Exploring the Impact of Insolent Behavior on Staff Turnover among Nurses in Selected Hospitals in the Province of Antique

Workplace incivility, particularly insolent behavior, is a critical issue in the nursing profession, adversely impacting job satisfaction and staff retention. This study investigates the prevalence and effects of insolent behavior on nurse turnover in selected hospitals in the province of Antique using a quantitative cross-sectional research design. The study examines the relationships between workplace incivility, job satisfaction, organizational commitment, and turnover intentions. Data were collected from registered nurses through a structured survey instrument measuring the frequency of insolent behaviors, including rudeness, lack of cooperation, and public criticism. The findings indicate that such behaviors are pervasive in healthcare settings, significantly affecting nurses’ psychological well-being, professional engagement, and overall job satisfaction. Inferential analyses reveal a strong negative correlation between workplace incivility and job satisfaction, alongside a significant positive correlation with turnover rates. Younger and less experienced nurses demonstrated heightened vulnerability to the detrimental effects of insolence, whereas more experienced nurses and those in leadership roles exhibited greater resilience. The study underscores the necessity for proactive organizational interventions, including the implementation of anti-incivility policies, leadership accountability, and continuous workplace climate assessments. Tailored strategies, such as mentorship programs and peer support networks, are recommended to mitigate the impact of workplace incivility. Establishing a respectful and professional work environment is imperative to enhancing job satisfaction, reducing turnover, and ensuring high-quality patient care. Strengthening institutional policies and fostering a culture of respect and accountability will contribute to a more stable and committed nursing workforce.