Experienced Workplace Violence Research Articles

Workplace violence: Insights from nurses' lived experiences.

Workplace violence (WPV) against nurses is a growing concern within the health care industry, contributing to increased stress, burnout, and higher staff turnover. The purpose of this study is to understand the experiences of nurses with WPV and examine the scope and impact of this violence based on nurse's recollections. Using qualitative interpretive meta-synthesis and the job demands-resources framework, we examined patterns in nurses' experiences of WPV. Our analysis (N = 401) of nurses' accounts from diverse sources-patients, colleagues, and supervisors across various locations and health care settings-provides deep insights into WPV dynamics. Four main themes were identified: (a) it comes with the job-patient and family violence are normal, (b) a vulnerability in nurse safety, (c) sexual harassment, and (d) poor treatment within the organization. WPV against nurses is a deeply ingrained issue that impacts their psychological health and job performance. A stark need for health care systems to address and mitigate WPV is evident. There are clear signals that health care organizations need to implement comprehensive strategies to prevent WPV, foster a safe and supportive work environment, and equip nurses with job resources to manage the high stress of their roles.

Occurrence and associated factors of self-reported medical errors among Chinese physicians and nurses: a cross-sectional survey

Background Medical errors (MEs) significantly threaten patient safety globally. This study aimed to explore multidimensional factors associated with self-reported MEs among Chinese physicians and nurses. Methods A cross-sectional online survey using snowball sampling collected 7197 valid responses from Chinese physicians and nurses between October 2020 and April 2022. A self-reported question assessed MEs within the past three months. Sociodemographic characteristics, work-related factors, and mental distress were collected. Data were analyzed using stepwise logistic regression. Results 1285 (17.9%) physicians and nurses self-reported MEs during the previous 3 months. Factors associated with higher odds of self-reported MEs included male sex (OR: 1.44, 95% CI: 1.23-1.69), physician status (OR: 1.48, 95% CI: 1.26-1.73), history of mental illness (OR: 1.49, 95% CI: 1.16-1.91), longer weekly working hours (OR: 1.20-1.23, 95% CI: 1.03-1.47), workplace violence experience (OR: 1.54-1.75, 95% CI: 1.30-2.17), and dissatisfaction with the medical practice environment (OR: 1.20, 95% CI: 1.05-1.37). Conversely, being married (OR: 0.74, 95% CI: 0.62-0.89), holding a bachelor’s degree or higher (OR: 0.82, 95% CI: 0.70-0.97), and having more years of professional practice (OR: 0.96, 95% CI: 0.95-0.97) were associated with lower odds of self-reported MEs. Self-reported MEs were significantly and positively correlated with burnout (OR: 1.40, 95% CI: 1.20-1.62), depressive symptoms (OR: 1.38-1.45, 95% CI: 1.04-1.84), perceived stress (OR: 1.28-1.62, 95% CI: 1.06-2.02), and excessive daytime sleepiness (OR: 1.27-1.46, 95% CI: 1.10-1.79). Conclusions Self-reported MEs are relatively common among Chinese physicians and nurses, and are associated with various factors. Poor workplace conditions and mental distress are linked to an increased risk of MEs. Implementing effective interventions to improve workplace conditions and mental health is crucial for reducing MEs.

Characteristics and cellular and molecular biomechanical influencing factors of resilience: A cross-sectional study of nurses experiencing workplace violence in Jiangsu China

