Nurse Bullying Research Articles

Association between Workplace Bullying, Job Stress, and Professional Quality of Life in Nurses: A Systematic Review and Meta-Analysis.

Workplace bullying affects workers' lives, causing several mental and physical health problems and job-related issues. Therefore, a summary of the evidence on the consequences of workplace bullying on workers' lives is essential to improve working conditions. The literature lacks systematic reviews and meta-analyses on the association between workplace bullying and job stress and the professional quality of life of nurses. Thus, we aimed to quantitatively summarize the data on the association between workplace bullying, job stress, and professional quality of life. We performed our study in accordance with the Preferred Reporting Items for Systematic Reviews and Meta-Analysis guidelines. The review protocol was registered with PROSPERO (CRD42024495948). We searched PubMed, Medline, Scopus, Cinahl, and Web of Science up to 4 January 2024. We calculated pooled correlation coefficients and 95% confidence intervals [CI]. We identified nine studies with a total of 3730 nurses. We found a moderate positive correlation between workplace bullying and job stress (pooled correlation coefficient = 0.34, 95% CI = 0.29 to 0.39). Moreover, a small negative correlation between workplace bullying and compassion satisfaction (pooled correlation coefficient = -0.28, 95% CI = -0.41 to -0.15) was identified. Additionally, our findings suggested a moderate positive correlation between workplace bullying and job burnout (pooled correlation coefficient = 0.43, 95% CI = 0.32 to 0.53) and secondary traumatic stress (pooled correlation coefficient = 0.36, 95% CI = 0.11 to 0.57). Our findings can help nursing managers and policy-makers to draw attention to workplace bullying by implementing effective interventions, so as to reduce the bullying of nurses.

The Effect of Ethical Leadership on Nurse Bullying, Burnout, and Turnover Intentions

The bullying of nurses by patients, doctors, and employees is common in the healthcare industry. Nurses who are bullied are more likely to experience burnout, and nurses who experience burnout are more likely to intend to quit. However, few studies investigate how leadership can mitigate workplace incivility and nurse bullying as a way to improve nurse retention. A cross‐sectional study was conducted using a sample of 216 nurses recruited from various regions across the United States from different specialties. A moderated mediation model using path analysis was used to examine the relationships between bullying, burnout, and ethical leadership in predicting intentions to stay. Bullying significantly and positively related to burnout (β = 0.22, p = 0.02), and burnout significantly and negatively related to intent to stay (β = −0.18,p = 0.01). Perceived ethical leadership predicted intentions to stay (β = 0.62, p = 0.00), and ethical leadership moderated the effect of bullying on burnout (β = 0.20, p = 0.03). The results of our study also suggest that nurses are less likely to quit when ethical leadership is present, and ethical leadership weakens the effect of bullying on burnout.

The Future of Nursing 2020–2030: Charting a path to achieve health equity

The Future of Nursing 2020–2030: Charting a path to achieve health equity

Types of Nursing Intervention to Reduce Impact of Bullying and Aggression on Nurses in the Workplace.

The bullying of nurses in the workplace hurts the individuals and the work environment. Bullying can cause mental health problems, reduces the quality of nursing services, and reduces patient safety. The purpose of this study was to describe types of nursing interventions to reduce impact of bullying on nurses in the workplace. This study used the scoping review method to examine literature from the CINAHL, PubMed, and ProQuest databases. The keywords used in English are “bullying OR cyberbullying” AND “nurse” AND “workplace OR work-place” AND “nursing care OR nursing intervention”. The inclusion criteria were full text, randomized control trial or quasi-experiment design, English language, population of nurses, and the publication period of the last 10 years (2013–2022). We found nine articles that discussed nursing interventions designed to reduce the impact of bullying on nurses in the workplace. The sample in the study was in the range of 26–97 respondents. Most of the articles in this review used the quasi-experiment method. The study showed that nursing interventions to heal had negative effects on the bullying on nurses. There are three types of interventions employed to reduce the impact of bullying and aggression on nurses in the workplace, namely training programs, cognitive rehearsal programs, and education programs.

