Reduced Job Satisfaction Research Articles

Bridging technostress and continuous learning in knowledge-intensive organizations: A socio-technical systems approach for the future of healthy working life

We present an interdisciplinary exploration of technostress in knowledge-intensive organizations, including both business and healthcare settings, and its impact on a healthy working life. Technostress, a contemporary form of stress induced by information and communication technology, is associated with reduced job satisfaction, diminished organizational commitment, and adverse patient care outcomes. This article aims to construct an innovative framework, called The Integrated Technostress Resilience Framework, designed to mitigate technostress and promote continuous learning within dynamic organizational contexts. In this perspective article we incorporate a socio-technical systems approach to emphasize the complex interplay between technological and social factors in organizational settings. The proposed framework is expected to provide valuable insights into the role of transparency in digital technology utilization, with the aim of mitigating technostress. Furthermore, it seeks to extend information systems theory, particularly the Technology Acceptance Model, by offering a more nuanced understanding of technology adoption and use. Our conclusion includes considerations for the design and implementation of information systems aimed at fostering resilience and adaptability in organizations undergoing rapid technological change.

The Impact of Quiet Quitting on Turnover Intentions in the Era of Digital Transformation: The Mediating Roles of Job Satisfaction and Affective Commitment, and the Moderating Role of Psychological Safety

This study examines the impact of “quiet quitting” during digital transformation on job satisfaction, affective commitment, and turnover intention. A time-lagged survey was conducted over six months with two waves of data collection from full-time employees in South Korea, resulting in 258 valid responses. Using the PROCESS macro for analysis, the findings reveal that quiet quitting significantly reduces job satisfaction and affective commitment, which, in turn, increases turnover intention. Furthermore, psychological safety serves as a critical moderator, buffering the negative effects of quiet quitting on these outcomes. The study confirms that the influence of quiet quitting on turnover intention operates through the mediating roles of job satisfaction and affective commitment, and organizations with higher psychological safety are better equipped to mitigate these adverse effects. Grounded in Withdrawal Progression Theory, this study empirically demonstrates the progression of quiet quitting into turnover intention and provides strategic insights for organizations to prevent employee turnover and maintain employee engagement during digital transformation.

Analysis of Job Satisfaction and Turnover Intention According to the Characteristics of Forest Industry Workers

The forest industry is a key sector in South Korea, significantly contributing to the national economy. Despite the growth of the forest industry, workers often face physically demanding tasks, high job stress, and factors reducing job satisfaction, such as remote locations and limited career opportunities. This study analyzes differences in job satisfaction and turnover intentions among forest industry workers based on socio-demographic and job characteristics. A survey of 654 workers across various sectors—including production, processing, retail, transportation, leisure, and services—was conducted. The data were analyzed using t-tests and ANOVA. The results indicate that job satisfaction and turnover intentions significantly vary with age, education, income, employment type, workplace location, and working days. The workers with graduate degrees reported lower job satisfaction and higher turnover intentions. The non-regular employees and field workers exhibited lower job satisfaction and higher turnover intentions. The findings suggest that improving job conditions, creating quality positions for highly educated workers, and providing stable employment could enhance job satisfaction and reduce turnover intentions in the forest industry, aiding workforce retention and sustainability.

Nurturing the Faculty: Training for Excellence and Growth

"The impact of teacher education and wellbeing on higher education: a critical analysis" is one of the primary topics of the research. The well-being and ongoing education of faculty and staff are crucial for the advancement of higher education and significantly contribute to the achievements of both faculty and students. In this paper, we have explored the significance of providing training opportunities and prioritizing the wellbeing of faculty members.The significance of teacher training in higher education is paramount as it guarantees that educators are well-informed about contemporary teaching techniques, technological advancements, and the latest research findings. In a constantly evolving educational landscape, ongoing professional development is crucial to guarantee that teachers can offer the highest quality education to their students. Exciting challenges among educators in higher education frequently encounter stress and pressure as a result of demanding workloads, intense research, various responsibilities, and job searches. Failing to prioritize health can result in reduced job satisfaction, psychological issues, and the loss of teaching and research opportunities.It is crucial to find a balance between faculty and health in order to ensure the success of higher education institutions. It's not sufficient to solely concentrate on one aspect. Failing to prioritize education can result in a chaotic teaching environment, while neglecting health can lead to teacher exhaustion. Training and wellbeing are closely linked, as training equips educators with the necessary knowledge and skills to effectively teach and conduct research, while wellbeing ensures they can maintain their efforts in the long run. "Faculty training and wellbeing in higher education: a crucial balancing act" is a subject that requires the attention of higher education institutions, policy-makers, and educators themselves. Striking the right balance between training and wellbeing can result in a more productive, innovative, and compassionate higher education system that benefits both faculty members and students. It's a challenge worth tackling for the improvement of academia.

