Article

Identifying and addressing bullying in nursing.

School of Nursing & Midwifery, University of Western Sydney, Sydney, NSW, 1797, Australia.
Issues in Mental Health Nursing 05/2010; 31(5):331-5. DOI: 10.3109/01612840903308531
Source: PubMed

ABSTRACT Bullying activities can be overt and intimidating or comparatively invisible to others. Nurses who work in a culture of bullying may experience job dissatisfaction and physiological and psychological consequences. Failure to adhere to professional responsibilities and engage in acceptable interpersonal behaviours sets the scene for unhealthy workplaces. Bullying is also costly to organisations due to increased leave and nurse attrition and decreased nurse productivity, satisfaction, and morale. This review provides an overview of bullying, how this impacts on nursing staff, and ways to reduce bullying incidents to cultivate a more positive work environment.

3 Followers
 · 
81 Views
  • [Show abstract] [Hide abstract]
    ABSTRACT: AimTo identify discourses used by hospital nursing unit managers to characterize workplace bullying, and their roles and responsibilities in workplace bullying management.Background Nurses around the world have reported being the targets of bullying. These nurses often report that their managers do not effectively help them resolve the issue. There is scant research that examines this topic from the perspective of managers.Methods This was a descriptive, qualitative study. Interviews were conducted with hospital nursing unit managers who were recruited via purposive and snowball sampling. Data were analyzed using Willig's Foucauldian discourse analysis.ResultsManagers characterized bullying as an interpersonal issue involving the target and the perpetrator, as an intrapersonal issue attributable to characteristics of the perpetrator, or as an ambiguous situation. For interpersonal bullying, managers described supporting target's efforts to end bullying; for intrapersonal bullying, they described taking primary responsibility; and for ambiguous situations, they described several actions, including doing nothing.Conclusion Managers have different responses to different categories of bullying. Efforts need to be made to make sure they are correctly identifying and appropriately responding to incidents of workplace bullying.
    Nursing Forum 02/2015; DOI:10.1111/nuf.12116
  • Source
    [Show abstract] [Hide abstract]
    ABSTRACT: Paper Felice Loi, Karl Marlowe, Dominic McLernon-Johnson Millharbour PICU, Tower Hamlets Centre for Mental Health, Mile End Hospital, London, UK Perspective: PracticeKeywords: Broset Violence Checklist; seclusion; violence; psychiatry Abstract Background. Violence is common on acute psychiatric wards. Although seclusion is usually employed as last resort treatment to contain high risky behaviors, its implementation is clouded with uncertainty due to the lack of pragmatic psychometric tools. The Broset Violence Checklist (BVC) is a reliable and validated instrument to predict imminent violence, it is not used to assess the appropriateness of the use of seclusion. Methods. Developed an 8-item modified version of the BVC, the East London Modified-Broset (ELM-Broset). It was retrospectively analyzed for its sensitivity and specificity with regards to secluding high-risky psychiatric inpatients (n = 43; incident n = 313), and to compare it to the BVC for the same inpatient group. Data analyses were carried out using logistic regression and ROC Curves. Results. The ELM-Broset showed good accuracy in predicting the use of seclusion with a sensitivity: 88.2%; specificity: 76.3%; AUC = 0.88; p <0.000; 95% C.I. [0.83, 0.94]; as compared to the predictive value of the standard BVC: sensitivity 82%; specificity: 55%; AUC = 0.74; p = 0.000; 95% C.I. [0.66; 0.82]. Pairwise comparison of the ROC curves showed a statistically significant difference: Δ = 0.148; SE: 0.022; p < 0.0001; 95% C.I. [0.10, 0.19]; with large effect size: Z = 6.63. Conclusions. The ELM-Broset is a sensitive and specific psychometric instrument which can be used to guide the decision-making process when implementing seclusion for high risk psychiatric inpatients.
    Fourth International Conference on Violence in the Health Sector Towards safety, security and wellbeing for all, pp 304 - 309; 10/2014
  • Source
    [Show abstract] [Hide abstract]
    ABSTRACT: With the explosion of bullying in the workplace over the last several years, and the recent increase in cases of bullying in the nursing profession, it is important to understand the ethical and legal issues associated with these behaviors. The nursing profession has enjoyed more than a decade of recognition as the most ethical profession. Indeed, the profession is guided by detailed codes of ethics that provide a foundation for the extraordinary moral character expected for nurses. Yet, despite these clear ethical expectations, there are nurses who have engaged in bullying behaviors targeting their subordinates as well as their peers. In addition to ethical codes, there are laws that are violated when individuals engage in bullying behaviors in any workplace. This article explores the ethical and legal factors associated with bullying in nursing and suggests that education about the issues should be initiated to eliminate these destructive behaviors.
    Journal of Nursing Law 04/2012; 15(1):9-13. DOI:10.1891/1073-7472.15.1.9