Perceptions of Workplace Incivility Among Nursing Staff: Implications for Staff Development

ABSTRACT Background Workplace incivility, characterized by low‐intensity, disrespectful behaviors, undermines nurses' job satisfaction, retention, and patient care quality in high‐stress settings, such as emergency departments. Objectives To measure workplace incivility from patients, physicians, colleagues, and supervisors among nurses, assess professional attitudes, analyze correlations, and recommend staff development strategies. Methods A quantitative, cross‐sectional study surveyed 256 nurses using the Nursing Incivility Scale and Attitude Scale for Nursing Profession. Data were analyzed with IBM SPSS, SmartPLS for PLS‐SEM, and chi‐squared tests. Results Nurses reported moderate incivility, with physicians as the primary source (M = 4.86 ± 0.000, p < 0.001), followed by patients, visitors, and colleagues; supervisors were least aggressive (M = 2.05 ± 0.689, p = 0.015). Younger (20–30 years, χ 2 = 31.868, p < 0.001), less experienced (0–5 years, χ 2 = 31.921, p < 0.001), Saudi (χ 2 = 10.808, p = 0.004), and single nurses (χ 2 = 30.436, p < 0.001) perceived higher incivility. Attitudes were positive, with “Characteristics of the Nursing Profession” (M = 3.83) and “General Attitude” (M = 3.73) scoring higher than “Preference for the Nursing Profession” (M = 3.58). Females (χ 2 = 12.261, p = 0.002), nurses aged 31–40 (χ 2 = 23.731, p < 0.001), those with bachelor's degrees (χ 2 = 34.008, p < 0.001), and those with 11–15 years' experience (χ 2 = 18.606, p = 0.017) reported more positive attitudes. PLS‐SEM showed “Disrespect from Patients” (path coefficient = 0.951) and “Lack of Respect” (path coefficient = 0.932) reduced “Preference” ( R 2 = 0.41), with negative correlations ( r = −0.430, p = 0.011; r = −0.381, p = 0.015). Linking Evidence to Action The evidence points to a critical need for targeted interventions focusing on physician‐nurse professional dynamics to mitigate incivility. Educational and policy initiatives must be developed to protect younger , less experienced , and Saudi nurses who are disproportionately affected. Given the direct and significant link between disrespect and reduced preference for the profession, hospitals must implement zero‐tolerance policies and comprehensive support systems to foster an environment of mutual respect to improve nurse retention and well‐being.