Search

Aim. To understand the current situation of upward bullying in the Chinese nursing field and explore the manifestations, reasons, and outcomes of upward bullying experienced by Chinese nurse managers. Background. Workplace bullying, a serious social problem, is characterised by recurring incidents of intimidating, aggressive, and hostile behaviour. Bullying in the nursing profession exhibits all or some of the above traits. The evidence of upward bullying by subordinate nurses against nurses in positions of authority or power is limited in China. Methods. This qualitative study was conducted with semistructured, in‐depth interviews involving 12 hospital nurse managers in Wuhan, Hubei Province, between June and August 2023. The data were analysed using the Colaizzi seven‐step analysis method with Nvivo 12.0 software as a support. Results. We grouped our findings into three main categories: manifestations of upward bullying; reasons for upward bullying; and outcomes of upward bullying. Conclusions. Nurse managers in China are exposed to upward bullying in many forms and for complex reasons. More emphasis needs to be given to creating a positive work environment for them to facilitate their managerial role. Implications for Nursing Management. This study probes the realities of upward bullying against Chinese nurse managers and highlights the need for managers to develop the skills needed to identify, manage, and prevent bullying from subordinates. By contributing to the development of interventions and strategies that address workplace bullying, this study shows promise for enhancing managerial effectiveness and improving the nursing practice environment. [ABSTRACT FROM AUTHOR]

Objective. To analyse the relationship between workplace violence and work engagement in nursing professionals. Background. Violence in the workplace has become a phenomenon of growing concern. Nursing professionals are one of the most exposed groups to this type of violence. Method. A descriptive cross-sectional study was carried out on a national sample of Spanish nurses by means of convenience, non-probabilistic sampling. A questionnaire was administered that collected sociodemographic variables, the Utrecht Work Engagement Scale (UWES-9), and an "ad hoc" scale on violence in the workplace. Results. 1648 active nursing professionals participated in this study. The participants obtained higher scores in the "dedication" variable. It was observed that 42.17% had personally suffered some type of aggression or violence at work. Verbal aggression was the most frequent type of reported violence. Nurses who experience violence, threat, and psychological harassment showed lower levels of work engagement than those who did not. In the case of those who experience sexual harassment and those who do not, the values for the UWES-9 were similar. Conclusions. Having personally experienced violence, threats or psychological harassment can negatively affect nurses' work engagement, the most common acts of violence being verbal and often perpetrated by family members and patients. Implications for Nursing Management. Adequate tools are not still being used to ensure that the assaulted professionals are adequately assisted by their institutions. [ABSTRACT FROM AUTHOR]

Aim: To test a model examining the impact of verbal violence against new nurses on their turnover intention and the mediating effects of emotional reaction and burnout based on affective events theory. Background: In Korea, turnover rate of nurses, especially new nurses, is at a serious level. It is important to verify the paths by which nurses reach a turnover intention after experiencing verbal violence, which is the most common form of workplace violence. In particular, research on new nurses who are vulnerable to exposure to verbal violence and have a high turnover rate is insufficient. Methods: Data were collected using time‐lagged online surveys from 212 Korean new nurses. Structural equation modelling was used to test the hypothesized model. Results: The level of the turnover intention of new nurses was almost 4 out of 5. Verbal violence not only has a direct effect on turnover intention but also has an indirect effect through burnout. Emotional reactions and burnout sequentially mediated the relationship between verbal violence and turnover intention; these variables explained approximately 57% of turnover intention. Conclusions: To decrease negative emotional reactions and burnout caused by verbal violence may benefit to reduction of turnover intention of new nurses. Implications for Nursing Management: Our finding highlight the critical need for new nurses' violence interventions that focus on emotional reactions and burnout, and thereby improving desirable patient–co‐worker–nurse relationships and quality of life for new nurses. [ABSTRACT FROM AUTHOR]

