Prevent Workplace Bullying Research Articles

Factors Affecting Nursing Students' Perception of Workplace Bullying.

Workplace bullying is a critical and prevalent issue that causes serious problems in healthcare settings. However, there is little research on the factors affecting nursing students' perception of workplace bullying despite their forthcoming transition into the nursing profession. Therefore, this study aimed to identify the factors related to nursing students' perception of workplace bullying in Korea. A cross-sectional study was conducted among 242 nursing students who had experienced clinical practice. The survey questionnaire included general characteristics, perceived susceptibility and severity of bullying, and perception of workplace bullying. Data were analyzed using multiple regression analysis. In this study, the significant factors affecting nursing students' perception of workplace bullying included bullying experience in clinical practice and the perceived severity of bullying. Therefore, it is crucial for nursing managers and instructors to have a clear understanding of the bullying situations experienced by nursing students during clinical practice. We should promote the perception of workplace bullying through indirect experiences such as systematic education about workplace bullying for nursing students, which may prevent workplace bullying in clinical practice and work environments. Furthermore, a comprehensive and multifaceted approach is necessary to effectively prevent workplace bullying in clinical practice and work environments. This study reveals that systemic and persistent education and intervention to bullying may improve nursing students' perception of workplace bullying and prevent workplace bullying in clinical practice and work environments. Furthermore, this study provides basic data on the prevention and management of bullying in nursing students' clinical practice.

Effectiveness of cognitive rehearsal programs for the prevention of workplace bullying among hospital nurses: a systematic review and meta-analysis

BackgroundTo solve the problem of workplace bullying among nurses, it is necessary to review the effects of interventions and generalize the findings. We conducted a systematic literature review and meta-analysis to evaluate the effects of cognitive rehearsal programs on workplace bullying among hospital nurses.MethodsData were collected from March 30 to April 11, 2021, and 11,048 journal articles published in South Korea and internationally were examined across eight databases. Nine articles were selected for inclusion in the systematic literature review; five of the nine studies were included in the meta-analysis. For randomized controlled trials, the risk of bias was evaluated, and for non-randomized controlled trials, the study quality was evaluated using the Risk of Bias for Non-randomized Studies version 2.0. Egger’s regression test was performed to determine publication bias.ResultsOf the nine articles selected for this study, two were randomized controlled trials and seven were non-randomized controlled trials. The I2 value was 18.9%, indicating non-significant heterogeneity. The overall effect size of the cognitive rehearsal programs was -0.40 (95% confidence interval: -0.604 to -0.196; Z = -3.85; p = .0001) in a random-effects model, indicating a large effect size with statistical significance.ConclusionsTherefore, cognitive rehearsal programs that address workplace bullying among hospital nurses are effective. Health policymakers must implement cognitive rehearsal programs in a policy manner to address the problems of bullying in the workplace.

Bidirectional associations between workplace bullying and sickness absence due to common mental disorders – a propensity-score matched cohort study

BackgroundThe link between workplace bullying and poor mental health is well-known. However, little is known about the prospective and potentially reciprocal association between workplace bullying and mental health-related sickness absence. This 2-year prospective study examined bidirectional associations between exposure to workplace bullying and sickness absence due to common mental disorders (SA-CMD) while controlling for confounding factors from both work and private life.MethodsThe study was based on propensity score-matched samples (N = 3216 and N = 552) from the Swedish Longitudinal Occupational Survey of Health, using surveys from years 2012, 2014 and 2016. Self-reported exposure to workplace bullying was linked to registry-based information regarding medically certified SA-CMD (≥ 14 consecutive days). The associations were examined by means of Cox proportional hazards regression and via conditional logistic regression analysis. Hazard ratios and odds ratios with 95% confidence intervals were estimated.ResultsExposure to workplace bullying was associated with an increased risk of incident SA-CMD (HR: 1.3, 95% CI: 1.0–1.8), after accounting for the influence of job demands, decision authority, previous SA-CMD, as well as other sociodemographic covariates. However, we found no statistically significant association between SA-CMD and subsequent workplace bullying (OR 1.2, 95% CI 0.7–1.9).ConclusionsThe results support an association between self-reported workplace bullying and SA-CMD, independent of other sociodemographic factors and workplace stressors. Preventing workplace bullying could alleviate a share of the individual and societal burden caused by SA globally.

