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Quinn B. How to manage being bullied as a nurse leader. Nurs Manag (Harrow) 2024; 31:17-21. [PMID: 38887045 DOI: 10.7748/nm.2024.e2129] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 04/04/2024] [Indexed: 06/20/2024]
Abstract
RATIONALE AND KEY POINTS Bullying has existed in health and social care organisations for many years. Although researchers have examined the effects of bullying on nurses and nursing students, there has been too little focus on bullying behaviours inflicted directly or indirectly on nurse leaders and managers. This article provides concise and practical guidance for nurses in leadership or management roles on how to identify and manage bullying behaviours directed at themselves. • Overt or covert bullying in nursing can happen at every level of the organisation. • Bullying negatively affects practice, teamwork, staff morale and patient care. • Identifying bullying is the first step in addressing unacceptable behaviours. • Admitting that you may be being bullied and seeking support to manage bullying is a hallmark of an effective nurse leader. REFLECTIVE ACTIVITY: 'How to' articles can help to update your practice and ensure it remains evidence-based. Apply this article to your practice. Reflect on and write a short account of: • How this article might improve your practice when managing being bullied as a nurse leader. • How you could use this information to educate your peers about managing being bullied as a nurse leader.
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Affiliation(s)
- Barry Quinn
- cancer and palliative care, School of Nursing and Midwifery, Queen's University, Belfast, Belfast, Northern Ireland
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Trépanier SG, Peterson C, Fernet C, Austin S. How tyrannical leadership relates to workplace bullying and turnover intention over time: The role of coworker support. Scand J Psychol 2024; 65:469-478. [PMID: 38140777 DOI: 10.1111/sjop.12982] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/24/2022] [Revised: 09/28/2023] [Accepted: 10/23/2023] [Indexed: 12/24/2023]
Abstract
INTRODUCTION In light of the deleterious consequences associated with workplace bullying, it is important to identify the work-related factors that can contribute to the presence of bullying behaviors over time. Up to now, most research on the topic has investigated job characteristics (presence of job demands, absence of job resources) as contributing factors of workplace bullying. Given the key role leadership plays in shaping employees' work environment, this study aims to better understand how harmful forms of leadership relate to bullying behaviors over time and, subsequently, to employee functioning. METHODS More specifically, this longitudinal study (two data collections over a 3-month period) conducted among a sample of Canadian employees (T1 n = 600, T2 n = 422) assesses the temporal relationship between tyrannical leadership, exposure to bullying behaviors, and turnover intention, as well as the moderating role of perceived coworker support in the relationship between tyrannical leadership and bullying behaviors. RESULTS Results from cross-lagged analyses show that, controlling for baseline effects, T1 tyrannical leadership positively predicts T2 exposure to bullying behaviors and that T1 bullying behaviors positively predict T2 turnover intention. T1 coworker support did not significantly buffer the relationship between T1 tyrannical leadership and T2 exposure to bullying behaviors, although it did significantly predict, negatively so, T2 turnover intention. CONCLUSION The present study provides valuable insight into the social contextual determinants of bullying behaviors and highlights the destructive nature of tyrannical leadership. Furthermore, this study illustrates the importance of fostering supportive behaviors between colleagues, as this important social resource can play a key role in reducing turnover intention over time.
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Affiliation(s)
- Sarah-Geneviève Trépanier
- Department of Human Resources Management, Business School, Université du Québec à Trois-Rivières, Quebec, Canada
| | - Clayton Peterson
- Department of Philosophy and Arts, Université du Québec à Trois-Rivières, Quebec, Canada
| | - Claude Fernet
- Department of Human Resources Management, Business School, Université du Québec à Trois-Rivières, Quebec, Canada
| | - Stéphanie Austin
- Department of Human Resources Management, Business School, Université du Québec à Trois-Rivières, Quebec, Canada
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Nishimura Y, Matsumoto S, Sasaki T, Kubo T. Impacts of workplace verbal aggression classified via text mining on workers' mental health. Occup Med (Lond) 2024; 74:186-192. [PMID: 38346110 PMCID: PMC10990467 DOI: 10.1093/occmed/kqae009] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 04/05/2024] Open
Abstract
BACKGROUND Exposure to workplace aggression adversely affects workers' health; however, little is known regarding the impact of specific types of verbal content. AIMS We aimed to examine the relationship between exposure to several types of aggressive words at work and the victim's depressive symptoms and sleep disturbance using text mining. METHODS We conducted a longitudinal survey with 800 workers in wholesale and retail companies; of which, 500 responded to the follow-up survey. The Centre for Epidemiologic Studies-Depression Scale and Pittsburgh Sleep Quality Index were filled out by the participants, and their responses were analysed by logistic regression to evaluate the risk of depression or sleep problems. We collected exact aggressive words encountered at work over the past year as a dependent variable and classified it into four types using text mining, such as words criticizing one's performance. RESULTS The follow-up rate was 63%. Exposure to words threatening one's life showed a significant relationship with the risk of depression (odds ratio [OR] = 13.94, 95% confidence interval [CI] = 1.76-110.56). The exposure to words criticizing one's job performance is significantly related to the risk of sleep disturbance (OR = 5.56, 95% CI = 2.08-14.88). CONCLUSIONS These findings suggest that different contents of verbal aggression can have different impacts on workers' health. This indicates that not only overtly threatening and abusive language but also words related to one's performance can be a risk factor for workers, depending on how they are delivered. To mitigate the adverse effects, promoting effective communication and cultivating psychological detachment from work may be beneficial.
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Affiliation(s)
- Y Nishimura
- Occupational Stress and Health Management Research Group, National Institute of Occupational Safety and Health, Kawasaki, Japan
| | - S Matsumoto
- Occupational Stress and Health Management Research Group, National Institute of Occupational Safety and Health, Kawasaki, Japan
| | - T Sasaki
- Occupational Stress and Health Management Research Group, National Institute of Occupational Safety and Health, Kawasaki, Japan
| | - T Kubo
- Occupational Stress and Health Management Research Group, National Institute of Occupational Safety and Health, Kawasaki, Japan
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Vara-Horna AA, Díaz-Rosillo A, Asencios-Gonzalez Z, Quipuzco-Chicata L. Direct and indirect effects of workplace sexual harassment on the productivity of victims and witnesses: The preventive role of equitable management. Heliyon 2023; 9:e21096. [PMID: 37920480 PMCID: PMC10618782 DOI: 10.1016/j.heliyon.2023.e21096] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/03/2023] [Revised: 10/12/2023] [Accepted: 10/16/2023] [Indexed: 11/04/2023] Open
Abstract
This research demonstrates the impact of equitable management as a protective factor against workplace sexual harassment (WSH) and its consequences on labor productivity. It also shows that there are invisible costs for colleagues who witness WSH, through counterproductive behaviors, such as sabotage or production deviance, with an indirect decrease in labor productivity. We used a structured questionnaire that was answered by 827 women from 37 small, medium, and large private companies in the Lima Metropolitan Area, Peru. We designed a conceptual model and tested it using structural covariance equations. The results indicate that 33.5 % of women have been sexually harassed over the last 12 months, an average of 6.6 times, while 18.9 % of women have supported co-workers who were victims of WSH. Being sexually harassed at work decreases labor productivity by 43.1 % and increases the intention to desert the company by 15.2 %. Witnessing WSH increases the intention to drop out by 11.3 % and increases counterproductive behaviors by 39.6 %. We found that equitable management is a preventative factor for WSH. Equitable management not only decreases the probability of the occurrence of WSH by 2.2 times but also-if it exists-reduces its pernicious impact on productivity through various indirect effects. Equitable management can reduce the labor productivity costs caused by WSH by 4.6 times.
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Affiliation(s)
- Arístides A. Vara-Horna
- Faculty of Administrative Sciences and Human Resources San Martín de Porres University, Peru
| | - Alberto Díaz-Rosillo
- Faculty of Administrative Sciences and Human Resources San Martín de Porres University, Peru
| | - Zaida Asencios-Gonzalez
- Faculty of Administrative Sciences and Human Resources San Martín de Porres University, Peru
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Jung S, Lee HJ, Lee MY, Kim ES, Jeon SW, Shin DW, Shin YC, Oh KS, Kim MK, Cho SJ. Gender Differences in the Association between Workplace Bullying and Depression among Korean Employees. Brain Sci 2023; 13:1486. [PMID: 37891853 PMCID: PMC10605423 DOI: 10.3390/brainsci13101486] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/13/2023] [Revised: 10/16/2023] [Accepted: 10/19/2023] [Indexed: 10/29/2023] Open
Abstract
Workplace bullying is a prevalent issue with a significant impact on employees' mental health. This study aimed to explore the relationship between workplace bullying and the prevalence of depression, with a particular focus on the role of gender. A total of 12,344 Korean employees aged 19-65 years were included in the study. They completed the Center for Epidemiologic Studies Depression Scale (CES-D) and a score of 16 or higher in CES-D indicated depression. The association between workplace bullying and depression was analyzed using logistic regression analyses. The average CES-D scores were higher for both male and female employees who experienced bullying than for those who did not (p < 0.001). The association between the experience of workplace bullying and the prevalence of depression was statistically significant for both genders, with a stronger correlation observed among male employees (p for interaction < 0.001). Organizations are urged to address workplace bullying, particularly for male employees, through the implementation of anti-bullying strategies and policies, as well as the provision of mental health resources and support.