Relationship Between Emotional Exhaustion and Job Satisfaction among Nurses

Background: Emotionally exhausted employees tend to have unfavorable relationships with coworkers and the organization. It has been shown that emotional exhaustion and job satisfaction are highly relevant factors for performance in various organizational settings. This study aims to determine the relationship between job satisfaction and emotional exhaustion among nurses working at a psychiatric hospital. Method: A descriptive correlational study is conducted from December 2023 to May 2024. In a non-probability (purposive sample), 190 nurses were selected from hospitals in the Baghdad/Al-Rusafa Health Directorate and the Medical City Directorate. Nurses who work in psychiatric units were selected purposefully for this study. The chosen questionnaire consists of three parts. The first is the patient's socio-demographic characteristics, the Job Satisfaction Survey (JSS), and the third is the Emotional Exhaustion subscale (EE). Results: This study shows that the average participants' age was 30.25 ± 8.7 years, and the majority (53.7%) were female and held a diploma degree (48.9%) in nursing science. They have moderate levels of emotional exhaustion and job satisfaction. The job satisfaction survey results indicate that all dimensions of the subscale's items show moderate satisfaction. A statistical analysis reveals a significant inverse correlation between emotional exhaustion and job satisfaction among Nurses at a p-value of .0002. Conclusions: There is a significant relationship between emotional exhaustion and job satisfaction. These results suggest that emotional exhaustion is a key factor contributing to reduced job satisfaction and its various components, such as fringe benefits and the nature of work promotion. Recommendations: The study recommends effective interventions to address the negative impact of emotional exhaustion in the workplace, especially among new young employees. As such, organizations should prioritize implementing strategies that promote employee well-being and reduce burnout. This research contributes to understanding nurse experiences and needs, informing policies and practices that support their growth and well- being.

On the importance of congruence between personal and work values – How value incongruence affects job satisfaction: A multiple mediation model

This study proposes a novel conceptualization of work values designed to quantify the degree of incongruity between personal values and workplace demands. We define work values as the priorities individuals wish to be recognized for in their workplace, while personalvalues are those the individual personally identifies with. By contrasting personal and work values, we provide evidence for value incongruence among employees and showed that this measurement of value incongruence effectively predicts key job-related metrics. Value incongruence directly reduces job satisfaction, but its primary impact is indirect. Our multiple mediation analysis reveals that it mainly affects job satisfaction through perceived job meaningfulness, relationships with supervisors, and opportunities for career advancement. We discuss the implications of our findings for various stakeholders and suggest potential improvements for individual and societal well-being linked to the future of work.

Appraise the Outcome of Nurses Led Intervention Concerning Impact of Imposter Syndrome among School Educators

Imposter syndrome, a term coined in the late 1970s by psychologists Pauline Clance and Suzanne Imes, refers to the persistent feeling of inadequacy and self-doubt despite evident accomplishments and success. It's a phenomenon that affects individuals across various demographics, from accomplished professionals to students and artists. At its core, imposter syndrome manifests as an internalized fear of being exposed as a fraud, despite external evidence suggesting competence. This psychological phenomenon often emerges in high-achieving individuals who struggle to internalize their accomplishments, attributing their success to luck or external factors rather than their own abilities. They may harbor a constant fear of being "found out," leading to stress, anxiety, and a pervasive sense of unworthiness. The aim of this study is to appraise the extensiveness of imposter syndrome among school educators and its impact on their self-esteem. Exploratory findings suggest that imposter syndrome is extensive among school educators, affecting both novice and experienced professionals. The observation of imposter syndrome negatively influences educators' self-esteem, leading to reduced job satisfaction, burnout, and decreased performance. Several contributing factors were identified, including high expectations, social comparison, perfectionism, and lack of recognition or support. Based on the findings, this review study highlights the need for increased awareness and support systems within educational institutions to address imposter syndrome among educators. Effective interventions, such as mentoring programs, professional development opportunities, and promoting a culture of psychological safety, can help mitigate the negative impact of imposter syndrome on self-esteem and enhance educators' overall well-being.