Association between workplace bullying and nurses' professional quality of life: The mediating role of resilience.

We aim to determine workplace bullying in relation to the professional quality of life of nurses and the mediating role of resilience between workplace bullying and the professional quality of life. Workplace bullying is an increasingly serious problem worldwide and deleteriously affects the occupational health and quality of life of nurses. However, it has not attracted adequate managerial attention. A cross-sectional study was conducted using a sample of 493 clinical nurses from two tertiary grade A hospitals in Guangzhou, China. Data were collected through an online questionnaire survey in July 2020 and analysed with structural equation modelling. Workplace bullying had negative and direct effects on the professional quality of life of nurses. Resilience mediated the relationship between workplace bullying and the professional quality of life. Resilience is a protective factor that helps nurses cope with workplace bullying. Managers can improve the professional quality of life of nurses by reducing workplace bullying and strengthening the resilience of nurses. Managers must take measures to prevent the workplace bullying of nurses. In addition, nurse supervisors should pay attention to the resilience of nurses and strengthen resilience training to help nurses withstand the pressure of workplace bullying and improve their professional quality of life.

Influence of Personality Factors and the Perceived Nursing Organizational Culture on Workplace Bullying of Nurses

Influence of Personality Factors and the Perceived Nursing Organizational Culture on Workplace Bullying of Nurses

An App for Detecting Bullying of Nurses Using Convolutional Neural Networks and Web-Based Computerized Adaptive Testing: Development and Usability Study.

BackgroundWorkplace bullying has been measured in many studies to investigate its effects on mental health issues. However, none have used web-based computerized adaptive testing (CAT) with bully classifications and convolutional neural networks (CNN) for reporting the extent of individual bullying in the workplace.ObjectiveThis study aims to build a model using CNN to develop an app for automatic detection and classification of nurse bullying-levels, incorporated with online Rasch computerized adaptive testing, to help assess nurse bullying at an earlier stage.MethodsWe recruited 960 nurses working in a Taiwan Ch-Mei hospital group to fill out the 22-item Negative Acts Questionnaire-Revised (NAQ-R) in August 2012. The k-mean and the CNN were used as unsupervised and supervised learnings, respectively, for: (1) dividing nurses into three classes (n=918, 29, and 13 with suspicious mild, moderate, and severe extent of being bullied, respectively); and (2) building a bully prediction model to estimate 69 different parameters. Finally, data were separated into training and testing sets in a proportion of 70:30, where the former was used to predict the latter. We calculated the sensitivity, specificity, and receiver operating characteristic curve (area under the curve [AUC]), along with the accuracy across studies for comparison. An app predicting the respondent bullying-level was developed, involving the model’s 69 estimated parameters and the online Rasch CAT module as a website assessment.ResultsWe observed that: (1) the 22-item model yields higher accuracy rates for three categories, with an accuracy of 94% for the total 960 cases, and accuracies of 99% (AUC 0.99; 95% CI 0.99-1.00) and 83% (AUC 0.94; 95% CI 0.82-0.99) for the lower and upper groups (cutoff points at 49 and 66 points) based on the 947 cases and 42 cases, respectively; and (2) the 700-case training set, with 95% accuracy, predicts the 260-case testing set reaching an accuracy of 97. Thus, a NAQ-R app for nurses that predicts bullying-level was successfully developed and demonstrated in this study.ConclusionsThe 22-item CNN model, combined with the Rasch online CAT, is recommended for improving the accuracy of the nurse NAQ-R assessment. An app developed for helping nurses self-assess workplace bullying at an early stage is required for application in the future.