Consequences and coping strategies of nurses and registered nurses perceiving to work in an environment characterized by workplace bullying

AimThe aim of this study was to analyze the well-being and coping strategies of nurses working in an organizational setting perceived as characterized by workplace bullying. The innovative aspect of this study is that we considered only those who perceive to work in an organizational environment characterized by workplace bullying, and not those who see themselves as victims and those who perceive they work in an organizational environment not characterized by workplace bullying. MethodA questionnaire with the NAQ-R, PGWBI, Val.Mob. and Brief COPE scales was administered to nurses. To better understand this phenomenon, a comparison was made between 331 nurses and 166 workers in other professions who also work in an organizational environment perceived to be characterized by workplace bullying. ResultsIn both groups (nurses and workers), the results were approximately the same in terms of personal bullying and workplace bullying episodes and the number of physical and emotive symptoms. The PGWBI score was lower for nurses than for workers in other fields. Among the individual symptoms, nurses and registered nurses were more likely to report gastritis, insomnia and heartburn than workers in other contexts. Workers in other contexts were more likely than nurses to report symptoms of anxiety, fear, feelings of insecurity, inferiority and guilt. In terms of coping strategies, nurses were more likely than other workers to report distraction, substance use, emotional support, disengagement, venting, positive reframing, humor, and religion. Workers in other professional context were more likely than nurses to report active coping, denial, instrumental support, planning, acceptance, and self-blame. ConclusionResults suggest that the consequences of working in a perceived organizational environment characterized by workplace bullying are similar for both groups of workers, with nonstatistical differences in perceived workplace bullying episodes and sum of physical and emotive symptoms. ImplicationOverall, findings suggest that workplace bullying prevention is a fundamental element in training workers in all types of workplaces and should be an integral part of curriculum activities.

Prevention of work place bullying and harassment: a conceptual review

Workplace bullying and harassment encompass harmful behaviors that affect individuals and organizations negatively. Recognizing, preventing, and addressing these issues is essential for fostering a healthy, productive, and inclusive work environment. The prevention of workplace bullying and harassment is a critical area of focus for organizations aiming to create a safe and healthy work environment. This paper is a conceptual review aimed at providing an overview of key considerations in preventing workplace bullying and harassment. The paper highlights the types of bullying and harassment and the significance in its prevention of workplace bullying and harassment. The paper also explores the conceptual underpinnings of workplace bullying and harassment prevention. Past researches reveal the impacts of bullying and harassment at workplaces. This review points out the psychological, emotional, and physical consequences for victims, as well as the effects on team dynamics, productivity, and employee morale are areas that workplace bullying and harassment usually affects. Power imbalances, organizational culture, lack of awareness, inadequate policies and procedures, ineffective communication, and conflicts within the workplace are some underlying factors that contribute to workplace bullying and harassment.Developing comprehensive policies and procedures, providing training and awareness programs, fostering a positive and inclusive work culture, establishing reporting mechanisms, and promoting leadership accountability amongst others are strategies for prevention and intervention.

Crushing the Spirit: Unmasking the Impact of Workplace Bullying on Psychological Wellbeing among Portuguese Employees

The research objective of this study was to determine the prevalence of workplace bullying and to find out whether there is a relationship between workplace bullying and psychological wellbeing among employees in Portugal working in different sectors. A cross-sectional study and a survey were conducted with 205 employees to gather the data. The findings indicate that the prevalence of bullying ranges from 28.8% to 9.96% when applying different measurements. The results also revealed that, in the context of the possible influence of different forms of bullying on mental wellbeing, person-related bullying had the strongest effect on mental restlessness, sadness, impulsivity, and anxiety, while it showed the weakest effect on depression. In all cases, the presence of person-related bullying decreased the level of psychological wellbeing. The results of this study hold practical implications for organizations, as they emphasize the crucial role of managers in being aware of and implementing strategies to prevent workplace bullying. By prioritizing mental health among employees, managers may enhance their overall wellbeing and foster positive work relationships, ultimately contributing to a healthier and more productive work environment.

직장 내 괴롭힘이 치과위생사의 업무역량에 미치는 영향

Objectives: This study aimed to investigate the current state of bullying in dental hygienists’ workplaces, to understand the impact of bullying on workplace competency, and to provide basic data about preventing workplace bullying in dental clinics.
 Methods: In this study, 239 dental hygienists with more than six months of work experience each were surveyed. The amount of bullying participants experienced was analyzed according to demographic characteristics, and differences in the impact of bullying on work competency were analyzed using a t-test and a one-way analysis of variance.
 Results: Of the 239 participants, 61.9% had experienced bullying at work, Workplace bullying had a significantly greater effect on work competency among participants under the age of 25, those with less than one year of experience, those employed as staff, and those working at dental clinics.
 Conclusions: To minimize bullying in the workplace, it is necessary to improve the work ability of new dental hygienists and management staff. More research is needed on ways to improve workplace ethics and prevent bullying.

