Bullying and harassment of trainees: An unspoken emergency?

Jamieson, J.C.; Mitchell, Rob; Fevre, James Le; Perry, Andrew

doi:10.1111/1742-6723.12465

Cited by 16 publications

(17 citation statements)

References 20 publications

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“…With that said, the healthcare sector is often reported to be one of the more at risk work environments (1), to the extent that workplace violence has begun to be seen as "just part of the job" by health care staff (3). Yet with almost 50% of surgical staff experiencing workplace violence (4), violence in medical workplaces has reached endemic levels (5)(6)(7)(8).…”

Section: Problemmentioning

confidence: 99%

Midwifery student reactions to workplace violence

2018

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Section: Problemmentioning

confidence: 99%

Midwifery student reactions to workplace violence

2018

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“…A review of literature affirms that targets usually deny being bullied for many reasons (Jamieson, Mitchell, Le Fevre, & Perry, 2015) while reporting extensive exposure to specific acts of workplace bullying (Nielsen et al, 2009). Underreporting related to workplace bullying is a matter of concern in India also (D'Cruz, 2012(D'Cruz, , 2016a.…”

Section: Research-article2017mentioning

confidence: 99%

Investigating Workplace Bullying in India: Psychometric Properties, Validity, and Cutoff Scores of Negative Acts Questionnaire–Revised

2017

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Workplace bullying is a universal threat with statistics available at global level prominently suggesting that this phenomenon is thriving like a pandemic worldwide. Limited literature on workplace bullying from Indian perspective can be attributed to the paucity of standardized tools for investigating its prevalence. This study reports validation, psychometric properties, and cutoff scores for Negative Acts Questionnaire-Revised (NAQ-R) in Indian sample (N = 1,053). Confirmatory factor analysis (CFA) revealed a best fit three-factor model of work-related bullying, person-related bullying, and physically intimidating bullying NAQ-R demonstrated high reliability and validity using CFA and Pearson's correlation with measures of burnout, work engagement, and perceived victimization. Two cutoff points for NAQ-R were formulated using receiver operating characteristic curve for categorizing respondents as "never bullied" (scores below 40), "occasionally bullied" (scores between 40 and 56), and "severely bullied" (scores above 56). Based on these scores, 46% of the employees were found being bullied at work, either occasionally or frequently. NAQ-R is a valid and psychometrically sound measure to examine workplace bullying in India. Clear cutoff scores may help practitioners in designing prevention and intervention strategies. As NAQ-R is the most extensively tried and tested measure of workplace bullying worldwide, the findings of the study may facilitate cross-cultural comparisons.

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“…The Royal Australasian College of Surgeons responded by forming an expert advisory group, the first investigation of its kind within Australasian medical specialist colleges . It would be naïve to think that EM remains immune from similar concerns and ACEM has recognised that quantitative and qualitative research specific to our trainees is urgently required . Presently, the ACEM board has delegated the Council of Advocacy, Practice and Partnership to form a working group to strategise on how best to investigate…”

Section: Future Directions For Researchmentioning

confidence: 99%