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Mohr DC, Dade SN, Yanchus NJ, Bell CA, Sullivan SC, Osatuke K. Workplace Bullying Experiences of Nurses From Diverse Sexual Orientation and Gender Identity Groups. J Adv Nurs 2024. [PMID: 39237468 DOI: 10.1111/jan.16431] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/28/2023] [Revised: 07/18/2024] [Accepted: 08/14/2024] [Indexed: 09/07/2024]
Abstract
AIM To examine nurse workplace bullying relative to diverse sexual orientation and gender identity groups. DESIGN Observational cross-sectional study. METHODS Using an annual organisational satisfaction survey from 2022, we identified free-text comments provided by nurses (N = 25,337). We identified and themed comments for specific bullying content among unique respondents (n = 1432). We also examined close-ended questions that captured organisational constructs, such as job satisfaction and burnout. We looked at differences by comparing diverse sexual orientation and gender identity groups to the majority using both qualitative and quantitative data. RESULTS For the free-text comments, themed categories reflected the type of bullying, the perpetrator and perceived impact. Disrespect was the most frequent theme with supervisors being the primary perpetrator. The reported bullying themes and workplace perceptions differed between nurses in the diverse gender identity and sexual orientation group compared to other groups. Nurses who reported bullying also reported higher turnover intent, burnout, lower workplace civility, more dissatisfaction and lower self-authenticity. CONCLUSION Diverse sexual orientation and gender identity groups are understudied in the nurse bullying research, likely because of sensitivities around identification. Our design enabled anonymous assessment of these groups. We suggest practices to help alleviate and mitigate the prevalence of bullying in nursing. PATIENT OR PUBLIC CONTRIBUTION No Patient or Public Contribution. IMPACT We examined differences in perceptions of nurse bullying between diverse sexual orientation and gender identity groups compared to majority groups. Group differences were found both for thematic qualitative content and workplace experience ratings with members of minority groups reporting less favourable workplace experiences. Nurse leaders and staff can benefit from learning about best practices to eliminate bullying among this population. REPORTING METHOD STROBE guidelines for cross-sectional observational studies.
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Affiliation(s)
- David C Mohr
- Veterans Health Administration National Center for Organization Development, Mason, Ohio, USA
- Department of Health Law, Policy & Management, Boston University School of Public Health, Boston, Massachusetts, USA
| | - Shari N Dade
- Veterans Health Administration National Center for Organization Development, Mason, Ohio, USA
| | - Nancy J Yanchus
- Veterans Health Administration National Center for Organization Development, Mason, Ohio, USA
| | - Chloe A Bell
- Veterans Health Administration National Center for Organization Development, Mason, Ohio, USA
- Department of Psychology, Wright State University, Dayton, Ohio, USA
| | - Sheila Cox Sullivan
- Veterans Health Administration Office of Nursing Services, Washington, DC, USA
| | - Katerine Osatuke
- Veterans Health Administration National Center for Organization Development, Mason, Ohio, USA
- Miami University, Oxford, Ohio, USA
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Baldwin CA, Krumm AM. Leveraging Consistent Communication Tools and Organizational Values to Promote Accountability Among Health Care Providers. AORN J 2024; 120:144-154. [PMID: 39189812 DOI: 10.1002/aorn.14204] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/17/2024] [Revised: 04/01/2024] [Accepted: 04/18/2024] [Indexed: 08/28/2024]
Abstract
Teamwork and effective communication between all health care staff members are essential to providing safe, high-quality patient care. High-reliability organizations align behavioral expectations with organizational values and prioritize safety over other performance metrics and pressures. Communication breakdowns, such as inadequate or incomplete information shared between caregivers, continues to be an issue that is linked to errors and staff member dissatisfaction. Initiatives to improve health care communication and improve patient outcomes are well documented, yet communication issues in the health care setting continue. An organization's credo defines its values and behavioral expectations. Educating team members on an organization's credo creates accountability among those teams to align their behavior with the organization's values, policies, and professional commitment. A Coworker Observation Reporting System offers a communication method for providing meaningful feedback on behaviors inconsistent with an organization's credo.
