Bullying In Nursing Workplace Research Articles

Bullying experience and the work environment in nurses: A cross-sectional data analysis.

This study aimed to examine the degree and severity of workplace bullying in nurses and to assess the relationship between bullying and work environment factors. Workplace bullying occurs in nursing at an alarming rate and may escalate with more adverse working conditions. Online survey data from a nationally representative sample of 1,170 U.S. registered nurses, collected between 2020 and 2021, were analysed. Five items measuring workplace bullying were used to identify bullying subgroups (unbullied, bullied but unrecognized, moderate bullying and severe bullying) using latent profile analysis. Ordinal logistic regression examined relationships between workplace factors and bullying. Over 40% of nurses reported being bullied in the past year. Four bullying subgroups were distinguished. Inadequate staffing, lack of time to get the job done and lack of breaks away from the work area were all significantly associated with severe bullying. Ensuring adequate staffing based on patient needs and nurse competency can mitigate workplace bullying in nurses. Further studies are needed to examine the effectiveness of stress reduction programmes on bullying using longitudinal designs. This result indicates a critical need to improve nursing work environments, which could provide many benefits for nursing workforces, including potential to lessen bullying severity that adversely affects nurse well-being.

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.

The relationship between workplace bullying and professional self-concept in Iranian nurses.

AimTo determine the level of workplace bullying among Iranian nurses and its relationship with their professional self‐concept.DesignThis was a descriptive correlational study.MethodsThis study was performed on 200 nurses working in the emergency departments and intensive care units of Imam Khomeini Hospital Complex affiliated to Tehran University of Medical Sciences, Iran, in 2020. The participants were chosen using the simple random sampling method and data collection tools were Negative Acts Questionnaire—Revised and Nurse Self‐Concept Questionnaire. The Pearson correlation coefficient was used to determine the relationship between workplace bullying and professional self‐concept.ResultsBased on the experience of daily or weekly workplace bullying, the mean scores of workplace bullying in nurses in terms of work‐related bullying, person‐related dimension and physical intimidation were 10.11%, 4.27% and 5.66%, respectively, and the overall mean score was 6.68%. The results of this study also showed that workplace bullying is inversely related to professional self‐concept and almost all of its dimensions (p = .002, r = −.219).

Relationship between Organizational Culture and Workplace Bullying among Korean Nurses

To identify the relationship between organizational culture and experience of workplace bullying among Korean nurses. Participants were 298 hospital nurses in Busan, South Korea. We assessed nursing organizational culture and workplace bullying among nurses using structured questionnaires from July 1 through August 15, 2014. Most participants considered their organizational culture as hierarchy-oriented (45.5%), followed by relation-oriented (36.0%), innovation-oriented (10.4%), and task-oriented (8.1%). According to the operational bullying criteria, the prevalence of workplace bullying was 15.8%. A multivariate logistic regression analysis revealed that the odds of being a victim of bullying were 2.58 times as high among nurses in a hierarchy-oriented culture as among nurses in a relation-oriented culture [95% confidence interval (1.12, 5.94)]. The results suggest that the types of nursing organizational culture are related to workplace bullying in Korean nurses. Further research is needed to develop interventions that can foster relation-oriented cultures to prevent workplace bullying in nurses.

Organizational culture and workplace bullying in nurses

Organizational culture and workplace bullying in nurses

Workplace bullying in nursing.

This research was designed to determine whether nurses are bullied by other staff members and the effects of such behaviors on the nurse victims. This study reports on nurses' interpersonal workplace relationships in a culturally unique environment. The study was conducted with 260 nurses working in three public hospitals. Data were collected using a questionnaire. The majority of nurses were female with bachelor's degrees and reported being assigned duties outside their usual responsibilities, held responsible for coworkers' mistakes, and criticized for job performance although they thought they had done their work properly. Most of the nurses who were bullied experienced health and sleep problems,did not want to go to work, and had communication problems with other staff members. Nearly all of the study nurses received psychological support to solve their problems and believed that the best way to prevent bullying was education.

Workplace Bullying in Nurses

The article reports a study of workplace bullying in community nurses in an NHS trust. The aims were to determine the prevalence of bullying, to examine the association between bullying and occupational health outcomes, and to investigate whether support at work could moderate the effects of bullying. Forty-four percent of nurses reported experiencing one or more types of bullying in the previous 12 months, compared to 35 percent of other staff. Fifty percent of nurses had witnessed the bullying of others. Nurses who had been bullied reported significantly lower levels of job satisfaction and significantly higher levels of anxiety, depression and propensity to leave. They were also more critical of aspects of the organizational climate of the trust. Support at work was able to protect nurses from some of the damaging effects of bullying.