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Safety literature has traditionally focused on identifying and managing risk factors that lead to safety outcomes (e.g., injuries, accidents, death) at work. The current study takes a new perspective on employee safety and proposes that safety‐related experience has more general work implications. Drawing on theories of stress coping and workplace anxiety, we test a mechanism on how employees' daily experiences of safety threats are related to their work behavior via negative emotional reactions. Specifically, we focus on employees' experiences of safety violations on the way to work and at work during the ongoing struggles with COVID‐19. Our daily diary study (Level 1 N = 778, Level 2 N = 84; office workers in South Korea) shows that experiencing safety violations during the daily commute and at work is associated with increased state health anxiety at work, which then translates into work withdrawal on that day. Furthermore, we introduce organizational safety climate as an important mitigating factor of this stress‐coping process, as such a climate can emphasize management's commitment to safety. [ABSTRACT FROM AUTHOR]

Workplace violence (WPV) is a commonly reported occupational hazard in healthcare and its prevalence is increasing. WPV occurs in all types of practice settings, but little is known about WPV in primary care settings in the United States (US). Because primary care practice settings differ from the inpatient settings, further examination of WPV in primary care is warranted. Our objective was to summarize the available literature highlight important gaps. We conducted a search using Pubmed and OVID for US studies of WPV in US-based adult primary care practices. Studies including only pediatric populations were excluded. Due to the lack of available literature conducted in US primary care settings, we expanded our search to include international studies. We identified 70 studies of which 5 were US based. Due to the lack of significant numbers of US-based studies, we opted to conduct a narrative review of all available studies. The evidence shows that WPV is a common occurrence in primary care settings in many countries and that the majority of primary care clinicians have experienced at least some form of non-physical violence in their careers. Most of the studies conducted were cross-sectional in design and reported on both non-physical and physical forms of WPV. There was not a consistent trend between genders in experiencing the major forms of WPV, but women were consistently more likely to be subjected to sexual harassment. Potential root causes for WPV could generally be categorized as patient-level, clinician-level, clinical encounter specific, and operational root causes. While most WPV was found to be non-physical, it still had significant emotional and job-related impacts on clinicians. These troubling results highlight the need for further studies to be conducted in the US. [ABSTRACT FROM AUTHOR]

Background: In the nursing profession, it is concerning to witness frequent occurrences of incivility in the workplace. Therefore, it is imperative to foster a shift in interpersonal interactions. One effective strategy to cultivate a culture of civility is through the practice of Kindness.Objectives: This review explored the role of kindness in nursing beyond bedside care, incorporating insights from psychology and social sciences to define and apply kindness in practice. The goal was to identify ways for nurses to use kindness to reduce workplace incivility and promote a thriving environment.Design: The authors conducted an integrative review to synthesize data from various sources, including experimental and non-experimental studies, to enhance understanding and offer diverse perspectives on the subject.Data Sources: The authors systematically searched CINAHL, PubMed, Embase, and APA Psych Info for peer-reviewed papers on “kindness” and “nursing” published between 2012 and 2024, excluding opinion articles, letters, reviews, commentaries, and papers focused on kindness in the context of therapeutic care.Methods: The authors followed Whittmore and Kafl’s (2005) structured date extraction protocol steps and performed comparative analysis of extracted data tables to verify content uniformity.Results: Seven articles met inclusion criteria, and several key themes were identified: (1) Definition of kindness, (2) Examples of kindness in Action, illustrating how these behaviors manifest in everyday interactions, (3) Interpretation of kindness from multiple perspectives.Conclusions: Acts of intentional kindness are potent tools that can mitigate workplace incivility and cultivate a culture of kindness among nurses and, by extension, positively impact the broader society. Further research is essential to establish a unified definition of kindness in nursing, identify its antecedents and attributes, and conduct empirical studies to substantiate these concepts. [ABSTRACT FROM AUTHOR]

ABSTRACT Aim Design Methods Results Conclusions Implications Reporting Method Patient or Public Contribution To investigate interns' and junior nurses' perceptions, coping confidence and attitudes towards workplace violence in China.Cross‐sectional survey study involving 622 interns or nurses with < 5 years of hospital experience.Data were gathered from the largest tertiary hospital in southwestern mainland China using a general information questionnaire, the Perception of Aggression Scale, the Confidence in Coping with Patient Aggression Instrument and the Management of Aggressive and Violence Attitude Scale. Structural equation modelling was used to understand relationships and pathways between the nurses' perceptions of, confidence in dealing with and attitudes towards managing workplace violence.The average scores for the perception of workplace violence, confidence in coping with workplace violence and attitudes towards violence management were 37.44 (±11.60), 29.84 (±8.23) and 81.87 (±23.72), respectively. Perceptions of workplace violence, confidence in coping with workplace violence and attitudes towards violence management show low to moderate correlations; confidence in coping with workplace violence was the mediating variable in the interactions among the three variables.Interns and junior nurses have weaker perceptions of workplace violence, lower confidence in their ability to cope with violence and more negative attitudes towards violence management. Perceptions of workplace violence affected attitudes towards violence management through the intermediary role of confidence in coping with workplace violence.Nursing managers should increase education and training to improve interns' and junior nurses' awareness and confidence in dealing with workplace violence. Healthcare organisations should prevent and manage workplace violence to develop nurses' positive attitudes towards violence management.The study adhered to the STROBE checklist of cross‐sectional studies.Interns and nurses with < 5 years of experience participated by voluntarily completing a paper questionnaire. [ABSTRACT FROM AUTHOR]

Background: Psychiatric nurses often encounter patients with mental health disorders and consequently experience prolonged periods of high stress, increased workload, and frequent incidents of workplace violence. These aspects can lead to a higher incidence of poor sleep quality. This study examined the interplay between workplace violence and emotional labour (surface and deep acting) to suggest measures for enhancing sleep quality among psychiatric nurses. Methods: A total of 300 completed and valid online questionnaires were collected. The Pittsburgh Sleep Quality Index was used to measure sleep quality, Workplace Violence Scale (WVS) to measure the occurrence of workplace violence, and Emotional Labour Scale to measure surface and deep acting. The data were analysed using Hayes' PROCESS macro with SPSS. Independent samples t-tests and one-way ANOVA were used to compare differences in sleep quality and emotional labour (surface and deep acting) between psychiatric nurses with different demographics. Results: The prevalence of poor sleep quality (PSQI > 5) was 55% among the nurses. Surface acting in emotional labour partially mediated the relationship between workplace violence and sleep quality(a1*b1=0.035,95%CI: 0.002, 0.079), whereas deep acting had a suppressive effect(a2*b2=-0.033,95%CI: -0.071, -0.003). Occupational identity had a positive moderating effect on the relationship between workplace violence and surface acting(Effect=0.091,95%CI: 0.004, 0.179). Conclusions: The relationship between workplace violence and poor sleep quality was partially mediated by surface acting and suppressed by deep acting. Moreover, nurses with higher occupational identity engaged in more surface acting after workplace violence. Workplace violence, surface acting, and deep acting emerged as significant factors influencing sleep quality among psychiatric nurses. Deep acting can reduce the impact of workplace violence on sleep quality. The results provide a new and expanded view of the interplay between workplace violence and emotional labour concerning sleep quality. Interprofessional collaboration with clinicians, administrators, educators, and spiritual leaders can contribute to the development of related education and training. Trial registration: Chinese Clinical Trial Registry ChiCTR2200062347. https://www.chictr.org.cn/showproj.html?proj=173264 [ABSTRACT FROM AUTHOR]