Age and expertise: The effects of ageism on professional recognition for senior nurses

This study explores the dual challenges of ageism and professional recognition faced by senior nurses in healthcare settings. Utilizing a phenomenological approach, we conducted semi-structured interviews with 20 registered nurses aged 50 and older in Abha City, Saudi Arabia. The analysis revealed four key themes: experiences of ageism, its impact on professional roles, discrimination and stigmatization, and the need for organizational support. Findings indicate that age-related biases lead to significant professional marginalization, reduced job satisfaction, and emotional distress among senior nurses. The study highlights the critical need for comprehensive policies, organizational support, and cultural changes to address ageism and recognize the valuable contributions of senior nurses. Promoting an inclusive work environment and equitable professional development opportunities can enhance the overall quality of care and job satisfaction for older nurses.

Real-Time Workload Assessment to Enhance Performance.

Workforce shortages, increasing costs, decreased reimbursement, and focus on quality outcomes are crucial issues for health care leaders. To remain competitive, profitable, and productive, health care organizations need to provide structure, a safe working environment, and an acceptable leader workload to guarantee effective leader performance. Poorly designed work environments and interfaces can increase workload resulting in decreased performance and satisfaction. Excessive workload has led to reduced job satisfaction, productivity, and resilience. Due to leadership turnover and vacancy rates, leader workload was perceived to be unreasonable in the respiratory therapy (RT) department of an academic medical institution in central North Carolina. The aim of this quality initiative was to explore the workload of health care leaders in the RT department to identify the factors that influenced workload as well as implement strategies to decrease perceived workload. A workload assessment was performed, which identified inefficiencies and opportunities to partner with ancillary departments to align the workload with appropriate clinical teams. The redistribution of workload provided alignment, top of scope practice, and improved satisfaction among the RT department leaders. This article identifies the strategies utilized which can be translated to other institutions.

Correlations between well-being of nurses and psychosocial working conditions - a descriptive cross-sectional study.

Work in health care is classified as a difficult profession and nurses are considered among the professional group that is exposed to the permanent impact of occupational stress. Psychosocial working conditions and related hazards are defined as those aspects that have the potential to cause harm to an employee's mental or physical health. Lack of psycho-physical health well-being reduces job satisfaction and thus job commitment. The aim of this study was to assess the overall well-being of nurses and examine the correlation between nurses' well-being and their assessment of psychosocial working conditions in conjunction with occupational and demographic factors. A descriptive cross-sectional survey was conducted among 526 nurses employed in a selected public clinical hospital in Poland. All nurses provided labor during the survey. A diagnostic survey method using the standardized Psychosocial Working Conditions questionnaire based on the demands-control-support stress model was used for measurement. The examined nurses rated highly job demands (mean 3.46) as well as the scale of desired changes (mean 3.44). The ability to control their work (mean 3.19) and the level of social support (mean 3.21) were rated at a slightly lower level. The scale of well-being was rated highest by respondents (mean 3.68). Several statistically significant correlations (p < 0.05) can be observed between the well-being scale and the other scales of psychosocial working conditions across age categories. The least correlated are the well-being and demands scales, although as age increases with higher levels of well-being, the demands scale scores decrease. The well-being of the examined nurses was closely related to sociodemographic data and the individual scales of the Psychosocial Working Conditions questionnaire. Chronic diseases are associated with greater demands at work and reduced well-being. Respondents who receive higher levels of support at work experience higher levels of well-being.

Evaluation of Telemedicine Consultations Using Health Outcomes and User Attitudes and Experiences: Scoping Review.