Objective: To investigate the resilience status of nurses after workplace violence and its influencing factors from the perspective of cellular and molecular biomechanics. Methods: From April to July 2024, a cross-sectional questionnaire study was conducted utilizing the General Information Questionnaire, the Medical Staff Resilience Scale (MSRS), the Workplace Violence Scale (WVS), the General Self-Efficacy Scale (GSE), and the Perceived Social Support Scale (PSSS) on a sample of 375 nurses who had been victims of workplace violence at six tertiary-level A general hospitals and three secondary-level hospitals in Jiangsu Province, China. The data were subsequently analyzed. Results: The nurses’ resilience score was (72.37 ± 10.19) with a mean score of (4.02 ± 0.57). Multiple regression analysis showed that age, work experience, title, monthly income, self-efficacy, and social support independently influenced their resilience. (P < 0.05). Pearson’s correlation analysis revealed a positive correlation between carers’ levels of resilience with generic self-efficacy scale and social support (P < 0.01), and a negative correlation of resilience with workplace violence (P < 0.01). Conclusion: The resilience scores of nurses who had suffered workplace violence were found to be at a moderate level. Stressors from workplace violence might trigger complex intracellular signaling pathways and molecular changes in nerve cells and endocrine cells of nurses. Hormonal imbalances could further affect neurotransmitter systems and molecular cascades related to mood regulation and stress adaptation, thereby influencing the nurses’ resilience. Higher self-efficacy could potentially enhance the activation of positive molecular pathways and the expression of certain genes related to stress resistance. Social support might buffer the negative impacts of workplace violence on cellular and molecular mechanisms by providing additional resources and positive molecular signals. It is recommended that managers consider the effects of age, years of work experience, job title, and monthly income when developing strategies to enhance resilience. It is also the responsibility of managers to facilitate the mobilization of resources, both internal and external, related to self-efficacy and social support. Furthermore, they should construct targeted training courses based on an analysis of the mechanisms involved in the occurrence of workplace violence, to improve the resilience of nurses.

'I Feel Disempowered Because I Could Not Do Anything': Clinical Facilitators' Perception of Violence Towards Nursing Students During Clinical Placement.

To explore clinical facilitators' understanding, experiences and perceptions of their role in supporting registered nurse students (RNS) who experience workplace violence (WPV) during clinical placement. An exploratory, qualitative design. Data were collected between September and November 2022 using semi-structured interviews of 1-h duration with 11 clinical facilitators working in South Australia. The interviews were transcribed verbatim and analysed using thematic analysis. Participants reported that WPV is experienced in many forms, including verbal and physical violence towards RNS during clinical placements. Clinical facilitators are not always aware of this experience and have mixed abilities to resolve the damage. Most importantly, clinical facilitators saw themselves as disempowered to provide the support required by RNS after WPV incidents as they perceived themselves as visitors to the facilities. Findings indicate that a clinical facilitator's scope and ability to support a RNS is often not at a level where real impact and safety can occur. Varying perceptions of what WPV is, what is acceptable, and the authority or influence of a clinical facilitator have all informed this issue and need to be considered in developing strategies to address WPV towards RNS. This study highlights that by understanding the causation of WPV and recognising the lack of influence and scope of clinical facilitators to act to support RNS during WPV events, positive industry changes can be instigated to promote student placement experiences and healthcare provision. Clinical facilitators felt limited in their role to support RNS experiencing WPV. This research impacts future nursing students, education providers, clinical facilitators and clinical placement providers. COREQ guidelines were utilised to report qualitative research. This paper explores specifically the clinical facilitators' perceptions of WPV.

Work Reward Moderates the Association Between Work Effect and Workplace Violence Among Medical Staff in China.

Workplace violence (WPV) against healthcare workers is a significant public health issue in China and globally. Although the effort-reward imbalance theory claimed that work rewards may moderate the relationship between work effort and WPV, the quantitative evidence is limited. This study aimed to examine if work reward could moderate the associations between work effort and WPV against medical staff based on the effort-reward imbalance theory. This is a cross-sectional study, which was conducted in 12hospitals in Shandong, China. Data collected from 3426 medical staff were analyzed in this study.Work effort was evaluated by working hours and night shift work times per month (NSWM), and work reward was evaluated by monthly income and perceived social status. WPV, occupational characteristics, physical disease, and social-demographic variables were also evaluated in this study. There were 1788 (52.2%) medical staff, who reported the experience of workplace violence. Working hours, NSWM, and perceived social status were associated with WPV (all p<0.001). Monthly income could moderate the associations between monthly income and WPV or verbal violence (p<0.05), and perceived social status could moderate the associations between NSWM and WPV (p<0.001). Monthly income could moderate the associations between monthly income and WPV (verbal violence), and perceived social status could moderate the associations between NSWM and WPV, which could be explained by the effort-reward imbalance model. These findings also can be translated into practices to control WPV against medical staff.

Staff and work environment factors associated with workplace violence in hospitals: Comparison of units with high versus low rates of violence.

