Negative Acts Questionnaire-Revised Research Articles

Relationship Between Personality Traits and Workplace Bullying Victims in Saudi Arabia.

Background Workplace bullying is persistent aggressive behavior, including verbal or physical abuse, exhibited in a working environment. The impact of workplace bullying in any industry leads to negative outcomes in multiple dimensions, such as issues with mental health, problems with physical health, and a reduction in productivity in the workplace. This study aims to measure the relationship between personality traits and workplace bullying victims. Moreover, it explores how personality traits predict being a victim of workplace bullying. Methodology A cross-sectional study was conducted among 625 participants from various regions of Saudi Arabia. Data was collected using a self-administered survey, which included sociodemographic questions, the Negative Acts Questionnaire-Revised (NAQ-R) for bullying assessment, and the Big Five Personality Inventory (BFI-10) for personality trait assessment. The statistical analysis encompassed descriptive statistics and inferential tests such as the correlation test, Mann-Whitney U test, and Kruskal-Wallis test. These analyses were conducted using the SPSS software version 27.0.1 (IBM Corp., Armonk, NY, USA). Results Personal-related bullying was more prevalent compared to work-related bullying, particularly "facing disregard of opinion" was the most frequent type of bullying. Moreover, conscientiousness, agreeableness, and openness to experience were demonstrated as major self-perceived personality traits among participants. Some sociodemographic factors were reported to be significantly associated with both bullying and personality trait scores. Personality traits such as conscientiousness, agreeableness, and extraversion were adversely correlated while openness to experience and neuroticism were positively correlated with bullying. Conclusions Our study illustrates the current prevalence of workplace bullying in Saudi Arabia and its impact on participants' mental health and productivity. We identified a significant correlation between self-perceived personality traits and the risk of experiencing workplace bullying. These findings offer valuable insights for policymakers, enabling them to develop targeted interventions to reduce bullying within work settings in Saudi Arabia.

The association between workplace bullying and the mental health of Jordanian nurses and its predictors: A cross-sectional correlational study

Background Bullying at work is a major challenge that harms an employee’s overall well-being, job happiness, and mental health. Objectives To assess the relationship between workplace bullying and Jordanian nurses’ mental health. Materials and Methods A descriptive, cross-sectional correlational design was used in this study, recruiting 146 nurses from three governmental hospitals in Jordan. A convenience sample was used. The study used the Negative Acts Questionnaire-Revised (NAQ-R) tool to measure the level of bullying as a negative behavior. Also, the Depression Anxiety Stress Scale (DASS-42) was used to assess nurse’s mental status. Results Most of the participants 54.8% were victims of frequent workplace bullying, while the mean score of the total DASS-42 scale (M = 43.45). About 64.4% of participants exhibited symptoms of depression, 58.8% exhibited symptoms of anxiety, and 46.6% exhibited symptoms of stress. A significant relationship between workplace bullying and mental health among Jordanian nurses was found (r = 0.75, p < 0.001). Conclusion Bullying at work can harm a person’s mental health, causing stress, worry, and depression. Like other professions, nursing can be the target of workplace bullying, which can take many different forms. However, maintaining a safe and respectful workplace is a priority for healthcare providers including nurses.

Are we there yet? A nationwide study of faculty-to-faculty bullying and incivility in nursing education

BackgroundFaculty-to-faculty bullying and incivility in nursing education remain prevalent. The effects are harmful to individual faculty members, and they weaken the organization. AimThe study aimed to measure faculty perceptions of bullying and incivility within their organization and identify the most commonly occurring bullying behaviors and types of incivility. The survey instruments were the Negative Acts Questionnaire-Revised (NAQ-R) and the Workplace Incivility/Civility Scale (WICS). This is the first known national study to use both. MethodsThe study used a convergent mixed-method design and a convenience sample. ResultsThere were 1,417 responses from nursing faculty from every state and the territory of Guam. The most frequently occurring bullying behavior was being ignored, while the most frequent uncivil behavior was being interrupted. The incidence of faculty-to-faculty bullying and incivility was lower in this study than in previous studies. However, despite the slight decrease, verbatim responses in the qualitative portion of the study reveal that mean-spirited, petty, and vitriolic remarks occur frequently.