Despite a recent rise in adoption, telemedicine consultations retention remains challenging, and aspects around the associated experiences and outcomes remain unclear. The need to further investigate these aspects was a motivating factor for conducting this scoping review. With a focus on synchronous telemedicine consultations between patients with nonmalignant chronic illnesses and health care professionals (HCPs), this scoping review aimed to gain insights into (1) the available evidence on telemedicine consultations to improve health outcomes for patients, (2) the associated behaviors and attitudes of patients and HCPs, and (3) how supplemental technology can assist in remote consultations. PRISMA-ScR (Preferred Reporting Items for Systematic Reviews and Meta-Analyses extension for Scoping Reviews) guided the scoping review process. Inclusion criteria were (1) involving adults with nonmalignant, noncommunicable chronic conditions as the study population; (2) focusing on health outcomes and experiences of and attitudes toward synchronous telemedicine consultations between patients and HCPs; and (3) conducting empirical research. A search strategy was applied to PubMed (including MEDLINE), CINAHL Complete, APA PsycNet, Web of Science, IEEE, and ACM Digital. Screening of articles and data extraction from included articles were performed in parallel and independently by 2 researchers, who corroborated their findings and resolved any conflicts. Overall, 4167 unique articles were identified from the databases searched. Following multilayer filtration, 19 (0.46%) studies fulfilled the inclusion criteria for data extraction. They investigated 6 nonmalignant chronic conditions, namely chronic obstructive pulmonary disease, diabetes, chronic kidney disease, ulcerative colitis, hypertension, and congestive heart failure, and the telemedicine consultation modality varied in each case. Most observed positive health outcomes for patients with chronic conditions using telemedicine consultations. Patients generally favored the modality's convenience, but concerns were highlighted around cost, practical logistics, and thoroughness of clinical examinations. The majority of HCPs were also in favor of the technology, but a minority experienced reduced job satisfaction. Supplemental technological assistance was identified in relation to technical considerations, improved remote workflow, and training in remote care use. For patients with noncommunicable chronic conditions, telemedicine consultations are generally associated with positive health outcomes that are either directly or indirectly related to their ailment, but sustained improvements remain unclear. These modalities also indicate the potential to empower such patients to better manage their condition. HCPs and patients tend to be satisfied with remote care experience, and most are receptive to the modality as an option. Assistance from supplemental technologies mostly resides in addressing technical issues, and additional modules could be integrated to address challenges relevant to patients and HCPs. However, positive outcomes and attitudes toward the modality might not apply to all cases, indicating that telemedicine consultations are more appropriate as options rather than replacements of in-person visits.

From crisis to care: A phenomenological exploration of how frontline nurses lived the onset of the coronavirus disease 2019 pandemic.

This paper explores how frontline nurses experienced the onset of the coronavirus disease (COVID-19) pandemic to provide appropriate care during a global health crisis. A qualitative descriptive phenomenological study. The sample consisted of 13 frontline nurses from Turkey, working in intensive care units, inpatient clinics and emergency unit. Data were collected online through face-to-face interviews based on a semi-structured interview guide. Data were analysed using thematic analysis. Nurses experienced certain difficulties in the continuous use of protective personal equipment, communication both with patients and colleagues, administrative processes. Besides, they experienced exhaustion, reduced job satisfaction and certain physical complaints. Hospital administrators and health policy makers should effectively manage human and hospital resources effectively and solve nurses' problems in times of crisis, such as pandemics. Understanding the challenges faced by frontline nurses during the onset of the COVID-19 pandemic may help healthcare practitioners and policy makers to implement targeted interventions, support mechanisms and resource allocation strategies that enhance the well-being of frontline nurses and optimise patient care delivery during health crises.

Burnout among Medical Professionals: Analyzing Factors, Effects, and Coping Strategies

Purpose: The purpose of this study is to investigate the prevalence and contributing factors of burnout among medical professionals. It aims to identify the effects of burnout on their physical and mental health and to explore the coping strategies employed to manage this condition. Methodology: A structured questionnaire was distributed to medical professionals across various specialities to gather data on demographics, factors contributing to burnout, its effects, and coping strategies. Responses were analyzed using descriptive statistics and visualized with bar charts to identify patterns and differences between male and female respondents. Findings: The study surveyed 65 medical professionals, with a gender distribution of 55.4% female and 44.6% male. Key findings revealed that the predominant factors contributing to burnout were long working hours (38.5%) and high workload (29.2%). The primary effects of burnout included physical health issues (32.3%) and mental health issues (30.8%). In terms of coping strategies, engaging in self-care activities (40%) and social activities such as having fun and going out with friends (29.2%) were most commonly employed. Gender-based analysis indicated that for males, the top burnout factors were high workload (40%) and long working hours (32%), with significant effects being reduced job satisfaction (28%) and mental health issues (28%). For females, long working hours (76.9%) were the predominant factor, with physical health issues (53.8%) being the most common effect. Coping strategies varied, with males favouring self-care activities (36%) and social activities (32%), while females equally favoured social activities, self-care activities, and setting boundaries at work (30.8% each). Unique Contribution to Theory, Policy, and Practice: This study contributes to the existing body of knowledge on burnout among medical professionals by highlighting gender-specific differences in burnout factors, effects, and coping strategies. It provides empirical evidence that long working hours and high workload are significant contributors to burnout, but their impact varies between males and females. The findings underscore the importance of considering gender when studying burnout, as the effects and coping mechanisms differ. This nuanced understanding can inform theoretical models of occupational stress and burnout, leading to more comprehensive frameworks that account for gender-specific experiences.