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Baldwin CA, Krumm AM, Sy A, Thomas J, Jones A, Ward EK. Nursing peer feedback: Optimizing our relationships with human resources and collective bargaining organizations. Nurs Outlook 2024; 72:102238. [PMID: 39029447 DOI: 10.1016/j.outlook.2024.102238] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/02/2023] [Revised: 06/20/2024] [Accepted: 06/22/2024] [Indexed: 07/21/2024]
Abstract
Nursing leaders have recognized the need for consistent mechanisms to promote and sustain nursing professionalism. Peer-to-peer feedback and peer review are widely effective for nurse professionalism and self-regulation, patient care outcomes, and retention. Unprofessional behavior has been noted as widespread in health care and the effects on patients, clinicians, and organizations have been well-documented. Approximately 10% of the registered nurses in the United States belong to a collective bargaining unit (CBU) or union. This article will describe how a peer feedback program to address unprofessional behavior was implemented in a Magnet nursing practice with CBU representation.
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Affiliation(s)
- Cynthia A Baldwin
- Center for Patient and Professional Advocacy, Vanderbilt University Medical Center, Nashville, TN.
| | - Alice M Krumm
- Center for Patient and Professional Advocacy, Vanderbilt University Medical Center, Nashville, TN
| | - Annette Sy
- Nursing Administration, Keck Medicine of University of Southern California, Los Angeles, CA
| | - Jessica Thomas
- Nursing Administration, Keck Medicine of University of Southern California, Los Angeles, CA
| | - Awa Jones
- Nursing Administration, Keck Medicine of University of Southern California, Los Angeles, CA
| | - Emily K Ward
- Department of Nursing Services & Patient Care, University of Iowa Health Care, Iowa City, IA
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4
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Galanis P, Moisoglou I, Katsiroumpa A, Sourtzi P. Impact of workplace bullying on job burnout and turnover intention among nursing staff in Greece: Evidence after the COVID-19 pandemic. AIMS Public Health 2024; 11:614-627. [PMID: 39027397 PMCID: PMC11252585 DOI: 10.3934/publichealth.2024031] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/24/2024] [Revised: 04/08/2024] [Accepted: 04/12/2024] [Indexed: 07/20/2024] Open
Abstract
Introduction The prevalence of workplace bullying, job burnout, and turnover intention among nursing staff increased during the COVID-19 pandemic. However, to the best of our knowledge, there are no studies that have measured the relationships among variables of interest after the pandemic. Objective Our intention is to investigate the effect of workplace bullying on job burnout and turnover intention in nursing staff. Methods We conducted a cross-sectional study during January-February 2024 in Greece. We obtained a convenience sample of 450 nurses. We used the 22-item Negative Acts Questionnaire-Revised to assess workplace bullying. We measured job burnout with the single-item burnout measure. We measured nurses' turnover intention with a valid 6-point Likert scale. Results The study sample included 450 nurses with the mean age of 39.1 years (standard deviation [SD] = 10.2). The mean workplace bullying score was 7.7 (SD = 2.0), while the mean job burnout score was 7.7 (SD = 2.0). Among our nurses, 57.3% showed a high level of turnover intention. After eliminating confounders, we found that increased workplace bullying (adjusted beta = 0.031, 95% confidence interval [CI] = 0.023 to 0.039, p < 0.001) was associated with increased job burnout. Moreover, multivariable logistic regression analysis showed that increased turnover intention was more common among nurses who experienced higher levels of workplace bullying (adjusted odds ratio = 1.057, 95% CI = 1.043 to 1.071, p < 0.001). Conclusion We found a positive relationship between workplace bullying, job burnout, and turnover intention. Nurse managers, organizations, and policy-makers ought to consider such findings to intervene and decrease workplace bullying by improving working conditions.