To investigate how safe urologists feel in their work environment and the sociodemographic characteristics and working conditions that affect their sense of security. The study was conducted with urologists working in different hospitals. Data were collected through a 2-part online survey that took a few minutes to complete. The first section included items about the participant's sociodemographic characteristics and working conditions. The second part consisted of the Safety and Confidence Scale for Health Professionals (SCSHP) to assess how safe the physicians feel when faced with violence and how confident they are in handling violence. The study included 221 participants. Male urologists had a higher median SCSHP score than female urologists (P <.001). Single urologists felt safer when faced with violence than those who were married (P =.037). Participants who worked in hospitals with 24-hour security or law enforcement presence also felt safer than those who did not. Urologists who worked at universities and those who were faculty members also had higher SCSHP scores than urologists working in secondary and tertiary care (P <.001 for both). When SCSHP scores were compared according to professional experience, we observed that urologists in the first year of practice felt safer, while there was no statistically significant difference between the other groups. Among urologists, those who feel least safe from workplace violence are female urologists, those who work in secondary and tertiary hospitals, and those who do not have 24-hour security or law enforcement in their center. [ABSTRACT FROM AUTHOR]

Objectives Methods Results Conclusion To quantify and qualify the experience of workplace violence (WPV) in a global sample of providers in obstetrics and gynecology (OBGYN).We performed a mixed‐methods analysis on data from a global survey. Survey content was designed around categorical and open‐ended questions in relation to WPV; the occurrence and character, the physical and psychological consequences, training and support structures, and perceived triggers of the experience of WPV. Quantitative data were analyzed using descriptive statistics and text data using mixed deductive‐inductive content analysis. These data were integrated using convergent joint display.Between October 2023 and January 2024, survey responses were collected from 77 individual countries. Among the final sample, 764/1016 (75.2%) had experienced WPV, 699/1016 (68.8%) verbal, and 123/1016 (12.1%) physical violence. The violence affected physical health, psychological health, or job satisfaction for 106/764 (13.9%), 36/7642 (47.4%), and 222/764 (29.1%) of individuals respectively; 216/764 (28.3%) received support. Main WPV triggers were staff shortages, lack of security personnel, and long waiting times, identified by 38.8%, 37.5%, and 37.3% of respondents respectively. Qualitative data indicated that violence caused severe and long‐lasting suffering. Catalysts for WPV were often reported as complex interplays between unmet or unrealistic expectations and insufficient resources. Lack of support for WPV was explained as violence being “part of the job” and a culture of assumed resilience among providers.WPV against OBGYN providers seems to be ubiquitous, arises from a complex interplay of factors, and causes significant injury while receiving insufficient mitigation and support. [ABSTRACT FROM AUTHOR]

Background: The literature indicates an increasing interest in the mental health of refugees (R) and asylum seekers (AS) – particularly how it could be affected by previous exposure to trauma and violence – but less has been written about the issues they are forced to face during the post-migration period and how these also can affect mental health. Research shows that the mental health of R/AS is highly influenced by their post-migration conditions and may deteriorate due to post-migration social health-related determinants; in addition, a lack of language skills, discrimination, separation from family, poverty, and other stressors can contribute to social isolation. The difficulty in asking for help in case of psychological distress and, consequently, in accessing care, contributes to the worsening of their clinical condition. Aims: The primary purpose of this study is to identify and provide a review of the clinical tools used to screen migrants (R/AS) at risk of developing psychological distress, identifying post-migration difficulties. Methods: We searched studies in PubMed, Embase, Scopus, Cochrane (Central), and Cinahl (ultimate) with the last search on 14 April 2023, using a combination of keywords and Medical Subject Headings (MeSH). Results: Our systematic search identified 1,878 records. After removing duplicates, we screened 1,238 records by title and abstract, retaining 97 for full text review. Of these, 68 met full eligibility criteria (1995–2023). A total of 30 social scales have been identified, as well as structured or semi-structured questionnaires and interviews. Translated into multiple languages, the tools can be self-administered or administered by trained professionals. PMLD is known for its effectiveness in evaluating the post-migration period and predicting mental health issues. Conclusions: Considering the limited number of studies and, consequently, the limited number of tools found, it can be inferred that not enough attention is given to post-migration in the broader sense. [ABSTRACT FROM AUTHOR]

Objectives: To investigate whether acts of offensive behaviour (threats, violence, workplace bullying and sexual harassment) in the workplace and type of perpetrator (internal or external to the workplace) of the offensive behaviours predicted risk of disability pension in Danish eldercare workers. Methods: We merged survey responses from 8731 female eldercare workers with a national register on social transfer payments (Danish Register for Evaluation of Marginalisation (DREAM)), including all types of disability benefits. Using Cox proportional hazards models, we investigated the prospective association between self-reported exposures at baseline and the risk of receiving disability pension (any type of disability benefit payment) during 11 years of follow-up, while adjusting for potential confounders. Results: Self-reported exposure to threats (hazard ratio (HR) 1.14; 95% confidence interval (CI) 1.00–1.32), violence (HR 1.16; 95% CI 1.00–1.35) and bullying (HR 1.44; 95% CI 1.22–1.71) predicted increased risk of disability pension during follow-up, when adjusted for age and educational attainment. When further adjusted for psychosocial working conditions only bullying remained a statistically significant (HR 1.39; 95% CI 1.16–1.67) predictor of disability pension. The results indicated no elevated risk for participants reporting sexual harassment. Moreover, we observed stronger associations between self-reported exposure to threats, violence and workplace bullying and risk of disability pension when the perpetrator was internal to the workplace (i.e. colleagues, managers and/or subordinates), than when the perpetrator was reported to be external to the workplace (i.e. service users, and/or relatives of service users). Conclusions: Results indicate that prevention of work-related exposure to threats, violence and workplace bullying may contribute to reduce involuntary early retirement in female eldercare workers. [ABSTRACT FROM AUTHOR]

Aim: This study aims to determine the prevalence of workplace violence against healthcare professionals and its effects on work engagement and meaningful work in healthcare settings. Design: This study is designed as an analytical cross‐sectional study. Methods: This study surveyed 676 healthcare professionals in Turkiye between June and December 2022, using face‐to‐face and online methods. Scales measured exposure to and witnessing violence, work engagement, and meaningful work. The study has adhered to STROBE guidelines. Statistical analyses included descriptive, correlation, and linear regression. Results: According to the results, shouting and cursing by patients and their companions were determined as the most common type of violence encountered by healthcare professionals. The effect of healthcare professionals' exposure to violence from patients' companion on work engagement and witnessing to violence from colleagues on meaningful work were found to be negative and significant. Discussion: The findings emphasise the urgent need for interventions addressing workplace violence against healthcare professionals. Since workplace violence significantly reduces work engagement and the sense of meaningful work in healthcare setting. Impact: By highlighting the prevalence of workplace violence and its negative impact on both work engagement and meaningful work in healthcare setting, this study provides critical evidence for policymakers and healthcare administrators. Patient or Public Contribution: The participants in this study were healthcare professionals who had direct contact with patients and their relatives. [ABSTRACT FROM AUTHOR]

In the current research, our objective was to explore how men assess and assign blame to both a man and a woman who are victims of workplace mobbing, depending on whether they identify as feminist or egalitarian. It is well recognized that the label "feminist" carries distinct connotations when applied to individuals of different genders. However, it remains unclear whether these varied connotations are due to the label itself or its underlying meaning. Given that the feminist label has been traditionally stigmatized, we aimed to disentangle the influence of the label from its semantic content. To achieve this, we compared the evaluations and attributions of victim blame directed toward targets labeled as feminist with those labeled with a similar but more neutral term—that is, egalitarian—as well as with unlabeled targets. Considering that much of the previous research in this area has focused on samples predominantly composed of women, we aimed to investigate how men respond to these labels. Through three experiments involving male participants (N = 628), we presented fictitious scenarios depicting a man or a woman who were victims of workplace mobbing due to their identification as feminist or egalitarian. The key finding of our research is that the feminist label, rather than its semantic content, significantly influences the evaluations and assignment of blame expressed by men who strongly adhere to traditional male role norms. These findings underscore the importance of these labels (feminist and egalitarian) in social judgments, particularly when applied to victims of workplace mobbing. [ABSTRACT FROM AUTHOR]