The Effects of Nursing Organizational Culture, Work Performance and Workplace Bullying Type on Workplace Bullying Consequence of Nurses

Purpose: The purpose of this study was to investigate the relationship among nursing organizational culture, work performance, and workplace bullying of nurses, and to identify the factors that affect workplace bullying. Methods: The design of this study was descriptive research, and the data were collected from October 26 to November 5, 2018. The research participants were 210 nurses in six general hospitals in G province. The data were analyzed by descriptive statistics, a t-test, one-way ANOVA, Scheff? post-hoc test, Pearson's correlation coefficient, and a stepwise multiple regression using SPSS 22.0. Results: The workplace bullying type showed negative correlations with innovation-oriented culture, relation-oriented culture, and work performance. The workplace bullying consequence showed negative correlations with the innovation-oriented culture, relation-oriented culture, and work performance, and showed positive correlations with the workplace bullying type. The factors influencing the results of the workplace bullying consequence were workplace bullying type followed by relation-oriented culture, and unmarried status. Conclusion: Workplace bullying among nurses was related to the nursing organizational culture and work performance. Therefore, in order to reduce the turnover rate of nurses and to help them adapt well to the nursing organizational culture, a bullying prevention and intervention program is necessary.

Prevalence of Bullying among Nurses in a Tertiary Hospital, Bangalore

Background: In the last decade, research conducted in different countries has shown that bullying in the health care sector especially among nurses is a widespread and serious problem. Bullying of nurses at workplace affects their quality of life, hinders delivery of quality healthcare and contributes to increase in workplace stress. So, this study was conducted to assess the prevalence of work place bullying among nurses working in a tertiary care hospital in Bangalore.
 Methods: This study was conducted among 300 staff nurses providing in-patient services in a tertiary health care hospital located in Bangalore. The required sample was selected utilizing the documents maintained in the office of Chief of Nursing Services and using computer generated random numbers. The data was collected using self-administered questionnaire which comprised of socio-demographic factors and Negative Acts Questionnaire-Revised.
 Results: Among the 297 respondents, 26.9% were victims of bullying in the past six months according to Negative Acts Questionnaire-Revised (NAQ-R). Among the participants who were bullied, those exposed to work-related bullying, person-related bullying and physical intimidation were 80%, 60% and 21.3% respectively.
 Conclusion: This study suggests existence of work place bullying among nurses which can adversely affect their performance as health care professionals and their quality of personal life.

Our Own Worst Enemies: The Nurse Bullying Epidemic.

Nurse bullying is a systemic, pervasive problem that begins well before nursing school and continues throughout a nurse's career. A significant percentage of nurses leave their first job due to the negative behaviors of their coworkers, and bullying is likely to exacerbate the growing nurse shortage. A bullying culture contributes to a poor nurse work environment, increased risk to patients, lower Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) patient satisfaction scores, and greater nurse turnover, which costs the average hospital $4 million to $7 million a year. Addressing nurse bullying begins with acknowledging the problem, raising awareness, mitigating contributing factors, and creating and enforcing a strong antibullying policy. Nurses and stakeholders also must actively work to change the culture, and understand that bullying has no place in the nursing profession or anywhere else in health care.