Validity and Reliability of the Negative Acts Questionnaire-Revised among Nigerian Medical Students

BACKGROUND: The Negative Acts Questionnaire-Revised (NAQ-R) is used globally to assess workplace bullying. However, its validity and reliability have not been assessed among Nigerians. Aim: This study assessed the validity and reliability of the Negative Acts Questionnaire-Revised among medical students at the University of Calabar, Nigeria. METHOD: A cross-sectional study was conducted at the University of Calabar. All 123 students in the fifth-year class were approached for participation. The Negative Acts Questionnaire-Revised (NAQ-R) and General Health Questionnaire (GHQ-12) were administered concurrently. Data were analysed using IBM SPSS version 23. RESULT: We recruited 119 participants (response rate, 96.74%). Most were males [68, 57.1%] and unmarried [114, 95.8%]. The mean age of the sample was 25.2 (SD=3.2). Probable mental disorder was identified in 52 (43.7%) students, while 64 (53.8%) and 25 (21.0%) were classified as occasionally bullied or bullied, respectively. The correlation between the NAQ-R and the GHQ-12 was 0.47 (p&lt;0.0001). The NAQ-R demonstrated high reliability (Cronbach's Alpha = 0.92). Logistic regression indicated that students experiencing occasional bullying were over three times more likely to screen positive on the GHQ-12 (OR: 3.58, 95% CI: 1.27 - 10.12). Furthermore, those regularly bullied were about ten times more likely to screen positively on the GHQ-12 compared to students who did not report bullying (OR: 9.78, 95% CI: 2.77 - 34.44, p &lt; 0.05). CONCLUSION: The Negative Acts Questionnaire-Revised is a potentially useful measure of workplace bullying among Nigerians.

Prevalence of workplace bullying among employees in the general population, Saudi Arabia

Objective: This research sought to study the prevalence of workplace bullying in Saudi Arabia, examining its various types experienced by employees. Additionally, it aimed to delve into the demographic and work-related factors linked with workplace bullying. The secondary objective involved an assessment of existing policies and interventions addressing workplace bullying, with the goal of providing recommendations for enhancing prevention and management strategies in the region. Methods: This study used a self-administered questionnaire to collect data on workplace bullying experiences. Beside sociodemographic-related questions, the questionnaire used Negative Acts Questionnaire-Revised (NAQ-R) for bullying assessment. Results: The study involved 625 participants, with a mean age of 34.2 years and a balanced gender distribution. The majority were from the Eastern Province, with varying marital statuses, and were predominantly single. Most had completed university education (73.6%) and were employed (52%) in the governmental sector (64.5%). Age was found to be negatively correlated with bullying, suggesting lower levels as individuals grew older. Marital status, employment status, job role within the healthcare system, and mental disorder diagnosis significantly influenced bullying scores. Higher extraversion, agreeableness, and conscientiousness scores were adversely correlated with bullying, while higher neuroticism scores were positively correlated with bullying. Openness to experience scores showed a weak positive correlation. Conclusion: The study reveals that workplace bullying is prevalent and significantly influenced by sociodemographic factors and different personality traits. Factors like age, marital status, employment status, job role, and mental health status impacted bullying scores. Personality traits were also found to influence the likelihood of bullying.