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Affiliation(s)
- Sra Jung
- Department of Psychiatry, Cha University Ilsan Medical Center, Goyang 10223, Republic of Korea;
| | - Hee-Jun Lee
- Department of Psychiatry, Medical Corps of the 6th Marine Brigade, Republic of Korea Navy, Incheon 23103, Republic of Korea;
| | - Mi Yeon Lee
- Department of Biostatistics, Kangbuk Samsung Hospital, Sungkyunkwan University School of Medicine, Seoul 03181, Republic of Korea
| | - Eun Soo Kim
- Department of Psychiatry, Kangbuk Samsung Hospital, Sungkyunkwan University School of Medicine, Seoul 03181, Republic of Korea
| | - Sang-Won Jeon
- Department of Psychiatry, Kangbuk Samsung Hospital, Sungkyunkwan University School of Medicine, Seoul 03181, Republic of Korea
- Workplace Mental Health Institute, Kangbuk Samsung Hospital, Seoul 03181, Republic of Korea
| | - Dong-Won Shin
- Department of Psychiatry, Kangbuk Samsung Hospital, Sungkyunkwan University School of Medicine, Seoul 03181, Republic of Korea
| | - Young-Chul Shin
- Department of Psychiatry, Kangbuk Samsung Hospital, Sungkyunkwan University School of Medicine, Seoul 03181, Republic of Korea
- Workplace Mental Health Institute, Kangbuk Samsung Hospital, Seoul 03181, Republic of Korea
| | - Kang-Seob Oh
- Department of Psychiatry, Kangbuk Samsung Hospital, Sungkyunkwan University School of Medicine, Seoul 03181, Republic of Korea
| | - Min-Kyoung Kim
- Department of Psychiatry, Cha University Ilsan Medical Center, Goyang 10223, Republic of Korea;
| | - Sung Joon Cho
- Department of Psychiatry, Kangbuk Samsung Hospital, Sungkyunkwan University School of Medicine, Seoul 03181, Republic of Korea
- Workplace Mental Health Institute, Kangbuk Samsung Hospital, Seoul 03181, Republic of Korea
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Fida R, Watson D, Ghezzi V, Barbaranelli C, Ronchetti M, Di Tecco C. Is Gender an Antecedent to Workplace Stressors? A Systematic Review and an Empirical Study Using a Person-Centred Approach. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:ijerph20085541. [PMID: 37107823 PMCID: PMC10139098 DOI: 10.3390/ijerph20085541] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 02/24/2023] [Revised: 04/03/2023] [Accepted: 04/04/2023] [Indexed: 05/11/2023]
Abstract
OBJECTIVE Work is a key domain of life in which gender inequality can manifest, yet gender is rarely the explicit focus of research seeking to understand exposure to stressors. We investigated this research gap in two studies. METHODS Study 1 was a systematic review of the relationship between gender and key stressors (e.g., high demands, poor support, lack of clarity and control). From a total of 13,376,130 papers met our inclusion criteria. Study 2 was a cross-sectional study that included 11,289 employees nested within 71 public organisations (50.6% men). Through a latent profile analysis, we investigated the profiles of stressors separately from men and women. RESULTS The systematic review revealed that, for all stressors, a significant proportion of studies found no significant gender differences, and the review found mixed evidence of greater exposure for both men and women. The results of Study 2 revealed that both genders could be optimally represented by three psychosocial risk profiles reflecting medium, low and high stressors. The results also showed that while the shape of profiles was similar for both genders, men had a higher probability than women of being in the virtuous (i.e., low stressors) profile, and the opposite pattern emerged for the average profile (i.e., medium levels of stressors). Men and women displayed the same likelihood of being classified in the at-risk profile (i.e., high levels of stressors). CONCLUSION Gender differences in exposure to stressors are inconsistent. Although the literature on gender role theory and the gendering of work suggests different exposures to stressors in men and women, we find little empirical support for this.
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Affiliation(s)
- Roberta Fida
- Norwich Business School, University of East Anglia, Norwich NR4 7TJ, UK
| | - David Watson
- Norwich Business School, University of East Anglia, Norwich NR4 7TJ, UK
| | - Valerio Ghezzi
- Department of Psychology, Sapienza University of Rome, 00185 Rome, Italy
| | - Claudio Barbaranelli
- Department of Psychology, Sapienza University of Rome, 00185 Rome, Italy
- Correspondence:
| | - Matteo Ronchetti
- Department of Occupational and Environmental Medicine, Epidemiology and Hygiene, Italian Workers’ Compensation Authority (INAIL), Monte Porzio Catone, 00078 Rome, Italy
| | - Cristina Di Tecco
- Department of Occupational and Environmental Medicine, Epidemiology and Hygiene, Italian Workers’ Compensation Authority (INAIL), Monte Porzio Catone, 00078 Rome, Italy
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Szusecki T, Konkolÿ Thege B, Stauder A. The prevalence and mental health correlates of exposure to offensive behaviours at work in Hungary: results of a national representative survey. BMC Public Health 2023; 23:78. [PMID: 36631754 PMCID: PMC9832257 DOI: 10.1186/s12889-022-14920-0] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/05/2022] [Accepted: 12/21/2022] [Indexed: 01/13/2023] Open
Abstract
BACKGROUND Within the last decades, a substantial number of reports have established bullying behaviours as a severe risk to the health and safety of workers. However, in Hungary, the severity of this issue remains largely unknown. Therefore, the current study aimed to 1) determine the prevalence of offensive workplace behaviours in the Hungarian working population and 2) examine the relationship between exposure to these offensive behaviours and certain mental health indicators. METHODS The cross-sectional analyses of the present study are based on a sample of 13,104 active workers being representative of the Hungarian working population according to gender, age, educational level, and 18 occupational sectors. The mid-length version of the Copenhagen Psychosocial Questionnaire II (COPSOQ II) was used to measure workplace offensive behaviours (bullying, sexual harassment, threats of violence, and physical violence) in the 12 months preceding the survey. Examined mental health correlates included depressive symptomatology (Beck Depression Inventory), functional somatic symptoms (PHQ-15), perceived stress (Perceived Stress Scale), and general well-being (WHO Well-being Index). RESULTS Almost half (48.7%) of the sample reported exposure to some form of offensive behaviour; 37.6% of participants reported occasional-, while 11.1% reported weekly or daily exposure. More women than men were exposed to offensive workplace behaviours, and those targeted the most were individuals aged 18-29 and in companies employing 20-49 employees. Top managers reported the lowest amount of bullying, while unskilled labourers reported the most frequent exposure. A moderately strong relationship was discovered between exposure to workplace offensive behaviours and all indicators of mental health. CONCLUSION Workplace bullying was revealed to be a significant public health concern according to this large, representative data set from Hungary. Strategies to reduce the occurrence and impact of these behaviours on employee health should be a priority for occupational health and safety interventions.
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Affiliation(s)
- Tyler Szusecki
- grid.440060.60000 0004 0459 5734Waypoint Research Institute, Waypoint Centre for Mental Health Care, Penetanguishene, ON Canada
| | - Barna Konkolÿ Thege
- grid.440060.60000 0004 0459 5734Waypoint Research Institute, Waypoint Centre for Mental Health Care, Penetanguishene, ON Canada ,grid.17063.330000 0001 2157 2938Department of Psychiatry, University of Toronto, Toronto, ON Canada
| | - Adrienne Stauder
- grid.11804.3c0000 0001 0942 9821Semmelweis University, Institute of Behavioral Sciences, Budapest, Hungary
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Theodorou P, Matzoula C, Maria-Elissavet P, Charalampos P, Thalia B. Investigating Mobbing Syndrome's Incidence in the Working Environment of a Public and a Private Greek Hospital. ADVANCES IN EXPERIMENTAL MEDICINE AND BIOLOGY 2023; 1425:217-227. [PMID: 37581796 DOI: 10.1007/978-3-031-31986-0_21] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 08/16/2023]
Abstract
To investigate the phenomenon of moral harassment (mobbing) as well as the effect of demographic and occupational characteristics of healthcare professionals working in a public provincial general hospital and a private hospital in Athens a cross-sectional survey was designed. The study was conducted from November to December 2021 through the application of the Leymann Inventory of Psychological Terror (LIPT) a widely recognized research tool for the quantitative investigation of ethical harassment in the workplace. 264 fully completed questionnaires were collected out of the 300 that were distributed in both hospitals (response rates: 92% for the public hospital and 83.3% for the private). It was observed that private hospital's employees were morally harassed to a greater extent and for a longer time than the employees of a public hospital. The levels of moral harassment were quite high, indicating the necessity of thorough audit by the management in both hospitals.
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Affiliation(s)
- Panagiotis Theodorou
- School of Social Sciences, Postgraduate Course - Health Care Management, Hellenic Open University, Patra, Greece
| | | | - Psomiadi Maria-Elissavet
- Directory of Operational Preparedness for Public Health Emergencies, Ministry of Health, Athens, Greece
| | | | - Bellali Thalia
- Department of Nursing, International Hellenic University, Thessaloniki, Greece
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Boström M, Österman C. Creating Clarity and Crew Courage: Preventive and Promotive Measures for a Maritime Industry Without Bullying and Harassment. OCCUPATIONAL HEALTH SCIENCE 2022; 6:605-629. [PMID: 36345360 PMCID: PMC9631593 DOI: 10.1007/s41542-022-00129-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 03/05/2022] [Revised: 09/21/2022] [Accepted: 09/26/2022] [Indexed: 11/06/2022]
Abstract
Seafaring shares many characteristics with contemporary working life ashore. However, a major difference is that seafarers can spend up to 12 months aboard a ship that constitutes a work, living and recreational environment. Onboard work includes many stressors that can potentially contribute to workplace bullying and harassment, which in turn can affect safety critical operations. The aim of this study was to identify underlying causes in the organizational and social work environment that can cause workplace bullying and harassment at sea, and to suggest appropriate preventive and promotive strategies and measures. Data were collected mainly through World Café workshops with 56 participants from the Swedish maritime industry. Seafarer occupational health, safety, and wellbeing is largely determined by interdependent factors at micro, meso, and macro levels, where different stakeholders play various roles. Strategies and measures starting at the individual seafarer, and gradually expanding outwards toward the maritime industry are suggested. It is important that a victim of bullying or harassment receives adequate support. Creating crew courage enables employees to both recognize troubling situations and know how to act and respond to a situation. To bridge the gap between policy and practice, the legislative framework needs translating into practical procedures to make sense to the middle manager at the sharp end, with limited knowledge, time, resources, and decision latitude. Future research should evaluate the effectiveness of work environment interventions - what works, for whom, and under which circumstances.
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Affiliation(s)
- Magnus Boström
- Kalmar Maritime Academy, Linnaeus University, SE-391 82, Kalmar, Sweden
| | - Cecilia Österman
- Kalmar Maritime Academy, Linnaeus University, SE-391 82, Kalmar, Sweden
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Tsuno K, Tabuchi T. Risk factors for workplace bullying, severe psychological distress and suicidal ideation during the COVID-19 pandemic among the general working population in Japan: a large-scale cross-sectional study. BMJ Open 2022; 12:e059860. [PMID: 36323475 PMCID: PMC9638740 DOI: 10.1136/bmjopen-2021-059860] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/07/2022] Open
Abstract
OBJECTIVES To investigate the risk factors for workplace bullying and mental health outcomes among workers during the COVID-19 pandemic. DESIGN A cross-sectional study. SETTING A nationwide online survey was conducted from August to September 2020 in Japan. PARTICIPANTS 16 384 workers (men: n=9565; women: n=6789). MAIN OUTCOME VARIABLES Workplace bullying was measured by one item from the Brief Job Stress Questionnaire; severe psychological distress according to the Kessler Psychological Distress Scale (≥13) and suicidal ideation by one item. Prevalence ratios were calculated by modified Poisson regression analyses adjusting for potential confounders such as gender, age, occupational characteristics and a prior history of depression. RESULTS Overall, 15% of workers experienced workplace bullying, 9% had severe psychological distress and 12% had suicidal ideation during the second and third wave of the COVID-19 pandemic in Japan. The results of this study showed men, executives, managers and permanent employees had a higher risk of bullying than women or part-time workers. Increased physical and psychological demands were common risk factors for bullying, severe psychological distress and suicidal ideation. Starting to work from home was a significant predictor for adverse mental health outcomes but a preventive factor against workplace bullying. CONCLUSIONS The results of this study showed different high-risk groups for bullying or mental health during the pandemic. Any intervention to decrease workplace bullying or mental health problems should focus not only on previously reported vulnerable workers but also workers who have experienced a change in work style or job demands.