Legal Remedies for Teachers as Victims of Workplace Bullying in South Africa

Workplace bullying is a serious issue among teachers in South Africa, with detrimental effects on their physical and mental health, job satisfaction, and overall wellbeing. This article examines the legal remedies available to teachers who are victims of workplace bullying. These remedies include delictual liability, vicarious liability, constitutional claims, dispute resolution mechanisms, constructive dismissal, criminal law, and civil law, each of which provides a different avenue for teachers to seek legal redress. These approaches include compensation for damages, protection of their constitutional rights, and criminal charges against the person(s) accused of bullying. However, barriers such as lack of legal literacy, fear of retaliation, and cost and time constraints, may prevent teachers from accessing legal support. To address these barriers, teachers need adequate legal support and resources. This process includes legal aid services and training programmes on constitutional rights and procedures. This study utilizes a document analysis approach to examine relevant laws, policies, and case law related to workplace bullying. Future research could explore the effectiveness of different legal remedies in addressing workplace bullying among teachers. It could also explore both the facilitators of legal support and the barriers to accessing such assistance. Policy development could focus on strengthening legislative protection for teachers and victims of workplace bullying. This practice could include the development of specific legislation or regulations that address workplace bullying and provide clear guidelines for instigating legal action. This study found that the legal resources available to teachers who are victims of workplace bullying in South Africa offer different avenues for seeking legitimate redress. As indicated above, these processes include compensation for damages, protection of constitutional rights, and criminal charges against the perpetrator(s) of intimidation. However, obstacles preventing teachers from accessing legal support include a lack of legal literacy, fear of retaliation, and cost and time constraints. Overall, this article contributes to a better understanding of the legal framework surrounding workplace bullying in South Africa. It provides insights into the ways in which legal remedies can be utilized to protect teachers' rights and prevent workplace bullying.

How the Workplace Influences Teachers’ Creativity: A Two-Wave Study on Workplace Bullying, Organisational Bullying Risk Factors and Creativity

Based on affective events theory, the present two-wave study investigated the predictive role of organisational features and exposure to workplace bullying in generating decreased creativity. Although several inhibitors of creativity at work have been identified, few longitudinal studies have aimed to determine whether affective events such as workplace bullying impact employees’ creativity. In the present two-wave, time-lagged panel design study (N = 261), teachers. completed the Negative Activities Questionnaire, the Risk Assessment of Workplace Bullying Questionnaire and the Creative Behavior Questionnaire twice, with a six-month interval between waves. The results indicate that specific negative workplace conditions – that is, workplace bullying risk factors – in the first wave were related to exposure to workplace bullying in the first and second waves and also led to a decrease in individual creativity in the second wave. Moreover, exposure to workplace bullying in the first wave predicted a drop in two creativity facets, self-realisation and ego strength, in the second wave. However, when organisational factors were included in the model, exposure to bullying no longer predicted a decrease in creative aspects. It is suggested that to promote teachers’ creativity, it is essential to prevent workplace bullying by building a constructive social climate and fostering proper leadership practices.

Is there a bidirectional relationship between workplace bullying and the risk of sickness absence? Systematic review and meta-analysis of prospective studies

Exposure to workplace bullying increases the risk of sickness absence. However, the extent and direction of this relationship for different follow-up lengths are not well established. To provide evidence regarding...

“Workplace Bullying” Before and After Enforcement of the Revised Labor Standards Act in 2019 Exploration of Changes and Characteristics of Phenomena: Analysis of Media Articles Using The Korea Press Foundation’s BIGKinds from 2017 to 2022

This study aims to analyze the changes and characteristics of workplace bullying by examining news articles in the media before and after the implementation of the Labor Standards Act workplace bullying prohibition system, which was enforced in 2019. In particular, big data news analysis was attempted using BIGKinds, the integrated database of news articles from the largest in Korea provided by the Korea Press Foundation. As a result of the analysis, firstly, it was found that from January 1, 2017, to December 31, 2022, there were 1,353 press articles on bullying at work, showing a 6.8-fold increase from 42 in 2017 to 286 in 2022. This highlights the persistent issue of human rights violations in the workplace despite the implementation of the revised Labor Standards Act. Secondly, the increase in media coverage after the implementation of the Workplace Bullying Prevention Act indicates the media

Psychosocial safety climate as a moderator in role stressor- bullying relationships: A multilevel approach