Violence Against Women is a global problem that affects millions of women around the world. The main objective of this study was to evaluate the Mental Health and Quality of Life of Ecuadorian women exposed or not exposed to Gender Violence mediated by sociodemographic factors. A total of 433 Ecuadorian women, 18 to 64 years of age, most of whom (69%) reported being exposed to gender violence. Most of the women lived in the province of Pichincha and were selected through a type of nonprobabilistic sampling based on a survey about gender violence. Women exposed to gender violence showed a greater impact on personality profiles, clinical tests, and quality of life in the physical, psychological, social, and environmental domains compared to women not exposed to violence. In addition, these effects were mediated by age, economic level, education, marital status, and exposure to physical violence and psychological or sexual abuse within the socio-family or work contexts. The results of this study could contribute to improving public health systems, showing improvements in care programs for victims of violence. [ABSTRACT FROM AUTHOR]

The article discusses the ongoing struggles within French pediatric nephrology, highlighting a survey revealing that many pediatric nephrologists work excessively long hours and face mental health challenges, reflecting a broader crisis in the field. It mentions the "Assises de la Pédiatrie et de la Santé de l'Enfant," launched on December 7, 2022, by the French Health Ministry, aimed at addressing pediatric healthcare issues.

Purpose: The aim of this study is to understand how healthcare practitioners experience organisational boundaries and silos in day-to-day operations. Based on a multi-dimensional scale of organisational boundaries, the study examines how organisational demarcation lines enable and constrain daily work tasks in the healthcare sector. Research design: The study is based on a quantitative and qualitative analysis of survey responses from 895 healthcare practitioners in Denmark. Results: The results indicate that tendencies toward organisational silos relate to systems and hierarchies (management-staff) rather than professions and departments. Moreover, the study identifies resource scarcity as an important undercurrent in the understanding of the respondents' perceptions of boundaries and silos. Conclusion: The study contributes to existing research by documenting the coordination and collaboration challenges linked to the multitude of demarcation lines in complex health organisations. [ABSTRACT FROM AUTHOR]

Purpose: To investigate the prevalence of workplace violence (WPV) in home health care and long-term care facilities (LTCFs) and explore the relationship between WPV and worker well-being. Method: A cross-sectional survey was conducted with health care workers in an agency that provided care in homes or LTCFs. Six measures of worker well-being were collected: satisfaction with work and life, work-related rumination, work/family conflict, burnout, and turnover intention. Surveys also assessed type and frequency of WPV. Results: Seventeen participants completed surveys. Verbal abuse by patients was the most often experienced type of WPV. Employees who reported experiencing WPV had higher burnout and lower satisfaction with work and life. Conclusion: WPV routinely occurs in home health care and LTCFs and appears to be related to worker well-being. Facility managers who can control WPV will likely impact the well-being of employees. [Journal of Gerontological Nursing, 50(11), 44–52.] [ABSTRACT FROM AUTHOR]

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This study investigates the challenges faced by LGBT Myanmar migrants in Thailand, including discrimination and abuse due to their gender identity or sexual orientation, and their coping strategies. Through qualitative interviews with 20 self-identified LGBT Myanmar migrants aged over 18 years who experienced discrimination or abuse in Thailand, the findings underscore the presence of a segment within the Myanmar LGBT migrant community in Thailand subject to discrimination and violence across diverse settings, including workplaces, public areas, and even within their homes. Additionally, the research identified healthy coping strategies like self-soothing thoughts, relaxation activities, and seeking support, contrasted with unhealthy coping strategies such as negative self-talk, rumination, and suppressing one’s identity, leading to harmful behaviors and even suicidality. The experiences of severe discrimination and violence among LGBT migrants help this study advocate for policy interventions, such as extending the coverage of the Gender Equality Act to encompass LGBT migrants and implementing mental health support services as a form of secondary prevention. Given the significant contribution of LGBT migrants to various sectors of Thailand’s workforce, these measures are essential. However, the existing legislation concerning gender equality in Thailand inadequately addresses the specific concerns of this demographic group. [ABSTRACT FROM AUTHOR]

As a public-facing profession, public library workers are often exposed to challenging behaviors that raise concern for their safety. To understand these concerns, this study explores these staff safety issues in Australian public libraries through semi-structured interviews with 59 staff members from six library services. Findings reveal that library workers frequently encounter challenging and sometimes violent behaviors from patrons. These incidents impact staff wellbeing, causing stress, anxiety, and potential long-term psychological effects. Many workers receive insufficient workplace support following traumatic incidents, leading to internalization of the trauma the experiences cause. The study highlights the need for improved institutional support and better safety measures. It also recognizes the tension created by libraries’ open-door policies, which may expose workers to potential harm. [ABSTRACT FROM AUTHOR]

Background: Burnout among healthcare workers is a global concern with significant implications for both the well-being of the workforce and the quality of patient care. This facility-based cross-sectional study aimed to identify factors associated with burnout among healthcare workers in central Uganda. Methods: The study, conducted between June and July 2023, utilized a cross-sectional design involving physicians, nurses, and technicians. The study covered both public and private hospitals in central Uganda, incorporating urban and rural settings. A sample size of 550 healthcare workers was selected using a simple random sampling. Data collection involved a socio-demographic survey, the Professional Quality of Life (ProQOL-5). Descriptive statistics, Pearson Chi-square test, and ordinal regression models were employed to analyze demographic factors associated with burnout. Results: Of 548 participants, 218(39.8%) experienced high burnout levels. Factors significantly associated with high burnout levels included having over 10 years of work experience (OR: 2.04, 95% CI: 1.12–3.73), working more than 40 hours per week (AOR: 4.46, 95% CI: 1.20–16.62), lack of management support (AOR: 14.45, 95% CI: 3.83–54.56), not experiencing workplace violence (AOR: 2.22, 95% CI: 1.31–3.76), and reporting inadequate sleep (AOR: 6.96, 95% CI: 3.86–12.57). Conclusion: Addressing burnout among healthcare workers in central Uganda requires targeted interventions tailored to the specific challenges faced in the region, including workload distribution, managerial support enhancement, violence prevention strategies, and promotion of adequate sleep. Urgent attention to these factors is essential for enhancing the well-being of healthcare professionals and maintaining quality patient care. [ABSTRACT FROM AUTHOR]

The purpose of this study was to assess the perceived self‐efficacy toward adult inpatient violence and the quality of professional life status among mental health nurses. The study was conducted in mental health and psychiatric hospitals in Central Region in Saudi Arabia. The study used cross‐sectional, descriptive, and quantitative approaches. Data were collected by self‐administrative, and five Likert‐scaled questionnaires. The study findings revealed that there was a positive relationship between the nurses' perceived self‐efficacy and quality of professional life. Also, the study findings declared that there were no statistically significant differences between self‐efficacy in the theme of gender, qualification, and experience‐associated demographic factors. The study recommended that mental health nursing staff receive additional training on violence and self‐efficacy to deal with workplace violence. Moreover, the study recommended carrying out studies on a wide range to investigate the factors behind aggression and violence. Also, the study recommended a rigorous review for nurses' policy toward violence management. [ABSTRACT FROM AUTHOR]