MP02-16 WORKPLACE BULLYING OF UROLOGY RESIDENTS: IMPLICATIONS FOR THE PATIENT AND PROVIDER

You have accessJournal of UrologyGeneral & Epidemiological Trends & Socioeconomics: Quality Improvement & Patient Safety I1 Apr 2018MP02-16 WORKPLACE BULLYING OF UROLOGY RESIDENTS: IMPLICATIONS FOR THE PATIENT AND PROVIDER Mashrin Chowdhury, Maha Husainat, and Kristina Suson Mashrin ChowdhuryMashrin Chowdhury More articles by this author , Maha HusainatMaha Husainat More articles by this author , and Kristina SusonKristina Suson More articles by this author View All Author Informationhttps://doi.org/10.1016/j.juro.2018.02.142AboutPDF ToolsAdd to favoritesDownload CitationsTrack CitationsPermissionsReprints ShareFacebookTwitterLinked InEmail INTRODUCTION AND OBJECTIVES Workplace bullying is seen across many fields and has been extensively investigated over time. While bullying of nurses has been studied, there are few reports that evaluate resident interactions, especially with nurses. Our objective is to elucidate whether urology residents in the United States feel bullied and if this impacts patient care. METHODS After receiving IRB approval, we created an online survey via Google Forms using the validated, revised Negative Acts Questionnaire (NAQ-R), which is divided into Work (total range 5-25), Person (total range 9-45), and Physical Intimidation (total range 3-15) Related bullying. Additionally, we solicited how respected residents feel by different staff on a Likert scale. ACGME and AOA urology program coordinators and directors in the United States were asked to distribute our anonymous, voluntary survey to their residents in their first year or above. RESULTS A total of 102 unique responses were received (82% MD, 18% DO). The average age was 30.8±0.3 years old. The mean total bullying score was 28.9±0.9 (17-68). By category: 98.0% of residents reported at least one incident of Work Related bullying with a mean domain score of 11.3±0.4 (5-22); 82.4% reported at least one incident of Person Related bullying with mean domain score of 13.9±0.5 (9-38); 77.5% reported at least one incident of Physical Intimidation Related bullying with a mean domain score of 3.8±0.1 (3-10). DO residents reported higher mean total bullying scores than MD residents (33.7±2.2 vs 27.8±1.0, p=0.015). There was no difference in the mean total bullying score if the nurse was of the same or opposite gender (30.3±1.6 vs 29.6±1.3, p=0.753), or same or opposite race (30.1±1.4 vs 29.7±1.4, p=0.833). The impact of bullying on personal and patient outcomes is presented in the table. Residents in the top total respect score quartile had lower mean total bullying scores than those at the bottom (24.7±1.0 vs 34.9±2.2, p<0.001). CONCLUSIONS The majority of residents perceived at least some degree of bullying. In many instances, bullying negatively impacted resident performance and patient outcomes, especially those who experienced the most bullying. Programs which nurture positive nurse-resident relationships and those in which residents felt respected were associated with less perceived bullying. © 2018FiguresReferencesRelatedDetails Volume 199Issue 4SApril 2018Page: e18 Advertisement Copyright & Permissions© 2018MetricsAuthor Information Mashrin Chowdhury More articles by this author Maha Husainat More articles by this author Kristina Suson More articles by this author Expand All Advertisement Advertisement PDF downloadLoading ...

Reflective Responses Following a Role-play Simulation of Nurse Bullying.

A qualitative exploratory design was used for this study to evaluate role-play simulation as an active learning strategy. The context for the role-play was bullying in nursing practice. Following a simulation, 333 students from five college campuses of three universities completed a reflection worksheet. Qualitative thematic findings were personal responses, nonverbal communications exhibited, actions taken by participants, and the perceived impact of bullying during the simulation. Role-play simulation was a highly effective pedagogy, eliciting learning at both the cognitive and affective domains.

The relationship between personality characteristics and workplace bullying of nurses

The relationship between personality characteristics and workplace bullying of nurses

Nurse Bullying: Impact on Nurses' Health.

Workplace bullying has been experienced by 27% to 80% of nurses who have participated in studies. Bullying behaviors negatively impact the health of nurses. This study examined whether nurses' resilience had an impact on the effects of bullying on the nurse's health. This cross-sectional descriptive study surveyed licensed registered nurses in one state. The sample ( N = 345) was predominately female (89%) and Caucasian (84%), with an average age of 46.6 years. In this sample, 40% of nurses were bullied. Higher incidence of bullying was associated with lower physical health scores ( p = .002) and lower mental health scores ( p = .036). Nurses who are bullied at work experience lower physical and mental health, which can decrease the nurses' quality of life and impede their ability to deliver safe, effective patient care.