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Affiliation(s)
- Kanami Tsuno
- School of Health Innovation, Kanagawa University of Human Services, Kawasaki, Kanagawa, Japan
| | - Takahiro Tabuchi
- Osaka International Cancer Institute Cancer Control Center, Osaka, Osaka, Japan
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Otachi JK, Robertson H, Okoli CTC. Factors associated with workplace violence among healthcare workers in an academic medical center. Perspect Psychiatr Care 2022; 58:2383-2393. [PMID: 35388480 DOI: 10.1111/ppc.13072] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 08/30/2021] [Revised: 03/10/2022] [Accepted: 03/13/2022] [Indexed: 12/22/2022] Open
Abstract
PURPOSE We examined demographic, work-related, and behavioral factors associated with witnessing and/or experiencing workplace violence among healthcare workers. DESIGN AND METHODS Utilizing a correlational design, we analyzed the data to determine the associative factors related to workplace violence among the participants. FINDINGS More than half of the participants (54.5%) reported witnessing (23.8%) or experiencing (30.7%) workplace violence. There were significant differences between health provider groups in witnessing or experiencing workplace violence (Χ2 = 41.9[df12], p < 0.0001). Moreover, the experience of workplace violence differed by practice setting (Χ2 = 65.9[df14], p < 0.0001), with highest rates occurring in psychiatric (45.1%) and emergency (44.1%) services. PRACTICE IMPLICATIONS Findings may inform research, policies, and practice interventions to assess risks for workplace violence and implement preventative policies within high-risk professional groups and settings.
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Affiliation(s)
- Janet K Otachi
- NIH HEAL Initiative, Healing Communities Study, Substance Use Priority Research Area, University of Kentucky, Lexington, Kentucky, USA
| | - Heather Robertson
- Mental and Behavioral Health Nursing, Behavioral Health Wellness Environments for Living and Learning (BH WELL), University of Kentucky College of Nursing, Lexington, Kentucky, USA
| | - Chizimuzo T C Okoli
- Behavioral Health Wellness Environments for Living and Learning (BH WELL), University of Kentucky College of Nursing, Lexington, Kentucky, USA
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Un contre tous et tous contre un : étude des agressions groupales au travail et des conditions les favorisant. PSYCHOLOGIE DU TRAVAIL ET DES ORGANISATIONS 2022. [DOI: 10.1016/j.pto.2021.11.001] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
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13
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Stempel CR, Rigotti T. Threatening the Self: The Conditional Indirect Effect of Abusive Supervision on Well-Being. SCANDINAVIAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2022. [DOI: 10.16993/sjwop.124] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022] Open
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Stolz C, Reinhard MA, Ende L. Mean girls, queen bees and iron maidens? Female leadership and accusations of workplace bullying. OPEN PSYCHOLOGY 2022. [DOI: 10.1515/psych-2022-0127] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022] Open
Abstract
Abstract
We examined whether female leaders would be evaluated less favorably compared to male leaders regarding workplace bullying. Previous research has demonstrated that women violating prescriptive gender norms of communality experience backlash, and that female leaders are stereotyped of having a communality deficit. Building on that, we hypothesized (1) more moral outrage against and (2) more intentions to punish a female leader compared to a male leader. We further hypothesized (3) the accusations of workplace bullying against a female leader were going to be judged as more accurate than against a male leader. Further, defendants that stereotypically fit to the crime they are accused of were found to be judged guilty more often. So, we assumed, (4) a suspected bully that is a female leader was going to be judged as less credible, while (2) the suspected victim of a female leader bully was going to be judged as more credible compared to a male leader. Participants (N = 202) read a workplace bullying scenario with a female employee accusing either a female or a male leader of bullying. No effect of gender of suspected bully was found for moral outrage measures, punishment intention judgments, and credibility judgments. Contrary to our predictions, participants found the accusations against the male leader significantly more accurate than against the female leader. Gender and sex-role scores of participants were found to be linked to judgments. Implications for future research are discussed.
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Affiliation(s)
- Celina Stolz
- Department of Psychology , University of Kassel , Germany
| | | | - Luise Ende
- Department of Psychology , University of Kassel , Germany
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Naseem K, Ali M. Impact of work demand constraints on psychological distress through workplace bullying and personality traits: A moderated-mediation model. Front Psychol 2022; 13:965835. [PMID: 36938125 PMCID: PMC10018554 DOI: 10.3389/fpsyg.2022.965835] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/13/2022] [Accepted: 10/24/2022] [Indexed: 03/06/2023] Open
Abstract
Introduction This study addressed the human aspects of sustainable development in organizations by applying work demand resource theory and the main focus of the study is to investigate the negative aspects of workplace bullying on human's mental health. This study investigated how the work demand constraints play a role in increasing psychological distress among employees through the mediation of workplace bullying. This study also considers personality traits that play a role in preventing psychological distress resulting from workplace bullying. Methods The authors collected data by means of a self-administered questionnaire. The questionnaire was distributed among 1000 employees selected using a systematic sampling technique, patronized among three service sectors: the health sector, education sector, and forest department in the city of Lahore in Pakistan. The data was analyzed by employing Partial Least Square Structural Equation Modeling (PLS-SEM) using Smart PLS 3.3.3. Results Results of this study reveal that work demand constraints (WDC) play a significant role in workplace bullying and impact increasing psychological distress. Personality traits play a moderating role between work demand constraints and workplace bullying behavior on the one hand and psychological distress on the other hand; however, openness to experiences was found to have a moderating relationship between work demand constraints and workplace bullying. Meanwhile, agreeableness and openness to experiences were found to have a moderating relationship between work demand constraints (WDC) and psychological distress. Discussion This study also has practical implications for employers, such as providing psychological counseling, personality development training at the workplace etc. The relationship of work demand constraints with psychological distress and workplace bullying through direct and indirect moderating effects of personality traits in Pakistan's service sector are unique contributions of this study.
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Affiliation(s)
- Khalida Naseem
- Faculty of Economics and Management Sciences, School of Business and Management, Minhaj University Lahore, Lahore, Pakistan
- *Correspondence: Khalida Naseem,
| | - Majid Ali
- Department of Economics and Agri Economics PMAS-UAAR, University Rawalpindi, Rawalpindi, Pakistan
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Biswas A, Harbin S, Irvin E, Johnston H, Begum M, Tiong M, Apedaile D, Koehoorn M, Smith P. Sex and Gender Differences in Occupational Hazard Exposures: a Scoping Review of the Recent Literature. Curr Environ Health Rep 2021; 8:267-280. [PMID: 34839446 PMCID: PMC8627292 DOI: 10.1007/s40572-021-00330-8] [Citation(s) in RCA: 61] [Impact Index Per Article: 15.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 10/28/2021] [Indexed: 01/08/2023]
Abstract
PURPOSE OF REVIEW Comparative research on sex and/or gender differences in occupational hazard exposures is necessary for effective work injury and illness prevention strategies. This scoping review summarizes the peer-reviewed literature from 2009 to 2019 on exposure differences to occupational hazards between men and women, across occupations, and within the same occupation. RECENT FINDINGS Fifty-eight studies retrieved from eight databases met our inclusion criteria. Of these, 30 studies were found on physical hazards, 38 studies on psychological/psychosocial hazards, 5 studies on biological hazards, and 17 studies on chemical hazards. The majority of studies reported that men were exposed to noise, vibration, medical radiation, physically demanding work, solar radiation, falls, biomechanical risks, chemical hazards, and blood contamination; while women were exposed to wet work, bullying and discrimination, work stress, and biological agents. Within the same occupations, men were more likely to be exposed to physical hazards, with the exception of women in health care occupations and exposure to prolonged standing. Women compared to men in the same occupations were more likely to experience harassment, while men compared to women in the same occupations reported higher work stress. Men reported more exposure to hazardous chemicals in the same occupations as women. The review suggests that men and women have different exposures to occupational hazards and that these differences are not solely due to a gendered distribution of the labor force by occupation. Findings may inform prevention efforts seeking to reduce gender inequalities in occupational health. Future research is needed to explain the reasons for sex/gender inequality differences in exposures within the same occupation.
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Affiliation(s)
- A Biswas
- Institute for Work & Health, 400 University Ave., Suite 1800, Toronto, ON, M5G 1S5, Canada.
- Dalla Lana School of Public Health, University of Toronto, Toronto, ON, Canada.
| | - S Harbin
- Institute for Work & Health, 400 University Ave., Suite 1800, Toronto, ON, M5G 1S5, Canada
| | - E Irvin
- Institute for Work & Health, 400 University Ave., Suite 1800, Toronto, ON, M5G 1S5, Canada
| | - H Johnston
- Institute for Work & Health, 400 University Ave., Suite 1800, Toronto, ON, M5G 1S5, Canada
| | - M Begum
- Institute for Work & Health, 400 University Ave., Suite 1800, Toronto, ON, M5G 1S5, Canada
| | - M Tiong
- Institute for Work & Health, 400 University Ave., Suite 1800, Toronto, ON, M5G 1S5, Canada
| | - D Apedaile
- Dalla Lana School of Public Health, University of Toronto, Toronto, ON, Canada
| | - M Koehoorn
- Institute for Work & Health, 400 University Ave., Suite 1800, Toronto, ON, M5G 1S5, Canada
- School of Population and Public Health, University of British Columbia, 2206 East Mall, BC, Vancouver, V6T 1Z3, Canada
| | - P Smith
- Institute for Work & Health, 400 University Ave., Suite 1800, Toronto, ON, M5G 1S5, Canada
- Dalla Lana School of Public Health, University of Toronto, Toronto, ON, Canada
- Department of Epidemiology and Preventive Medicine, Monash University, Vic, Melbourne, Australia
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Workplace harassment in university libraries: A qualitative study of female Library and Information Science (LIS) professionals in Pakistan. JOURNAL OF ACADEMIC LIBRARIANSHIP 2021. [DOI: 10.1016/j.acalib.2021.102464] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
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Work-unit measures of psychosocial job stressors and onset of bullying: a 2-year follow-up study. Int Arch Occup Environ Health 2021; 95:117-130. [PMID: 34636977 DOI: 10.1007/s00420-021-01777-w] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/25/2020] [Accepted: 02/23/2021] [Indexed: 10/20/2022]
Abstract
OBJECTIVES Numerous studies have examined the health consequences of workplace bullying, but little is known about workplace antecedents of workplace bullying. This study examines whether high psychological demands, low levels of justice at work, and low decision latitude increase the occurrence of being bullied or witnessing bullying. METHODS In 2007, 4489 Danish public employees answered a questionnaire with follow-ups in 2009 (72%) and 2011 (73% of 2009 respondents). We examined the longitudinal association between exposure to job stressors in 2007 and 2009 and bullying in 2009 and 2011, respectively, on an individual and work-unit level. For each working condition (psychological demands, decision latitude, procedural and relational justice), we calculated a mean value. Odds ratios were calculated by logistic regression. RESULTS Low levels of individual-level relational justice, compared to high levels, were associated with a higher risk of both witnessing episodes of bullying (OR 1.66, 95% CI 1.11-2.48) and perceiving oneself as a target of bullying (OR 2.21, 95% CI 1.17-4.16). Low levels of work-unit level relational justice were associated with a higher risk of witnessing bullying (OR 1.55, 95% CI 1.04-2.30) but not perceiving oneself as a target of bullying. The other workplace characteristics exhibited no or less consistent associations across the different analytical approaches. CONCLUSION Low levels of relational justice prospectively predicted the occurrence of workplace bullying within a 2-year period for three out of four methodological approaches, suggesting that relational justice plays a role in the prevention of workplace bullying.