Workplace bullying in pharmacy – a study on prevalence, impacts and barriers to reporting

Purpose The study aims to estimate the prevalence of workplace bullying, personal and work-related impacts, reporting practices for bullying, and the reasons for not reporting bullying incidents in the New Zealand pharmacy sector.Design/methodology/approach An online survey was conducted among registered pharmacists and pharmacist interns in New Zealand from June to August 2020. The questionnaire comprises both close-ended and semi-structured free-text questions. Goldberg’s 12-item General Health Questionnaire (GHQ-12) assessed the respondents’ general psychological health status, and a 22-item Negative Acts Questionnaire-Revised (NAQ-R) was used to estimate bullying prevalence together with the self-rated/self-labeled questions. The qualitative information obtained from the free-text responses was used to support and elaborate on the quantitative results.Findings The self-labeled prevalence of workplace bullying was 36.9%, with almost 10% reporting it occurring almost daily to several times per week. The 54.7% prevalence based on the NAQ-R assessment compares well with the prevalence of witnessing the incidents (58.5%). Psychological distress symptoms were experienced by 37.1% in pre-COVID and 45.3% during COVID-year 1. Supervisors or direct managers were the commonest perpetrators (32.7%). Only 28.8% of those who experienced bullying had reported the incidents formally.Research limitations/implicationsThis study is cross-sectional, and the relationships indicated are bi-directional. The consistency of the results is reassuring, however inferring causality of effect is challenging. Future studies and analyses should focus on this. This study suggests that in the pharmacy environment bullying from the top is reasonably prevalent, is not commonly reported and requires the design and implementation of prevention and management strategies that take into account and mitigate these bullying factors. Professional pharmacy leadership organizations, National Health Authority and Pharmacy regulators could play a significant role in awareness and training to reduce bullying with the development and promotion of strategies to curb it and improve reporting.Originality/value This is the first paper to describe the prevalence and impact of workplace bullying, and the practices of reporting bullying incidents in the New Zealand pharmacy sector. Based on empirical evidence, pharmacists represent a small share of total healthcare workforce, yet the overall prevalence of bullying is consistent with professions with much larger numbers such as medicine and nursing.

The overlap between workplace bullying and organizational dissent in New Zealand

Purpose This study aims to examine the extent to which organizational dissent predicts perception of workplace bullying. As previous studies have reported inconsistent and sometimes contradictory results regarding the interaction between the reporting of bullying and demographic variables, these variables are examined in the New Zealand context. Organizational communication research provides considerable insight into the ways individuals make sense of and resist workplace bullying through juxtaposition with the concepts of dissent and intragroup conflict. Design/methodology/approach A nationally representative sample of managers in New Zealand (n = 239) was conducted. Surveys included demographic questions and the following measures: Organizational Dissent Scale and Negative Acts Questionnaire Revised Scale. Findings Key results and indications for further research are highlighted by the third model in this study. First, workers who reported they engaged in either articulated dissent or latent dissent were more likely to perceive workplace bullying. Second, workers who are more likely to express contrary opinions in the workplace are more likely to recognize, acknowledge and tolerate less positive interactions in the workplace such as bullying. Originality/value To the best of the authors’ knowledge, this study is the first to analyze dissent and bullying in the New Zealand context. Second, this research raises the question of whether there is a conflation of work-related bullying behaviors and bad leadership styles that may not be targeted (e.g. authoritative leadership and micromanaging). Finally, communication research provides a distinctive contribution by exploring the narrative form of worker responses to perceived bullying. In this manuscript, the authors examine potential predictors on the perception of workplace bullying in the context of New Zealand, particularly focus on the relationship between dissent and the perception of workplace bullying.

Unveiling the Prevalence and Factors of Workplace Bullying in Primary Healthcare Settings: A Cross-Sectional Study in Jeddah City, Saudi Arabia.