Aim: This study aimed to (1) assess the current status of Chinese nurses' exposure to workplace violence; (2) identify the cluster of interrelationships between abusive supervision, anxiety and depression symptoms, work ability, and workplace violence in nursing settings; and (3) clarify the functional mechanism among these variables. Methods: A cross‐sectional survey was conducted online from September to October 2020 in China. A total of 1,221 valid questionnaires were collected across 100 cities in 31 provinces. Results: Approximately 67.57% of participants experienced workplace violence in the past one year, in the types of verbal violence (59.71%), made difficulties (43.16%), mobbing behaviour (26.70%), smear reputation (22.52%), physical violence (11.30%), intimidating behaviour (10.16%) and sexual harassment (4.10%), respectively. Moreover, nurses' exposure to workplace violence was significantly and positively influenced by the perceptions of abusive supervision (β = 0.209, p <.01) and the symptoms of anxiety and depression (β = 0.328, p <.01). Anxious and depressive symptoms partly mediated the association between abusive supervision and workplace violence, which were significantly moderated by work ability (β = −0.021, p <.05). Conclusions: Our study assesses the prevalence of the seven types of workplace violence against Chinese nurses. Majority of nurses have experienced different types of workplace violence. Nurses who are abused by their supervisor are more likely to develop poor psychological health than those who are not. Moreover, nurses' positive association of abusive supervision with workplace violence is more notable among nurses with lower work ability. Implications of Nursing Management: 'No abusive supervision, no workplace violence'. A harmonious nursing environment needs to be provided to minimize exposure to workplace violence and mental health threats towards nursing staff, which is a key point for hospital administrators and health policymakers. Essential work ability should be developed to reduce the damage of the abusive supervision and workplace violence against nurses. [ABSTRACT FROM AUTHOR]

Aims: To explore the effects of four predictors of anxiety (work constraints, work/family conflict, verbal abuse and negative team orientation) among nurses and their subsequent effects on job satisfaction and turnover intentions; and to examine the moderating effect of supervisor support on the relationship between job satisfaction and turnover intentions. Background: Work‐related anxiety is a well‐known predictor of employee burnout. Research suggests the prevalence of stress in the workplace varies by occupation, with stress among nurses one of the highest. Methods: We employed data from the 2015 national survey of licensed registered nurses (n=1,080). We assessed the conceptual model using partial least squares structural equation modeling (PLS‐SEM). Results: Work constraints, work/family conflict, and negative team orientation lead to anxiety, which diminished job satisfaction and ultimately increased turnover intentions. Supervisor support weakened the job dissatisfaction–turnover relationship. Conclusions: These findings suggest that the common experiences reported by health care professionals lead to anxiety and ultimately turnover intentions and emphasize the role of supervisor support. Implications for Nursing Management: The supervisor's role is crucial to the implications of workplace‐generated anxiety for nurse job satisfaction and turnover intentions. As such, nurse managers need to develop tangible strategies to help nurses navigate these contextual constraints. [ABSTRACT FROM AUTHOR]

Aim: To assess the impact of toxic leadership behaviours among nurse managers on nurse‐reported adverse events and quality of care. Background: Toxic leadership, a form of ineffective leadership, is increasingly becoming rampant in the field of nursing and has been strongly linked to poor nurse job outcomes including job dissatisfaction, higher stress levels, and increased turnover intention. To date, no studies have been conducted to examine how this type of leadership behaviours affects patient outcomes and care quality. Methods: A multicentre, cross‐sectional study. This study involved a sample of 1,053 registered nurses working in 20 hospitals in the Philippines. Three standardized scales were deployed, including the Toxic Leadership Behaviors of Nurse Managers Scale, the Adverse Patient Events Scale and the single‐item quality‐of‐care‐measure. Results: Overall, nurses (96.2%) appraised the quality of care of their respective units as 'good to excellent' and cited complaints from patients and their families as the most commonly reported adverse events. Toxic leadership behaviours in nurse managers were strongly associated with increased nurse‐reported adverse events including reports of complaints (β =.619; p <.001) and verbal mistreatment from patients and their families (β =.407; p <.001), patient falls (β =.834; p <.001), health care–associated infections (β =.629; p <.001) and errors in administering medication (β =.708; p <.001) and with decreased quality of care (β = −.216; p <.001). Conclusion: Nurses who experience working under a nurse manager exhibiting toxic behaviours reported an increased frequency of nurse‐reported adverse events and poorer quality of care in the unit. Implications for Nursing Management: Organizational measure to reduce the occurrence of adverse events and enhance the quality of care provided in medical units may include intervention to develop positive leadership practices among nurse managers. [ABSTRACT FROM AUTHOR]

