Workplace bullying in nursing: Towards a more critical organisation perspective

University of Western [corrected] Sydney, Australia.
Nursing Inquiry (Impact Factor: 1.44). 07/2006; 13(2). DOI: 10.1111/j.1440-1800.2006.00314.x
Source: OAI


Workplace bullying is a significant issue confronting the nursing profession. Bullying in nursing is frequently described in terms of 'oppressed group' behaviour or 'horizontal violence'. It is proposed that the use of 'oppressed group' behaviour theory has fostered only a partial understanding of the phenomenon in nursing. It is suggested that the continued use of 'oppressed group' behaviour as the major means for understanding bullying in nursing places a flawed emphasis on bullying as a phenomenon that exists only among nurses, rather than considering it within the broader organisational context. The work of Foucault and the 'circuits of power' model proposed by Clegg are used to provide an alternative understanding of the operation of power within organisations and therefore another way to conceive bullying in the nursing workforce.

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Available from: Lesley Wilkes, Oct 02, 2015
    • "Foucauldian understandings of institutional discourses apply an analysis of power as invisible and diffuse, working both positively and negatively through social networks (Foucault 1977; Hutchinson, Vickers, Jackson and Wilkes 2006). Central to Foucault's (1977) theory of disciplinary power is the notion of the panopticon, the all-seeing eye of authority, which imposes a sense of surveillance. "
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    ABSTRACT: South African nursing remains a largely feminised and devalued profession, further undermined by the popular construction of nurses as indifferent and the healthcare systems as hindered by multiple challenges. Over the last 20 years of democracy, multiple efforts have been made at the level of policy, practice and knowledge production to address the challenges of the primary healthcare sector where nurses are such central role players. There are clearly resource challenges in South Africa which may undermine caring practices; however, this article also foregrounds the dominant discourses that shape international and local nursing, and which arguably mitigate against care that is democratic, socially responsive and sensitive to the diverse care needs of communities and individuals. Drawing on Tronto’s political ethics of care and on Foucauldian frameworks, the paper analyses the processes currently shaping the experience of nurses and practices of care. Key themes are the hierarchical, regulatory framework of surveillance in nursing, the dominance of biomedical discourse and the mechanistic framework that fragments nursing practice. These aspects not only disempower nurses and deny them recognition but, together with institutional disregard for the need for self-care, also reproduce a system that is inherently unable to provide humane healthcare.
    10/2014; 45(3):34–52. DOI:10.1080/21528586.2014.945948
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    • "As a socially constructed concept, research on workplace bullying has been primarily concerned with exploring perceptions of bullying and deriving consensus on the nature of behaviours involved. There is general agreement that workplace bullying involves repeated and cumulative harmful interpersonal behaviours, which are often subtle and embedded in workplace relations and processes (Einarsen 2000; Hutchinson et al. 2006, 2010a). Workplace bullying harms the individual targeted and also has a flow-on effect on the well-being of those who witness the behaviour (Jackson, Clare and Mannix 2002). "
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    ABSTRACT: Health-care and public sector institutions are high-risk settings for workplace bullying. Despite growing acknowledgement of the scale and consequence of this pervasive problem, there has been little critical examination of the institutional power dynamics that enable bullying. In the aftermath of large-scale failures in care standards in public sector healthcare institutions, which were characterised by managerial bullying, attention to the nexus between bullying, power and institutional failures is warranted. In this study, employing Foucault's framework of power, we illuminate bullying as a feature of structures of power and knowledge in public sector institutions. Our analysis draws upon the experiences of a large sample (n = 3345) of workers in Australian public sector agencies – the type with which most nurses in the public setting will be familiar. In foregrounding these power dynamics, we provide further insight into how cultures that are antithetical to institutional missions can arise and seek to broaden the debate on the dynamics of care failures within public sector institutions. Understanding the practices of power in public sector institutions, particularly in the context of ongoing reform, has important implications for nursing.
    Nursing Inquiry 08/2014; 22(1). DOI:10.1111/nin.12077 · 1.44 Impact Factor
    • "It should be noted that workplace bullying is an inevitable reality of workplace in today's world, especially in the nursing profession.[70] Nurses form an important part of the healthcare system, just like physicians, radiologists, midwives, and accountants of a hospital. "
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    ABSTRACT: Background: Workplace bullying is a significant issue confronting the nursing profession both in Iran and internationally. This study examined workplace bullying among a group of Iranian nurses. Materials and Methods: The prevalence rate of bullying behavior among nurses was determined. Data were collected from 162 nurses who worked in four hospitals located in West Azerbaijan province, Iran. Results: Results showed that only 9% of nurses who participated in this study had frequently been exposed to bullying behavior, 22% had occasionally been bullied, and 69% had never been exposed to these behaviors during the last year. The most common type of workplace bullying experienced by nurses was verbal bullying. Forty percent of the nurses reported exposure to verbal bullying behavior frequently or occasionally. Conclusions: To be able to intervene with bullying behavior in the workplace, there is a need to pay greater attention to the problem by the entire range of managers, lawyers, industrial–organizational psychologists, counselors, social workers, and local authorities.
    Iranian journal of nursing and midwifery research 07/2014; 19(4):409-15.
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