This study examined healthcare worker perceptions of physical environment and safety climate contributors to workplace violence. Inpatient hospital employee (2015) convenience sample survey (N = 327) comparisons were via Mann Whitney, Wilcoxon Rank Sum, or Chi-square to determine response differences by workplace violence experience (yes/no), and hospital units (higher/lower) violence rates. Employees with workplace violence experience and units with higher violence rates identified a higher number of contributing physical environment factors. Safety climate ratings were higher among employees without workplace violence experience but did not differ between hospital units with higher versus lower violence rates. Prioritization of staff perceived climate safety and physical environment contributors can support organizational efforts to mitigate specific workplace violence hazards on hospital units.

Workplace violence against medical students during clinical practice and its relevant factors: a mixed methods study

ABSTRACT Our study aims to describe the status of workplace violence against medical students during clinical practice, which consists of its prevalence, types, perpetrators, students’ responses and influences on them, reasons for workplace violence and to determine some relevant factors of this issue through both quantitative questionnaire and qualitative interview. A descriptive cross-sectional study with mixed methods was conducted on 320 students from the second-year to the sixth-year classes at Hanoi Medical University from August 2022 to February 2023. The questionnaire was based on the WHO questionnaire survey ‘Workplace violence in the health sector – country case studies research instruments – Geneva 2003’. 10 students from quantitative research who completed the questionnaire, experienced at least one type of workplace violence and consented to continue taking part in the research were chosen for in-depth interviews. The prevalence of students witnessing and/or experiencing workplace violence was 35.6% and 19.4% of the sample population had experienced at least one kind of workplace violence. Medical staff were the most common perpetrators. 86.8% of students who were exposed to workplace violence did not report the incidents for a variety of reasons. The major reasons leading to workplace violence related to patients, patients’ relatives and students, among which the first-ranked ones were the patients’ education level and their unsatisfied expectations. Some relevant factors to workplace violence against medical students were determined by quantitative analysis such as students’ grade (OR = 3.09) and region (OR = 3.31) and were explored additionally by qualitative interview such as the student management of the instructors, students’ personality, attitude and appearance as well as hospital environment. Based on the research findings, establishing prevention methods, which require action from both individuals (students, medical staff) and organizations (universities, hospitals) is recommended.

Nurses’ self-care levels and its related factors: a cross-sectional study

BackgroundNurses’ self-care has been reported to enhance nurses’ mental health and the quality of care they provide to patients. However, there is a scarcity of studies exploring the factors that influence nurses’ self-care. Consequently, this study aims to investigate the current status of nurses’ self-care ability and its influencing factors, thereby providing a reference for formulating effective strategies to improve nurses’ self-care.MethodsThis study is a cross-sectional study employing convenience sampling. A general information questionnaire, nurses’ self-care scale, and the flourishing scale were used to explore nurses’ self-care ability and the influencing factors among 1,046 nurses from eight tertiary hospitals in Jiangsu Province, China.ResultsThe total score of nurses’ self-care was (144.63 ± 22.53).The scores for the dimensions of self-care awareness, self-care knowledge, healthy lifestyle, occupational self-acceptance, and inner self-fulfillment were (23.43 ± 4.68), (19.40 ± 4.15), (22.08 ± 4.99), (43.82 ± 5.61), and (35.91 ± 6.00), respectively. The total score of nurses’ flourishing was (45.45 ± 8.83). The self-care scores of nurses with different ages, professional titles, positions, years of working experience, night shift frequency, marital status, number of children, sleep quality, frequency of physical exercise, experience of workplace violence, experience of psychological help-seeking, mental health promotion training experience, relationship with family members, relationship with coworkers, experience of career change, and the flourishing grading level were statistically significantly different(P<0.05). The results of multiple linear regression analysis indicated that the influencing factors of nurses’ self-care competence were sleep quality, relationships with colleagues, and the flourishing grading level(P<0.05).ConclusionIt is essential to improve nurses’ self-care ability. Sleep quality, relationship with coworkers, and the flourishing grading level are the factors that influence nurses’ self-care ability.Clinical trial numberNot applicable.

