Horizontal Violence Research Articles

New graduate nurse transition programs: Relationships with bullying and access to support.

Abstract New graduate nurses are often targets of bullying and horizontal violence. The support offered by new graduate nurse transition programs may moderate the effects of bullying and limit its negative impact on new graduate nurse transition. This study examined the relationships between access to support, workplace bullying and new graduate nurse transition within the context of new graduate transition programs. As part of a mixed methods study, an online survey was administered to new graduates (N = 245) approximately a year from starting employment. Bullied new graduate nurses were less able to access support when needed and had poorer transition experiences than their non-bullied peers. Participation in a formal transition program improved access to support and transition for bullied new graduate nurses. People supports within transition programs positively influenced the new graduate nurse transition experience. Formal transition programs provide support that attenuates the impact of bullying on new graduate nurses and improves transition.

Psychometric Analysis of Predictors and Outcome of Organizational Cynicism: A Mathematical Approach

Present study is an attempt to investigate the psychometric analysis of perception of ethical climate, horizontal violence, perceived authentic leadership style and perceived organizational support as predictors and turnover intention as an outcome of organizational cynicism. Psychometric analysis is conducted through measurement model by using AMOS 21. A mathematical approach is utilized to compute the reliability and validity of the constructs. Questionnaires were distributed among 870 nurses out of which 711 questionnaires were returned at the actual response rate of 81.7% and 668 questionnaires were scrutinized at the affective response rate of 76.78%.Current study validates the questionnaire and offers a reliable instrument to investigate organizational cynicism in Asian countries.

Violence and its variants in nurses: A review article

Background and Purpose: Violence is defined as unnecessary hostile behavior in clinical environments, which may lead to psychological abuse by colleagues. This systematic review aimed to evaluate violence and its associated factors among nurses. Methods: In this study, we searched for articles and patented documentations published until December 2014 via databases such as PubMed, Medline, Scopus, Google Scholar, Iranian Journal Database (Magiran), Scientific Information Database (SID), IranMedex and Iranian Biomedical Journal. Using keywords such as violence, horizontal violence, lateral violence, prevalence, predisposing factors and bullying, we found 84 articles out of 19,000 search results. Results: Violence has a variable definition in different cultures. Violent behavior in clinical environments is influenced by factors such as age, gender, work experience, work shifts, working hours and employment status of medical staff. In nurses, violence could lead to adverse outcomes, such as physical and psychological damages. Conclusion: According to the results of this study, male and younger nurses are more frequently exposed to violent behavior compared to female and elder nurses. Therefore, nurses should be informed on the adverse effects of violent behavior. In this regard, authorities and management of medical centers should show zero tolerance for violent behaviors on behalf of nursing staff.

The Development and Psychometric Testing of the Horizontal Violence Scale

Inappropriate behaviors of healthcare workers can threaten the delivery of safe, quality care. The purpose of this research was to develop a research instrument specific to the construct of horizontal violence and conduct foundational psychometric testing of the newly developed instrument. The overall findings on the fit indices suggest that this model does adequately measure the underlying construct of horizontal violence. The instrument can be used as a way to determine the existence and extent of horizontal violence in practice settings and used to augment the study of the work environment, particularly in relation to healthy work environments.

New graduate nurse transition programs: Relationships with bullying and access to support

New graduate nurses are often targets of bullying and horizontal violence. The support offered by new graduate nurse transition programs may moderate the effects of bullying and limit its negative impact on new graduate nurse transition. This study examined the relationships between access to support, workplace bullying and new graduate nurse transition within the context of new graduate transition programs. As part of a mixed methods study, an online survey was administered to new graduates (N = 245) approximately a year from starting employment. Bullied new graduate nurses were less able to access support when needed and had poorer transition experiences than their non-bullied peers. Participation in a formal transition program improved access to support and transition for bullied new graduate nurses. People supports within transition programs positively influenced the new graduate nurse transition experience. Formal transition programs provide support that attenuates the impact of bullying on new graduate nurses and improves transition.

Workplace violence among nurses, why are we still discussing this? Literature review

Workplace violence is not new to nursing, or has it changed from generation to generation. We are still seeing intolerable situations in nursing and in most cases; we have not made changes to our organizations to eliminate our tolerance to workplace violence. It used to be called “nurses who eat their young” now we call it “horizontal workplace violence” or just “bullying”. Why is this serious condition still occurring and decreasing our moral on units and even reducing our workforces?

New Graduate Transition Programs: Relationships With Access to Support and Bullying.