Introduction Bullying in workplaces can lead to serious and deleterious effects on both the health and well-being of individuals. In a healthcare environment, bullying can lead to life-threatening adverse outcomes for patients and healthcare workers. The aim of this study was to evaluate the prevalence and factors of bullying among primary healthcare workers in Jeddah, Saudi Arabia. Methods This cross-sectional study targeted physicians and nurses in Jeddah healthcare centers and used a Negative Acts Questionnaire-Revised (NAQ-R) to evaluate participants' exposure to bullying. The chi-square test was used to examine the relationship between the outcome and other variables. Results The majority of participants (59.8%) had more than 10 years of experience and were nurses (56.6%). The majority of participants (69.4%) scored below 33 on the NAQ-R scale, while 19.9% scored between 33 and 45, and 10.7% scored over 45. Most perpetrators were references/patients (22.4%), supervisors (19.2%), department managers, or general managers (19.2%). Of all participants, 28.8% had experienced workplace bullying (WPB), and 31.7% witnessed it over the past five years. Being subjected to WPB (P< 0.001), being bullied by a manager (P< 0.001), and experiencing and witnessing WPB over the past five years (P< 0.001) correlated with higher NAQ-R scores. Years of experience were significantly associated with NAQ-R scores (P = 0.016). Conclusions This study indicates bullying among a third of healthcare workers, mainly perpetrated by patients and managers. Years of experience and manager offenses, experiencing and witnessing WPB were associated with higher bullying rates. Therefore, there is an urgent need for antibullying policies, awareness campaigns, education programs, effective communication, conflict resolution, leadership training, and transparent culture to address this problem.

An exploratory university-based cross-sectional study of the prevalence and reporting of mistreatment and student-related factors among Thai medical students

BackgroundMistreatment is a behavior that reflects disrespect for the dignity of others. Mistreatment can be intentional or unintentional, and can interfere with the process of learning and perceived well-being. This study explored the prevalence and characteristics of mistreatment, mistreatment reporting, student-related factors, and consequences among medical students in Thai context.MethodsWe first developed a Thai version of the Clinical Workplace Learning Negative Acts Questionnaire-Revised (NAQ-R) using a forward-back translation process with quality analysis. The design was a cross-sectional survey study, using the Thai Clinical Workplace Learning NAQ-R, Thai Maslach Burnout Inventory-Student Survey, Thai Patient Health Questionnaire (to assess depression risk), demographic information, mistreatment characteristics, mistreatment reports, related factors, and consequences. Descriptive and correlational analyses using multivariate analysis of variance were conducted.ResultsIn total, 681 medical students (52.4% female, 54.6% in the clinical years) completed the surveys (79.1% response rate). The reliability of the Thai Clinical Workplace Learning NAQ-R was high (Cronbach’s alpha 0.922), with a high degree of agreement (83.9%). Most participants (n = 510, 74.5%) reported that they had experienced mistreatment. The most common type of mistreatment was workplace learning-related bullying (67.7%), and the most common source was attending staff or teachers (31.6%). People who mistreated preclinical medical students were most often senior students or peers (25.9%). People who mistreated clinical students were most commonly attending staff (57.5%). Only 56 students (8.2%) reported these instances of mistreatment to others. Students’ academic year was significantly related to workplace learning-related bullying (r = 0.261, p < 0.001). Depression and burnout risk were significantly associated with person-related bullying (depression: r = 0.20, p < 0.001, burnout: r = 0.20, p = 0.012). Students who experienced person-related bullying were more often the subject of filed unprofessional behavior reports, concerning conflict or arguments with colleagues, being absent from class or work without reasonable cause, and mistreatment of others.ConclusionsMistreatment of medical students was evident in medical school and was related to the risk for depression and burnout, as well as the risk of unprofessional behavior.Trial registrationTCTR20230107006(07/01/2023).

Horizontal Violence Toward Emergency Medicine Residents: Gender as a Risk Factor.