Understanding the Experience of Workplace Violence in Hospitals as Documented by Nursing Staff: Using the READ Approach.

Background: Workplace violence has a significant impact on patients, families, and staff safety. Workplace violence can produce traumatic results for those involved; the importance of preventive measures needs to be paramount in health service policy and process. Health care staff are required to document their experiences of violent incidents after every occasion, usually via an incident reporting system, which allows for a free text description of the event. There is a lack of understanding of how health care staff document reports of violence and how they explain the events. Methods: This study aims to determine the circumstances surrounding workplace violent events as documented by health care staff. The four-step Review, Extract, Analyze, and Document (READ) approach to document analysis was used to examine workplace violence incident reports over 12 months (September 2021-September 2022) in a tertiary referral hospital. Findings: Six categories of workplace violence were found: (a) "Escalation Dynamics"-patterns and progression of how violence incidents intensify; (b) "Warning Behaviors"-verbal or non-verbal signals that may foreshadow physical violence if not addressed; (c) "Authoritative Institutional Interventions"-how aggression correlates to protocols involving security personnel or law enforcement; (d) "Care Delivery Methods"-how certain treatment procedures and approaches might inadvertently elicit violence; (e) "Situational Stressors"-external circumstances or changes that act as triggers for violence; and (f) "Unprovoked triggers"-sudden and seemingly unprovoked violent outbursts. Conclusions and application to practice: Workplace violence in health care is a multifaceted interplay of events with the nurse involved in all aspects of the process. These findings can be used by occupational health nurses in education and policy development. The findings can be used to focus education on how violent incidents may escalate and provide more opportunities for de-escalation by health care staff.

A silent pandemic of violence against providers in obstetrics and gynecology: A mixed-methods study based on a global survey.

To quantify and qualify the experience of workplace violence (WPV) in a global sample of providers in obstetrics and gynecology (OBGYN). We performed a mixed-methods analysis on data from a global survey. Survey content was designed around categorical and open-ended questions in relation to WPV; the occurrence and character, the physical and psychological consequences, training and support structures, and perceived triggers of the experience of WPV. Quantitative data were analyzed using descriptive statistics and text data using mixed deductive-inductive content analysis. These data were integrated using convergent joint display. Between October 2023 and January 2024, survey responses were collected from 77 individual countries. Among the final sample, 764/1016 (75.2%) had experienced WPV, 699/1016 (68.8%) verbal, and 123/1016 (12.1%) physical violence. The violence affected physical health, psychological health, or job satisfaction for 106/764 (13.9%), 36/7642 (47.4%), and 222/764 (29.1%) of individuals respectively; 216/764 (28.3%) received support. Main WPV triggers were staff shortages, lack of security personnel, and long waiting times, identified by 38.8%, 37.5%, and 37.3% of respondents respectively. Qualitative data indicated that violence caused severe and long-lasting suffering. Catalysts for WPV were often reported as complex interplays between unmet or unrealistic expectations and insufficient resources. Lack of support for WPV was explained as violence being "part of the job" and a culture of assumed resilience among providers. WPV against OBGYN providers seems to be ubiquitous, arises from a complex interplay of factors, and causes significant injury while receiving insufficient mitigation and support.

Level of burnout and associated factors among healthcare workers in central Uganda: A facility-based cross-sectional study.

Burnout among healthcare workers is a global concern with significant implications for both the well-being of the workforce and the quality of patient care. This facility-based cross-sectional study aimed to identify factors associated with burnout among healthcare workers in central Uganda. The study, conducted between June and July 2023, utilized a cross-sectional design involving physicians, nurses, and technicians. The study covered both public and private hospitals in central Uganda, incorporating urban and rural settings. A sample size of 550 healthcare workers was selected using a simple random sampling. Data collection involved a socio-demographic survey, the Professional Quality of Life (ProQOL-5). Descriptive statistics, Pearson Chi-square test, and ordinal regression models were employed to analyze demographic factors associated with burnout. Of 548 participants, 218(39.8%) experienced high burnout levels. Factors significantly associated with high burnout levels included having over 10 years of work experience (OR: 2.04, 95% CI: 1.12-3.73), working more than 40 hours per week (AOR: 4.46, 95% CI: 1.20-16.62), lack of management support (AOR: 14.45, 95% CI: 3.83-54.56), not experiencing workplace violence (AOR: 2.22, 95% CI: 1.31-3.76), and reporting inadequate sleep (AOR: 6.96, 95% CI: 3.86-12.57). Addressing burnout among healthcare workers in central Uganda requires targeted interventions tailored to the specific challenges faced in the region, including workload distribution, managerial support enhancement, violence prevention strategies, and promotion of adequate sleep. Urgent attention to these factors is essential for enhancing the well-being of healthcare professionals and maintaining quality patient care.