Background: While physicians are considered to be more susceptible to developing depressive symptoms, empirical data are lacking. The study aims to compare the risk of depressive symptoms between emergency physicians and the general population in China based on national data. Methods: This was a national cross-sectional study. 10 457 emergency physicians and 101 120 participants from the general population were investigated from July 2018 to August 2018 and January 2019 to February 2019, respectively. PHQ-9 was used to measure depressive symptoms, and a score ≥ 10 indicates major depression. Propensity score matching was adopted to balance the characteristics between emergency physicians and the general population. Multinomial logistic regression model was used to examine the association between occupational groups and the severity of depressive symptoms. Binary logistic regression model was performed to explore the risk factors of major depression among emergency physicians. Results: The prevalence of major depression among emergency physicians was 35.7%, whereas among the general population was 13.9%. Emergency physicians had a 3.65 times higher risk of major depression than the general population. And emergency physician was significantly associated with mild (OR: 3.12, 95% CI 2.95–3.30), moderate (OR: 4.94, 95% CI 4.60–5.30), moderately severe (OR: 9.48, 95% CI 8.61–10.44), and severe depressive symptoms (OR: 14.18, 95% CI 12.47–16.13) compared with none depressive symptoms. Even after matching, the results remained consistent. Factors associated with major depression among emergency physicians included bachelor degree or above (OR: 1.22, 95% CI 1.06–1.40), worked long years (OR: 1.26, 95% CI 1.08–1.46 for 1–5 years; OR: 1.56, 95% CI 1.32–1.84 for ≥ 6 years), experienced workplace violence (OR: 2.51, 95% CI 2.16–2.94), worked more night shifts per month (OR: 1.33, 95% CI 1.16–1.51 for 6–10 times; OR: 1.83, 95% CI 1.58–2.11 for ≥ 11 times), smoked (OR: 1.64, 95% CI 1.47–1.84), and effort-reward imbalance (OR: 4.18, 95% CI 3.62–4.85). Conclusions: Emergency physicians had a higher risk of depressive symptoms than the general population. There is a need for greater awareness of the mental health issues faced by emergency physicians. [ABSTRACT FROM AUTHOR]

Background: Horizontal violence can cause serious mental health problems for nurses, particularly anxiety, depression, and post-traumatic stress disorder. However, the intrinsic linkage mechanism between mental symptoms of anxiety, depression, and post-traumatic stress disorder in nurses exposed to horizontal violence is unclear. This study aims to elucidate the characteristics of anxiety, depression, and post-traumatic stress disorder networks among nurses with horizontal violence exposure. Methods: Data for this cross-sectional study were obtained from the baseline portion of a short longitudinal survey conducted at four tertiary hospitals in Shandong Province, China. A total of 510 nurses with horizontal violence exposure completed the General Information Scale, the Negative Acts Questionnaire, the Seven-item Generalized Anxiety Disorder Scale, the Nine-item Patient Health Questionnaire, and the Four-item SPAN. The network model was constructed using network analysis. The expected influence and the bridge expected influence of nodes were calculated. The stability and accuracy of the network were estimated. Results: The results show that A4 (Trouble relaxing) and P1 (Startle) had the highest expected influence in the network. D9 (Suicidality ideation) and A5 (Restlessness) were the key bridge symptoms. Conclusions: "Trouble relaxing", "Startle", "Suicidality ideation", and "Restlessness" are all mental symptoms that need to be urgently improved the most in nurses exposed to horizontal violence. Nursing administrators and policymakers should implement mental health intervention programs for these symptoms as early as possible to maximize nurses' mental health. [ABSTRACT FROM AUTHOR]

This study explores the impact of implementing flexible work arrangements (FWAs) on client satisfaction and nonteaching personnel's productivity within a diverse generational workforce context as perceived by the Heads and employees themselves. With changing workplace dynamics influenced by varying generational perceptions and preferences, organizations are increasingly adopting Flexible Work Arrangements to accommodate different employee needs. This research investigates how Flexible Work This study explores the impact of implementing flexible work arrangements (FWAs) on client satisfaction and nonteaching personnel's productivity within a diverse generational workforce context as perceived by the Heads and employees themselves. With changing workplace dynamics influenced by varying generational perceptions and preferences, organizations are increasingly adopting Flexible Work Arrangements to accommodate different employee needs. This research investigates how Flexible Work Arrangement (FWA), tailored to specific generational groups (such as Baby Boomers, Generation X, Millennials, and Generation Z), influences client satisfaction levels regarding the productivity of non-teaching personnel in this educational institution. This research used a Likert-scale quantitative survey to gather comprehensive data. Responses from the head and personnel of the Schools Division Office of San Pedro City assess changes in client satisfaction and productivity metrics following the adoption of the Flexible Work Arrangement. The findings reveal the connection between implementing Flexible Work Arrangements in different generational divides and their subsequent impact on client satisfaction and non-teaching personnel's productivity. The analysis identifies correlations between Flexible Work Arrangement satisfaction levels, service quality perceptions, and non-teaching staff productivity indicators. Ultimately, this research contributes to understanding the role of Flexible Work Arrangements in the development of positive organizational outcomes amidst generational diversity. By uncovering the relationship between flexible work arrangements and client satisfaction and non-teaching personnel productivity perceived by the head and employees, this study informs strategic human resource decisions to optimize workplace flexibility and enhance overall organizational effectiveness. [ABSTRACT FROM AUTHOR]

ABSTRACT Aim Design Methods Results Conclusion Implications for Patient Care Impact Reporting Method Patient or Public Contribution To refine and validate an electronic version of the Aggressive Behaviour Risk Assessment Tool (ABRAT) and determine the sensitivity and specificity for identifying potentially violent patients in non‐psychiatric inpatient units.A prospective cohort study design was used.All patients admitted or transferred to three inpatient units of an acute care hospital in Nebraska, USA, from 7 February to 9 April 2023, were included. The 10‐item ABRAT assessments were performed daily for the first 3 days of admission. The violent events were collected until discharge in three categories: Physical aggression towards others, physical aggression towards property and verbal intimidation/threat towards others. Kendall's tau tests and a multivariate logistic regression procedure were performed to select a parsimonious set of items that best predict violent events.Of 1179 patients, 69 had ≥1 violent event (5.9%). The revised six‐item tool with item weighting was named ABRAT for Hospitalised Patients (ABRAT‐H). The area under the curve from the Receiver Operating Characteristics analysis was 0.82. The sensitivity and specificity at a cutoff score of two were 68.1% and 85.2%, respectively. As ABRAT‐H scores increased, the percentage of violent patients also increased and for patients with scores ≥5, 55.2% became violent.ABRAT‐H appears to be useful for identifying potentially violent patients in non‐psychiatric inpatient units with satisfactory sensitivity and specificity.The availability of ABRAT‐H may help provide focused preventive measures that target patients at high risk for violence and reduce violent events.A majority of the nursing workforce is employed in acute care hospital setting, and the availability of ABRAT‐H can further enhance the culture of a safe work environment and have positive impacts not only on the nurses' physical and mental health but also on the quality of patient care.We have adhered to relevant STROBE guidelines for reporting observational studies.No Patient or Public Contribution. [ABSTRACT FROM AUTHOR]

The article contributes to the studies of digital spaces and women's action by analysing the case of Amleta, a collective founded during Covid-19 pandemic by a group of Italian theatre actresses. Using a digital ethnographic approach that combines data coming from Amleta's Instagram account and in-depth interviews with content creators, this study considers how actresses employ digital spaces to challenge violence and discrimination in the workplace. By looking at actresses' digital action, the study sheds light on the reinterpretation of #metoo narratives and on the construction of non-conventional digital spaces in the struggle for an equal environment in the cultural and creative industries. Given the centrality of informational activism and communicative labour for Amleta's activities, we argue that knowledge dissemination becomes a political tool, both challenging the status quo and allowing women to move their experiences from an individualised understanding towards a level of collective awareness. The research accounts for how feminist practices can promote social change beyond branded uses of social media platforms. [ABSTRACT FROM AUTHOR]