IntroductionHorizontal violence (HV) is defined as “persistent exposure to interpersonal aggression and mistreatment from colleagues.” Our objective in this pilot, single-site study was to identify sources of HV toward emergency medicine (EM) residents, using the Negative Acts Questionnaire-Revised (NAQ-R).MethodsIn this investigation we used a descriptive cross-sectional survey design to categorize HV. All voluntary participants were residents in an Accreditation Council for Graduate Medical Education-approved, three-year academic EM residency. Data were collected via electronic survey and occurred six months into an academic year. We collected demographic information and responses to the NAQ-R in 2020. Horizontal violence is subdivided into three categories: work-related; person-related; and physical intimidation. Emergency medicine residents answered questions as they related to their interactions with residents and support staff, which included nursing.ResultsA total of 23 of 26 residents responded (89%). Participants were 56% women, 78% white, 11% Hispanic, and 89% heterosexual. Participant clinical year was 39% first-, 39% second-, and 22% third-year residents. Women reported a higher frequency of HV compared to men (1.3 vs 1.1, P =.01). By category, women indicated higher incidence of work-related violence from other residents (P = .05) and staff (P =.02). There was no difference in reported frequency of violence for interns compared to senior residents.ConclusionOur pilot study demonstrated horizontal violence toward EM residents exists and is more prevalent in women.

Moderating role of work-family conflict in psychological intimidation and psychological well-being: A cross-sectional study of bank employees

This research purported to investigate relationship between psychological intimidation, work-family conflict and psychological well-being in bankers. A cross sectional research design was used to execute this study. It was hypothesized that an association would exist between psychological intimidation, work-family conflict and psychological well-being. It was further hypothesized that psychological intimidation and work family conflict would predict psychological well-being, and that work-family conflict would act as a moderator with psychological intimidation for psychological well-being. The sample consisted of bankers (n=300) from public and private banks of Lahore using non-probability purposive sampling technique. In addition to demographic information sheet, Negative Acts Questionnaire-Revised (NAQ-R) (Einarsen et al., 2009), Inter-Role Conflict Scale (Kopelman, Greenhaus &amp; Connolly,1983) and General Wellbeing Scale (Dupuy, 1978) were used in the study. The Cronbach alpha of above scales was estimated to check the reliability. The data were analyzed using Pearson Product Moment correlation and hierarchal multiple regression analysis using SPSS version 21. Results revealed that Psychological Intimidation and Work-Family Conflict had a negative correlation with Psychological Well-Being along with working hours per week. Psychological intimidation, Work-family conflict and working hours per week were found to be negative predictors of Psychological Well-Being in bankers. Moreover, it was found that Work-Family Conflict acts as a moderator with Psychological Intimidation for Psychological Well-Being. Additionally, results were discussed in terms of their implications and theoretical significance. This study will be helpful in the field of organizational psychology, findings might be used effectively in order to guide organizational interventions and theoretical developments in banking sector.

Mobbing Syndrome during COVID-19

Introduction: Mobbing syndrome is frequently observed in health care settings. Inadequate management has a profound effect on victims since they demonstrate difficulties in defending themselves while causing them physical, psychological, social and work-related consequences. Aim: To measure the occurrence of this phenomenon among nursing staff in the midst of a covid-19 pandemic. Methodology: The Negative Acts Questionnaire- Revised (NAQ-R), an instrument designed to measure exposure to bullying in the workplace was used. It consisted of a total of 31 questions. Chrobanch alpha reliability coefficient was (α)= .898. Questionnaires were distributed via Google Forms online platform due to the Covid- 19 pandemic. A total of 216 nurses participated in the study. SPSS v.25 was used for the statistical analysis. Results: The vast majority of the sample (76.9%) were victims of mobbing. The score ranged from 27-90 with a mean of 54.44. The results showed that younger nurses (p&lt;0.05), who resided in rural areas (p&lt;0.05), were single (p&lt;0.05), did not hold an administrative position (p&lt;0.05), had less professional experience (p&lt;0.05) and an annual income of 10,001-20,000€ (p&lt;0.05) scored higher. Conclusions: The percentage of nurses who suffered moral harassment is particularly alarming and therefore it is necessary to inform and take preventive and safety measures for employees that are victims of mobbing.

