Workplace Violence In Hospitals Research Articles

General self-efficacy and the effect of hospital workplace violence on doctors' stress and job satisfaction in China.

This study aims at exploring associations of general self-efficacy (GSE), workplace violence and doctors' work-related attitudes. In this study a cross-sectional survey design was applied. Questionnaires were administrated to 758 doctors working in 9 hospitals of Zhengzhou, Henan province, China, between June and October 2010. General information on age, gender, and years of working was collected, and the doctors' experience and witnessing workplace violence, job satisfaction, job initiative, occupational stress as well as GSE were measured. General linear regression analysis was performed in association analyses. Both experiencing and witnessing workplace violence were significantly positively correlated with the level of occupational stress but significantly negatively correlated with job satisfaction, job initiative, and GSE. General self-efficacy significantly modified relationships between both experiencing and witnessing workplace violence with occupational stress (β = 0.49 for experiencing violence; β = 0.43 for witnessing violence; p < 0.001) and with job satisfaction (β = -0.35 and -0.34, respectively; p < 0.05). However, it did not modify the relationships between both experiencing and witnessing workplace violence with job initiative (p > 0.05). The levels of occupational stress declined significantly with the increase of GSE, while job satisfaction increased significantly along with its increase. The effects of GSE on occupational stress and job satisfaction weakened as the frequency of violence increased. The findings suggest that GSE can modify effects of workplace violence on health care workers' stress and job satisfaction. Enhancing GSE in combination with stress reduction may lead to facilitating health care workers' recovery from workplace violence, and thereby improving their work-related attitudes.

Violence in the nursing workplace – a descriptive correlational study in a public hospital

To explore the prevalence, types and sources of violence in the nursing workplace and to assess the factors related to violence. Workplace violence in nursing is not a new phenomenon; in recent years, much more attention has been paid to the issue in Taiwan. Few studies, however, have investigated the overall distribution of violence and the reasons for not reporting these incidents in nursing workplaces. This descriptive, correlational study used structured questionnaires to collecting information about workplace violence experienced by nurses over the last year. Nurses (n = 880) working in a public hospital in southern Taiwan were invited to complete the questionnaires, with a response rate of 89·9%. Nurses working in outpatient units and emergency rooms experienced more frequent violence than those on surgical wards and intensive care units. These findings provide evidence of workplace violence in hospitals and may aid hospital and nursing administration to reduce and control violence. RELEVANCE TO NURSING PRACTICE: These results provide evidence in relation to the importance of effective communication training to nurses and will assist hospital administrations in establishing higher-quality, healthy workplace environments.

Workplace violence against nurses in hospitals in Guangdong, China

BackgroundViolent incidents can appear everywhere including hospitals. Nurses are the main working population in health facilities with female gender mostly. How is workplace violence against this special group in Guangdong...

제주 지역 병원 간호사의 직장 폭력 경험 실태

Purpose: This study was to investigate the prevalence & types of workplace violence toward nurses in hospitals, and to understand nurse's coping response, cause of violence and prevention strategy. Methods: The data were collected from 254 nurses working in 9 hospitals in Jeju Province by the self-report from June to August 2010. Results: The respondents experienced unpleasant or insulting words (89.8%), verbal threat (38.2%), physical threat (67.7%), physical injury (32.7%), severe physical injury (2.8%), and sexual harassment (26.4%) during the last one year. The frequent offenders were patients, patients' family and physicians in order. The causes of violence which nurses perceived were personality of offenders (76.4%), lack of assessment of aggressive patients or care givers (42.1%), and lack of explanation to patients or caregivers (33.5%). They reported that coping strategies for workplace violence were 'established reporting system (63.4%)', 'building a cooperative circumstances within team members (58.3%)', and 'formulation of hospital policies for violence prevention and coping (54.3%)'. Conclusion: These findings showed nurses are at considerable risk for workplace violence, and they experience various types of violence from patients, caregivers, and physicians. We suggest that hospitals formulate appropriate policies, guidelines and programs to prevent and cope with workplace violence in hospitals.

Prevalence of and risk factors associated with workplace violence: a cross-sectional study in 7026 health staff in South China

ObjectiveTo probe prevalence of and risk factors associated with workplace violence in hospitals so as to establish a theory basis for maintaining regular working order in hospitals and lawmaking against...

Workplace violence in hospitals in Japan and in-house management systems dealing with it

Workplace violence in hospitals in Japan and in-house management systems dealing with it

Effect of hospital disposal manners after the violence on organizational commitment and turnover intention among the head nurses

Objective To study the effect of hospital disposal manners after workplace violence in hos-pital on organizational commitment and turnover intention among the head nurses. Methods Self-made questionnaire about workplace violence in hospital and general condition, organizational commitment question-naire and turnover intention questionnaire were conducted in 122 head nurses who had suffered hospital vio-lence in recent years from all level hospitals of Fujian province. Results The scores of affective commitment and normative commitment of organizational commitment and turnover intention showed significant difference be-tween the groups who suffered positive disposal and who suffered negative interference by the hospital after the violence events (P 0.05). Hospital disposal manners af-ter the hospital violence and hospital grade were influence factors on turnover intention among the head nurses.Hospital grade was also an influence factor on organizational commitment among the head nurses. Conclu-sions Hospital positive disposal means after the hospital violence on head nurse help to ameliorate organiza-tional commitment and reduce turnover intention among the head nurses. Key words: Violence; Hospital; Organizational commitment; Turnover intention; Head nurse

Workplace violence in Alberta and British Columbia hospitals

Workplace violence is a significant and widespread public health concern among health care workers, including nurses. With growing awareness of how practice environments influence patient outcomes and the retention of health professionals, it is timely to consider the impact of workplace violence in hospitals. Registered nurses in Alberta and British Columbia, Canada were surveyed on their experiences of violence in the workplace over the last five shifts. Our results suggest that nurses are experiencing many incidences of violence in a given work week, particularly in the emergency, psychiatric, and medical–surgical settings. Most violent acts are perpetrated by patients, but there is also a significant portion of violence and abuse committed by hospital co-workers, particularly emotional abuse and sexual harassment. Our results also indicate that the majority of workplace violence is not reported. We suggest that using the Broken Windows theory might be a useful tool to conceptualize why workplace violence occurs, and that this framework be used to begin to develop new violence prevention policies and strategies.