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Affiliation(s)
- Petros Galanis
- Laboratory of Clinical Epidemiology, Department of Nursing, National and Kapodistrian University of Athens, Greece
| | | | - Aglaia Katsiroumpa
- Laboratory of Clinical Epidemiology, Department of Nursing, National and Kapodistrian University of Athens, Greece
| | - Panayota Sourtzi
- Laboratory of Prevention, Department of Nursing, National and Kapodistrian University of Athens, Greece
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Galanis P, Moisoglou I, Katsiroumpa A, Malliarou M, Vraka I, Gallos P, Kalogeropoulou M, Papathanasiou IV. Impact of Workplace Bullying on Quiet Quitting in Nurses: The Mediating Effect of Coping Strategies. Healthcare (Basel) 2024; 12:797. [PMID: 38610219 PMCID: PMC11011316 DOI: 10.3390/healthcare12070797] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/09/2024] [Revised: 04/03/2024] [Accepted: 04/04/2024] [Indexed: 04/14/2024] Open
Abstract
Workplace bullying is common among nurses and negatively affects several work-related variables, such as job burnout and job satisfaction. However, no study until now has examined the impact of workplace bullying on quiet quitting among nurses. Thus, our aim was to examine the direct effect of workplace bullying on quiet quitting and to investigate the mediating effect of coping strategies on the relationship between workplace bullying and quiet quitting in nurses. We conducted a cross-sectional study with a convenience sample of 650 nurses in Greece. We collected our data in February 2024. We used the Negative Acts Questionnaire-Revised, the Quiet Quitting Scale, and the Brief COPE to measure workplace bullying, quiet quitting, and coping strategies, respectively. We found that workplace bullying and negative coping strategies were positive predictors of quiet quitting, while positive coping strategies were negative predictors of quiet quitting. Our mediation analysis showed that positive and negative coping strategies partially mediated the relationship between workplace bullying and quiet quitting. In particular, positive coping strategies caused competitive mediation, while negative coping strategies caused complimentary mediation. Nurses' managers and policy makers should improve working conditions by reducing workplace bullying and strengthening positive coping strategies among nurses.
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Affiliation(s)
- Petros Galanis
- Clinical Epidemiology Laboratory, Faculty of Nursing, National and Kapodistrian University of Athens, 11527 Athens, Greece; (A.K.); (P.G.); (M.K.)
| | - Ioannis Moisoglou
- Faculty of Nursing, University of Thessaly, 41500 Larissa, Greece; (I.M.); (M.M.); (I.V.P.)
| | - Aglaia Katsiroumpa
- Clinical Epidemiology Laboratory, Faculty of Nursing, National and Kapodistrian University of Athens, 11527 Athens, Greece; (A.K.); (P.G.); (M.K.)
| | - Maria Malliarou
- Faculty of Nursing, University of Thessaly, 41500 Larissa, Greece; (I.M.); (M.M.); (I.V.P.)
| | - Irene Vraka
- Department of Radiology, P. & A. Kyriakou Children’s Hospital, 11527 Athens, Greece;
| | - Parisis Gallos
- Clinical Epidemiology Laboratory, Faculty of Nursing, National and Kapodistrian University of Athens, 11527 Athens, Greece; (A.K.); (P.G.); (M.K.)
| | - Maria Kalogeropoulou
- Clinical Epidemiology Laboratory, Faculty of Nursing, National and Kapodistrian University of Athens, 11527 Athens, Greece; (A.K.); (P.G.); (M.K.)