Abstract New graduate nurses are often targets of bullying and horizontal violence. The support offered by new graduate nurse transition programs may moderate the effects of bullying and limit its negative impact on new graduate nurse transition. This study examined the relationships between access to support, workplace bullying and new graduate nurse transition within the context of New Graduate Transition programs. As part of a mixed methods study, an online survey was administered to new graduates (n=245) approximately a year from starting employment. Bullied new graduate nurses were less able to access support when needed and had poorer transition experiences than their non-bullied peers. Participation in a formal transition program improved access to support and transition for bullied new graduate nurses. People supports within transition programs positively influenced the new graduate nurse transition experience. Formal transition programs provide support that attenuates the impact of bullying on new graduate nurses and improves transition.

Horizontal hostility and verbal violence between nurses in the perinatal arena of health care

The goal of this US study was to determine the frequency of horizontal violence in a perinatal service and its effect on patient outcomes. A 24-question survey instrument was completed online by 63 nurses. The results indicated that labour and delivery wards experience a higher frequency of horizontal violence than other units in the perinatal service. They also showed that the mother and baby unit demonstrates a higher frequency of recipient or victim behaviours. A relationship between horizontal violence and ineffective communication, as well as a relationship between horizontal violence and poor patient outcomes or near misses, was demonstrated.

Letters

Letters

Leadership is not a dirty word: Exploring and embracing leadership in ECEC

Leadership continues to be an energetically debated and contentious concept. In many contexts it elicits heated and robust discussion and illustrates a degree of disenchantment with the enactment of leadership by corporate moguls, politicians and others in positions of leadership responsibility (Wheatley, M. 2005. Finding Our Way: Leadership for Uncertain Times. San Francisco: Berrett-Koehler Inc; Sinclair, A. 2007. Leadership for the Disillusioned: Moving Beyond Myths and Heroes to Leading that Liberates. Sydney: Allen and Unwin; Preskill, S., and D. Brookfield. 2009. Learning as a Way of Leading: Lessons from the Struggle for Social Justice. San Francisco: John Wiley & Sons). This was clearly illustrated in the 2008 Icelandic economic context where the community was turned upside down due to adventurous ‘entrepreneurs’, who, within a defective surveillance system, caused the collapse of the bank and financial system. In contrast leadership in the field of early childhood education could be expected to reflect aspects connected to the stereotypically feminine leadership style and demonstrate a collaborative or team approach, participation and power sharing (Shakeshaft, C. 1989. Women in Educational Administration. Newbury Park, CA: SAGE; Strachan, J. 1993. “Including the Personal and the Professional: Researching Women in Educational Leadership.” Gender and Education 5 (1): 71–80). However, this article explores two studies of leadership in the field of early childhood education and care (ECEC), one conducted in Iceland and the other in Australia and findings illustrate aspects such as micro-politics and horizontal violence which emerge as powerful influences on leadership aspirations and enactment.

Disruptive Behavior In Health Care Setting- Reasons, Implications And Remedial Measures

Introduction:Disruptive behavior of health care providers is common in most health care settings. It is more commonly observed among junior doctors. Common forms of disruptive behaviour are using abusive language,yelling at patients and colleagues ,indisciplined behavior and at times physical abuse. The present study was carried out to review the literature on disruptive behaviour among health care providers in regards to its nature, incidence, possible reasons, implications and the remedial measures. Methods: An electronic search of 32 published articles in the Medline, Pubmed and Psych Info databases was carried out covering a period from1992 to 2009 using the keywords disruptive behavior among physicians, surgeons,health care provider, nurses, horizontal violence in combination to its incidence, implications and remedial measures. Results: Disruptive behaviors were a common occurrence in the perioperative and emergency care units. These types of behaviors were most prevalent in junior physicians, surgeons and nurses. Disruptive behaviors increased levels of stress and frustration, which impaired concentration, impeded communication flow, and adversely affected staff relationships and team collaboration. These events were considered to increase the likelihood of medical errors and adverse events and to compromise patient safety and quality of care. Conclusions: Disruptive behavior has significant effect on patient care. Organizations need to recognize the prevalence and significance of disruptive behaviors and develop policies to address the issue. Key areas of focus include recognition and awareness, organizationa commitment, implementation of appropriate codes of behavior policies and procedures, and provision of education and training programs to discuss the issue among health care providers.