Prevalence of Workplace Bullying Among Healthcare Professionals in Tertiary Care Hospitals in Pakistan.

Workplace bullying (WPB) in the healthcare system (HCS), whether perpetrated by healthcare professionals (HCPs) or patients, is a serious problem. The goal of this research study was to find out how common WPB is among HCPs. We conducted a questionnaire-based cross-sectional study in the three public tertiary care hospitals of Karachi, Pakistan from May to October 2020. A validated Negative Acts Questionnaire-Revised (NAQ-R) was used to measure WPB prevalence. The final sample size was 449, out of which 72.4% were females and 27.6% were males. The majority of respondents were house officers or 1st-year trainees who had completed their MBBS (n = 252, 56.1%). Residents (n = 197, 43.9%) who were pursuing specialty training made up the remainder of the respondents. As per NAQ-R cut-offs, the prevalence of bullied, being bullied, and not bullied was 41, 29, and 30%, respectively. WPB prevalence was higher in males (53%) than females (38%), whereas it occurred more often in residents (48%) than house officers (36%). We found similar findings while using the self-reported definition for WPB. Based on our findings, we conclude that WPB is pervasive among HCPs, particularly for males and residents in tertiary care hospitals in Pakistan.

Exploring the Workplace Bullying of Indonesian Caregivers and Its Influencing Factors in Taiwan.

Background: Bullying can pose a risk to the health and safety of humans, including the risk of damage to the emotional, psychosocial, mental, or physical health of employees in the workplace. In this study, we aimed to understand the personal characteristics, mental health, sleep quality, and workplace bullying status of Indonesian caregivers and explore the influencing factors of workplace bullying among them. Methods: This cross-sectional study was based on a structured questionnaire in Indonesian, which was designed to collect the data of essential personal characteristics, workplace bullying, sleep quality, and mental health using the Indonesian versions of the Negative Acts Questionnaire–Revised (NAQ-R), Pittsburgh Sleep Quality Index (PSQI), and the Brief Symptoms Rating Scale (BSRS-5). Results: A total of 60.9% of Indonesian caregivers never experienced workplace bullying in Taiwan. A multiple regression analysis revealed that being a household caregiver (β = 0.14, p = 0.021), sleep quality (β = 0.18, p = 0.031), and mental health (β = 0.44, p < 0.001) were significantly correlated with the overall workplace bullying scores of the respondents and revealed that these three variables explained 45% of the variance. Conclusions: Taiwan Indonesian caregivers have a similar workplace bullying rate to Indonesian employees in the workplace. This study indicated the relationships among the workplace bullying of foreign caregivers and demonstrated that being a household caregiver, sleep quality, and mental health were closely related.

Prevalence of Aggressive Behavior Toward Fellows, Residents, and Nurses at a Tertiary Care Hospital in Riyadh, Saudi Arabia.

BackgroundWorkplace bullying (WPB) is a form of mistreatment toward an individual manifested by physical, verbal, or indirect aggression. Affected victims display a wide range of signs and symptoms that impact their health. This study aimed to investigate the prevalence of aggressive behavior toward healthcare workers and its effects on job satisfaction, general health, and mental health.MethodologyAn online survey comprising a revised version of the Negative Acts Questionnaire-Revised (NAQ-R) was distributed to the fellows, residents, and nurses working in a tertiary care hospital. The survey collected information regarding the group’s demographics and their exposure to WPB encountered in the work environment while maintaining confidentiality. Survey results were analyzed using SPSS Statistics version 25 (IBM Corp., Armonk, NY, USA).ResultsAmong the 339 participants who filled the survey, 53% of healthcare practitioners in different services had experienced some form of WPB. Among the targeted group, it was noted that female gender (50%), age between 31 and 41 years (57.03%), nurses (51.98%), non-Saudi practitioners (41.94%), and those working in inpatient settings (49.74%) were the most commonly affected individuals in the medical facility. Furthermore, higher bullying prevalence was correlated with lower job satisfaction and mental health levels.ConclusionsAge, gender, job, and nationality were factors associated with increased susceptibility to WPB. WPB in any facility is an unfortunate event, especially in a healthcare setting. It affects health practitioners by decreasing job satisfaction, jeopardizing health, and increasing the risk of harm to patients. WPB will eventually have a negative impact on the medical facility and the healthcare sector. Hence, hospital administrations should be alarmed about the rise in WPB, and adequate measures must be taken to deal with the root cause of the problem.