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Noack I, Linden M. Complaints about bullying at the workplace are related to fantasies of aggression in psychosomatic patientss. Work 2021; 69:1343-1349. [PMID: 34459429 DOI: 10.3233/wor-213554] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND The workplace can be associated with social stressors like vilification, humiliation, and breach of trust. A common emotional response is embitterment and aggressive behavior. OBJECTIVE Aim of the study is to investigate the relation between work-related problems, including bullying, and fantasies of aggression. METHODS Therapists of a department of behavioral medicine routinely had to fill in a diagnostic checklist whenever they saw signs of embitterment and/or aggression in their patients. The type of aggressive fantasies was categorized in no fantasy, minor harm, serious harm without bodily harm, or bodily harm. Independent of this interview, social workers assessed problems at work (duration of sickness absence, workplace insecurity, bullying at workplace, ability to work, expectation of pension). Patients were also asked to fill in an embitterment questionnaire and the Symptom-Checklist-90. Further sociodemographic and clinical information was taken from the hospital routine documentation. RESULTS A total of 3211 patients were admitted to the hospital during the observation period. Therapists saw the indication for an in-depth interview because of aggressive fantasies in 102 (3.2%) patients. Aggressive ideations refer to "minor harm" in 27%, "serious harm" in 37%, and "bodily harm" in 35%of patients, respectively. There is a significant relation between the severity of aggressive ideations and bullying and duration of sick leave. There was also a significant correlation between ideas of aggression and feelings of embitterment. CONCLUSION Aggressive ideations are interrelated with psychosomatic distress and workplace problems and feelings of embitterment. This is of importance for prevention and interventions in regard to workplace bullying.
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Affiliation(s)
- Isabel Noack
- Department of Psychosomatic Medicine, CharitéUniversity Medicine Berlin, Berlin, Germany
| | - Michael Linden
- Department of Psychosomatic Medicine, CharitéUniversity Medicine Berlin, Berlin, Germany
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20
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Ahmad S, Sohal A, Wolfram Cox J. Bullying in the workplace: a cross-cultural and methodological perspective. INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION 2021. [DOI: 10.1080/00208825.2021.1898099] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Affiliation(s)
- Saima Ahmad
- Graduate School of Business and Law, RMIT University, Melbourne, Australia
| | - Amrik Sohal
- Department of Management, Monash University, Victoria, Australia
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21
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Rosander M, Blomberg S. Workplace bullying of immigrants working in Sweden. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.1080/09585192.2021.1891113] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
Affiliation(s)
- Michael Rosander
- Department of Behavioural Sciences and Learning, Linköping University, Linköping, Sweden
| | - Stefan Blomberg
- Department of Behavioural Sciences and Learning, Linköping University, Linköping, Sweden
- Occupational and Environmental Medicine Center, Department of Health, Medicine and Caring Sciences, Linköping University, Linköping, Sweden
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22
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Abstract
Due to novel coronavirus 2019 (COVID-19), the labor market is going to undergo a profound restructuring. The creation of a new labor paradigm by all stakeholders is essential. This document contributes to the current political and social debates about self-employment, the need for economic growth, and how these labor measures, which are deeply institutionalized, need a change of attitude for an adequate job reconstruction in terms of welfare and sustainability. Currently, policy makers are proposing actions and policies because the new labor paradigm is being designed in the countries of Latin America. This research aims to analyze the JDCS model (Job Demand-Control-Support) and well-being in the self-employed in Ecuador. Unlike previous studies, this research takes a comprehensive approach by considering this theoretical model and the figure of the self-employed in terms of well-being. The logistic model, using cases of more than one thousand workers, generated estimated results that indicate the existence of a significant effect of physical and psychological demands at work on the balance between well-being and the management of angry clients; the speed of execution; and the complexity of the tasks. Regarding labor control, the ability to solve problems and make decisions for the company are detected as influencing factors; finally, social support is another factor influencing global well-being for the self-employed. These results show that with an effective management of the self-employed labor environment, it is possible to achieve an adequate level of workplace satisfaction.
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Favaro A, Wong C, Oudshoorn A. Relationships among sex, empowerment, workplace bullying and job turnover intention of new graduate nurses. J Clin Nurs 2021; 30:1273-1284. [PMID: 33476435 DOI: 10.1111/jocn.15671] [Citation(s) in RCA: 15] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/16/2020] [Revised: 12/13/2020] [Accepted: 12/31/2020] [Indexed: 11/28/2022]
Abstract
AIMS AND OBJECTIVES The purpose of this study was twofold: examine the relationships among new graduate nurses' (NGNs) structural empowerment, experience of workplace bullying, and their job turnover intention and assess the relationships between sex, workplace bullying, and job turnover intention. BACKGROUND Nursing research has highlighted the issue of workplace bullying and its negative impacts. Despite increased awareness, male nurses and their responses to bullying have not been a significant focus of study. DESIGN A secondary analysis of data collected from a random sample of 1008 Canadian NGNs from the following: Starting Out: A time-lagged Study of New Graduate Nurses' Transition to Practice. METHODS All data were analysed using SPSS, and the study model was tested using the SPSS PROCESS macro, specifically Model 4 (for simple mediation). This paper is compliant with the STROBE reporting guideline for cross-sectional studies. RESULTS Structural empowerment significantly predicted workplace bullying and job turnover intention. Workplace bullying significantly predicted job turnover intention. Structural empowerment mediated job turnover intention through workplace bullying. Male new graduate nurses reported significantly higher workplace bullying than female NGNs yet lower job turnover intention. CONCLUSIONS The findings demonstrate the positive effects of structural empowerment on both decreasing workplace bullying and job turnover intention. Furthermore, findings showed the influence of sex on workplace bullying and job turnover intention. The findings contribute to literature on male NGNs and suggest that they experience significantly higher rates of workplace bullying than their female counterparts. The findings suggest differences exist in the workplace experience for male and female NGNs that future research may help reveal. RELEVANCE TO CLINICAL PRACTICE The findings suggest structural empowerment may be used to reduce bullying prevalence and reduce job turnover intention consequently. The findings also suggest that some measures are needed to address the higher frequency of bullying experienced by male NGNs.
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24
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The Presence of Workplace Bullying and Harassment Worldwide. CONCEPTS, APPROACHES AND METHODS 2021. [DOI: 10.1007/978-981-13-0134-6_3] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/28/2022]
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Hansen ÅM, Grynderup MB, Clausen T, Bonde JP, Garde AH, Kaerlev L, Kolstad HA, Hogh A. Labour market affiliation among non-bullied colleagues at work units with reported bullying. Int Arch Occup Environ Health 2020; 94:547-556. [PMID: 33188448 DOI: 10.1007/s00420-020-01604-8] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/07/2019] [Accepted: 10/29/2020] [Indexed: 11/25/2022]
Abstract
AIM This study investigates if non-bullied employees in Work units (WUs) where bullying occur, are more prone to leave the WUs than employees in WUs with no bullying, and if the prevalence of workplace bullying had an impact on leaving the WUs. Leaving the workplace was defined by unemployment or change of workplace at follow-up. METHODS We had data from 8326 Danish public health invited employees from 302 WUs. Of these 3036 responded to a questionnaire on working conditions and health in 2007. WUs were classified into three categories of WUs: (1) no bullying (0% bullied), (2) moderate prevalence of bullying (< 10% bullied), and (3) high prevalence of bullying (≥ 10% bullied). Bullied respondents were used to classify the WUs and excluded in the analyses. RESULTS We found odds ratios (ORs) for unemployment 1 year later of 1.27 [95% CI 0.69-2.37] in WUs with moderate prevalence of bullying and 1.38 [95% CI 0.85-2.23] among employed in WUs with high prevalence of bullying, adjusted for size of WUs, age, sex, and job category. For turnover 1 year later the ORs were 1.27 [95% CI 0.78-2.15] and 1.46 [95% CI 0.99-2.15] in WUs with moderate and high prevalence of bullying, respectively. CONCLUSION We did not find that non-bullied employees leave the WUs with moderate and high prevalence of bullying more than employees in WUs with no bullying behaviour 1 year later. Leaving the workplace tended to be higher among employees in WUs with high prevalence of bullying compared to no and moderate bullying.
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Affiliation(s)
- Åse Marie Hansen
- Department of Public Health, University of Copenhagen, Øster Farimagsgade 5, 1014, Copenhagen K, Denmark. .,The National Research Centre for the Working Environment, Copenhagen, Denmark.
| | - Matias Brødsgaard Grynderup
- Psychiatry Center Sct. Hans, Capital Region, Roskilde, Denmark.,Department of Psychology, University of Copenhagen, Copenhagen, Denmark
| | - Thomas Clausen
- Department of Public Health, University of Copenhagen, Øster Farimagsgade 5, 1014, Copenhagen K, Denmark.,The National Research Centre for the Working Environment, Copenhagen, Denmark
| | - Jens Peter Bonde
- Department of Occupational and Environmental Medicine, Frederiksberg and Bispebjerg Hospital, Copenhagen, Denmark
| | - Anne Helene Garde
- Department of Public Health, University of Copenhagen, Øster Farimagsgade 5, 1014, Copenhagen K, Denmark.,The National Research Centre for the Working Environment, Copenhagen, Denmark
| | - Linda Kaerlev
- Research Unit of Clinical Epidemiology, Institute of Clinical Research, University of Southern Denmark, Odense, Denmark.,Center for Clinical Epidemiology, Odense University Hospital, Odense, Denmark
| | - Henrik A Kolstad
- Department of Occupational Medicine, Danish Ramazzini Centre, Aarhus University Hospital, Aarhus N, Denmark
| | - Annie Hogh
- Department of Psychology, University of Copenhagen, Copenhagen, Denmark
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Abstract
OBJECTIVE To investigate the relationships between the physical work environment and sleep using a person-centered approach. METHODS A total of 542 Australian employees aged 18 to 60 years completed a survey assessing exposure to physical work environment stressors (eg, noise, poor air quality, and hazardous manual tasks), sleep timing and sleep quality, and relevant covariates. RESULTS Latent class analysis (LCA) revealed three physical work environment classes: Infrequent exposure (51%); Occasional Exposure (31%); and Regular Exposure (18%). LCA also identified four sleep classes: Larks (24%); Typical sleep (43%); Insufficient sleep (20%); and Owls (13%). The Regular Exposure class was significantly associated with the Insufficient Sleep (odds ratio [OR] = 3.15, [1.29, 7.66]) and Owls (OR = 3.47 [1.24, 9.71]) classes. CONCLUSIONS The person-centered approach provides important insights into how unique physical work environment experiences are linked with sleep.