The Bully Within and Without: Strategies to Address Horizontal Violence in Nursing

Pervasive horizontal violence in the nursing profession has bred the aphorism "nurses eat their young." Nurses must make a concerted effort to advocate for change in the existing professional culture. Such change can begin with embracing helpful tips in overcoming bullying and modeling successful positive behaviors. This paper defines horizontal violence in nursing and explores strategies to address it based upon shared information. Multiple workshops across the country have allowed nurses to exchange information about their experiences with horizontal violence. Nurses have examined their roles as bystander, perpetrator, and victim in discussing contemporary perspectives, employing methods of engagement, promoting debate, and using practical resource advice in dealing with the experience and prevention of horizontal violence. Workshops, evaluated through pretests/posttests and written evaluations, revealed increased knowledge about concepts of horizontal violence and their application to the workplace, recognition of horizontal violence, and methods of dealing with horizontal violence in nursing. Across the profession, nurses need exposure to practical approaches to curtailing horizontal violence in nursing. A similar workshop approach could be adapted across educational programs and workplaces based on the individual needs of each environment.

Change your appetite

Nurses have an obligation to mentor colleagues and to treat them with respect, trust, and dignity. Learn about the destructive cycle of horizontal violence and how to break the cycle.

Comment on: Thompson D.R. & Darbyshire P. (2013) Is academic nursing being sabotaged by its own killer elite? Journal of Advanced Nursing 69 (1), 1–3.

My initial response, on first reading this article, was shock. The type of shock that makes the world stand still for a moment, while a deafening silence fills your awareness because you've stopped breathing. That dissipated to a sad realisation that it needed to be written and was, in fact, overdue. Personally, I have experienced the very best of nursing scholarly mentoring as a doctoral student. In other areas of my academic life, I have also experience the very worst, and therefore relate to Thompson and Darbyshire's (2013) editorial. It has eruditely opened up the issue for debate: a shattering of the tyranny of silence. However, it is a debate that must be actively pursued by the profession if we are to get past the effects of these behaviours. It is vital that the patterns referred to by Thompson and Darbyshire must not continue. Nursing seems to have this delusion that those in power cannot be questioned. This only serves to silence people and entrench the violence inherent in how we deal with each other. From personal experience, there seems to be a situation where people rise too high to be made accountable and systems close ranks around the perpetrators and the issues continue unchecked. These people, a rare and powerful ‘killer elite’, rely on the silence of those ‘under them’ as well as the powers that foster and support them to keep their positions intact. Meanwhile, those who have run foul of the powerful are broken. I know of too many who have all but given up as a result, and what is worse, few dare speak up against these people. Instead, the powerful continue to be, seemingly, rewarded. It is only by actively deconstructing the systems that actively foster these behaviours can we hope to address the perpetuation of horizontal violence that plagues our profession. Thompson and Darbyshire have said what many of us, more junior academics, would love to say. Yet, we should take little comfort that it has been written. The real value of the editorial, therefore, may not lie in trying to reach the few that its well-crafted words seek to expose. Rather, it serves as a timely reminder to those of us who are building our academic nursing careers. Personally, as an early career researcher, this editorial serves as a harbinger of the pitfalls of those who aspire to academic leadership. Power is seductive and no one is immune from the negative effects of holding it. We must take heed now and act as tomorrow's tyrants are being groomed by unchallenged powerful people who brook no question or challenge to their power, methods or behaviour. It also alludes to a more productive approach to producing quality scholarly outcomes: If there are any professors out there angry about Thompson and Darbyshire's Editorial expose, I invite them to reflect on why they feel so aggrieved. Sadly, the rare but powerful few who fit the title of ‘killer-elite’ usually have only a modicum of self-reflection and as such, remain in the dark as to the impact their behaviour has on those around them. Thompson and Darbyshire state very clearly in their closing remarks that, ‘Nursing is too important to be held captive a moment longer to the killer elite.’ A comment I wholeheartedly support. However, those of us who are emerging researchers need to heed this warning: If we don't keep a reflective eye on our own motivators and behaviours, we could so easily replace them. Why, you may ask? Simply, its how we've always done it in nursing. We may ‘eat our young’, but those that survive the mauling will invariably, if not aware of their behaviour, replicate the same pattern. We will then need another Thompson and Darbyshire editorial titled: ‘Is academic nursing finally being buried by the heirs of the killer elite?’

Are Institutions Evil? An Analysis, With a Review of (Re)Thinking Violence in Health Care Settings: A Critical Approach, Edited by Dave Holmes, Trudy Rudge, and Amélie Perron