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Beitz JM. View From Here: Workplace Bullying and WOC Nursing: Lessons Learned. J Wound Ostomy Continence Nurs 2023; 50:192-193. [PMID: 37146107 DOI: 10.1097/won.0000000000000974] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 05/07/2023]
Affiliation(s)
- Janice M Beitz
- Janice M. Beitz, PhD, RN, CS, CNOR, CWOCN-AP, CRNP, ANEF, FNAP, FAAN, Rutgers University School of Nursing-Camden, Camden, New Jersey
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Implementation of Peer Messengers to Deliver Feedback: An Observational Study to Promote Professionalism in Nursing. Jt Comm J Qual Patient Saf 2023; 49:14-25. [PMID: 36400699 DOI: 10.1016/j.jcjq.2022.10.001] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/19/2022] [Revised: 10/04/2022] [Accepted: 10/06/2022] [Indexed: 11/17/2022]
Abstract
BACKGROUND The Co-Worker Observation System (CORS) is a tool and a process to address disrespectful behavior through feedback from trained peer messengers. First used by physicians and advanced practice providers (APPs), CORS has been shown to decrease instances of unprofessional behaviors among physicians and APPs. The research team assessed the feasibility and fidelity of implementing CORS for staff nurses. METHODS CORS was implemented at three academic medical centers using a project bundle with 10 essential implementation elements. Reports of unprofessional behavior among staff nurses that were submitted through the institution's electronic reporting system were screened through natural language processing software, coded by trained CORS coders using the Martinez taxonomy, and referred to a trained peer messenger to share the observations with the nurse. A mixed methods, observational design assessed feasibility and fidelity. RESULTS A total of 590 reports from three sites were identified by the Center for Patient and Professional Advocacy from September 1, 2019, through August 31, 2021. Most reports included more than one problematic behavior, each of which was coded. Of the peer messages, 76.5% were successfully documented using the debriefing survey as complete, 2.2% as awaiting messenger feedback, and 0.2% as awaiting messenger assignments (total of 78.9 % considered delivered). A total of 21.1% were not shared; 4.7% of reports were intentionally not shared because the issue stemmed from a new system or policy implementation (4.0%) or because of known factors affecting the nurse (0.7%). CONCLUSION CORS can be implemented with staff nurses efficiently when nursing infrastructure is adequate.
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Miller E, Hutzel-Dunham E. Prioritizing Self-Care of Nurses. Pain Manag Nurs 2022; 23:689-690. [PMID: 36526338 DOI: 10.1016/j.pmn.2022.10.004] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/25/2022] [Revised: 10/21/2022] [Accepted: 10/25/2022] [Indexed: 12/15/2022]
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Shields LBE, Flanders K, Mangan B, Gentry C. Caring for behaviorally challenging patients in nonpsychiatric settings. Nursing 2022; 52:42-47. [PMID: 35866860 DOI: 10.1097/01.nurse.0000839852.81195.0c] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/15/2023]
Abstract
This article discusses a pilot study on the use of a behavior support plan to safely address patients who exhibit disruptive behaviors in the ED and nonpsychiatric medical settings while respecting their autonomy.
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Affiliation(s)
- Lisa B E Shields
- Lisa B.E. Shields is a medical research associate at Norton Neuroscience Institute, Norton Healthcare in Louisville, Ky. At Norton Hospital, Kim Flanders is the vice president for Patient Care Services and the chief nursing officer, Candice Gentry is the Risk Management Director, and Brian Mangan is the manager of Care Management and Clinical Effectiveness
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Guo L, Ryan B, Leditschke IA, Haines KJ, Cook K, Eriksson L, Olusanya O, Selak T, Shekar K, Ramanan M. Impact of unacceptable behaviour between healthcare workers on clinical performance and patient outcomes: a systematic review. BMJ Qual Saf 2022; 31:679-687. [DOI: 10.1136/bmjqs-2021-013955] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/12/2021] [Accepted: 12/26/2021] [Indexed: 12/12/2022]
Abstract
