A survey of workplace bullying in a health sector organisation

Rutherford, Alison; Rissel, Chris

doi:10.1071/ah040065

Cited by 63 publications

(66 citation statements)

References 7 publications

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“…", and the least common was "direct negative behavior." In other studies [17,18,[28][29][30] too, in conformity with our results "assault to professional status and personality" were the most common threatening behaviors on academicians . In line with other studies [17,31] in this study threatening behaviors such as "groundless talk about the person in question" and "controlling the person or their work without the knowledge of the person" and" criticizing and rejecting the person's decisions and suggestions" were the most three common exposed mobbing behaviors by academic personnel.…”

Section: Discussionsupporting

confidence: 93%

Assessment of Mobbing Behaviors Exposed by the Academic Personnel Working in a University, in Turkey

Şenol

Avsar²,

Akca³

et al. 2015

J Psychiatry

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Objective: To determine psychological violence behaviors (mobbing) exposed by academic personnel working in Erciyes University, Turkey. Methods:A questionnaire-based cross sectional study was performed in June 2010 in Erciyes University. No sampling methods were used, questionnaires were delivered by mail to all academicians and 450 of 850 (53.0%) questionnaires were returned. We used the Mobbing Perception Scale (MPS) for data collection.Results: A total of 58.2% of the academicians experienced recurrent physiological violence at least once a week in the workplace and 16.6% stated that they were directly exposed to mobbing behavior every day (>1 point) in the past year, 44.7% reported "assault to their professional status", 42.8% reported "assault to personality", 39.9 % reported "isolation from work", 13.0% reported "direct negative behavior". The most commonly (30.4%) experienced behavior was; "groundless talk about the person in question". Mobbing was not associated with demographic and professional variables. The main source of mobbing was the managers. Also 68.0% of the victims resorted to passive defense strategies, and only 2.5% took legal action. Conclusion:Workplace mobbing is a critical problem for academicians in our university. The level of directly mobbing behavior was substantially high. The most common threatening behavior was "assault to professional status". The primary mobbers were the managers. A great of majority academicians had not been received professional help and they internalized the mobbing. The findings indicated that levels of awareness of mobbing have increased among academicians.

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Section: Discussionsupporting

confidence: 93%

Assessment of Mobbing Behaviors Exposed by the Academic Personnel Working in a University, in Turkey

Şenol

Avsar²,

Akca³

et al. 2015

J Psychiatry

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“…3,6 The prevalence of workplace bullying throughout the medical workforce in Australia or elsewhere has not been investigated, with previous studies focussing on subsets of doctors, particularly junior doctors. 2,3,[9][10][11][12][13][14][15][16][17] We report here on cross-sectional data gathered through the DeC Study on the prevalence and potential impact of bullying in the Australian medical workforce.…”

Section: Introductionmentioning

confidence: 99%

“…Previous studies have investigated the prevalence of bullying in specific sectors of the workforce, including junior doctors, 2,11,12,14,17 trainee psychiatrists, 10 postgraduate hospital dentists, 15 and staff of specific regional health administrations. 13,28 However, comparisons between studies are difficult because different definitions of bullying and data collection methods were used. Nonetheless, studies using comparable approaches to ours have reported similar rates of bullying: 18% in junior doctors, 2 and 25% in postgraduate hospital dentists.…”

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confidence: 99%

Bullying in the Australian medical workforce: cross-sectional data from an Australian e-Cohort study