Screening and Intervention to Prevent Violence Against Health Professionals from Hospitalized Patients: A Pilot Study

Health care providers, particularly nursing staff, are at risk of physical or emotional abuse from patients. This abuse has been associated with increased use of physical and pharmacological restraints on patients, poor patient outcomes, high staff turnover, and reduced job satisfaction. In this study, a multidisciplinary team at Tufts Medical Center implemented the Brøset Violence Checklist (BVC), a screening tool administered by nurses to identify patients displaying agitated behavior. Patients who scored high on the BVC received a psychiatry consultation, followed by assessments and recommendations. This tool was implemented in an inpatient medical setting in conjunction with a one-hour de-escalation training led by nursing and Public Safety. The intervention design was executed through a series of three distinct Plan-Do-Study-Act cycles. This study measured the number of BVCs completed and their scores, the number of psychiatric consults placed, the number of calls to Public Safety, the number of staff assaults, nursing restraint use, and staff satisfaction. During the study period, restraint use decreased 17.6% from baseline mean and calls to Public Safety decreased 60.0% from baseline mean. In the staff survey, nursing staff reported feeling safer at work and feeling better equipped to care for agitated patients. The BVC is an effective, low-cost tool to proactively identify patients displaying agitated or aggressive behavior. Simple algorithms for next steps in interventions and training help to mitigate risk and increase feelings of safety among staff. Regular psychiatric rounding and the identification of champions were key components in a successful implementation.

Incivility experiences of racially minoritised hospital staff, consequences for them and implications for patient care: An international scoping review.

Workplace incivility is a pervasive complex problem within health care. Incivility manifests as subtle disrespectful behaviours, which seem inconsequential. However, evidence demonstrates that incivility can be harmful to targets and witnesses through negative emotions, poorer mental health, reduced job satisfaction, diminished performance and compromised patient care. It is unclear to what extent existing research critically explores how ethnicity, culture and racism influence how hospital staff experience incivility. This global scoping review systematically analysed existing research exploring the specific ways incivility manifests and impacts racially minoritised hospital workers. Of 2636 academic and 101 grey literature articles, 32 were included. Incivility experiences were categorised into four themes: (1) Cultural control, (2) Rejection of work contributions, (3) Disempowerment at work and (4) Managerial indifference. The included articles highlighted detrimental consequences, such as negative emotions, silencing, withdrawal and reduced support-seeking behaviours. Few studies presented evidence regarding the negative impacts of incivility on patient care. Racialisation and racial dynamics are a significant factor for hospital-based incivility. Currently we do not know the extent to which racialised incivility is associated directly or, perhaps either via burnout or disengagement, indirectly with poorer care. This knowledge can inform the creation of comprehensive, evidence-based interventions to address this important issue.

Unlocking Work Autonomy: A Hybrid Approach for Sustainable Job Satisfaction in the Post-Covid Era

This research aims to design a hybrid work model with a task-characteristic autonomy job design. Remote work or Work from Anywhere (WFA) is widely used, as the Covid-19 pandemic accelerated this method. For some people, the WFA method is enjoyable because it can provide freedom to organize work methods, allowing for high work autonomy. However, some people also feel that working remotely creates a feeling of isolation and boredom and reduces job satisfaction. The hybrid method will increase work autonomy, work-life balance, and job satisfaction. This research is aimed at employees in Jakarta and surrounding areas who can work hybrid. The research population is difficult to calculate, so the sampling method is purposive, and the sampling technique is convenience method. Hypothesis testing was done using Structural Equation Modeling (SEM). The research results prove that applying the hybrid method can significantly increase job satisfaction by fully mediating the task characteristic autonomy and the work-life balance variables. Therefore, applying the Hybrid method is an option because, in the next decade, the world of work will increasingly be dominated by Gen Y and Gen Z.