BackgroundRecent studies suggest that displays of unacceptable behaviour, including bullying, discrimination and harassment, between healthcare workers (HCWs) may impair job performance, and in turn, increase the frequency of medical errors, adverse events and healthcare-related complications. The objective of this systematic review was to summarise the current evidence of the impact of unacceptable behaviour occurring between HCWs on clinical performance and patient outcomes.MethodsWe searched MEDLINE, Embase, PsycINFO and CINAHL from 1 January 1990 to 31 March 2021. The search results were screened by two independent reviewers and studies were included if they were original research that assessed the effects of unacceptable behaviour on clinical performance, quality of care, workplace productivity or patient outcomes. Risk of bias was assessed using tools relevant to the study design and the data were synthesised without meta-analysis.ResultsFrom the 2559 screened studies, 36 studies were included: 22 survey-based studies, 4 qualitative studies, 3 mixed-methods studies, 4 simulation-based randomised controlled trials (RCTs) and 3 other study designs. Most survey-based studies were low quality and demonstrated that HCWs perceived a relationship between unacceptable behaviour and worse clinical performance and patient outcomes. This was supported by a smaller number of higher quality retrospective studies and RCTs. Two of four RCTs produced negative results, possibly reflecting inadequate power or study design limitations. No study demonstrated any beneficial effect of unacceptable behaviour on the study outcomes.ConclusionsDespite the mixed quality of evidence and some inconsistencies in the strengths of associations reported, the overall weight of evidence shows that unacceptable behaviour negatively affects the clinical performance of HCWs, quality of care, workplace productivity and patient outcomes. Future research should focus on the evaluation and implementation of interventions that reduce the frequency of these behaviours.
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Shapiro D, Duquette CE, Zangerle C, Pearl A, Campbell T. The Seniority Swoop: Young Nurse Burnout, Violence, and Turnover Intention in an 11-Hospital Sample. Nurs Adm Q 2022; 46:60-71. [PMID: 34860802 DOI: 10.1097/naq.0000000000000502] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
We sought to understand whether nurses aged 20 to 29 years burnout and intend to turnover in higher proportions than more senior nurses, and if so, why. Guided by Maslow's hierarchy, we used brief inventories to assess hospital-based bedside nurses at 11 hospitals in Pennsylvania and Rhode Island (n = 3549/9520) prior to the pandemic. In a second study, we compared scheduling policies, bargaining, and Magnet status to see whether these variables predicted worsened burnout rates in young nurses. In a pattern that appears like a swooping line when graphed, nurses aged 20 to 29 years reported higher burnout and intention to leave than more senior nurses. They also reported being punched, bitten, spit on, kicked, or otherwise physically struck more often, worked more long shifts, worked more nights, and reported more dehydration and poorer sleep. Notably, age alone was not a strong predictor of turnover until burnout was added to the model, indicating that there is no inherent millennial trait resulting in higher turnover. Instead, preventing and addressing burnout is key to retention. When comparing hospital characteristics, only scheduling perks for senior nurses predicted the seniority swoop pattern. We offer 9 recommendations to reduce burnout and turnover in young nurses.
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Affiliation(s)
- Daniel Shapiro
- Penn State College of Medicine, Hershey, Pennsylvania (Drs Shapiro and Pearl); Nursing Affairs Lifespan Health, Providence, Rhode Island (Dr Duquette); and Allegheny Health Network, Pittsburgh, Pennsylvania (Drs Zangerle and Campbell)
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Heier L, Riouchi D, Hammerschmidt J, Gambashidze N, Kocks A, Ernstmann N. Safety Performance in Acute Medical Care: A Qualitative, Explorative Study on the Perspectives of Healthcare Professionals. Healthcare (Basel) 2021; 9:healthcare9111543. [PMID: 34828589 PMCID: PMC8621721 DOI: 10.3390/healthcare9111543] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/19/2021] [Revised: 11/03/2021] [Accepted: 11/11/2021] [Indexed: 11/17/2022] Open
Abstract
Healthcare professionals need specific safety performance skills in order to maintain and improve patient safety. The purpose of this study is to get a deeper understanding of healthcare professionals’ perspective in acute care on the topic of safety performance. This study was conducted using a qualitative approach. Healthcare professionals working in nursing were interviewed using semi-structured interviews. Using content analyzing, categories were identified which present aspects of safety performance; subcategories were developed deductively. A total of 23 healthcare professionals were interviewed, of which 15 were registered nurses, five were nursing students and three were pedagogical personnel. Nine (39.1%) were <30 years old, 17 (73.9%) were female, and 9 (39.1%) had a leadership function. Results highlight the importance of safety performance as a construct of occupational health rather than of patient safety, and the role of the organization, as well as the self-responsibility of healthcare professionals. Healthcare professionals should be more conscious of their role, have a deeper understanding of the interaction of individual, team, patient, organization and work environment factors.
