Aim and objectives This study attempted to identify workplace ostracism in nurses and its determining factors. Background Ostracism, which is a form of mistreatment in the nursing workplace, is neglected in the nursing profession although it can affect the quality of healthcare services. Design The present study was a descriptive correlational study. Methods Nurses in healthcare centers (n = 340) that had at least 12 months of clinical care experience were selected through proportionate stratified random sampling for the period from 2018 to 2019. The study instruments were a modified questionnaire based on the workplace ostracism scale and a questionnaire that assessed personal–social factors. To analyze the data, descriptive and inferential statistics were used. Results Participants' average ostracism score was 9.03 ± 36.63, and there were statistically significant relationships between ostracism and employment status, university of education, a record of getting an incentive, nurses' current physical disorders, and feelings of colleagues' envy and managers' discrimination. Conclusions Applying some approaches to educate nurses about interpersonal relationships and clearly communicating mutual expectations between the staff and nursing management could help solve this problem. Implications for Practice The study results will serve to guide legislators and managers in developing interventions to create supportive and safe work environments, both for nurses and patients.

中文翻译：

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护士的工作场所排斥及其决定因素。

目的和目标 本研究试图确定护士的工作场所排斥及其决定因素。背景 排斥是护理工作场所中的一种虐待形式，尽管它会影响医疗保健服务的质量，但在护理专业中却被忽视了。设计 本研究是一项描述性相关研究。方法通过按比例分层随机抽样在 2018 年至 2019 年期间选择具有至少 12 个月临床护理经验的医疗中心护士（n = 340）。研究工具是基于工作场所排斥量表和评估个人社会因素的问卷。为了分析数据，使用了描述性和推理性统计。结果参与者的平均排斥得分为 9.03 ± 36.63，排斥与就业状况、受教育程度、获得奖励的记录、护士目前的身体疾病、同事嫉妒和经理歧视的感受之间存在统计学上的显着关系。结论应用一些方法对护士进行人际关系教育，并明确传达员工和护理管理人员之间的相互期望有助于解决这个问题。实践意义 研究结果将有助于指导立法者和管理者制定干预措施，为护士和患者创造支持性和安全的工作环境。以及同事嫉妒和管理者歧视的感受。结论应用一些方法对护士进行人际关系教育，并明确传达员工和护理管理人员之间的相互期望有助于解决这个问题。实践意义 研究结果将有助于指导立法者和管理者制定干预措施，为护士和患者创造支持性和安全的工作环境。以及同事嫉妒和管理者歧视的感受。结论应用一些方法对护士进行人际关系教育，并明确传达员工和护理管理人员之间的相互期望有助于解决这个问题。实践意义 研究结果将有助于指导立法者和管理者制定干预措施，为护士和患者创造支持性和安全的工作环境。