Physician–patient disputes are a major problem in healthcare. Physician–patient conflicts, workplace violence, and direct involvement in disputes have a significant negative impact on the well-being of physicians. China and Japan have similar cultures but differing healthcare systems. The present study aimed to examine and compare the experiences and perceptions of Chinese and Japanese physicians regarding medical disputes. Qualitative descriptive content analysis was performed for 18 cases from each country to assess the major issues involved in each case and their impact on the physicians. Common issues in medical disputes for both countries included monetary motives of patients and/or families, violence/threats from patients and/or families, the inability of patients and/or families to understand the risk of complications, and the uncertainties of medicine. The serious impact of medical disputes on the mental health and professionalism of physicians was also an issue shared by physicians of both countries. There were, however, differences in the magnitude and frequency of these issues between the two countries. Pre-existing distrust of physicians among patients and/or families was noted only by Chinese physicians, and insufficient information disclosure by physicians was noted only by Japanese physicians. In conclusion, there were similarities and differences between the two countries in the perceptions of physicians regarding medical disputes. Our analysis revealed differing healthcare situations due to cultural and institutional differences as well as universal problems intrinsic to medicine. Based on our results, we propose several key principles to improve the physician–patient relationship. [ABSTRACT FROM AUTHOR]

Why you should read this article: • To enhance your understanding of civility and incivility in the workplace and the associated consequences • To read an action plan for nurse managers to assist their colleagues, team and organisation recognise and act on workplace incivility • To contribute towards revalidation as part of your 35 hours of CPD (UK readers) • To contribute towards your professional development and local registration renewal requirements (non-UK readers). Incivility is a major concern in healthcare, and it is vital that uncivil behaviour is recognised and addressed. Manifestations of incivility are wide ranging and can take the form of microaggressions, which are difficult to pinpoint but have significant repercussions. Research has demonstrated the negative effects of incivility on staff and patients. Uncivil acts and behaviour can create conflict, reduce performance, affect morale, decrease retention and jeopardise patient safety. The role of nurse managers in reducing incivility and promoting civility includes providing leadership, fostering psychological safety, creating a shared understanding of civil behaviour and managing uncivil behaviour as soon as it occurs. The input of employers is crucial to promote a compassionate and inclusive organisational culture and to support nurse managers to acquire the knowledge, skills and confidence to prevent and reduce incivility. [ABSTRACT FROM AUTHOR]

Despite the critical value of healthcare workers (HCWs) demonstrated during the COVID-19 pandemic, there remains a noted global surge in violence against this population. The present meta-analysis aimed to gather data on the prevalence of workplace violence (WPV) against HCWs and to determine if there is any difference based on gender. This was a systematic review and meta-analysis. A thorough search of PubMed/MEDLINE, Lilacs, and Cochrane Collaboration databases was conducted from the start of the COVID-19 pandemic until March 8, 2023. Two authors independently carried out screening, data extraction, and quality assessment, followed by statistical analysis using random-effects meta-analysis and subgroup analysis to assess heterogeneity. We included 22 studies with 44,357 participants, of which 79.37% were women. The analysis revealed an overall prevalence of WPV similar in both women (51.86%, 95% confidence interval [CI]: 41.39–62.33) and men (51.45%, 95% CI: 40.95–61.95). There were considerable differences in gender-based WPV across geographic regions. Aggressions tend to be higher toward men in Asia (odds ratio [OR] 0.79, 95% CI 0.74–0.85, P < 0.001). Conversely, in Latin America, WPV prevalence was higher in women (OR 1.20, 95% CI 1.01–1.4, P = 0.035). HCWs from low- middle-income-level countries suffered a higher incidence of violence irrespective of gender compared with high- and upper-middle-income countries (72.36% vs 47.35%). Our data indicate that more than half of HCWs experienced WPV during the COVID-19 pandemic. In addition, women and HCWs in low-middle-income countries were notably vulnerable to WPV. A deeper understanding of the nuances behind violence against HCWs will help to facilitate tailored strategies for different demographical contexts. PROSPERO ID: CRD42023403970. [Display omitted] [ABSTRACT FROM AUTHOR]

Research suggests that healthcare workers are at greater risk for suicide than other occupations, but most published studies focus on physicians. This study examines the prevalence of suicidal ideation (SI) and associated occupational factors among a broad group of non-physician healthcare staff. An anonymous online survey was sent to a random sample of 30 % of non-physician healthcare staff at a large urban healthcare system between September and November 2022. Weighted multivariable binary logistic regressions were conducted to determine the workplace and mental health factors associated with SI. The 1084 respondents included nurses, administrative staff, research staff, medical assistants, nurse practitioners, physician assistants, and other roles. Of the sample, 8.8 % endorsed having SI over the prior two weeks. Results of the regression indicated that, after adjusting for demographic factors, greater odds of SI were associated with physical violence experienced from a patient or visitor (odds ratio [OR] = 2.15, 95 % confidence interval [CI] = 1.06–4.37), lower perceived leadership support (OR = 0.95, 95 % CI = 0.92–0.98), and positive screening for depression (OR = 4.66, 95 % CI = 2.45–8.86). Exploratory analysis suggests that depression may be a mediating factor between workplace stressors and SI. Limitations include the response rate, the use of a single item to assess SI, and the cross-sectional design. Findings suggest that workplace violence and leadership support are important occupational factors associated with SI among healthcare workers. Reducing and mitigating workplace violence, enhancing leadership support, and improving access to mental health care should be considered targets for interventions to decrease suicide risk in this population. • SI prevalence and correlates were examined in nonphysician healthcare staff. • Physical abuse by a patient or their visitor was associated with SI. • Lower leadership support was associated with SI. • Depression may mediate the relationship between workplace factors and SI. [ABSTRACT FROM AUTHOR]

Workplace violence (WPV) has become a crisis for health care workers, with a significant increase in violent events taking place in health care settings across the nation. Health care organizations should develop a comprehensive WPV program that includes recognition, management, and reporting of all types of WPM A large health care system developed strategies and a program to address WPX The health care system believes that a safe and respectful work environment is foundational to the goal of zero preventable harm. The "Safety in the Workplace" initiative was designed to raise awareness of concerning behaviors and to offer tools and resources for identifying, responding to, and reporting incidents of violence, aggression, or disruptive behaviors of WPV During a 6-month pilot of a WPV bundle, there was a 44% reduction in physical violence reports and a 44% reduction in reported incidents of WPX From -Julie 2020 to June 2021, there was a 10% decrease in WPV overall. [ABSTRACT FROM AUTHOR]

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An estimated five billion people use social media globally. The digital world enables networking and community-building beyond geographical and jurisdictional boundaries, it can facilitate information-sharing and knowledge development, and facilitates speedy access and communications links. On the other hand, digital and social media platforms can also be sources and purveyors of hurt, discrimination, defamation, hatred, abuse, cyberbullying and disinformation. Their increased usage within professional practice has become a nascent area for scholarly debate and research. Our scoping literature search indicated that there are very few studies examining this issue within the profession. This article seeks to address a considerable gap in the research by reporting the findings from an exploratory study in Ireland focusing on social workers, probation officers and social work students. Three hundred seventy-nine participants completed an online survey on their experiences of using social media, with eighty-three (21.9 per cent) participants indicating that they had experienced online and digital abuse and harassment. Facebook, Twitter (now X), and email were the top three sources of abuse and harassment by platform. [ABSTRACT FROM AUTHOR]

