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
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.
Available from: Margaretha Strandmark
- "Some employees were disappointed to notice that upper management did not appear engaged in the problems of the workplace. It may be that upper managers had not discovered the economic advantages of preventing and combatting bullying  , and did not think it was necessary to participate in the lecture and the training. The researchers informed managerial leadership about the project and the findings on three occasions. "
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ABSTRACT: Our objective was to develop and implement an intervention program in collaboration with workplace personnel, to evaluate the process as a vehicle to prevent and combat bullying.
The project emanates from a community-based participatory approach. We obtained data from individual and focus group interviews. We used grounded theory methodology, and made a comparative analysis before and after the intervention.
Focus group interviews at the three first meetings indicated that those best positioned to prevent and combat bullying were the immediate supervisors, in collaboration with co-workers and upper management. The goal of zero tolerance toward bullying can be achieved if all concerned work together, using a humanistic value system, an open workplace atmosphere, group collaboration and conflict resolution. We developed an intervention, including lecturers and reflection groups, which ultimately resulted in an action plan. Focus group interviews at the fourth meeting, after the implementation, showed that employees were then more aware of bullying problems; the atmosphere at the workplace improved; the collaboration between and within the group was stronger; and the supervisor worked continuously to prevent and combat bullying, using the humanistic values suggested. We propose additional systematic work to implement our action plan and a conflict resolution system. CONCLUSIONS THE ANTI-BULLYING PROGRAM IMPLEMENTATION IN THE WORKPLACE ACHIEVED SOME SUCCESS, BUT THE INTERVENTION PROCESS IS ONGOING:
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- "Similarly, young nurses may face greater bullying than old nurses (Vessey et al., 2009; Yildirim, 2009). A rite of passage , where new graduates are tested and pranked by senior nurses, is a form of hazing but is often viewed as a cultural norm (Center, 2011; Cleary et al., 2010; Johnson, 2011; Laschinger et al., 2010; Rosenstein & O'Daniel, 2008; Vessey et al., 2009). Higher prevalence of bullying behaviors may exist at the primary hospital than at the orthopedic or women's and children's hospitals because it is a trauma center and has multiple ICUs, multiple service lines, and multiple surgical units (Rosenstein & O'Daniel, 2008; Vessey et al., 2009). "
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ABSTRACT: AIM:: The aim of this article is to examine the relationship between three types of bullying (person-related, work-related, and physically intimidating) with two types of outcomes (psychological/behavioral responses of nurses and medical errors). In addition, it investigates if the three types of bullying behaviors vary with age or gender of nurses and if the extent of bullying varies across different facilities in an institution.
Nurses play an integral role in achieving safe and effective health care. To ensure nurses are functioning at their optimal level, health care organizations need to reduce negative components that impact nurses' job performance and their mental and physical health. Mitigating bullying from the workplace may be necessary to create and maintain a high-performing, caring, and safe hospital culture.
Using an internal e-mail system, an e-mail requesting the participants to complete the questionnaire on Survey Monkey was sent to a sample of 1,078 nurses employed across three facilities at a university hospital system in Midwest. Two hundred forty-one completed questionnaires were received with a response rate of 23%. Bullying was measured utilizing the Negative Acts Questionnaire-Revised (NAQ-R). Outcomes (psychological/behavioral responses of nurses and medical errors) were measured using Rosenstein and O'Daniel's (2008) modified scales.
Person-related bullying showed significant positive relationships with psychological/behavioral responses and medical errors. Work-related bullying showed a significant positive relationship with psychological/behavioral responses, but not with medical errors. Physically intimidating bullying did not show a significant relationship to either outcome. Whereas person-related bullying was found to be negatively associated with age of nurses, physically intimidating bullying was positively associated with age. Male nurses experienced higher work-related bullying than female nurses.
Findings from this study suggest that bullying behaviors exist and affect psychological/behavioral responses of nurses such as stress and anxiety and medical errors. Health care organizations should identify bullying behaviors and implement bullying prevention strategies to reduce those behaviors and the adverse effects that they may have on psychological/behavioral responses of nurses and medical errors.
Available from: Susan B Matt
- "Bullying is known by many names; aggression, incivility , mobbing, horizontal or lateral violence, and intimidation are some of the terms found in the literature (Anderson, 2011; Cleary, et al., 2010; Kolanko et al., 2006). Behaviors may be covert or overt, ranging from denying coworkers access to resources or refusing to respond to questions, to outright public humiliation or spreading rumors about a coworker via e-mail (Cleary et al., 2010). These behaviors within the nursing context may negatively impact patient care, whether directly or indirectly. "
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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.
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