Wypalenie zawodowe pedagogów specjalnych

Occupational burnout is a phenomenon manifested through depersonalisation, emotional exhaustion and reduced job satisfaction. This syndrome is primarily associated with helping professions, which include the work of a special educator. Experiencing symptoms of burnout by special educators may reduce not only their quality of life, but also the effectiveness of their interventions with clients. Starting from the presentation of Maslach’s concept of occupational burnout, an attempt was made to briefly characterise the specificity of the special educator’s work and to indicate potential sources of the burnout syndrome, moving on to the presentation of selected sociodemographic variables that may differentiate its level. The aim of the research was an attempt to determine the level of occupational burnout and to check whether selected demographic and social factors, such as age, type of institution and its location, differentiate the level of occupational burnout of special educators. The research used a diagnostic survey method with the use of a questionnaire technique. The results showed that special educators do not experience strong occupational burnout and demonstrate relatively high personal commitment. The analyses also showed that the age of special educators differentiates two components of professional burnout: depersonalisation and personal commitment.

The Influence Of Job Conflict And Job Stress Through Job Satisfaction Of Employee Performance At Mulia Store Payakumbuh

Mulia Store Payakumbuh is a shopping center for fashion products. Companies must be able to create a conducive work environment in order to achieve these goals managing work conflict and work stress among employees, but this needs to be done supported by paying attention to job satisfaction. If this can be implemented will have a good impact on the company and hopefully the employees performance can improve. Therefore, this research aims to determine its effect work conflict and work stress through job satisfaction in employees show. The sample size in this study was 30 Smart user respondents The PLS analysis tool and data collection technique in this research is by distributing questionnaires using a Likert scale. Findings in results This research shows that the most dominant influence on job satisfaction is work conflict that has a negative and significant influence. This shows that The higher the work conflict felt by employees, the more it can influence their attitudeson work which can ultimately result in reduced job satisfaction. Meanwhile, the most dominant influence is on employees performance is job satisfaction which has a positive and significant influence, with employee enjoyment and satisfaction regarding their role and work, This will have a positive impact on improving employee performance. The most dominant is indirect The effect is that work conflict has a negative and significant effect on employee performance through worksatisfaction. This shows that work conflict has an impact on job satisfaction and employee performance.

초등교사의 생활지도 및 상담 부담과 교직만족도의 관계: 생활지도효능감과 학교경영참여의 매개효과

This study investigated the relationship between the guidance/counseling burden and job satisfaction of elementary school teachers, focusing on the role of guidance efficacy and school management participation to suggest ways to increase job satisfaction for elementary school teachers. To this end, first-year data from 905 elementary school teachers in the Seoul Education Longitudinal Study (SELS 2020) and structural equation modeling were used. The main results were as follows. First, the guidance/counseling burden had a direct negative impact on job satisfaction. Second, the guidance/counseling burden had a negative impact on job satisfaction through guidance efficacy and school management participation. Third, the guidance/counseling burden lowered guidance efficacy, which reduced school management participation and subsequently reduced job satisfaction. Based on these results, this study suggests the following. First, efforts to reduce the guidance/counseling burden are needed to restore job satisfaction. Second, since the guidance/counseling burden can have negative impacts on both individual teachers and school organizations, continuous attention is required. Third, efforts should be made to increase guidance efficacy and school management participation along with lowering the guidance/counseling burden.

A Qualitative Systematic Review of Healthcare Practitioners' Experience of Workplace Violence.

Healthcare practitioners face significant risks of workplace violence due to various reasons such as hospital congestion, miscommunication, and aggressive behaviours of patients and relatives. Exposure to workplace violence may disrupt the workflow process and compromise patient care in healthcare facilities, ultimately affecting job performance, reducing job satisfaction, and negatively affecting the physical and mental health of healthcare practitioners. This study aimed to review all the published studies conducted on the experiences of workplace violence among healthcare practitioners. This study is a systematic review of qualitative studies. Data were collected through online databases including ScienceDirect, PubMed, MEDLINE and JSTOR were searched from the year 2015-2021. The inclusion criteria were: qualitative methods and mixed methods of data collection and analysis; studies that were carried out among healthcare practitioners who have been experience on workplace violence; scope of the primary studies included experience of workplace violence; and published in English/Malay in academic journal between 2015 and 2021. A total of 15 papers were included in the final analysis. The overall quality of the included papers was high. Of the 15 papers, 12 studies fully met the CASP criteria. The results of the 15 included studies were organised into the thematic groups of: i) verbal violence as the common workplace violence; ii) perceived causes of workplace violence and iii) seeking help. Across different countries, verbal violence was the most common type of workplace violence reported by healthcare practitioners. This review also identified that a lack of information, failure to meet patient expectations, and delayed treatment were the main contributing factors to workplace violence.