Clinical Facilitators' Perceptions of Factors Contributing to Nursing Students' Experience of Workplace Violence.

Workplace violence (WPV) is experienced by Bachelor of Nursing (BN) students during clinical placements. Students in this vulnerable group are supervised in the practice environment by clinical facilitators. This study examined clinical facilitators' views on WPV. Eleven clinical facilitators were recruited for this study and participated in interviews. Transcribed data were probed, and thematic analysis was conducted. Six major themes emerged that identified factors contributing to BN students' experience of WPV during clinical placements: (1) setting; (2) university; (3) nursing students; (4) site staff; (5) patients; and (6) other factors. Clinical facilitators perceived WPV toward students as being a common yet complex issue due to multiple contributing factors. This study adds detailed knowledge regarding the factors that influence WPV directed toward BN students to inform the development of policies and procedures for reducing the incidence of WPV in the clinical setting. [J Nurs Educ. 2024;63(10):671-678.].

Politics of Violence in Healthcare

Violence against healthcare workers (HCWs) has surged globally, extending beyond conflict zones into areas of relative peace. This editorial examines the epidemic of such violence, which has been exacerbated by recent pandemics. Historical and contemporary instances, such as the 1830s cholera riots, the 2013/14 Ebola outbreak, and recent attacks in Kolkata, highlight how political instability, public mistrust, and socio-economic inequalities fuel aggression against HCWs. A comprehensive analysis reveals that 50-75% of HCWs experience workplace violence, with a significant portion facing sexual abuse. Contributing factors include inadequate security, poor governance, and societal intolerance of HCWs. Possible solutions offer hope, including workplace safety, legal protections, and public awareness of the problem. The editorial calls for a multi-faceted approach involving legislation, better reporting, and global cooperation to address the root causes of violence and improve the safety of HCWs.

Workplace violence against junior doctors in Iraq: implications for job satisfaction and retention

IntroductionHealth workers worldwide report being exposed to workplace violence, but those in conflict settings (or post-conflict settings) are especially targeted, as political conflict shifts societal norms. Iraq has suffered war and conflict for decades. A 2013 study of 567 Iraqi-trained physicians found nearly 2/3 had emigrated to mostly English-speaking countries; further, half of those remaining wished to leave Iraq. While prior studies have examined the phenomenon of violence against health workers in Iraq, no qualitative study has characterized Iraqi front line junior doctors’ experiences of workplace violence within a workplace violence causal framework, to inform an educational and policy response.MethodsWe consented and interviewed 73 junior physicians at six teaching hospitals across Central Iraq between December 2021, and January 2022. We analyzed 22 of the 73 conversations, after rejecting 29 because they were terminated prematurely when doctors were called away for patient care, and 22 others where doctors indicated they had no experience with workplace violence. (Our goal was to understand these interactions, not to quantify them).ResultsThe physicians we interviewed had been practicing an average 3 years since graduating from medical school (ranging from 6 months to 7 years). Interviewees represented eight hospital departments, with most coming from internal medicine and surgery. Within a socio-ecological framework, we identified two primary individual-level factors prompting patient-associated violence: patients and their families don’t understand triage (and resent being pushed to the side when doctors focus on more serious cases), and junior doctors (by definition) are young and inexperienced. At the family level, doctors reported patient relatives often demonstrate their devotion to the patient by acting out. At the hospital level, institutions are operating in an environment of scarcity, which generates high emotions as patients compete for attention, supplies and space. At a societal level, doctors reported family attacks persist because perpetrators face no real legal consequences. In addition to causes of violence, there are consequences. Doctors who are targets of violence reported experiencing mental health problems, including depression and loss of self-esteem, and reported thoughts of leaving their positions and even their country. Doctors also expressed regret for choosing a career in medicine.ConclusionYoung, inexperienced junior doctors in Iraq are bearing the brunt of patient frustrations with the scarcity of resources in the health system. Hospitals would likely improve the job satisfaction of junior physicians, and their longevity in the health system, by attending to this problem.