Aims: To examine the differences in early‐career nurses' verbal abuse experiences based on their sociodemographic characteristics, and to investigate the associations of verbal abuse experiences with nurse‐reported care quality and patient safety outcomes. Background: Few studies have examined the relationships between early‐career nurses' verbal abuse experiences and nurse‐reported patient care quality and safety outcomes. Methods: Cross‐sectional survey data from 799 early‐career hospital nurses in the United States were analysed. Items assessed verbal abuse experiences from patients or their families, physicians and other employees. Associations between verbal abuse experiences and nurse‐reported care quality and patient safety outcomes were examined using multiple logistic regression analyses. Results: There were significant differences in verbal abuse experiences by age, gender and work unit. Nurses who experienced verbal abuse, regardless of the perpetrator, were less likely to report high‐quality care and a favourable safety grade. Nurses who experienced verbal abuse specifically from physicians or other employees were also less likely to feel comfortable reporting safety problems. Conclusion: Managing verbal abuse may be important for improving patient care quality and safety. Future intervention study is needed to reduce verbal abuse. Implications for Nursing Management: To optimize patient safety, managers should thoroughly monitor verbal abuse and organisations' need to establish clear expectations and ramifications for when verbal abuse occurs. [ABSTRACT FROM AUTHOR]

Aim: To analyse the dimensions and characteristics of violence towards Emergency nurses in a national context (Italy). Background: Nurses are the most exposed to workplace violence, especially in Emergency Department contexts. Methods: A cross‐sectional study was conducted in all Italian regions. Descriptive analyses were used to examine violence from patients and relatives (Type II violence) concerning personal characteristics of the Emergency nurses and perpetrators, environmental and organisational factors. Multinomial logistic regression analysis was used to investigate risk factors. Results: About 76.0% of Emergency nurses experienced verbal violence, 15.5% both verbal and physical violence and only 8.5% denied having experienced either. Older age and more experience in Emergency settings are protective factors. Working in the South of Italy significantly increases the probability of being exposed. Discussion: There are many factors explaining violence, but some correlations are not clear. Conclusion: Factors that have a positive effect on this problem include: specific training for younger nurses, a strong alliance between users and health personnel to restore a relationship of trust between parties, physical barriers and appropriate architectural measures. Implications for Nursing Management: Comprehensive approaches can represent an effective strategy to counteract workplace violence. [ABSTRACT FROM AUTHOR]

Aim: The present study aims to assess the perception of nurses, patients and their relatives regarding the nature of workplace violence against nurses. Background: Workplace violence adversely affects the health, well‐being and safety of nurses and the quality of nursing care. Methods: In the present descriptive comparative study, the nature of violence was assessed using a modified and validated International Labor Office, the International Council of Nurses, World Health Organization, and Public Services International Questionnaire. Results: Nurses, patients and relatives reported verbal abuse as the most common and sexual violence as the least common type of violence against nurses. Nurses mostly blamed factors associated with patients and their relatives as the cause of violence, whereas patients and their relatives blamed social factors. Conclusions: This study shows that violence is significantly prevalent in clinical settings, but its nature is differently perceived by nurses, patients and their relatives. This phenomenon requires further studies because knowledge of the causes of this difference could help to reduce and control violence. Implications for Nursing Management: It is necessary that nursing managers inform nurses about protocols for reporting all such cases in order to collect information, and based on a clear procedure, actively pursue reported cases and take the necessary measures to prevent violence against nurses. [ABSTRACT FROM AUTHOR]

Aim To inform countermeasures against nurses' workplace violence by reviewing the experience of violence. Background Violence is an important issue in medical settings that influences turnover intention of nurses. However, few studies have dealt with the effects of violence experienced by nurses on professional quality of life and turnover intention. Method A descriptive study using a structured questionnaire and data were analysed using t-test, one-way anova and hierarchical multiple regression analysis. Results Of 358 nurses 95.5% reported that they had experienced workplace violence during the previous 1 year. Findings indicated that turnover intention was positively associated with years worked as a nurse, functional nursing delivery system, exposure types of violence with physical threats, and mild or severe burnout. Conclusions Nurses experienced diverse workplace violence, which could decrease their professional quality of life and be a factor affecting their turnover intention. Implications for nursing management Role of leadership in creating a positive work environment is needed. Prevention of workplace violence should focus on at-risk groups to reduce workplace violence. Workplace violence should be communicated regularly and feedback should be given if there is unintentional non-physical violence. In particular it is important to investigate post-violence management in nurses who have experienced violence to reduce secondary trauma. [ABSTRACT FROM AUTHOR]