Aim: The aim of this study is to explore Iranian nurses' experiences regarding the consequences of bullying. Design: A qualitative descriptive study is carried out using conventional content analysis and Granheim and Lundman's method. Methods: Data for this study were collected through 12 in‐depth, semi‐structured individual interviews with nurses employed at a teaching hospital in REDACTED, western Iran. Purposeful sampling was employed until data saturation was achieved. Data management was conducted using MAXQDA software. Results: The participants consisted of 12 nurses, with a mean age of 36.1 ± 8.6 years. Their experiences of workplace bullying were analysed and categorised into a main theme called 'Consequences of Workplace Bullying', with two categories identified as 'Organisational Consequences' and 'Individual Consequences'. The organisational consequences were further elaborated through two subcategories: 'work performance consequences' and 'patient care consequences'. The individual consequences category included subcategories including 'psychosomatic consequences', 'psychological consequences' and 'family consequences'. Conclusion: Workplace bullying among nurses can have negative impacts on patients, nurses and organisations. In order to mitigate these effects, nurse managers can take proactive measures by implementing management strategies and fostering a positive work culture. By addressing the underlying factors and promoting a supportive environment, the adverse consequences of workplace bullying can be reduced or prevented. Patient or Public Contribution: Yes. [ABSTRACT FROM AUTHOR]

Objectives: This study investigated workplace violence (WPV) toward frontline health workers under comprehensive interventions to improve the occupational safety and health management system in a Chinese infectious disease hospital. Methods: The risk assessment of WPV using an international questionnaire was conducted in 2018 and 2021 to compare the perceived levels of exposure to WPV and intervention measures before and after the intensification of anti-violence measures in the hospital context. Additionally, qualitative data were collected in 2021 through semi-structured and unstructured interviews, providing complementary information about WPV toward frontline health workers (HWs). Results: After establishing the occupational safety and health management system (OSHMS), the total incidence rate of WPV decreased from 60.90% in 2018 to 34.44% in 2021. Psychological violence declined significantly from 60.90% in 2018 to 33.89% in 2021. The endorsement of precautionary measures increased significantly from 2018 to 2021, including patient screening recognition, patient protocol, shift or rota changes, etc. A thematic analysis of several subthemes shows that HWs had an in-depth understanding of WPV, recognizing its multifaceted consequences in the context of complex risk factors. Conclusions: This study demonstrates a significant decrease in WPV, psychological violence, verbal abuse, bullying/mobbing, and ethnic discrimination after implementing the comprehensive OSHMS. [ABSTRACT FROM AUTHOR]

Background: Workplace violence (WPV) is experienced by Bachelor of Nursing (BN) students during clinical placements. Students in this vulnerable group are supervised in the practice environment by clinical facilitators. This study examined clinical facilitators' views on WPV. Method: Eleven clinical facilitators were recruited for this study and participated in interviews. Transcribed data were probed, and thematic analysis was conducted. Results: Six major themes emerged that identified factors contributing to BN students' experience of WPV during clinical placements: (1) setting; (2) university; (3) nursing students; (4) site staff; (5) patients; and (6) other factors. Clinical facilitators perceived WPV toward students as being a common yet complex issue due to multiple contributing factors. Conclusion: This study adds detailed knowledge regarding the factors that influence WPV directed toward BN students to inform the development of policies and procedures for reducing the incidence of WPV in the clinical setting. [J Nurs Educ. 2024;63(10):671–678.] [ABSTRACT FROM AUTHOR]

ABSTRACT Aims Background Design and Methods Results Conclusions Implications for the Profession and/or Patient Care Patient or Public Contribution To explore (a) the associations between individual social responsibility and the public intention to use violence against nurses; and (b) the relationship between individual social responsibility, personal variables and the public's intention to employ violence against nurses.Workplace violence against nurses is a significant widespread occupational health issue. To date, no reference has been found to the association between personality traits such as individual social responsibility and the public's intention to use violence against nurses.A cross‐sectional survey design with a convenience sample of 667 Israeli participants from among the public. A structured self‐report questionnaire was distributed, including socioeconomic variables, individual social responsibility and responses to four vignettes describing incidents of violence directed at nurses. Multiple linear regressions were calculated for intention to employ violence, with demographic variables and individual social responsibility as independent variables. The STROBE checklist for cross‐sectional studies was used for reporting.Negative correlations were found between individual social responsibility and the intention to employ violence against nurses. Gender, having witnessed physical violence and individual social responsibility explained 19% of the variance in the intention to employ violence against nurses. Demographic variables and having witnessed verbal or physical violence were found to moderate the association between individual social responsibility and the intention to employ violence against nurses.Witnessing a violent incident in a healthcare setting is a risk factor for the intention to employ violence against nurses. Our findings point to the role of individual social responsibility as one of the strategies to help reduce violent events.Educating and promoting values of social responsibility among the public can reduce incidents of violence in healthcare settings, thus contributing to the safety and quality of care provided.The public contributed via study participation. [ABSTRACT FROM AUTHOR]

Background: Home care provides an excellent opportunity for personalizing treatment as nurses see patients in their natural environment. Along with its many advantages, the home care environment carries unique risks, as nurses are usually alone, without the protection and security provided by primary care clinics. There are no accurate data in Israel on the scope and characteristics of client violence against nurses during home visits. We conducted a qualitative study to investigate the nature of client violence faced by Israeli nurses during home visits, to gain insights into their perceptions and experiences, and to contribute to the development of effective policies and strategies to combat client violence in the healthcare sector. Methods: Twenty-seven female nurses from primary care clinics, who were exposed to client violence during a home visit, were interviewed using a semi-structured interview guide. The interviews were transcribed and analyzed, and categories and themes were extracted. Results: Most nurses interviewed experienced at least three incidents of client violence, the most common of which was verbal abuse. The nurses perceived that the location of the encounter between the nurse and the patient in the patient's natural surroundings, rather than within the controlled boundaries of a clinic, contributes to the risk of violence. Violence affected the nurses' professional decisions. The nurses reported that their organization had no established guidelines or instructions for safely conducting home visits, they were not provided with protective or security measures for emergencies, nor did they perceive that they had sufficient training to deal with client violence in clients' homes. Conclusions: Nurses encounter a range of challenges that make it difficult for them to deal with client violence during home visits, affecting their personal safety and professional decisions. Their ability to manage such situations is shaped by a complex interplay of personal and organizational factors and requires a range of strategies and resources to effectively address them. [ABSTRACT FROM AUTHOR]

AbstractThis qualitative study sought to explore the experiences of public health professionals in Canada who were targets of harassment, abuse, and threatening behavior during the COVID-19 pandemic. Public health professionals from across Canada who held responsibility for public health measures in their respective jurisdictions participated in in-depth interviews. Using constructivist grounded theory and constant comparative analysis a cycle of violence was identified. Results revealed that as infections and deaths due to COVID-19 began to rise across the globe, participants engaged in efforts to educate the public through mainstream media and social media. While education efforts were generally positively received at the onset of the pandemic, as collective frustration with public health restrictions rose and misinformation began to proliferate, social media fueled outrage and polarization, and public anger began to focus on public health officials. Harassment, abuse, and threats on social media were followed by threats delivered through telephone and paper mail, and finally direct physical threats and confrontation—which were then glorified and amplified on social media. As reported by others, harassment and abuse were particularly virulent for public health professionals who were women or visible minority individuals. We conclude that the pattern of abuse identified in this study is reminiscent of the cycle of violence previously identified with respect to those who become radicalized on social media. These findings serve as a poignant example from which to develop guidelines for all professionals and researchers at risk of online abuse both in the health sector and beyond. [ABSTRACT FROM AUTHOR]