Drawing on the conservation of resources theory and safety signal theory, we investigate the hypothesis that an organizations psychosocial safety climate (PSC) moderates the well established relationships between individual experience of role stressors (role ambiguity and role conflict) and employees’ exposure to workplace bullying. Multilevel modelling with a sample of 15,524 employees from 69 organizations, aligned with earlier findings: role ambiguity and role conflict were related to reports of exposure to workplace bullying. Furthermore, organization’s PSC was negatively related to reports of exposure to workplace bullying. The main results however was the support for moderation hypotheses. The results showed that an organizatiońs PSC moderated the association between role conflict and workplace bullying across organizations. The association between role ambiguity and workplace bullying were also moderated by the organizatiońs PSC, yet not to the same extent. These cross-level findings expand our knowledge on how organizational level factors may act to prevent workplace bullying. As recently proposed, PSC seem to function as an organizational resource in the organization which is related to a lower prevalence of workplace bullying in the first place. Furthermore it buffers the risks of exposure to bullying associated with role conflict and to some extent the risk associated with role ambiguity. Thus, it is important for management to invest in the psychosocial safety of employees in a way that secures that such a climate prevails in the organization.

Workplace Bullying: A Comprehensive Overview of Its Causes, Effects, and Organizational Prevention Strategies

The paper provides an overview of the definition and explanatory framework of workplace bullying, explores the factors that contribute to it, and discusses the serious consequences that both individuals and organizations may face as a result. Additionally, the paper offers practical recommendations for organizations to mitigate and prevent workplace bullying. Through this study, the author aims to contribute to the ongoing dialogue surrounding workplace bullying and assist organizations in creating a safe and supportive work environment for their employees.

Recognition and Prevention of Workplace Bullying and Occupational Diseases — Experience and Lessons from Japan

Recognition and Prevention of Workplace Bullying and Occupational Diseases — Experience and Lessons from Japan

병원간호사의 직장 내 괴롭힘, 조직침묵, 조직공정성, 윤리풍토 그리고 이직의도 간의 관계

Purpose: This study was attempted to investigate the relationship among workplace bulling, organizational silence, organizational justice, ethical climate, and intent to leave in hospital nurses. Methods: This study was a cross-sectional survey. Data were collected from 267 full-time nurses working at one general hospital in South Korea from June 10 to 30, 2022 and analyzed using the SPSS 25.0 program. Results: As a result of the study, workplace bullying averaged 1.81 (out of 4), organizational silence 2.60 (out of 5), organizational fairness 3.06 (out of 5), ethical climate 3.57 (out of 5), and intent to leave was 2.88 (out of 5). The higher workplace bullying and organizational silence, the lower organizational justice and ethical climate, the intent to leave of hospital nurses was high. Organizational justice, workplace bullying, and age could explain their intent to leave of 37.0%. Conclusion: It Is found that it is important to increase organizational justice and prevent workplace bullying in order to lower hospital nurses' intent to leave. So it is concluded that managers should disclose the process and results of organization operation, and prepare measures to prevent bullying in the workplace centered the vulnerable.

The Role of Organizational Culture in Preventing Workplace Bullying among Nurses in Jordan

Background: Organizational culture has been found to relate to workplace bullying; however, available evidence on the role of organizational culture in bullying mitigation or aggravation is inconclusive. Objective: This study aimed to estimate whether types of organizational culture predict bullying behavior among nurses in Jordan. Methods: A descriptive, cross-sectional and predictive design was used in this study. A convenience sample of 160 nurses working in public and private hospitals completed and returned the study e-survey. Results: About 10% of nurses were exposed to workplace bullying within the last 6 months. Colleagues and other superiors/managers were the main perpetrators. Compared with other organizational cultures, task-oriented culture had the highest mean and was correlated negatively with workplace bullying. Conclusions: Workplace bullying is still considered a serious problem among nurses. Contrary to the majority of studies reporting task-oriented culture as a risk factor for bullying or its lack of relatedness to bullying behavior, in this study, task-oriented culture predicted lower bullying victimization at the workplace. Implications to Nursing: Nurse managers have a crucial role in the mitigation and prevention of workplace bullying among their staff. Managers need to be available at the unit level to observe and monitor staff behavior, ensure the implementation of code of conduct for staff and act as advocates when other unit managers bully nurses. Further research is needed to provide more information in the role of various types of organizational culture on workplace bullying. Meanwhile, task-oriented culture that focuses on work goals and productivity needs to be emphasized. Keywords: Workplace bullying, Organizational culture, Nurses.

