 direct‐care nurses from seven acute care hospitals in the Philippines, utilizing five standardized scales.ResultsAbusive supervision had direct positive effects on absenteeism (β = .189, p < .001) and intent to leave (β = .138, p < .001) and a direct negative effect on job engagement (β = −.131, p < .001). The relationships between abusive supervision and absenteeism (β = .175, p < .001), intent to leave (β = .131, p < .001), and work engagement (β = −.122, p < .001) were partially mediated by stress.ConclusionsStress mediated the relationship between abusive supervision and nurses’ work outcomes, including turnover intention, absenteeism, and work disengagement.Implications for nursing and health policyThe evident connection between abusive supervision, stress, and work‐related outcomes underscores the importance of focusing on enhancing managerial supervisory styles as a potential organizational strategy to enhance staff retention and well‐being.