Background & aim Workplace bullying and lateral violence are serious issues affecting the work life of hospital nurses. The purpose of this study was to identify the selected individual and institutional characteristics for workplace bullying and lateral violence using a conceptual framework. Methods A descriptive survey design was used. A convenience sample of 255 nurses in tertiary hospitals, who had a minimum of 6 months clinical experience, completed the survey. Regression analysis was used to determine factors significantly associated with workplace bullying and lateral violence. The Negative Acts Questionnaire-Revised and the Lateral Violence scale were used to measure workplace bullying and lateral violence. Results A negative affect, individualism and working in hospital specialty units predicted workplace bullying. Individualism, a negative affect, affiliated hospital and working hours predicted verbal abuse whereas the place of employment was significantly associated with lateral violence. Conclusion The results of this study identified factors that are associated with bullying and violence but did not fully support the conceptual framework. The individual characteristic negative affect was significantly associated with most types of workplace bullying and lateral violence bully whereas the place of employment was an important factor in lateral violence. Implications for Nursing Management Nurse managers need to be aware that both individual and institutional factors may impact levels of workplace bullying and lateral violence in their hospitals and need to prepare specific strategies to address these multiple factors. [ABSTRACT FROM AUTHOR]

Aim To assess the relationship between disruptive/abusive situations and the 'intention to leave' nursing. Background While every nurse deserves to feel safe in his or her working environment, nurse abuse remains a common occurrence worldwide. Only when hospitals are safe, is retention enhanced and patient care improved. Method A cross-sectional survey was conducted with 1053 nurses. Results Almost 70% of nurses experienced stressful disruptive/abusive situations that were mainly caused by patients/families. The majority felt skilled in dealing with these situations, yet around 40% considered leaving nursing because of disruption/abuse. Stress from disruption/abuse, the skill in dealing with abuse and the administrations' support were the best predictors for the 'intention to leave'. Conclusions It may not be the amount of abuse per se that affects the nurses' intention to leave, but rather how the abuse is perceived, the skill in dealing with it and the support received from administration. Implications for nursing management The support received from nursing administration may negate the effect of stress and the 'intention to leave' because of disruptive/abusive situations. This should behove nurse managers and administrators to have a system in place to provide support for nurses, which in turn could improve job satisfaction and retention. [ABSTRACT FROM AUTHOR]

Aim To determine whether interpersonal and informational justice influence the association between daily experiences of incivility and burnout among nurses. Background Research has suggested that incivility is a concern for managers. Nurses regularly experience incivility, particularly from their patients and patients' families. Incivility, in turn, can increase symptoms of burnout. Method Seventy-five nurses provided data on interpersonal and informational justice within their organisation. During five working days, nurses completed a twice-daily survey assessing incivility and burnout. Hierarchical linear modelling analyses examined the main effects and interaction effects of the three variables on burnout. Result Incivility was positively associated with burnout. In addition, interpersonal justice strengthened the incivility-burnout relationship. Informational justice did not significantly affect the incivility-burnout relationship. Conclusion Incivility is associated with more burnout. The work environment also influences burnout; when organisations provide informational justice, nurses experience less burnout. In organisations where interpersonal justice is high, nurses are more likely to experience burnout. Implications for nursing management Nursing managers can help employees by ensuring that management's decisions are transparent. In addition, managers should be aware that in organisations with higher interpersonal justice, nurses might be more likely to experience symptoms of burnout as a result of incivility from patients and their families. [ABSTRACT FROM AUTHOR]

AIM: The purpose of this study was to explore the types and frequency of verbal abuse of nurses by other nurses. Further, this study explored the components, characteristics, consequences and effects of abuse in an effort to better understand the dynamics of verbal abuse of nurses in the workplace. Nurses who experience occupational burnout are more likely to abuse other nurses. BACKGROUND: It is believed that nurses have been historically subjected to verbal abuse by colleagues, something previously considered to be done primarily by doctors. The effects and consequences of verbal abuse can be devastating and long-lasting. Research that has focused on its consequences has found that it is both physiologically and psychologically damaging. METHOD: Participants completed an adapted survey, incorporating the Verbal Abuse Scale and the Verbal Abuse Survey and demographic questions developed by the researchers. Specifically, types of verbal aggression, the frequency and stressfulness of each type, emotional reaction to verbal aggression, cognitive appraisal of verbally aggressive encounters, and similarity and effectiveness of coping behaviours were explored. The long-term negative effects of verbal aggression, including absenteeism and errors in patient treatment, were also evaluated to determine if verbal aggression is a contributing factor. RESULTS: Respondents reported that the most frequent source of abuse was nurses (27%), followed by patients' families (25%), doctors (22%), patients (17%), residents (4%), other (3%) and interns (2%). Of those who selected a nurse as the most frequent source, staff nurses were reported to be the most frequent nursing source (80%) followed by nurse managers (20%). CONCLUSIONS: Verbal abuse in nursing is quite costly to the individual nurses, the hospitals and the patients. Nurses who regularly experience verbal abuse may be more stressed, may feel less satisfied with their jobs, may miss more work and may provide a substandard quality of care to patients. [ABSTRACT FROM AUTHOR]