The mediating effect of job satisfaction on the relationship between workplace bullying and organizational citizenship behavior in nurses.

Establishing strategies for improving nursing shortages, which are labor challenges in the current health care industry. This study aimed to examine the correlation between workplace bullying and organizational citizenship behavior (OCB) in nurses and the mediating effects of job satisfaction on this relationship. A total of 164 valid samples were obtained. The Negative Acts Questionnaire-Revised, the Minnesota Satisfaction Questionnaire, and an OCB scale were measured. The results indicate that a significantly larger proportion of nurses working in operating rooms (Δ odds ratio, odds = 2.30, p = 0.043), the emergency room, and the ICU (Δ odds = 2.79, p = 0.019) had suffered workplace bullying compared with nurses working in patient wards. No experience of workplace bullying exerted a positive and significant effect on job satisfaction (p < 0.001), and job satisfaction exerted a positive and significant effect on overall OCB (p < 0.001). No experience of workplace bullying exerted a significant mediating effect on the influence of job satisfaction on overall OCB (p < 0.001). The department of service in which a nurse works influences the occurrence of workplace bullying, previous experience with bullying reduces job satisfaction, and greater job satisfaction promotes higher OCB performance. Based on the study results, we advise that nursing executives address and prevent workplace bullying to increase the job satisfaction of nurses so that nurses are willing to display OCB, apply their expertise, and expand the role and functions of nursing.

Intervention types and their effects on workplace bullying among nurses: A systematic review.

We aim to integrate the literature on workplace bullying among nurses and identify characteristics of anti-bullying interventions. Workplace bullying in nursing is a major concern, potentially affecting nursing practice, patient outcomes and nurses' health. PubMed, Cochrane Library, CINAHL, EMBASE and PsychINFO were searched for English articles published between January 2011 and December 2020 on workplace bullying among nurses. Eight articles were selected, and quality assessment and data extraction followed. Although the studies employed various intervention approaches, their workplace bullying conceptualizations and instruments varied, as did the outcome variables selected to assess the effects of the intervention. Anti-bullying interventions were effective, and the methods of their delivery have diversified. However, issues such as the lack of conceptual clarity, intervention specificity and elaboration remain unaddressed. Further studies are needed to develop updated and standardized instruments to tailor anti-bullying interventions. Upgraded intervention strategies that reflect the contemporary nursing context and participant characteristics are warranted to ensure workplace bullying prevention. Active intervention by upper management is essential to develop and implement effective workplace bullying interventions.

Does Emotional Intelligence Prevent Workplace Bullying? A Research on Sports Institution Employees

This study aimed to investigate the relationship between emotional intelligence and workplace bullying in the Provincial Directorate of Youth Services and Sports. 309 (215 men, 94 women) Sports Provincial Directorate of Youth Services staff from seven different cities of Turkey participated as volunteers in the research. In the study, the personal information form prepared by the researcher, the “Wong and Law Emotional Intelligence Scale” developed by Wong and Law (2002) and adapted to Turkish by Deniz (2012) were used. To determine the workplace bullying level, 21-question “Negative Behaviors Scale” developed by Einarsen (1996) and adapted to Turkish by Cemaloglu (2007) was used. A statistically significant difference was found between the groups according to the emotional intelligence level in the sub-dimension of evaluation of others’ emotions in terms of gender variables. No statistically significant difference was determined between the groups according to the gender variable in terms of workplace bullying. A statistically significant difference was found between the groups in terms of the duration of work, according to emotional intelligence levels and workplace bullying. When the relationship between emotional intelligence and workplace bullying was examined, it was found that there were negative significant correlations in some sub-dimensions. As the level of emotional intelligence of the employees increased, the cases of exposure to bullying decreased.

Reflections on, and responses to, managerial adverse reactions to healthcare advocacy by psychiatrists and trainees.

For psychiatrists and trainees, to reflect upon adverse managerial reactions to healthcare advocacy about patient care and safety, drawing upon examples from general healthcare settings, and to share approaches to addressing these reactions. Psychiatrists and trainees engaging in healthcare advocacy may face adverse responses from healthcare management, with personal and professional consequences. Advocates need to consider counterstrategies to negative actions by management that may include workplace incivility, bullying and harassment. Health advocacy is more effective within a network of peers, patients and the broader community, including medico-political professional organisations, such as the Australian Medical Association, Royal Australian and New Zealand College of Psychiatrists, and Unions. These organisations should advocate openness to doctors highlighting healthcare safety and quality, as well as prevention of workplace bullying.