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27
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Desrumaux P, Malola P, Dose E, Manzano García G. Harcèlement moral et frustration des besoins : impacts des soutiens des collègues et de la hiérarchie sur l’intention de quitter. ARCH MAL PROF ENVIRO 2020. [DOI: 10.1016/j.admp.2020.02.007] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
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28
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Ilić Petković A, Nikolić V. Educational needs of employees in work-related stress management. Work 2020; 65:661-669. [PMID: 32116284 DOI: 10.3233/wor-203120] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND Dynamic and intense socio-economic, scientific and technological development has both positive and negative effects on the business world. Due to increasing problems of work-related stress, the issue of stress management has arisen. Primary stress management and proactive interventions in work-related stress prevention are specifically activated. In this regard, the issue of educational needs of employees for the prevention of work-related stress is of particular importance. OBJECTIVE The basic concern that has drawn our attention is whether employees generally show the desire and need to adopt the knowledge in the field of work-related stress prevention and relief and whether they are supported by the management of their business organization. METHODS We used several methods to conduct this research: survey, scaling and comparative method. The comparative method was used for the analysis of legal documents in the field of occupational safety and health in six Balkan countries with the aim of determining the legal obligations of employers in managing workplace stress. The research population consisted of employees in small and medium-sized enterprises in the city of Kraljevo (the Republic of Serbia), while the research sample was determined by a random sampling method and included 450 respondents. RESULTS Despite the recommendations of international organizations, the employers in most countries are not legally bound to deal with work-related stress management. The results have shown that there is a correlation between work-related risks/stressors and educational needs of employees for learning or acquiring knowledge in the field of work-related stress prevention. Employees express the desire to become acquainted with the possibilities of overcoming work-related stress. CONCLUSION Employees' education and training have an invaluable role and considerable importance in primary, work-related stress management. The knowledge about the causes and mechanisms of work-related stress development is an important step towards its prevention. The research has shown that employees express the need for acquiring knowledge to prevent stress at work. In this regard, it is necessary to provide legally binding support of the manager in order to undertake the activities of work-related stress management. Interventions should target work-related stress at its source with a focus on prevention rather than an individual approach whose long-term benefits are uncertain.
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Affiliation(s)
| | - Vesna Nikolić
- Faculty of Occupational Safety in Niš, University of Niš, Niš, Republic of Serbia
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Rosander M, Salin D, Viita L, Blomberg S. Gender Matters: Workplace Bullying, Gender, and Mental Health. Front Psychol 2020; 11:560178. [PMID: 33123044 PMCID: PMC7573240 DOI: 10.3389/fpsyg.2020.560178] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/08/2020] [Accepted: 09/14/2020] [Indexed: 01/08/2023] Open
Abstract
The aim of this study was to examine the role of gender in the process of workplace bullying. In particular, we examined how gender affects reported prevalence rates and health consequences of bullying. In addition, we pay particular attention to if the measurement method – self-labelling or behavioural experience methods – affects potential gender differences. A longitudinal study, with two measurement points 18 months apart, was conducted in Sweden (n = 1854 at T1; n = 1096 at T2). It was a probability sample out of a population of all 3.3 million people in Sweden working at workplaces with ten or more employees. The results showed a slightly higher tendency for women to self-label as bullied (8% vs. 6%), while a higher proportion of men than women could be labelled as bullied based on the negative acts they had been exposed to (21% vs. 14%). Exposure to negative acts was associated with more subsequent mental health problems for both men and women, whereas self-labelling was associated with mental health problems for men only. Mental health problems at baseline also increased the risk of bullying for both men and women; however, the measurement method affected if the effect was stronger for men or women. Overall, the study advances our understanding of the role of gender in bullying, in particular highlighting the importance of the measurement method for understanding such gender differences.
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Affiliation(s)
- Michael Rosander
- Department of Behavioural Sciences and Learning, Linköping University, Linköping, Sweden
| | - Denise Salin
- Department of Management and Organisation, Hanken School of Economics, Helsinki, Finland
| | - Lina Viita
- Department of Behavioural Sciences and Learning, Linköping University, Linköping, Sweden.,Occupational and Environmental Medicine Center, Department of Health, Medicine and Caring Sciences, Linköping University, Linköping, Sweden
| | - Stefan Blomberg
- Department of Behavioural Sciences and Learning, Linköping University, Linköping, Sweden.,Occupational and Environmental Medicine Center, Department of Health, Medicine and Caring Sciences, Linköping University, Linköping, Sweden
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Dassisti L, Stufano A, Lovreglio P, Vimercati L, Loconsole P, Grattagliano I. Women and men, authors and victims of workplace bullying in Italy: a literature review. LA MEDICINA DEL LAVORO 2020; 111:463-477. [PMID: 33311422 PMCID: PMC7809986 DOI: 10.23749/mdl.v111i6.9408] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/17/2020] [Accepted: 09/01/2020] [Indexed: 11/17/2022]
Abstract
INTRODUCTION It is known in literature that women are frequently victims of murder, sexual assault and stalking. It is interesting to investigate the gender characterization when workplace bullying occurs. OBJECTIVES To investigate the phenomenon of workplace bullying and to understand if there are any relevant data about the gender aspects of workplace bullying by reviewing the literature in Italy. METHODS Review of articles on a sample of Italian workers. The research question followed the P.E.C.O. model and the article selection is based on PRISMA statement. Fourteen research strings were applied on: Pubmed, Microsoft Academic e Science Direct. A total of 32 articles were selected. RESULTS There are few studies in which gender differences on workplace bullying and crimes related are analysed, in some cases it is considered in the research but not in the results section (n=6 articles). In the studies selected women are predominantly victims (n=10 articles), the aggressors instead are usually men (n=2 articles). The attacks suffered by women are frequently discriminations due to family management, children and gender related issues (n=6 articles). Men have the major consequences on mental health if compared to women (n=7 articles). CONCLUSIONS Gender is relevant in the characterization of workplace bullying. There is a need for further investigation focusing on gender differences between perpetrators and victims of workplace bullying offences. A unique evaluation protocol is necessary for evaluating workplace bullying, the crimes linked to it and gender differences, to obtain a more accurate comparability of data.
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Affiliation(s)
- Liliana Dassisti
- University of Bari "Aldo Moro", Department of Educational Sciences, Psychology and Communication.
| | - Angela Stufano
- University of Bari "Aldo Moro", Occupational Medicine section "E.C. Vigliani", Interdisciplinar Department of Medicine.
| | - Piero Lovreglio
- University of Bari "Aldo Moro", Occupational Medicine section "E.C. Vigliani", Interdisciplinar Department of Medicine.
| | - Luigi Vimercati
- University of Bari "Aldo Moro", Occupational Medicine section "B. Ramazzini", Universitary Occupational Medicine, Interdisciplinary Department of Medicine.
| | - Pasqua Loconsole
- Università degli Studi di Bari, "Aldo Moro", Dipartimento di Scienze della Formazione, Psicologia, Comunicazione.
| | - Ignazio Grattagliano
- University of Bari "Aldo Moro", Department of Educational Sciences, Psychology and Communication.
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Reid A, Daly A, LaMontagne AD, Milner A, Ronda Pérez E. Descriptive study of workplace demand, control and bullying among migrant and Australian-born workers by gender: does workplace support make a difference? BMJ Open 2020; 10:e033652. [PMID: 32595148 PMCID: PMC7322333 DOI: 10.1136/bmjopen-2019-033652] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 08/15/2019] [Revised: 04/22/2020] [Accepted: 05/29/2020] [Indexed: 11/25/2022] Open
Abstract
OBJECTIVE The objective of this study is to examine the relationship between bullying in migrants and Australians and types of workplace Iso-strain, by gender. DESIGN AND SETTING Two descriptive cross-sectional surveys of the Australian working population. PARTICIPANTS Australian-born workers of Caucasian ancestry (n=1051, participant response rate=87.3%) and workers born in New Zealand (n=566), India (n=633) and the Philippines (n=431) (participant response rate=79.5%). PRIMARY AND SECONDARY OUTCOMES MEASURES Using logistic regression, we examined whether self-reported assessment of various forms of bullying in the workplace was associated with Iso-strain (job with high demands and low control and without social support), gender and migrant status. RESULTS The prevalence of workplace bullying within the previous year was 14.5%. Sexual harassment, though rare (n=47, 1.8%), was reported by more women than men (83% vs 17%, χ2=19.3, p<0.0001) and more Australia or New Zealand born workers compared to India or the Philippines workers (75.5% vs 25.5%, χ2=4.6, p=0.032). Indian-born women had lower adjusted OR for being bullied and for being intimidated compared to other women. Independent of migrant status, Iso-strain (1), (low support from boss) and Iso-strain (2), (low support from colleagues) predicted being bullied. Women were more likely to be in an Iso-strain (1) job than men (18.7% vs 13.6%, p=0.013) and had twice the risk of being both verbally abused and intimidated compared to men (OR 9 vs OR 5.5, p<0.0001). CONCLUSION Workplace bullying was more likely for women than men. There were few differences between workers from different migrant groups. Iso-strain was the strongest predictor of workplace bullying. Workplaces should encourage supportive and collegiate work environments.
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Affiliation(s)
- Alison Reid
- School of Public Health, Curtin University Bentley Campus, Perth, Western Australia, Australia
| | - Alison Daly
- School of Public Health, Curtin University Bentley Campus, Perth, Western Australia, Australia
| | - Anthony D LaMontagne
- Population Health Strategic Research Centre, School of Health & Social Development, Deakin University, Melbourne, Victoria, Australia
| | - Allison Milner
- School of Population and Global Health, University of Melbourne, Melbourne, Victoria, Australia
| | - Elena Ronda Pérez
- Preventive Medicine and Public Health Area, University of Alicante, Alicante, Alicante, Spain
- Centre for Research in Occupational Health (CISAL), Universitat Pompeu Fabra, Barcelona, Barcelona, Spain
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Analyzing the Job Demands-Control-Support Model in Work-Life Balance: A Study among Nurses in the European Context. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17082847. [PMID: 32326169 PMCID: PMC7215557 DOI: 10.3390/ijerph17082847] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 04/01/2020] [Revised: 04/16/2020] [Accepted: 04/18/2020] [Indexed: 01/23/2023]
Abstract
The balance of personal life with professional life is a topical issue that is increasingly worrisome due to globalization, the rapid introduction of new technologies into all areas of human life, the overlap between time between work and family, new organizational systems, and changes in the nature of work. This problem is accentuated by professions subjected to intense labor demands, as is the case of nurses. Adopting the Job Demand–Control–Support model, the main purpose of this research is to analyze how these factors lead to a greater or lesser degree of work–life balance. The research proposes a logistic regression model, which was constructed with a sample of 991 nursing professionals from the V European Working Conditions Survey. The results obtained confirm, on the one hand, that there is a significant effect of physical demands (but not psychological demands) on work–life balance. On the other hand, the moderating effects of job control are partially confirmed for psychological demands, and those of supervisor support (but not co-worker support) are partially confirmed for physical demands. In conclusion, the present research shows that effective management of nurses’ work context can decisively contribute to finding the difficult balance between personal and professional time.
