based on the concept and measure on work engagement of their subordinate workers in Japan. Methods The study sample was all managers and employees of a financial enterprise in Japan. The study design was a single-group pre-and post-test study. We developed a one-session 150 min workshop-based training program based on the HSE management competencies framework, including lectures, group works, and homework. Work engagement of subordinate workers was measured at baseline and 1 year follow-up by the short version of new Brief Job Stress Questionnaire (BJSQ). Improvement of 12 areas of sub-competencies among managers was also assessed by using the HSE competency indicator tool. Results 94 managers (92 men and 2 women) and 1187 subordinate workers (590 men and 597 women) participated in the study. The scores of work engagement did not increase significantly from baseline to 1 year follow-up among subordinate workers as a whole, with a small effect size (Cohen's d=0.05). However, multilevel analyses revealed that improvements of 6 sub-competency areas of managers was significantly associated with increase in work engagement of subordinate workers, particularly for the integrity (g=0.05, p=0.03 for the crude analysis; g=0.05, p=0.03 after adjusting for the covariates). Conclusion The training program for managers failed to show its effect on improving work engagement of subordinate workers, possibly because of the low intensity of the program. However, it is suggested that the integrity might be a key management competency to improve work engagement of subordinate workers. Methods The quantitative-qualitative study took as reference the competences defined by ANAMT and the norms that regulate the medical residency programs in the country, with the construction of matrices that were successively submitted to the appreciation of residents, graduates of the program and professionals specialised in the area. At the end, a Seminar was held to validate the results. Result A preliminary document was produced where the main technical knowledge, skills and attitudes expected for each general competence contained in the fields of Professionalism Introduction Workplace violence in the healthcare setting is increasing and poses a danger to healthcare professionals. It is reported that nurses are at three times greater risk of being exposed to violence in the workplace than any other professional group. Methods A quantitative, descriptive, cross-sectional survey was conducted at four randomly selected campuses of the KwaZulu Natal College of Nursing. A non-probability convenience sample of 421 student nurses was realised. A validated and reliable instrument was used to collect data which was statistically analysed using SPSS 23. Tests included Pearson's correlation, t-tests, Anova and chi-square. Result Majority of those sampled were female and Black with more female victims of workplace violence than males. Male patients and their relatives were most often the perpetrators. Male students reported depression and negative effects on...

BACKGROUND: Quiet often when students return from clinical placement, complain of being abused by patients and their relatives. Student nurses view clinical placement as an anxiety producing part of the nursing programme (Magnavita and Heponiemi 2011: 208). As a result, some resign and leave nursing fearing for their lives. AIM OF THE STUDY: To determine the extent and types of violence experienced by student nurses from patients and their relatives or friends in public hospitals in KwaZulu-Natal, and whether this leads to intentions to leave the nursing profession. METHODOLOGY: A quantitative, descriptive cross sectional survey approach conducted amongst student nurses (n=421) at KwaZulu-Natal College Nursing R425 Program starting from their first year of training up to the midwifery module. Self-Administered Questionnaires (SAQ) were used to collect data and data analysed using SPSS version 23. RESULTS: All respondents (n=421) completed the SAQ (annexure B). Many student nurses, especially female students, are victims of intimidation, bullying and verbal abuse as opposed to physical and sexual abuse by patients’ relatives and patients. The workplace violence against student nurses resulted in anger and absenteeism. The majority have not reported any abuse and they were not even aware of any policy that exists in their institutions against any form of violence. DISCUSSION: Findings in this study revealed that student nurses, like all other nurses, were also at a high risk of workplace violence. This may be because nurses have the closest contact with patients and their relatives; hence they are at high risk of exposure to violence. Since all settings are potentially high risk for violence, it is therefore necessary for the management to improve security in all high-risk areas for the student nurses to be safe. RECOMMENDATIONS: Public hospitals and the Department of Health (DOH) needs to formulate clear policies regarding violence against student nurses, and information on how to report the occurrence. There is a need for development or improvement of policies, procedures and intervention strategies. The DOH needs to address the issues of violence by implementing strategies to create a supportive environment that facilitates empowerment for the positive emotional wellbeing of student nurses. Managers have the responsibility to create and maintain zero tolerance regarding workplace violence. Public hospitals need to employ Managers with required skills and higher education to deal with workplace violence. There is a need for further research and more details on workplace violence and its cause.