Associations Among Workplace Bullying, Resilience, Insomnia Severity, and Subjective Wellbeing in Chinese Resident Doctors.

BackgroundAlthough workplace bullying is common among medical workers, its associations with insomnia severity and subjective wellbeing are still unclear. Our study aimed to investigate these associations among resident doctors who are more vulnerable to both workplace bullying and insomnia.MethodsWe conducted a cross-sectional survey of 1,877 resident doctors from 12 hospitals across 7 administrative regions in China. Workplace bullying, resilience, insomnia severity, and subjective wellbeing were evaluated by the Negative Acts Questionnaire-Revised (NAQ-R), the Chinese version of the Connor-Davidson Resilience Scale-10-item (CD-RISC-10), the Insomnia Severity Index, and the Index of Wellbeing, respectively. Further, a logistic regression analysis was used to analyze factors associated with insomnia. In addition, structural equation modeling (SEM) was applied to examine the associations among workplace bullying, resilience, insomnia severity, and subjective wellbeing.ResultsIn the present study, the rates of workplace bullying and insomnia were 51.4 and 33.2%, respectively. Workplace bullying (OR = 1.056, p < 0.001) and poor resilience (OR = 0.957, p < 0.001) were the factors associated with insomnia after controlling the confounding variables. Further, SEM of the present study revealed a direct relationship between workplace bullying and subjective wellbeing (std-β = −0.223, p < 0.001). In addition, insomnia severity (std-β = −0.071, p < 0.001) and resilience (std-β = −0.092, p < 0.001) can individually or collectively (std-β = −0.008, p < 0.001) mediate the indirect associations between workplace bullying and subjective wellbeing. However, resilience was found to act as a moderator only in the direct association between workplace bullying and subjective wellbeing.ConclusionsWorkplace bullying and poor resilience were the factors associated with insomnia. Further, greater resilience acted as a buffer in the direct association between workplace bullying and subjective wellbeing, whereas both insomnia severity and resilience were critical mediators in the indirect associations between them.

Mobbing and its impact on health of nurses – a pilot study

Abstract Aim. The aim of this study was to determine the occurrence of mobbing and its health impacts on nurses in the selected hospital. Method. The pilot study was performed from August to September 2020. The group consisted of 84 nurses (return was 56.0%), working in the acute care department in a selected medical facility. NAQ-R (Negative Acts Questionnaire-Revised) and GHQ-28 (General Health Questionnaire-28) tools were used. Results. In total 10.50% of nurses experienced mobbing. Mobbing was targeted at the work-oriented and nurse-related areas. The most common descriptive phenomenon of mobbing is the assignment of tasks below the level of competencies. Nurses describing the occurrence of mobbing in the workplace more often reported feelings of constant tension, nervousness and pressure. Conclusions. The occurrence of mobbing in the workplace can affect the health and cause mental and social problems of nurses.

Measuring workplace violence for clinical dental hygienists.