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Miller P, Brook L, Stomski N, Ditchburn G, Morrison P. Bullying in Fly-In-Fly-Out employees in the Australian resources sector: A cross-sectional study. PLoS One 2020; 15:e0229970. [PMID: 32208425 PMCID: PMC7092981 DOI: 10.1371/journal.pone.0229970] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/07/2019] [Accepted: 02/17/2020] [Indexed: 11/18/2022] Open
Abstract
Background Workplace bullying has diverse consequences at both the organisational and individual level. Anecdotal reports indicate that workplace bullying is an issue of particular concern for Australian FIFO workers, which may impact on psychosocial distress. However, no prior studies have examined this issue empirically in a FIFO worker cohort. Methods and materials A cross-sectional survey study design was used to establish the prevalence of bullying in Australian FIFO, antecedents of bullying, and its association with psychosocial distress. Responses were received from 580 FIFO workers in the Australian resources sector. Primary outcome measures were Negative Acts Questionnaire-Revised, Beck Depression Inventory II, and Beck Hopelessness Scale. Logistic regression models were constructed to examine the association between bullying, suicide risk, and clinical depression. Results Over half of the respondents experienced workplace bullying (55.7%), and about one-third reported moderate or more severe depression (32.3%). Being above the median age (OR = 0.51; 95% CI = 0.31–0.83) and having a supervisor who failed to promote collaboration (OR = 3.04; 95% CI = 1.84–5.04) were both significantly associated with experiencing bullying. Bullying was associated with an almost threefold increase in the likelihood of participants reporting increased suicide risk (OR = 2.70; 95% CI = 1.53–4.76). Bullying was also associated with participants being almost two and a half times more likely to report clinical depression (OR = 2.38; 95% CI = 1.40–4.05). Conclusion The incidence of bullying in Australian FIFO workers has reached alarming proportions. Bullying was significantly associated with higher levels of clinical depression and suicide risk. The results highlight the need to implement in the Australian resource sector interventions that reduce workplace bullying.
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Affiliation(s)
- Peta Miller
- College of Science, Health, Engineering and Education, Murdoch University, Murdoch, WA, Australia
| | - Libby Brook
- College of Science, Health, Engineering and Education, Murdoch University, Murdoch, WA, Australia
| | - Norman Stomski
- College of Science, Health, Engineering and Education, Murdoch University, Murdoch, WA, Australia
| | - Graeme Ditchburn
- College of Science, Health, Engineering and Education, Murdoch University, Murdoch, WA, Australia
| | - Paul Morrison
- College of Science, Health, Engineering and Education, Murdoch University, Murdoch, WA, Australia
- * E-mail:
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Finstad GL, Ariza-Montes A, Giorgi G, Lecca LI, Arcangeli G, Mucci N. The JDCS Model and Blue-Collar Bullying: Decent Working Conditions for a Healthy Environment. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2019; 16:ijerph16183411. [PMID: 31540020 PMCID: PMC6765845 DOI: 10.3390/ijerph16183411] [Citation(s) in RCA: 19] [Impact Index Per Article: 3.2] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 08/02/2019] [Revised: 09/04/2019] [Accepted: 09/12/2019] [Indexed: 01/26/2023]
Abstract
Violence in the workplace and its health consequences still represent one of the main obstacles to obtaining decent working conditions. In particular, blue-collar workers run a greater risk of experiencing episodes of violence, also because of a lack of autonomy and fewer social interactions. According to the work environment hypothesis, factors such as high workload, lack of social support and lack of job control represent the antecedents of workplace bullying. Following the job demand-control-support model (JDCS), violence can be the symptom of a high-strain environment. Moreover, it is still unclear if workplace bullying can mediate the effects of work-related stress on workers' health outcomes. The aim of the present study is to analyse the relationship between the components of the JDCS and the health of the workers considering workplace bullying as a mediating variable. By a cross sectional study design, we tested the following theoretical hypotheses: first, JDCS components (conceptualized as stress) are supposed to significantly predict the level of workers' health. Second, workplace bullying is supposed to mediate the relationship between the JDCS components and the level of health. The sample consists of 400 blue-collars from three different Italian companies. Work-related stress, health outcomes and workplace bullying were measured by specific self-administered questionnaires and the relationships between the variables of interest were tested through a structural equation model (SEM) analysis. The results showed that while the direct relationship between the components of the JDCS and the level of psychological health is weaker (standardized path coefficients SPC = 0.21), the partial mediation hypothesis shows that workplace bullying mediate the relationship between JDCS components and health outcomes (χ2/df ratio = 2.70; path from stress to workplace bullying SPC = 0.78; path from workplace bullying to general health SPC = 0.51; p = 0.01). The JDCS components (workload, lack of control, lack of support) are useful predictors for workplace bullying. On the other hand, bullying plays a mediating role between the stress experienced and the health consequences. The present study adds new insights into the relationship between violence seen as a form of social behavioural strain and the psychological health of workers. The theoretical and practical implications are discussed. Future research on blue-collars could use longitudinal designs in order to analyse the relationship between social environment, job design and strain reactions.
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Affiliation(s)
| | - Antonio Ariza-Montes
- Management Department, Universidad Loyola Andalucía, 14004 Cordoba, Spain.
- Department of Business Administration, Universidad Autónoma de Chile, Santiago 7500912, Chile.
| | - Gabriele Giorgi
- Department of Human Sciences, European University of Rome Via degli Aldobrandeschi, 190, 00163 Rome, Italy.
| | - Luigi Isaia Lecca
- Department of Experimental and Clinical Medicine, University of Florence Largo Piero Palagi 1, 50139 Florence, Italy.
| | - Giulio Arcangeli
- Department of Experimental and Clinical Medicine, University of Florence Largo Piero Palagi 1, 50139 Florence, Italy.
| | - Nicola Mucci
- Department of Experimental and Clinical Medicine, University of Florence Largo Piero Palagi 1, 50139 Florence, Italy.
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Al-Ghabeesh SH, Qattom H. Workplace bullying and its preventive measures and productivity among emergency department nurses. BMC Health Serv Res 2019; 19:445. [PMID: 31269990 PMCID: PMC6607587 DOI: 10.1186/s12913-019-4268-x] [Citation(s) in RCA: 15] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/15/2019] [Accepted: 05/08/2019] [Indexed: 11/22/2022] Open
Abstract
BACKGROUND Workplace bullying has adverse effects on nurses' productivity and emotional well-being and increases nurses' desire to leave their jobs. Bullying is a common phenomenon that has been reported worldwide. Emergency Department (ED) nurses are particularly exposed to bullying as a result of their job stressors and demands. PURPOSES To examine the prevalence of bullying and the impact of preventive measures on productivity among Jordanian ED nurses; and to examine bullying in relation to personal and organizational factors. METHODS We surveyed ED nurses in five hospitals in Amman, Jordan - two government hospitals and three private hospitals. The eligibility criteria for the study, met by 134 persons, were having at least an associate degree and having worked in the ED for at least six months. We used a four-part questionnaire that included demographic data, the Negative Acts Questionnaire, questions on prevention of bullying, and a health and productivity survey. Data analysis included descriptive and inferential statistics. RESULTS A total of 120 ED nurses joined the study, an 89.6% response rate. The majority of participants were male (65%) and their mean age was 29.4 years. Ninety percent of the participants reported being bullied. Nurses with less experience in the ED were exposed to more bullying compared to other nurses. Of nurses who reported being bullied, 61.7% reported associated decreased productivity, including the ability to respond to cognitive demands, provide support, appropriate communication, safe care, and competent care. The overall mean score for the prevention of bullying questionnaire was 94.51 out of 168 (SD = 23.43). Drilling down, the highest mean score was for the "Individual sub-scale", and the highest item mean score was for "I know the process of how to report bullying". CONCLUSION Bullying is prevalent among ED nurses in Jordan; it has significantly influenced the nurses' perception of their productivity and the quality of care they provide. Although nurses reported adopting measures to prevent bullying, they were insufficient to address this widespread problem. IMPLICATIONS FOR NURSING AND HEALTH POLICY Bullying is a common occurrence in nursing practice in Jordan, as in other places. It has a detrimental effect on the quality of health care. Accordingly, interventions, which we describe, should be undertaken to minimize the incidence and impact of bullying.
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Affiliation(s)
- Suhair Hussni Al-Ghabeesh
- Faculty of Nursing. Head of the Clinical Nursing Department, Al-Zaytoonah University of Jordan, Airport Street, Amman, Jordan
| | - Haya Qattom
- Faculty of Nursing. Head of the Clinical Nursing Department, Al-Zaytoonah University of Jordan, Airport Street, Amman, Jordan
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Risk Factors for Workplace Bullying: A Systematic Review. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2019; 16:ijerph16111945. [PMID: 31159344 PMCID: PMC6603960 DOI: 10.3390/ijerph16111945] [Citation(s) in RCA: 42] [Impact Index Per Article: 7.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 04/21/2019] [Revised: 05/21/2019] [Accepted: 05/22/2019] [Indexed: 12/19/2022]
Abstract
Objective: The goal of this study was to systematically review risk factors for workplace bullying. Methods: The search was carried out in two databases. Studies with estimates of risk factors for workplace bullying were included in the review. We assessed the quality of the selected studies using an adapted version of the Downs and Black checklist. Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) and Meta-analyses of Observational Studies in Epidemiology (MOOSE) guidelines were used for reporting papers. Results: Fifty-one papers were included, and 70.6% were from European countries. Women were reported to be at higher risk of being bullied in most studies (odds ratio (OR) from 1.17 to 2.77). Authoritarian and laissez-faire leadership styles were positively associated with bullying. Several psychosocial factors, such as stress (OR from 1.37 to 4.96), and occupational risks related to work organization, such as flexible work methods, role conflict, role ambiguity, monotonous or rotating tasks, high demands, pressure of work, and unclarity of duties were strongly associated with bullying. Discussion: The findings highlight the central role of organizational factors in bullying. Policies to prevent bullying must address the culture of organizations, facing the challenge of developing a new management and leadership framework.