Askew

Schluter

Dick

et al. 2012

Aust. Health Review

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Objective. This study aimed to describe the prevalence of perceived workplace bullying in the Australian medical workforce, and investigate the relationship between workplace bullying and job satisfaction, health status, and current and planned medical workforce participation.Methods. An electronic cross-sectional survey of doctors currently in the paid workforce, conducted between April 2008 and October 2009, was nested within a longitudinal cohort study investigating factors affecting the recruitment and retention of the Australian medical workforce. To address the specific aims of this study, a subset of questions in the survey investigated the prevalence of self-reported bullying; physical and mental health; workforce participation patterns; job satisfaction; and job stressors.Results. Seven hundred and forty-seven participants responded to the bullying question and were included in this analysis. Twenty-five percent of participants reported being bullied in the last 12 months. There were no differences in the reported rates of bullying across age groups, sex and country of medical qualification. Bullied doctors were least satisfied with their jobs (P < 0.001), had taken more sick leave in the last 12 months (P < 0.001), and were more likely to be planning to decrease the number of hours worked in medicine in the next 12 months (P = 0.01) or ceasing direct patient care in the next 5 years (independent of their age or the number of hours currently worked in patient care) (P = 0.006).Conclusions. Our findings suggest that Australian doctors, independent of age or sex, have experienced workplace bullying, and although no conclusions can be made about causal pathways, there were strong associations between this exposure and poorer health and wellbeing, and on remaining in the medical workforce.What is known about the topic? Bullying and harassment have a significant impact on mental health, job satisfaction, and intention to leave the workforce. Workplace bullying in healthcare organisations affects the individuals involved, the organisations and the patients. The prevalence of workplace bullying throughout the medical workforce in Australia or elsewhere has not been investigated, with previous studies focussing on subsets of doctors, particularly junior doctors. What does this paper add? This paper found that 25% of doctors participating in this study reported experiencing persistent behaviours in the last 12 months that had undermined their professional confidence or self-esteem. There were no differences in the prevalence of bullying observed between sexes, age groups, country of medical qualifications, or employment sector. Victims of bullying had poorer mental health, had taken more sick leave in the last 12 months, were less Journal compilation Ó AHHA 2012 www.publish.csiro.au/journals/ahr CSIRO PUBLISHING Australian Health Review, 2012, 36, 197-204 Research Note http://dx.doi.org/10.1071/AH11048WORKFORCE satisfied with their current jobs and with being doctors, were more affected by job stresso...

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“…간호사의 직장 내 괴롭힘은 유기적인 협력관계에 있는 다른 의료 관련 종사 자들에 비해 유의하게 높고 (Quine, 2001), 가해자로는 환자, 동료, 의사, 기타 직종 등이었다 (Rutherford & Rissel, 2004). (Laschinger, Grau, Finegan, & Wilk, 2010;MacIntosh, Wuest, Gray, & Cronkhite, 2010;Quine, 2001;Rocker, 2008).…”

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“…(Laschinger, Grau, Finegan, & Wilk, 2010;MacIntosh, Wuest, Gray, & Cronkhite, 2010;Quine, 2001;Rocker, 2008). (Rutherford & Rissel, 2004;Yildirim, Yildirim, & Timucin, 2007) …”

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confidence: 99%

Effect of Workplace Bullying and Job Stress on Turnover Intention in Hospital Nurses

Lee

Bernstein

2013

J Korean Acad Psychiatr Ment Health Nurs

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Purpose:The purposes of this study were to explore nurse' bullying experiences according to demographic characteristics and to identify effects of workplace bullying and job stress on turnover intention in hospital nurses. Methods: One hundred sixty-one graduate students working as nurses were recruited. The collected data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and Stepwise multiple regression with PASW 18.0. Results: Results show that 23.0% of the nurses interviewed had experienced bullying in the workplace within the last six months and 19.4% had been bullied during the entire employment period. Bullying perpetrators included nurses (52.9%), physicians (23.0%), and patients (17.8%). Bully nurses consisted of senior nurses (63.0%), managers or supervisors (29.6%), colleagues (3.7%), and junior nurses (3.7%). Job turnover intention in hospital nurses was significantly correlated with workplace bullying (r=.20, p=.012) and job stress (r=.37, p<.001). The most significant predictors influencing the turnover intention of hospital nurses were job stress, age, and bullying in total career and these factors accounted for 21.0% of the variance. Conclusion: Job stress and bullying significantly influence turnover intention. Therefore, educational programs should be developed and implemented to prevent workplace bullying.

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A survey of workplace bullying in a health sector organisation

Cited by 63 publications

References 7 publications

Assessment of Mobbing Behaviors Exposed by the Academic Personnel Working in a University, in Turkey

Assessment of Mobbing Behaviors Exposed by the Academic Personnel Working in a University, in Turkey

Bullying in the Australian medical workforce: cross-sectional data from an Australian e-Cohort study

Effect of Workplace Bullying and Job Stress on Turnover Intention in Hospital Nurses

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