Reframing approaches to workplace violence towards Pacific homecare workers in New Zealand and Australia

In Australia and New Zealand there is an emerging focus on the problems of violence and harassment for the large, feminised workforces of care and support workers in homecare settings. However, much of this research does not consider the power dynamics of workplaces and socio-political influences that impact how workers are supported when facing WPV. This is of particular concern in relation to the growing proportion of Pacific workers in Australia and New Zealand, many of whom have temporary migrant status. Using a narrative review method, we find that extant research largely fails to address the experiences of Pacific homecare workers, and that this, and the lack of attention to Pacific workers in practice, is informed by racist norms and attitudes based on historic and current labour market and migration policies. Drawing on socio-ecological models of workplace violence (WPV), we propose a research and policy analytical framework of WPV that centres Pacific voices and culture to better mitigate and prevent Pacific homecare workers’ experiences of WPV.

Establishment and validation of a nomogram for dropout intention in Chinese early year medical undergraduates

BackgroundThe attrition rate of Chinese medical students is high. This study utilizes a nomogram technique to develop a predictive model for dropout intention among Chinese medical undergraduates based on 19 individual and work-related characteristics.MethodA repeated cross-sectional study was conducted, enrolling 3536 medical undergraduates in T1 (August 2020-April 2021) and 969 participants in T2 (October 2022) through snowball sampling. Demographics (age, sex, study phase, income, relationship status, history of mental illness) and mental health factors (including depression, anxiety, stress, burnout, alcohol use disorder, sleepiness, quality of life, fatigue, history of suicidal attempts (SA), and somatic symptoms), as well as work-related variables (career choice regret and reasons, workplace violence experience, and overall satisfaction with the Chinese healthcare environment), were gathered via questionnaires. Data from T1 was split into a training cohort and an internal validation cohort, while T2 data served as an external validation cohort. The nomogram’s performance was evaluated for discrimination, calibration, clinical applicability, and generalization using receiver operating characteristic curves (ROC), area under the curve (AUC), calibration curves, and decision curve analysis (DCA).ResultFrom 19 individual and work-related factors, five were identified as significant predictors for the construction of the nomogram: history of SA, career choice regret, experience of workplace violence, depressive symptoms, and burnout. The AUC values for the training, internal validation, and external validation cohorts were 0.762, 0.761, and 0.817, respectively. The nomogram demonstrated reliable prediction and discrimination, with adequate calibration and generalization across both the training and validation cohorts.ConclusionThis nomogram exhibits reasonable accuracy in foreseeing dropout intentions among Chinese medical undergraduates. It could guide colleges, hospitals, and policymakers in pinpointing students at risk, thus informing targeted interventions. Addressing underlying factors such as depressive symptoms, burnout, career choice regret, and workplace violence may help reduce the attrition of medical undergraduates.Trial registrationThis is an observational study. There is no Clinical Trial Number associated with this manuscript.

Powerful and Vulnerable: Workplace Violence Against Swedish Social Workers, Teachers, and Journalists

This article compares Swedish social workers, teachers, and journalists’ experiences of workplace violence. It addresses similarities and differences between the three professional groups in terms of who exposed them to workplace violence, what it was about, and what triggered it. The article is based on an online survey study, and the findings suggest that consumer-related violence from target groups was the most common among all three professional groups. Looking at worker-on-worker relationship violence, the teachers were the most exposed, followed by social workers and journalists, and such violence suggests bullying in the workplace. Most respondents stated that the hate, threats, and harassment were about their professional competence. While all of these professional groups have a position of power in society, they also perceive that it is often in the situations in which they exercise their power (e.g., making a decision for social workers and teachers or when journalists publish) that they become targets for workplace violence.

Investigation of occupational burnout status and influencing factors among emergency department healthcare workers using the MBI-GS Scale.