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Al-Ghabeesh SH, Qattom H. Workplace bullying and its preventive measures and productivity among emergency department nurses. Isr J Health Policy Res 2019; 8:44. [PMID: 31101071 PMCID: PMC6524255 DOI: 10.1186/s13584-019-0314-8] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/15/2019] [Accepted: 05/08/2019] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND Workplace bullying has adverse effects on nurses' productivity and emotional well-being and increases nurses' desire to leave their jobs. Bullying is a common phenomenon that has been reported worldwide. Emergency Department (ED) nurses are particularly exposed to bullying as a result of their job stressors and demands. PURPOSES To examine the prevalence of bullying and the impact of preventive measures on productivity among Jordanian ED nurses; and to examine bullying in relation to personal and organizational factors. METHODS We surveyed ED nurses in five hospitals in Amman, Jordan - two government hospitals and three private hospitals. The eligibility criteria for the study, met by 134 persons, were having at least an associate degree and having worked in the ED for at least six months. We used a four-part questionnaire that included demographic data, the Negative Acts Questionnaire, questions on prevention of bullying, and a health and productivity survey. Data analysis included descriptive and inferential statistics. RESULTS A total of 120 ED nurses joined the study, an 89.6% response rate. The majority of participants were male (65%) and their mean age was 29.4 years. Ninety percent of the participants reported being bullied. Nurses with less experience in the ED were exposed to more bullying compared to other nurses. Of nurses who reported being bullied, 61.7% reported associated decreased productivity, including the ability to respond to cognitive demands, provide support, appropriate communication, safe care, and competent care. The overall mean score for the prevention of bullying questionnaire was 94.51 out of 168 (SD = 23.43). Drilling down, the highest mean score was for the "Individual sub-scale", and the highest item mean score was for "I know the process of how to report bullying". CONCLUSION Bullying is prevalent among ED nurses in Jordan; it has significantly influenced the nurses' perception of their productivity and the quality of care they provide. Although nurses reported adopting measures to prevent bullying, they were insufficient to address this widespread problem. IMPLICATIONS FOR NURSING AND HEALTH POLICY Bullying is a common occurrence in nursing practice in Jordan, as in other places. It has a detrimental effect on the quality of health care. Accordingly, interventions, which we describe, should be undertaken to minimize the incidence and impact of bullying.
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Affiliation(s)
- Suhair Hussni Al-Ghabeesh
- Faculty of Nursing. Head of the Clinical Nursing Department, Al-Zaytoonah University of Jordan, Airport Street, Amman, Jordan
| | - Haya Qattom
- Faculty of Nursing. Head of the Clinical Nursing Department, Al-Zaytoonah University of Jordan, Airport Street, Amman, Jordan
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Nel E, Coetzee M. Job Demands-Resources and Flourishing: Exploring Workplace Bullying as a Potential Mediator. Psychol Rep 2019; 123:1316-1334. [PMID: 31027472 DOI: 10.1177/0033294119839032] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Flourishing in the workplace can bring about various positive outcomes for individual and organizational well-being. This study explored the interactional effect of workplace bullying on the relationship between job demands-resources and flourishing. A convenience sample of 1102 employees was selected, and these employees completed an online survey that explored this relationship. Mediation analysis revealed that low job demands were linked to lower levels of workplace bullying, which in turn correlated with higher levels of flourishing. Workplace bullying partially mediated the job demands-flourishing relationship, but not the job resources-flourishing relation. The results were interpreted based on the job demands-resources theory, followed by recommendations for practice and future research.
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Affiliation(s)
- Elzabé Nel
- Department of Industrial and Organisational Psychology, University of South Africa, South Africa
| | - Melinde Coetzee
- Department of Industrial and Organisational Psychology, University of South Africa, South Africa
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The Incidence of Workplace Bullying and Related Environmental Factors Among Nurse Managers. ACTA ACUST UNITED AC 2019; 49:132-137. [DOI: 10.1097/nna.0000000000000726] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
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Yang C, Jenkins L, Fredrick SS, Chen C, Xie JS, Nickerson AB. Teacher victimization by students in China: A multilevel analysis. Aggress Behav 2019; 45:169-180. [PMID: 30561015 DOI: 10.1002/ab.21806] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/15/2017] [Revised: 09/04/2018] [Accepted: 09/21/2018] [Indexed: 11/08/2022]
Abstract
The goal of this study is to examine individual-level and school-level predictors of teacher victimization (TV) by students in China based upon the multilevel social-ecological framework. A sample of 1711 teachers (7-12th grade) from 58 schools from eight provinces in mainland China completed measures of teacher victimization (i.e., physical TV, verbal TV, social TV, cyber TV, sexual harassment, and personal property offenses) by students, school-wide bullying and disciplinary practices, and demographics. In the present sample, 25.1% of teachers reported that they experienced at least one of the six forms of victimization from students in the past school year. Prevalence of teacher victimization ranged from 4.0% (physical victimization) to 16.8% (social victimization). Male teachers were more likely to experience all forms of TV and homeroom teachers were more likely than non-homeroom teachers to experience social TV. Schools with fewer students, but higher number of teachers, also had higher levels of TV. Student bullying and punitive disciplinary practices at the teacher level were associated with higher levels of most forms of TV. Implications of these findings are discussed.
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Affiliation(s)
- Chunyan Yang
- Department of Counseling; Clinical, and School Psychology, University of California-Santa Barbara; Santa Barbara California
| | - Lyndsay Jenkins
- College of Education; Florida State University; Tallahassee Florida
| | | | - Chun Chen
- Department of Counseling; Clinical, and School Psychology, University of California-Santa Barbara; Santa Barbara California
| | - Jia-Shu Xie
- School of Education; Hunan Normal University; Changsha Hunan Province China
| | - Amanda B. Nickerson
- Alberti Center for Bullying Abuse Prevention, Department of Counseling, School, and Educational Psychology; University at Buffalo, The State University of New York; Buffalo New York
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Stempel CR, Rigotti T. Leaders' Gender, Perceived Abusive Supervision and Health. Front Psychol 2018; 9:2427. [PMID: 30568612 PMCID: PMC6289968 DOI: 10.3389/fpsyg.2018.02427] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/23/2018] [Accepted: 11/19/2018] [Indexed: 11/13/2022] Open
Abstract
Purpose: We investigated the role of gender in abusive leadership practices, along with the effects of abusive leadership on employee health. We tested two hypotheses regarding the relationship between abusive leadership practices and subordinates' health outcomes. Design: At two points of measurement, 663 participants in Germany rated their 158 direct team leaders on abusive supervision and stated their own levels of emotional exhaustion and somatic stress. To test our hypotheses, we used a mixed model approach. Findings: The results show no gender differences between the ratings for female and male leaders regarding abusive supervision but do confirm that the leaders' gender did play a role in employees' perceptions of abuse; perceived abusive supervision is more strongly related to increased emotional exhaustion and somatic stress when the leader is male. Limitations: The generalizability of the study is limited due to a majority of females in the sample. Practical Implications: Organizations should review their policies and procedures to first identify abusive supervision, then to offer adequate support programs for both leaders and subordinates. Originality/Value: The study integrates gender into research on leadership and health, shifting the focus from previous studies that investigated constructive to destructive leadership. A further strength of the study is the application of a multilevel design and two separate points of measurement.
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Affiliation(s)
| | - Thomas Rigotti
- Work, Organizational and Business Psychology, Johannes Gutenberg University Mainz, Mainz, Germany
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Pien LC, Cheng Y, Cheng WJ. Psychosocial safety climate, workplace violence and self-rated health: A multi-level study among hospital nurses. J Nurs Manag 2018; 27:584-591. [PMID: 30194879 DOI: 10.1111/jonm.12715] [Citation(s) in RCA: 26] [Impact Index Per Article: 3.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/10/2017] [Revised: 03/23/2018] [Accepted: 09/04/2018] [Indexed: 11/27/2022]
Abstract
AIMS To validate the Chinese version Psychosocial Safety Climate scale (PSC-12), and examine the associations between PSC, workplace violence and self-rated health (SRH). BACKGROUND Psychosocial safety climate moderates the negative effect of workplace violence on health. To address workplace violence experienced by nurses across the Asia-Pacific region, it is important to develop and apply a Chinese language version of the tool. METHODS We conducted a two-part study. In the first part, the Chinese version PSC-12 was developed and tested for its validity in 405 nurses. In the second part, a total of 1690 nurses from 73 hospitals filled a questionnaire concerning their work and health conditions. Multi-level modelling was used to examine the association between PSC, workplace violence and SRH. RESULTS A comparable validity and reliability of the Chinese version PSC-12 with the original PSC was found. PSC scores were negatively associated with workplace violence. In the hierarchical linear model, participants from hospitals with the lowest PSC score had twofold risks of having poor SRH. CONCLUSIONS The Chinese version PSC-12 is a valid tool. Hospital-level PSC was associated with poor health status in female nurses. IMPLICATIONS FOR NURSING MANAGEMENT Psychosocial safety climate should be evaluated and promoted to prevent workplace violence in nurses.
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Affiliation(s)
- Li-Chung Pien
- Department of Nursing, Cardinal Tien Junior College of Healthcare and Management, New Taipei City, Taiwan
| | - Yawen Cheng
- Department of Public Health, Institute of Health Policy and Management, National Taiwan University, Taipei, Taiwan
| | - Wan-Ju Cheng
- Department of Psychiatry, China Medical University Hospital, Taichung, Taiwan.,Department of Public Health, China Medical University, Taichung, Taiwan
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Desrumaux P, Gillet N, Nicolas C. Direct and Indirect Effects of Belief in a Just World and Supervisor Support on Burnout via Bullying. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2018; 15:ijerph15112330. [PMID: 30360477 PMCID: PMC6266774 DOI: 10.3390/ijerph15112330] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 09/19/2018] [Revised: 10/17/2018] [Accepted: 10/19/2018] [Indexed: 12/03/2022]
Abstract
The aim of the study was to examine the mediating role of workplace bullying in how supervisor support and belief in a just world (BJW) are related to emotional exhaustion. A cross-sectional quantitative study using anonymous self-report questionnaires was conducted with 434 workers in France. The model was tested using a path analysis. First, the results revealed that BJW and support from the hierarchy were negatively related to emotional exhaustion. BJW and supervisor support were also negatively related to workplace bullying. Finally, harassment at work was positively related to emotional exhaustion. More generally, the results showed that social support from one’s superior and BJW were directly and indirectly related to emotional exhaustion via bullying at work. Our model thus suggests that BJW and supervisor support can be protective resources against bullying and exhaustion. We discuss the theoretical and practical implications of the present study, as well as some avenues for future research.
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Affiliation(s)
- Pascale Desrumaux
- Department of Psychology, Laboratory Psitec, University of Lille, 59650 Villeneuve d'Ascq, France.
| | - Nicolas Gillet
- Department of Psychology, Laboratory PAV, University of Tours, 37020 Tours, France.
| | - Caroline Nicolas
- Department of Psychology, Laboratory Psitec, University of Lille, 59650 Villeneuve d'Ascq, France.
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Ajoudani F, Baghaei R, Lotfi M. Moral distress and burnout in Iranian nurses: The mediating effect of workplace bullying. Nurs Ethics 2018; 26:1834-1847. [PMID: 29938574 DOI: 10.1177/0969733018779210] [Citation(s) in RCA: 26] [Impact Index Per Article: 3.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
BACKGROUND Moral distress and workplace bullying are important issues in the nursing workplace that appear to affect nurse's burnout. AIM To investigate the relationship between moral distress and burnout in Iranian nurses, as mediated by their perceptions of workplace bullying. ETHICAL CONSIDERATIONS The research was approved by the committee of ethics in research of the Urmia University of Medical Sciences. METHOD This is a correlation study using a cross-sectional design with anonymous questionnaires as study instruments (i.e. Moral Distress Scale-Revised, Maslach Burnout Inventory and The Negative Acts Questionnaire-Revised). Data were collected from 278 nurses from five teaching hospitals in Urmia, the capital of Western Azerbaijan, northwest of Iran. Structural equation modeling and bootstrapping procedures were employed to recognize the mediating role of their perceptions of workplace bullying. RESULTS The mean score of moral distress, burnout, and the Negative Acts Questionnaire-Revised Scale among the participants were 91.02 ± 35.26, 79.9 ± 18.27, and 45.4 ± 15.39, respectively. The results confirmed our hypothesized model. All the latent variables of study were significantly correlated in the predicted directions. The moral distress and bullying were significant predictors of burnout. Perception of bullying partially mediated the relationship between moral distress and burnout. The mediating role of the bullying suggests that moral distress increases burnout, directly and indirectly. CONCLUSION Nursing administrators should be conscious of the role of moral distress and bullying in the nursing workplace in increasing burnout.
