Findings indicated that RNs of Magnet and non-Magnet facilities had similar hostility and job satisfaction results. Magnet nurses (n = 226) perceived nursing hostility significantly different than non-Magnet nurses (n = 939); however, both groups reported a global perception of nursing hostility as new graduate nurses. Additionally, there was a statistically significant difference (p < .001) indicating higher job satisfaction among Magnet RNs. Furthermore, perceptions of comfort, confidence, and support revealed marginal differences between both groups (p < .05), though these attributes of satisfaction were higher among Magnet nurses.
Results indicated that RNs of Magnet facilities (48%) and non-Magnet facilities (49%) were classified as victims of bullying. More than 70% of Magnet and non-Magnet RNs identified their level of job satisfaction as moderately dissatisfied to very dissatisfied. More than 80% of RNs from both groups perceived a lack of comfort, confidence, and support in their current job.
The theory of oppression provided a model for understanding the dynamics and the effects of nursing hostility and job satisfaction of newly RNs. Based on this study’s findings, greater consideration should be placed on: orientation/residency programs, collaborative partnerships between academia and service, zero-tolerance for behaviors that undermine a culture of safety, and addressing nursing hostility.
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