Background: Health workers (HWs) faced considerable psychosocial hazards during the COVID-19 pandemic, which profoundly affected their occupational health and job performance. The potential indirect relationship between workplace violence (WPV) and burnout among HWs needs to be further explored. The purpose of this study is to examine the chain mediating effects of sleep disturbance and work ability in the relationship between WPV and burnout among HWs. Methods: A cross-sectional study was conducted in a secondary hospital two years after the COVID-19 outbreak in Wuhan, China. A sample of 571 HWs was recruited using a cluster sampling method, achieving a response rate of 80.06%. Participants completed self-report questionnaires that included demographic information and measures of WPV, burnout, sleep disturbance, and work ability. Results: The prevalence rates of burnout and WPV among HWs two years after the COVID-19 outbreak were 37.30% and 31.52%, respectively. WPV was significantly associated with burnout (β = 0.446, p < 0.001). Sleep disturbance was identified as a mediator in the relationship between WPV and burnout (β = 0.063, 95% CI: 0.027–0.105), accounting for 14.13% of the total effect. Similarly, work ability also played a mediating role in this relationship (β = 0.142, 95% CI: 0.065–0.225), accounting for 31.84%. Additionally, both sleep disturbance and work ability exhibited a chain mediation effect on the association between WPV and burnout (β = 0.020, 95% CI: 0.008–0.036), and the total indirect effect accounted for 50.67%. Conclusions: Among Chinese HWs, WPV exerts significant direct and indirect effects on burnout symptoms, mediated by sleep disturbance and work ability. This finding provides valuable empirical insights for designing interventions to mitigate the adverse effects of psychosocial factors such as WPV and burnout among HWs. After exposure to WPV, measures focused on reducing sleep disturbance and enhancing work ability may prove effective in alleviating burnout in subsequent interventions. [ABSTRACT FROM AUTHOR]

Objective: Workplace violence is a prevalent phenomenon in hospital settings which critical care nurses are particularly exposed to. The aim of this study was to research abuse against Critical Care Nurses in five European countries, and its association with and impact on Healthy Work Environments. Methods: This was a multinational cross-sectional study. The 1,183 participants were nurses working in intensive care units from five European countries: Croatia, Cyprus, Poland, Spain, and Romania. The participants were selected by the convenience sampling method from 1 January 2021 to April 2022. Results: Of 1,033 critical care nurses who answered questions about abuse, 646 reported at least one incident in the previous year. The highest number of incidents came from patients (2,050), followed by another nurse (1,453) and physicians (1,039). Conclusion: Although nurses in ICUs are aware that a healthy working environment benefits them in their daily work, most of them still face some form of abuse. Organizations must take a realistic approach to prevent abuse and to educate nurses and nurse managers by implementing standards for healthy work environments. [ABSTRACT FROM AUTHOR]

Background: Workplace violence is a global public health issue and a major occupational hazard cross borders and environments. Nurses are the primary victims of workplace violence due to their frontline roles and continuous interactions. Objective: The present study aimed to investigate the status of workplace violence, turnover intention, compassion fatigue, and psychological resilience among Chinese nurses, and explore the mediating role of compassion fatigue and the moderating role of psychological resilience on relationship between workplace violence and turnover intention among Chinese nurses. Method: A cross-sectional study was conducted among a convenience sample of clinical registered nurses from public hospitals in Changsha, Hunan, China. Data was collected through an online questionnaire, which included a demographic information form, the Workplace Violence Scale (WVS), the Turnover Intention Questionnaire (TIQ), the Compassion Fatigue Scale (CF-CN), and the Connor-Davidson Resilience Scale (CD-RISC). Descriptive statistics and correlation analysis were employed to examine the relationships among the main variables. A moderated mediation analysis was further conducted using the PROCESS macro for SPSS (Model 4 and Model 8) to examine the mediating role of compassion fatigue and the moderating role of psychological resilience. Result: The present survey recruited a convenience sample of 1,141 clinical registered nurses, who reported experiencing multiple types of workplace violence during the past year. Correlation analysis revealed significant positive correlations between workplace violence and turnover intention (r = 0.466, P < 0.01) as well as compassion fatigue (r = 0.452, P < 0.01), while negative correlation between workplace violence and psychological resilience (r=-0.414, P < 0.01). Moderated mediation analysis revealed that compassion fatigue mediated, while psychological resilience moderated, the positive relationship between workplace violence and turnover intention (all P < 0.05). Conclusion: This study underscores the mediating effect of compassion fatigue and the moderating role of psychological resilience in the relationship between workplace violence and turnover intention among Chinese nurses. Future efforts should be undertaken to develop effective preventive measures and intervention strategies at individual, organizational, and national levels to mitigate workplace violence and foster supportive work environment. Clinical trial number: Not applicable. [ABSTRACT FROM AUTHOR]

Objective: Workplace violence (WPV) is an important issue in prehospital care, especially for emergency medical technicians (EMTs) who are at increased risk of physical violence due to the nature of their work. This study aimed to shed light on the specific factors that contribute to the underlying causes of physical WPV in the prehospital context through direct experience and insight into the work of EMTs. Methods: Sequential explanatory mixed methods were applied in five western provinces of Iran from 2022 to 2023. In total, 358 EMTs that met the criteria for the quantitative phase were selected using a multi-stage clustering method. In the quantitative phase, the researchers used a questionnaire on workplace violence in the healthcare sector. Based on the results of the quantitative phase, 21 technicians who had experienced physical violence in the past 12 months were invited for in-depth interviews in the qualitative phase. Results: The average age of the EMTs was 33.96 ± 6.86 years, with an average work experience of 10.57 ± 6.80 years. More than half (53.6%) of the staff worked 24-hour shifts. In addition, most EMTs were located in urban bases (50.3%), and 78 (21.8%) reported having experienced physical violence. No significant correlations were found between the demographic characteristics of the technicians and the frequency of physical violence, except base location in the last 6 months. The qualitative study also created one theme (the complexity of WPV in the prehospital setting), four categories, and ten subcategories. Conclusion: The study's results emphasize the need for comprehensive WPV factors in the prehospital setting. These factors can lead to identifying and improving strategies such as organizational support, improving communication and collaboration between responders, and training in de-escalation techniques. In addition, it is crucial to address the root causes of WPV such as poverty and lack of education in the community to create a safer and more supportive environment for patients and staff. [ABSTRACT FROM AUTHOR]

Client violence towards social workers is a phenomenon with serious consequences that affect the professional, service and organisation. However, it is not known what effect such violence has on each. A systematic review of 26 studies found that the consequences have an impact on the social worker, the service and the organisation. In particular, it affects the health of the social worker, the professional relationship the professional relationship with the client and organisational functioning. It is stressed that prevention measures should be holistic and comprehensive to reduce violence, focusing on actions involving the professional and influencing organisational and contextual policies. [ABSTRACT FROM AUTHOR]

OBJECTIVE: The aim of this study was to understand newer nurses' perception and expectations of theirwork environment, professional and institutional satisfaction, andmotivating/decision-making factors around nursing and intent to leave their positions. BACKGROUND: Studies have shown newly graduated nurses face many challenges transitioning from a student to an independently practicing nurse. The COVID pandemic complicated this transition and created new stressors resulting in discouragement and turnover for newer nurses. METHODS: This study used a qualitative approach through purposive sampling, semistructured qualitative interviews, and content analytic techniques. Transitional Shock Theory was used as the theoretical framework. RESULTS: Four themes emerged from the study: 1) confronting the reality; 2) betrayal/mistrust; 3) relational integrity; and 4) enablers of clinical competence. CONCLUSIONS: The findings will help nurse leaders understand the importance of organizational-level supports to improve the transition of newer nurses in typical periods and in times of additional stress. [ABSTRACT FROM AUTHOR]