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Abstract
BACKGROUND Workplace bullying is a serious stressor with devastating short- and long-term consequences. The concept of organizational social capital may provide insights into the interactional and communicative dynamics of the bullying process and opportunities for prevention. OBJECTIVE This study aimed to explore the association between organizational social capital and being a target or observer of workplace bullying. METHODS Based on self-reported cross-sectional data from a large representative sample of the Danish working population (n = 10.037), logistic regression analyses were conducted to explore at the individual level the associations between vertical and horizontal organizational social capital with being a target or observer of workplace bullying. RESULTS In the fully adjusted models, low organizational social capital (vertical and horizontal) was associated with significantly increased odds ratios of both self-labelled (vertical: OR = 3.25; CI = 2.34-4.51; horizontal: OR = 3.17; CI = 2.41-4.18) and observed workplace bullying (vertical: OR = 2.09; CI = 1.70-2.56; horizontal: OR = 1.60; CI = 1.35-1.89), when compared with high organizational social capital. CONCLUSIONS This study supports that characteristics of the psychosocial work environment are of importance in the development of workplace bullying, and provides focus on the importance of self-reported organizational social capital.
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Affiliation(s)
- Patricia Pihl
- Danish Ramazzini Center, Department of Occupational Medicine, Herning, Denmark
| | | | - Annie Hogh
- Department of Psychology, University of Copenhagen, Denmark
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Rai A, Agarwal UA. A review of literature on mediators and moderators of workplace bullying. MANAGEMENT RESEARCH REVIEW 2018. [DOI: 10.1108/mrr-05-2016-0111] [Citation(s) in RCA: 31] [Impact Index Per Article: 4.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
During the past 26 years, there has been a phenomenal growth in the literature on workplace bullying. The purpose of this paper is to review and synthesize the extant empirical studies on underlying and intervening mechanisms in antecedents–bullying and bullying–outcomes relationships.
Design/methodology/approach
In total, 53 studies on mediators and moderators in antecedents–bullying and bullying–outcomes relationships (2001-2016) were selected from academic databases (Google Scholar, Research Gate, Emerald Insight, Science Direct, etc.)
Findings
The review suggests that while a reasonable number of studies examine the role of mediators and moderators in bullying–outcomes relationships, such efforts are meager in antecedents–bullying relationships. The paper concludes by proposing some potential variables that can explain the underlying mechanisms in the bullying phenomenon and alleviate/aggravate the antecedents–bullying–outcomes relationships.
Originality/value
To the best of authors’ knowledge, this is the first review on mediators and moderators of workplace bullying.
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Brunes A, Nielsen MB, Heir T. Bullying among people with visual impairment: Prevalence, associated factors and relationship to self-efficacy and life satisfaction. World J Psychiatry 2018; 8:43-50. [PMID: 29568731 PMCID: PMC5862654 DOI: 10.5498/wjp.v8.i1.43] [Citation(s) in RCA: 19] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 10/30/2017] [Revised: 12/19/2017] [Accepted: 02/05/2018] [Indexed: 02/05/2023] Open
Abstract
AIM To examine associated factors of bullying and to determine associations between bullying and psychosocial outcomes among individuals with visual impairments (VI).
METHODS We conducted an age-stratified cross-sectional survey of adults with VI who were recruited from the Norwegian Association of the Blind and Partially Sighted. Data were collected through structural telephone interviews in the period between February and May, 2017. Linear regression models were used to examine factors related to bullying and associations of bullying with self-efficacy and life satisfaction.
RESULTS A total of 736 individuals were interviewed. The lifetime and 6-mo prevalence of bullying was 41.7% and 8.2%, respectively. The majority of bullied participants reported VI-specific bullying (65.1%). Victimization of bullying was associated with young age, early onset-age of VI, and having other impairments. Participants who reported bullying had lower levels of self-efficacy [Adjusted relative risk (ARR): 0.40, 95% confidence interval (CI): 0.19-0.85] and life satisfaction (ARR: 0.68, 95%CI: 0.51-0.91).
CONCLUSION Bullying is highly prevalent among individuals with VI. Our findings suggest that interventions to reduce bullying may be beneficial for improving the well-being and life quality of people with VI.
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Affiliation(s)
- Audun Brunes
- Section for Trauma, Catastrophes and Migration - Adults, Norwegian Centre for Violence and Traumatic Stress Studies, Oslo 0409, Norway
| | - Morten B Nielsen
- Department of Work Psychology and Physiology, National Institute of Occupational Health, Oslo 0363, Norway
| | - Trond Heir
- Department of Trauma and Migration, Norwegian Centre for Violence and Traumatic Stress Studies, Oslo 0484, Norway
- Institute of Clinical Medicine, Faculty of Medicine, University of Oslo, Oslo 0315, Norway
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Conway PM, Høgh A, Nabe-Nielsen K, Grynderup MB, Mikkelsen EG, Persson R, Rugulies R, Bonde JPE, Francioli L, Hansen ÅM. Optimal Cut-Off Points for the Short-Negative Act Questionnaire and Their Association with Depressive Symptoms and Diagnosis of Depression. Ann Work Expo Health 2018; 62:281-294. [DOI: 10.1093/annweh/wxx105] [Citation(s) in RCA: 21] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 12/01/2017] [Indexed: 11/12/2022] Open
Affiliation(s)
- Paul Maurice Conway
- Department of Psychology, University of Copenhagen, Øster Farimagsgade, Copenhagen K, Denmark
| | - Annie Høgh
- Department of Psychology, University of Copenhagen, Øster Farimagsgade, Copenhagen K, Denmark
| | - Kirsten Nabe-Nielsen
- Department of Public Health, University of Copenhagen, Øster Farimagsgade, Copenhagen K, Denmark
| | | | - Eva Gemzøe Mikkelsen
- Department of Communication and Psychology, Aalborg University, Nyhavnsgade, Aalborg, Denmark
| | - Roger Persson
- Department of Psychology, Lund University, Lund, Sweden
- Department of Laboratory Medicine, Division of Occupational and Environmental Medicine, Lund University, Lund, Sweden
| | - Reiner Rugulies
- Department of Psychology, University of Copenhagen, Øster Farimagsgade, Copenhagen K, Denmark
- Department of Public Health, University of Copenhagen, Øster Farimagsgade, Copenhagen K, Denmark
- National Research Centre for the Working Environment, Lersø Parkallé, Copenhagen Ø, Denmark
| | - Jens Peter Ellekilde Bonde
- Department of Public Health, University of Copenhagen, Øster Farimagsgade, Copenhagen K, Denmark
- Department of Occupational and Environmental Medicine, Bispebjerg-Frederiksberg University Hospital, Bispebjerg Bakke, Copenhagen NV, Denmark
| | - Laura Francioli
- Independent researcher, H.C. Ørstedsvej, Frederiksberg C, Denmark
| | - Åse Marie Hansen
- Department of Public Health, University of Copenhagen, Øster Farimagsgade, Copenhagen K, Denmark
- National Research Centre for the Working Environment, Lersø Parkallé, Copenhagen Ø, Denmark
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Cheung T, Lee PH, Yip PSF. Workplace Violence toward Physicians and Nurses: Prevalence and Correlates in Macau. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2017; 14:ijerph14080879. [PMID: 28777333 PMCID: PMC5580583 DOI: 10.3390/ijerph14080879] [Citation(s) in RCA: 63] [Impact Index Per Article: 7.9] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 06/06/2017] [Revised: 07/31/2017] [Accepted: 07/31/2017] [Indexed: 11/26/2022]
Abstract
This paper sets out to estimate the prevalence of workplace violence in relation to socio-demographic characteristics of physicians and nurses working in healthcare settings in Macau. Background: Concerted efforts worldwide to reduce workplace violence (WPV) have not yet removed medical-related professionals from the threat of patients’, family members’, and colleagues’ physical and other assaults in Southeast Asia. Methods: The study employs a cross-sectional design to estimate the prevalence and examines the socio-economic and psychological correlates of WPV among medical doctors and nurses in Macau. The data collection period spanned from August to December 2014. Multiple logistic regression examines the prevalence rates of WPV and its associated factors in doctors and nurses. Results: A total of 107 doctors (14.9%) and 613 nurses (85.1%) participated in the study; 57.2% had suffered WPV in the preceding year. The most common forms of workplace violence were verbal abuse (53.4%), physical assault (16.1%), bullying/harassment (14.2%), sexual harassment (4.6%), and racial harassment (2.6%). Most violence was perpetrated by patients and their relatives, colleagues, and supervisors. Conclusions: WPV remains a significant concern in healthcare settings in Macau. Macau’s local health authority should consider putting in place a raft of zero-tolerance policies designed to prevent it.
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Affiliation(s)
- Teris Cheung
- School of Nursing, Hong Kong Polytechnic University, Hong Kong, China.
| | - Paul H Lee
- School of Nursing, Hong Kong Polytechnic University, Hong Kong, China.
| | - Paul S F Yip
- Centre for Suicide Research and Prevention, University of Hong Kong, Hong Kong, China.
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Do high workload and job insecurity predict workplace bullying after organizational change? INTERNATIONAL JOURNAL OF WORKPLACE HEALTH MANAGEMENT 2017. [DOI: 10.1108/ijwhm-05-2016-0038] [Citation(s) in RCA: 22] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Organizational change eliciting negative outcomes might play a role in the development of workplace bullying. The purpose of this paper is to examine the direct and the interaction effect of two particular negative outcomes of organizational change, such as high workload and job insecurity, on workplace bullying.
Design/methodology/approach
Participants in the study were 134 Italian workers who had just experienced an organizational change. A multiple regression analysis, using the stepwise method, was conducted to test for whether workload, job insecurity, and their interactions predicted workplace bullying.
Findings
Results show that high level of workload is related to workplace bullying; job insecurity is not directly related to workplace bullying; the interaction between high workload and job insecurity enhanced the risk for workplace bullying. In particular, when the level of job insecurity is high there is a stronger relationship between workload and bullying, compared to when the level of job insecurity is low.
Research limitations/implications
The cross-sectional design applied does not allow inference on the causal relationships between the predictors and outcomes.
Practical implications
In order to decrease the occurrence of bullying, managers should avoid that employees experience high workload after organizational change by carefully designing the reengineering process. Additionally, they should try to reduce, as far as possible, employee perceptions of job insecurity.
Originality/value
The focus of the study is on the “survivors” after organizational change and on particular interaction of workplace bullying’s causes that could extremely enhance the risk of the phenomena.
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