The incidence of occupational burnout among emergency department healthcare workers is high, and their occupational health deserves attention. Establishing a comprehensive occupational health system in medical institutions is crucial. This study aims to understand the current status of occupational burnout among emergency department healthcare workers, analyze its influencing factors, and provide references for preventing burnout in this population. A cross-sectional survey was conducted using convenience sampling through the Questionnaire Star platform from December 2022 to January 2023 among emergency department healthcare workers. The Maslach Burnout Inventory-General Survey (MBI-GS) scale was used to assess the level of occupational burnout, and univariate analysis and binary Logistic regression analysis were employed to explore the influencing factors of burnout. A total of 1 173 valid questionnaires were collected, with 946 (80.65%) respondents experiencing occupational burnout. The proportions of mild-to-moderate and severe burnout were 73.57% and 7.08%, respectively. The scores for the three dimensions of burnout among emergency department healthcare workers were as follows: emotional exhaustion (EE) 2.33±0.31; depersonalization (DP) 1.88±0.28; low personal accomplishment (LPA) 3.20±0.39. The overall score was 2.46±0.22. Factors associated with occupational burnout included being an only child (OR=1.362, 95% CI -0.707 to -0.058), the average number of night shifts per month (OR=1.167, 95% CI 0.091 to 0.272), and personal experience of workplace violence (OR=1.094, 95% CI 0.027 to 0.195) (all P<0.05). The incidence of occupational burnout is high among emergency department healthcare workers. Effective measures should be taken by management to promptly intervene, reduce burnout, and ensure the smooth functioning of emergency medical services.

Do inexperienced nurses in the lactation period experience workplace violence? A qualitative study.

Among clinical healthcare personnel, nurses face the highest proportion of workplace violence, which has a significant impact on their physical and mental well-being as well as their personal and professional lives. However, little is known about the effects of workplace violence on inexperienced breastfeeding nurses and their experiences during and after breastfeeding when they return to work. This study aimed to explore the experiences of inexperienced breastfeeding nurses who encountered workplace violence and its resulting impacts. This study employed a descriptive qualitative design. Semi-structured in-depth interviews were conducted with 20 nurses working in various positions and departments at three tertiary hospitals. Purposive and maximum variation sampling techniques were employed. The interview data were analyzed using Colaizzi's method, and the research findings were reported according to Consolidated Criteria for Reporting Qualitative Studies (COREQ)standards. Inferences regarding workplace violence and risks for inexperienced breastfeeding nurses included physical labor (such as lifting heavy objects and performing cardiopulmonary resuscitation), conflicts, inadequate job skills, role confusion, occupational exposure risks, patient violence, and pressure from older adults. An inductive thematic investigation revealed the "Challenges faced during breastfeeding," "Conflicting professional and family roles," "Out of balance," and "Coping strategies." Inexperienced breastfeeding nurses experience several negative consequences due to workplace violence. Therefore, it is essential to plan and implement preventive strategies and management programs that specifically target workplace violence among inexperienced breastfeeding nurses.

The cycle of acceptance: mental health professionals’ experience of workplace violence in a UK community mental health team

PurposeViolence and aggression against mental health professionals is a global concern with well-documented consequences. In the UK, mental health care is increasingly delivered in the community, yet little research has explored practitioner experiences of workplace violence (WPV) outside of inpatient settings. This study aimed to explore how mental health professionals in a UK community mental health team (CMHT) perceive, experience and cope with WPV.Design/methodology/approachFace-to-face semi-structured interviews were conducted with ten multidisciplinary professionals based in a CMHT in a UK city. Data was analysed using interpretative phenomenological analysis.FindingsThree interconnected themes emerged. WPV was accepted as inevitable: participants carried on working despite its impact, and feeling unheard by management they gave up on change, perpetuating the perceived inevitability of WPV. Peer support and organisational resources like debriefing, counselling and occupational health improved coping. Stigma and ideas of professional responsibility were barriers to access.Originality/valueTo mitigate against the negative consequences of WPV, CMHTs could offer peer support initiatives, improve communication and availability of organisational resources and involve staff in post-incident decision-making. Recommendations are made to shift the attitude of acceptance of WPV and encourage help-seeking.