Examining the role of self-conscious emotions and perfectionistic self-presentation in workplace bullying among Korean nurses: a cross-sectional study

Abstract

Background: There is a lack of systematic evaluations of the diversity and effectiveness of interventions to prevent workplace bullying. This cross-sectional study aimed to investigate the relationships among self-conscious emotions, perfectionistic self-presentation, and workplace bullying, focusing on both victim and perpetrator roles among nurses in South Korea. Methods: Data from 522 nurses working in tertiary hospitals in South Korea were analyzed. Self-conscious emotions, perfectionistic self-presentation, and workplace bullying were assessed using the Test of Self-conscious Affect version 3 Short, the Perfectionistic Self-Presentation and Psychological Distress Scale, the Negative Acts Questionnaire-Revised, and the Negative Acts Questionnaire-Revised-Perpetrator. Results: Among victims, shame-proneness was the most significant factor, followed by anti-bullying training, subjective health status, externalization, current working unit, and total years of experience. Among perpetrators, shame-proneness was also the most significant factor, followed by guilt-proneness, anti-bullying training, externalization, perfectionistic self-presentation, current working unit, detachment/unconcern, subjective health status, and religion. Conclusions: While the influencing factors differed between victims and perpetrators, self-conscious emotions and perfectionistic self-presentation were key contributors to workplace bullying. Understanding these factors can support the development of interventions to prevent workplace bullying from both victim and perpetrator aspects. Trait-focused interventions, such as enhancing shame resilience, may help nurses manage aggressive behaviors, thereby reducing workplace bullying. Recognizing personality traits, including self-conscious emotions and perfectionistic self-presentation, may help nurses better understand their own and others’ behaviors in the workplace. Nurse managers and administrators should consider these traits when addressing conflicts among nurses. Clinical trial number: Not applicable.