Work-related violence exposure has been identified as one of the risk factors for social workers' turnover intention, but little is known about its underlying mechanisms. This study aims to distinguish compassion satisfaction and compassion fatigue from a dual perspective and investigate the mediating effects of these two co-existing constructs in the relationship between work-related violence exposure and turnover intention. A sample of 1023 Chinese social workers in H city, China (mean age = 36.24 years, SD = 7.11) is obtained by multistage cluster random sampling. Findings demonstrate that the relationship between work-related violence exposure and turnover intention is partially mediated by compassion satisfaction (b = 0.023, 95% CI [0.007, 0.045]) and compassion fatigue (b = 0.139, 95% CI [0.093, 0.187]). The present study clarifies two influencing paths between work-related violence exposure and turnover intention, adding knowledge to the social work profession. Practical implications for reducing turnover intention are suggested in the social work setting. Practice Points: Organizations and managers are encouraged to create a safe working environment and establish a monitoring system that can respond sensitively and rapidly to violence. On the organizational level, fostering a compassionate organizational culture is especially encouraged. On the individual level, self-care programs can be introduced and implemented in China to benefit social workers. [ABSTRACT FROM AUTHOR]

Aims: Workplace stress can negatively impact healthcare providers' professionalism and quality of care. One source of workplace stress is the experience of workplace mistreatment. Drawing on the Job Demands‐Resources theory, this study aimed to (a) investigate the impact of mistreatment frequency experienced by healthcare workers from insider sources (i.e. co‐workers, supervisors) and outsider sources (i.e. patients, visitors) on affective ill‐being and (b) the potential moderating role of trait resilience and trait self‐efficacy, as personal resources, in the mistreatment–ill‐being relationship. Design: Lagged design. Methods: We collected data from 153 Irish healthcare workers between January 2018 and June 2019 via three surveys, separated by 1‐week intervals. Personal resources were measured at Time 1, frequency of mistreatment from the two sources was assessed at Time 2 and affective ill‐being was assessed at Time 3. We used moderated regression analyses to evaluate the association of mistreatment frequency from the two sources and affective ill‐being and the moderating effect of personal resources. Results: Only insider mistreatment frequency was positively related to affective ill‐being. Furthermore, the positive impact of insider mistreatment on affective ill‐being was moderated by self‐efficacy (but not by trait resilience). In contrast to our expectations, the relationship was stronger at high levels compared to low levels of self‐efficacy. Conclusion: Mistreatment from co‐workers and supervisors is linked to higher levels of affective ill‐being. Additionally, healthcare workers with high self‐efficacy were more vulnerable to the negative consequences of co‐worker and supervisor mistreatment as it impacted their affective ill‐being. Impact: These findings extend the literature on workplace mistreatment by integrating insider and outsider perpetrators of mistreatment and examining their differential impact on the employees' affective ill‐being. It also highlights mistreatment from organizational insiders as a significant factor in the relationship between mistreatment and affective ill‐being. Patient or Public Contribution: No patient or public contribution. What Does this Paper Contribute to the Wider Global Community?: The findings underscore the detrimental impact of workplace mistreatment on the well‐being of healthcare professionals.The study findings of higher frequency of insider mistreatment being associated with increased affective ill‐being call for action, with line managers and supervisors being critical to achieving respective changes in healthcare workers' environment.The findings have implications for policymakers interested in developing a framework to support healthcare professionals in addressing workplace mistreatment, enabling them to effectively fulfil their role as care providers. [ABSTRACT FROM AUTHOR]

This study aims to analyze how gay Brazilian professors experience heterosexist harassment and the implications of this type of violence for the interpersonal relationships of these professors and for the teaching‐learning process in the academic environment. To this end, we conducted an exploratory study with a qualitative approach. The data were collected through an online survey using the Google Forms platform based on cases reported by 13 gay Brazilian professors working in a technological or higher education institution at the time of the harassment. Our data suggest that most respondents suffered heterosexist harassment in the workplace with violence being more explicit when the professor is more effeminate. Furthermore, we found that the naturalization of games considered harmless and homophobic jokes in the workplace can compromise the fight against heterosexist harassment in organizations. As a result, respondents report behavioral and workplace changes to fit into social norms and to be socially accepted, physical and psychological problems, professional and interpersonal relationships, adversely affecting educational experiences. [ABSTRACT FROM AUTHOR]

Objective: This study used social dominance theory and the jobs demands–resources model to (a) examine child protective services (CPS) workers' trajectories of client violence, including yelling, threats, and physical violence over job tenure and (b) assess how demographic characteristics and job attributes contributed to the trajectories. Method: Using data from a longitudinal study of newly hired CPS workers (n = 837–859 depending on outcome), we examined trajectories of client violence from 6 months to 3.5 years. Multilevel mixed effect logistic regression was used to examine how demographic variables and time-lagged job attribute predictors (e.g., caseload characteristics, time pressure, role demands) contributed to the occurrence of client violence over time. Results: Over the study period, the experience of being yelled at declined from 80% to 64%. Being threatened declined from nearly 48% to nearly 39%, while physical violence did not change. Younger and White workers as well as women generally experienced higher rates of nonphysical violence. Caseload difficulty, role demands, and time pressure related to higher rates of nonphysical violence, while organizational supports were not significant. Physical violence occurred sporadically; time pressure was the only significant variable. The influence of job attributes on each form of violence did not change over time. Conclusions: The high rates of nonphysical violence, particularly during early tenure, suggest the need for providing vulnerable workers the skills to assess for and manage client violence. When violence occurs, developing responsive protocols for CPS workers at all levels can nourish a culture of safety thereby reducing future incidents. [ABSTRACT FROM AUTHOR]

Background and Purpose: Brain drain, also known as "human capital flight," refers to the migration of employees such as nurses from developing countries to wealthier countries for better living conditions. There is a dearth of literature internationally about the determinants and factors influencing nurses' brain drain using a standardized instrument. This study aimed to assess the psychometric properties of the brain drain questionnaire (BDQ). Methods: This methodological study was conducted with 325 Egyptian nurses who were recruited to answer the BDQ. The psychometric properties were examined. Results: The final BDQ contained 59 items. The coefficient α, content validity index, and intraclass correlation coefficient were 0.979, 0.88, and 0.778, respectively. Confirmatory factor analysis and convergent validity also validated the BDQ. Conclusion: The BDQ has acceptable reliability and validity among nurses and the potential to be clinically useful. Future cross-validation research across sectors and nations is recommended to optimize its utility. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to explore the determinants of needle stick injuries (NSIs) suffering in terms of occupational health and safety (OHS) coverage critically for health-care workers' rights in Pakistan. Design/methodology/approach: This is a qualitative study involving the designing of a questionnaire followed by the World Health Organization's NSI prevention assessment tool and nationally published reports covering health-care workers' OHS rights protection. A total of 17 public and private hospitals were surveyed with a two-stage sampling method. Descriptive and inferential statistics (one-way analysis of variance with multiple comparison tests) were applied and significant results were discussed (p = 0.05 & p = 0.01). The results were discussed critically in the context of the OHS rights of health-care workers. Findings: Analysis revealed the following significant relationships: job type and safety behavior; age group of health-care workers and safety management; injection usage per day and safety behavior; past year's needle sticks injuries cases with safety behavior and occupational exposure; work shift and work experience with safety knowledge, safety awareness and work experience with safety management. It was also found there is no specific OHS law in the country for health-care workers. Research limitations/implications: This study is limited in terms of sampling size and quantification of NSI burden among health-care workers. Practical implications: Improved OHS management practices among health-care workers can control NSIs that ultimately ensure their workplace OHS rights. Health-care workers need OHS coverage in terms of awareness about potential workplace hazards and job training accordingly. Findings from extensive studies of a similar kind can give useful policy directions for workplace health management in health-care setup at the national level. Originality/value: This study highlights the importance of OHS coverage for health-care workers in hospitals. It reports different determinants of NSIs suffering causing health-care worker's rights violations at the workplace in Pakistan. [ABSTRACT FROM AUTHOR]