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Affiliation(s)
- Lina Heier
- Institute for Patient Safety (IfPS), University Hospital Bonn, 53127 Bonn, Germany; (D.R.); (J.H.); (N.G.); (N.E.)
- Center for Health Communication and Health Services Research (CHSR), Department for Psychosomatic Medicine and Psychotherapy, University Hospital Bonn, 53127 Bonn, Germany
- Correspondence:
| | - Donia Riouchi
- Institute for Patient Safety (IfPS), University Hospital Bonn, 53127 Bonn, Germany; (D.R.); (J.H.); (N.G.); (N.E.)
| | - Judith Hammerschmidt
- Institute for Patient Safety (IfPS), University Hospital Bonn, 53127 Bonn, Germany; (D.R.); (J.H.); (N.G.); (N.E.)
| | - Nikoloz Gambashidze
- Institute for Patient Safety (IfPS), University Hospital Bonn, 53127 Bonn, Germany; (D.R.); (J.H.); (N.G.); (N.E.)
| | - Andreas Kocks
- Directorate of Nursing, University Hospital Bonn, 53127 Bonn, Germany;
| | - Nicole Ernstmann
- Institute for Patient Safety (IfPS), University Hospital Bonn, 53127 Bonn, Germany; (D.R.); (J.H.); (N.G.); (N.E.)
- Center for Health Communication and Health Services Research (CHSR), Department for Psychosomatic Medicine and Psychotherapy, University Hospital Bonn, 53127 Bonn, Germany
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Adams L, Bryan V. Workplace harassment: The leadership factor. Healthc Manage Forum 2021; 34:81-86. [PMID: 33467934 DOI: 10.1177/0840470420978573] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Healthcare professionals are in the business of providing care and compassion. It is ironic that healthcare has the highest rate of workplace harassment. Although harassment comes from people of various positions, its existence in healthcare fractures the intention and values that guide its mission. When mental health is compromised, mistakes happen. Healthcare professionals take the health/life of others into their care; distractions and fear from being bullied compromise that care. Health leaders are in a strategic position to address workplace harassment and bullying. Failing to do so results in complacency, jeopardizes our patients, tarnishes the organization, and damages society as a whole. It is a cost that all will pay dearly to remedy, unless it is addressed, enforced with standards, and taken to task for the better health of all.
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Affiliation(s)
- Lisa Adams
- 1349Athabasca University, Athabasca, Alberta, Canada
| | - Venise Bryan
- 1349Athabasca University, Athabasca, Alberta, Canada
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Effects of a Workplace Violence Intervention on Hospital Employee Perceptions of Organizational Safety. J Occup Environ Med 2020; 62:e716-e724. [PMID: 33003045 DOI: 10.1097/jom.0000000000002036] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE To examine hospital employee perceptions of organizational safety one-year following a workplace violence intervention and to evaluate perceptions based on violence exposure status. METHODS In 2014, 343 employees across 41 hospital units (N = 21 control units, N = 20 intervention units) completed a questionnaire capturing organizational safety perceptions and violence exposure. RESULTS Intervention unit employees reported more positive perceptions of organizational safety compared to control unit employees. However, intervention group employees who experienced patient-to-worker violence (Type II) had significantly more positive perceptions than those who experienced worker-to-worker violence (Type III). CONCLUSIONS Organizational safety perceptions improved following a violence-prevention intervention, especially among employees who reported Type II violence. Certain employees report worsened safety perceptions. Hospitals and units that implement violence prevention interventions should strive to address all types of violent behavior.
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