This study aimed to develop and assess a tool for measuring violence experienced by clinical dental hygienists in the workplace. The basic questionnaire used in this study was created by referring to previous studies, the Negative Acts Questionnaire-Revised (NAQ-R) and the Workplace Bullying in Nursing-Type Inventory (WPBN-TI). The content feasibility was verified by ten experts in the field, and irrelevant questions were deleted, based on a content validity index value of 0.8. This study surveyed 205 clinical dental hygienists to test the tool's validity and reliability. Frequency analysis was conducted on items related to general characteristics and workplace violence. The questionnaire set was 31 questions, which, comprised five domains, were finalized through reliability verification. These domains were verbal attacks and alienation (9 questions), inappropriateworkexperiences (6 questions), physicalthreats (4 questions), workplace sexual harassment (6 questions) and verbal violence (6 questions) from patients and their family members. Among the study participants, 47.3% said they received rude signals from others, 17.9% said they were subjected to sexual evaluations regarding their appearance, and 29.4% said their abilities were ignored by patients and family members of patients. Clinical dental hygienists have been exposed to various types of violence in their workplaces, such as sexual and verbal harassment, by patients and their family members. This tool can be used in the dental setting to conduct surveys on workplace violence and establish a monitoring and support system.

WORKPLACE BULLYING AMONG NURSES IN PRIMARY HEALTH CARE CENTERS IN PORT SAID

Background: Workplace bullying is common problem that threatens nursing profession, nurse's health and ability to work safely. Aim: to assess workplace bullying among nurses in primary health care centers in Port Said governorate.Setting: Study was conducted in seven primary health care centers representing districts of Port Said governorate.Sample: composed of 61 staff nurses working at health clinics in the randomly selected primary health care centers. Tools of data collection: Data were obtained through Negative Acts Questionnaire-Revised (NAQ-R).Results: Majority of staff nurses (86.9%) had secondary nursing education and 82% were married. More than half of the studied nurses (54.1%) were victims of workplace bullying, two third of nurses (60.6%) had bullied by patients and patient relatives and more than one third (33.3%) bullied by supervisor and manager. Conclusion: It was concluded from this study, more than half of nurses were victims of workplace bullying. There was no statistical significant relation between workplace bullying and socio-demographic data.Recommendation: Counseling sessions about consequences of workplace bullying should be held on regular base in health care centers.

COMPARISON OF WORKPLACE BULLYING, DISTRESS LEVEL and SATISFACTION WITH LIFE: CROSS-SECTIONAL STUDY ON POWER PLANT ENERGY IN INDONESIA

Introduction: Bullying does not only occur in the school environment. It can also happen at the workplace. There have been several definitions on bullying in the psychological literature but, in general, bullying is described as aggressive behavior by a person or group of people who feel more powerful, with the aim of hurting, humiliating, or isolating victims who feel helpless (Salmivalli, March–April 2010) (Gredler, 2003) Bullying can affect employee's satisfaction with life, which negatively relates to job satisfaction and mental health status of workers (Gabriele , et al., 2015). Work-related losses due to work accidents caused by fatigue triggered by workplace bullying will also increase if the psychosocial hazards caused by bullying are not managed properly and correctly (Young-Ran &amp; Jeong-Won , 2016) (Rohit, et al., 2009) (Ma, et al., 2010). Research related to workplace bullying is still difficult to find in Indonesia, even the existing reports on this topic are barely enough to explain how this phenomenon is handled this country. Bullying has been widely researched, but the majority of the studies are performed in school settings or adolescent settings. There has not been any in-depth research on bullying that has been conducted comprehensively in work settings (Silviandari &amp; Helmi, 2018). This study aims to determine and examine the incidence of workplace bullying in the energy sector or the power generation industry by involving seven power plants throughout Indonesia. Method: This was a cross-sectional study involving 219 workers in the power plant industry who were above 17 years of age and with a work experience of at least 6 months. These workers participated in this study by filling out the Negative Acts Questionnaire-Revised (NAQ-R). Results: The results of the analysis showed that there was no comparison of bullying incidents among the seven power plants (F = 0.71, p = 0.135) and that the bullying level in these 7 power plants was low (mean= 26.7), with the highest mean was found in Southeast Sulawesi (mean=27.9). Conclusion: This shows that the incidence of bullying in the seven power plants is in the low category, with the highest tendency of bullying seen in the power plant in Southeast Sulawesi.