ABSTRACT:
This study investigates the influence of Workplace Ostracism and Workplace Hazing on the Turnover Intentions of Nurses in selected Government owned hospitals in Rivers State, Nigeria. Recognizing that negative workplace experiences such as exclusion, rejection, and hazing may undermine commitment and retention in healthcare systems, the study examined the individual and combined effects of these factors while also testing gender differences. A quantitative survey design was adopted, with structured questionnaires administered to 303 nurses. Descriptive statistics showed that the sample was predominantly female (82%), with an average age of 37.72 years (SD = 8.09) and an average of 7.90 years of work experience (SD = 3.40). Correlation analysis revealed that workplace ostracism had a moderate positive relationship with turnover intentions (r = .282, p < .01), while workplace hazing had a strong positive relationship (r = .751, p < .01). Multiple regression results indicated that workplace hazing significantly predicted turnover intentions (B = 0.451, t = 18.35, p < .001), whereas workplace ostracism did not (B = 0.050, t = 1.81, p = .072). Jointly, both variables explained 56.6% of the variance in turnover intentions (Adjusted R² = .566; F(2,297) = 195.81, p < .001). Gender comparisons showed females (M = 53.61, SD = 18.50) scored slightly higher than males (M = 49.56, SD = 17.96), though the difference was not statistically significant (F(1,298) = 2.153, p = .143). The findings suggest that workplace hazing is a more critical determinant of turnover intentions than ostracism, although both factors jointly influence nurses’ decision to leave.