간호사가 경험하는 직장 내 괴롭힘 결과 측정도구 개발

본 연구는 간호사가 경험하는 직장 내 괴롭힘의 영향을 측정하기 위한 도구를 개발하고, 개발된 도구를 검증하려고 하였다. 간호사의 직장 내 괴롭힘 관련 문헌과 간호사 심층면담을 통해 28문항의 직장 내 괴롭힘 결과의 초기문항을 개발하였고, 내용타당도와 안면타당도의 확인과정에서 14개 문항을 도출하였다. 2013년 10월 21일부터 2013년 10월 28일 수도권의 의료기관에 근무하는 경력 6개월 이상의 간호사 458명을 대상으로 도구에 대한 신뢰도와 타당도를 평가하였다. 연구결과인 간호사 직장 내 괴롭힘 결과 측정도구(WPBN-CI)는 신체적 심리적 위축, 간호의 질 저하 및 불신 증가로 구성된 총 13개 문항, 3개 요인이 62.9%를 설명하였고, 수렴타당도 및 판별타당도는 각각 100%, 89.7%이었다. 우울점수가 높은 집단일수록 괴롭힘의 결과점수가 높아 집합타당도가 입증되었고, 우울척도와의 상관관계가 .70이상으로 준거타당도를 보였다. 이 도구의 Cronbach's alpha는 .90이다. 본 도구는 간호사들의 직장 내 괴롭힘으로 인한 결과 를 사전에 파악하고, 이를 통해 조기예방 및 해결방안을 모색하는 데 도움을 제공할 것이다. 또한, 직장 내 괴롭힘을 경험한 대상자들을 위한 프로그램 실시 효과성을 입증하는 도구로 사용가능할 것이다. 【This study developed an instrument to assess the effects of the bullying of nurses in the workplace and evaluated the developed instrument. A literature review and a field study were conducted to identify the concepts related to the bullying of nurses in the workplace. These attributes served as building blocks to produce a 28-item WPBN-CI. The content validity was used to determine the content and face validities, and the number of instrument items was reduced to 14. The final WPBN-CI instrument was evaluated using the SPSS 18.0 program with the data collected from October 21-28, 2013 from 458 nurses from general hospitals in the metropolitan area. The WPBN-CI consisted of 13 items covering three distinct factors (physical and psychological withdrawal, poor quality of patient care, and increasing distrust), with a total variance of 62.9%. The convergent and determinant validities for the WPBN-CI were 100% and 89.7%, respectively. The known-groups validity was proven through the mean difference in the level of depression. The satisfied criterion validity for the WPBN-CI was more than 0.70. The reliability of the WPBN-CI was demonstrated by its Cronbach's ${\alpha}$ of 0.90. The WPBN-CI will identify in advance the results due to the bullying of nurses in the workplace and will help to find solutions to the problem and ensure program effectiveness.】

Nurse Bullying: A Review And A Proposed Solution

Nurse bullying is an extremely common phenomenon which has detrimental consequences to nurses, patients, health care institutions, and to the nursing profession itself. It has even been linked to increased patient mortality. This article demonstrates the critical need to resolve the issue of nurse bullying. It also shows that previous attempts of resolution have not been successful, which may be partly due to the fact that the problem is relatively unacknowledged outside the nursing profession. To resolve the problem of nurse bullying, we believe that the solution must include an incentive for institutions to implement the necessary interventions and to ensure that they are effective. We propose that a measurement pertaining to the level of nurse bullying be factored into the calculation of the value-based incentive payment in the Hospital Value-Based Purchasing program. To facilitate this, we propose that a survey be developed and implemented which is similar to the Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) survey. However, whereas the HCAHPS survey measures patients' perspectives of hospital care, this survey would measure nurses' perspectives of workplace bullying.

Emotionally Competent Behaviors and Nurse Bullying: Is There a Direct Link?

An abundance of literature spanning many years depicts the devastating effects of nurse bullying within the profession. The evidence suggests that bullying in general is a deliberate act aimed at another person. Conceptualizing nurse bullying appears to be a key ingredient in creating both awareness and preventative strategies. Emotional competence includes a set of behaviors which are unique to each individual. These behaviors according to Goldman (1995) include, but are not limited to emotional self-assessment, accurate self-assurance, self-confidence, emotional self-control, and empathy. The majority of researchers agree that emotionally competent behaviors are impacted by both positive and negative interactions and experiences. Thus, it is hypothesized that emotionally competent behaviors are continually cultivated throughout one’s life based upon lived experiences. This article assesses direct relationships between implementation of emotionally competent behaviors as a means of combatting nurse bullying within the profession. Creating awareness of these two areas can be initial steps in cultivating the needed tools and supportive interventions to assist nurses from novice to expert to professionally mentor and role model for generations to come.