A casual reader might assume from the title of this book that it concerns physical attacks of one person on another in the health care scene. However, the editors have a far grander scheme in view. The text can well be recognized as a cornucopia of remarkable material that deals, in varying degrees of success from chapter to chapter, with violence in very wide terms indeed as it affect the professional lives of nurses.The 18 chapters that constitute this work are divided into three parts: institutional and managerial violence, horizontal violence, and patients' violence. However, this division is arbitrary, and the reader will identify unusual definitions of the word throughout the text, definitions that require an opening of the mind. Furthermore, there is a consistent tone, even though the chapters are written by 27 individuals, of of institutions, with distrust defined in the broadest sense; and that institutions themselves are-by their very nature-abusive of the individuals who work within them. The following text from the Foreword indicates the overall emotional and spiritual drive behind the book itself:This book addresses violence in all its forms, in the field of health care . . . for the past 25 years I have worked in psychiatry and forensic psychiatry, microcosms where organizational, managerial and horizontal violence are endemic . . . overwhelmingly, however, I experienced organizational violence, a despicable form of violence perpetrated by organizations or members of these organizations against those who are vulnerable: patients and nurses. This violence in health care settings, as well as its trickery . . . hides behind the rhetoric of treatment, care and welfare, making this form of violence the most perverse of all. (p. xxiii)This tone of bitterness and anger (perhaps with a touch of paranoia) permeates the work; but nevertheless, a diligent reader will identify fascinating material regarding complex issues that nurses face. The subject matter is in part practical, theoretical, academic (and hyperacademic), and almost all of interest, even if not always convincing. Hyperacademic? Try this:. . . the performative talk of staffand patients contribute to the cultural texturing of a masculine and sexist world in a way that marginalizes female nurses, mediates the otherness of inmates and contradicts therapeutic ideals. (p. 12)Although this work is largely made up of heavy-duty subject matter, it is also a just criticism of the overall content and style that much of the material is arcane, pedantic, polemical, rhetorical, jargonized, navel-gazing, and perhaps intended for authors to one-up each other.The first quote mentioned earlier defines the approach to institutional violence. What of horizontal violence? The term is defined as violence-but not actual physical abuse-between professional peers or from senior to junior nurses; bullying in the workplace and on the telephone; and (an outlier chapter) on written violence in an HIV/AIDS prevention campaign.Part 3, Patient's Violence, derives its chapters from experience in the forensic settings of psychiatric hospitals, often for those who have committed crimes. This material is largely self-evident.This review considers several chapters in some detail.The Violence of Tolerance in a Multicultural Workplace: Examples from Nursing (Rudge et al.) considers the professional lives of skilled Black African migrant nurses at work in the Australian health care system. These foreign nurses are tolerated by the larger work pool of White nursing staff, turning the word tolerance, ordinarily considered a positive, into scorn. The authors consider that the tolerance offered to Black nurses in a White environment means the reproduction of racism and exclusion and its violent effects; it is an attitudinal response that inflicts the violence of tolerance on those who experience racism and are racialized by their difference from the dominant group (p. …

Respect in mental health

Although there is a high degree of consensus in the existing literature regarding the importance of respect in mental health care, a realistic appraisal suggests that there is something of a disconnect between what is espoused in policy documents and what actually occurs in practice. As a result, this article seeks to explore and advance our understanding of the phenomenon of respect in mental health care and draws on real practice situations to illustrate this schism. To this end, the authors present three case studies that focus on the following: "use of seclusion," "respecting professional boundaries," and "horizontal workplace violence." The authors advance the, perhaps for some, provocative argument that it is relatively easy to write/speak about respect, while the reality of communicating respect to others is more difficult, challenging, and makes significant demands on the individual psychiatric/mental health nurse.

Finding Meaning in Civility: Creating a “No Bullying Zone”

Incivility, horizontal violence, and/or bullying in health care is a growing problem and threat to patient safety. This article will provide an overview of bullying, synthesis of the literature, discussion of the effect on patients, nurses and organizations, and description of steps that can be implemented to eradicate bullying.

The Effects of Horizontal Violence and Bullying on New Nurse Retention

Horizontal violence and bullying are pervasive throughout nursing. New graduate nurses are at higher risk. Challenged with the task of making the transition from student to practitioner, new graduates often lack the confidence and social connectivity that may ward off interpersonal conflict. Continued interpersonal violence directed at new graduates may lead to negative physical and psychological consequences, high turnover rates, or abandonment of the profession. This article describes possible strategies to break the chain of violence.

Supporting the Life Balance, Health and Wellness of Nurses through Horizontal or Lateral Violence Workshops

Supporting the Life Balance, Health and Wellness of Nurses through Horizontal or Lateral Violence Workshops

A Pilot Study on Effects of a Group Program Using Recreational Therapy to Improve Interpersonal Relationships for Undergraduate Nursing Students

CLINICAL PRACTICE IS a source of anxiety, tension, and discomfort for nursing students who are often weak in interpersonal relationship skills. Weak interpersonal relationship skills can lead to horizontal violence for nursing students and can translate to staff nurse incivility (Longo 2007; Shin & Lee 2011). A program to improve interpersonal relationship skills for students may contribute to caring in staff nurses.