Development and validity of workplace bullying in nursing-type inventory (WPBN-TI)

The purpose of this study was to develop an instrument to assess bullying of nurses, and test the validity and reliability of the instrument. The initial thirty items of WPBN-TI were identified through a review of the literature on types bullying related to nursing and in-depth interviews with 14 nurses who experienced bullying at work. Sixteen items were developed through 2 content validity tests by 9 experts and 10 nurses. The final WPBN-TI instrument was evaluated by 458 nurses from five general hospitals in the Incheon metropolitan area. SPSS 18.0 program was used to assess the instrument based on internal consistency reliability, construct validity, and criterion validity. WPBN-TI consisted of 16 items with three distinct factors (verbal and nonverbal bullying, work-related bullying, and external threats), which explained 60.3% of the total variance. The convergent validity and determinant validity for WPBN-TI were 100.0%, 89.7%, respectively. Known-groups validity of WPBN-TI was proven through the mean difference between subjective perception of bullying. The satisfied criterion validity for WPBN-TI was more than .70. The reliability of WPBN-TI was Cronbach's α of .91. WPBN-TI with high validity and reliability is suitable to determine types of bullying in nursing workplace.

Bullying among nurses and its effects

The victims of bullying are subjected to being terrorized, annoyed, excluded, belittled, deprived of resources, isolated and prevented from claiming rights. The victims of bullying have decreased job satisfaction, work performance, motivation and productivity. Bullying also negatively affects victims' social relationships inside and outside the institution. This study was conducted as a cross-sectional and descriptive study for the purpose of assessing the workplace, bullying of nurses in Turkey and the effects it has on nursing practices. The sample was composed of 286 nurses, and all of the respondents were female. The research instrument was a questionnaire in five parts. The first section included the participants' demographic information; the other variables were measured in four categories: psychologically violent behaviours, workload, organizational effects and depression. Thirty-seven per cent of the nurses participating in the research had never or almost never encountered workplace bullying behaviour in the last 12 months, 21% of the nurses had been exposed to these behaviours. There were no differences between position and educational level in workplace bullying. Workplace bullying leads to depression, lowered work motivation, decreased ability to concentrate, poor productivity, lack of commitment to work, and poor relationships with patients, managers and colleagues. Workplace bullying is a measurable problem that negatively affects the psychology and performance of the nurses in this study.

Nurse bullying: organizational considerations in the maintenance and perpetration of health care bullying cultures

To examine bullying within nursing from a micro-sociological perspective and elucidate interactive mechanisms contributing to its causes and continuation within the nursing profession. The paper is part of a doctoral research study into bullying within nursing. It considers issues pertinent to management, and in the role of negotiated interactions within the National Health Service when dealing with bullying problems. The complex dynamics involved can be problematic for management when dealing with bullying, while often managers have been targets of bullying themselves and not infrequently accused of it. Features of bullying activity are explored, along with issues of target and bully awareness, a central feature in bullying negotiations. Issues of awareness and emergence of bullying behaviour have been identified through vignettes and unstructured interviews, and the research has identified complex interactive events in the creation and maintenance of nurse bullying activity. It is hoped that with a clearer understanding of such mechanisms and manifestations that bullying in the workplace can be reduced or eliminated. The paper is of practical use to nurse managers in illuminating such mechanisms and bringing bullying awareness to the fore. Such activity is ultimately damaging to the organization in both cost and time; and significant for professional practice by its impact upon the nurse and their work in supportive and safe environments. It will also to allow managers to consider their own practice and reactions to bullying activity within the profession. The overall findings from the research point strongly to bullying activity being essentially 'learned behaviour' within the workplace rather than any predominantly psychological deficit within individual perpetrators and targets.