Can high workplace social capital buffer the negative effect of high workload on patient-initiated violence? Prospective cohort study

Pihl-Thingvad, Jesper; Andersen, Lars Peter; Pihl-Thingvad, Signe; Elklit, Ask; Brandt, L.; Andersen, Lars L.

doi:10.1016/j.ijnurstu.2021.103971

Cited by 12 publications

(13 citation statements)

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“…Our study findings indicate a more positive appraisal among Chinese nurses in Hong Kong of patients’ aggression than South Korean nurses. These findings are consistent with previous study results showing that patient aggression leads to physical and psychological damages on nurses and inhibits nursing professionals’ identity development [ 22 , 24 , 58 – 61 ]. Thus, researchers have tried to develop prevention and management tactics for patient violence, including strategies for changing attitudes toward violence [ 22 , 24 , 58 – 61 ].…”

Section: Discussionsupporting

confidence: 93%

Post-traumatic responses to workplace violence among nursing professionals: a collaborative and comparative study in South Korea and Hong Kong

Hong,

Nam,

Wong

et al. 2023

BMC Nurs

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Background Workplace violence has had a significant and negative psychological impact on nursing professionals worldwide. Concerted worldwide efforts to improve work environments have not yet removed nursing professionals from the threat of violence. It is highly essential to conduct comparative research in various working environments where the nurses of each country have unique experiences of workplace violence. The aim of this study was to examine the differences in the rate, associated factors, and post-traumatic responses to workplace violence between South Korean and Chinese nurses in Hong Kong among East Asian countries. Methods A cross-sectional, correlational study design recruited a total of 471 registered nurses (319 South Korean nurses and 152 Chinese nurses in Hong Kong; overall response rate = 78.5%) at online communities in South Korea and Hong Kong. The data were collected by conducting a Qualtrics survey from January 15, 2020, to July 24, 2021. A structured questionnaire was administered for data collection, including rate of workplace violence, perception of workplace violence, attitudes toward workplace violence, coping styles, post-traumatic cognitions, post-traumatic stress disorder, post-traumatic growth, and mental health indicators (depression, anxiety, and stress). T-test, chi-squared, and binary logistic regression analyses were conducted. Results In our sample, 30.7% South Korean nurses and 31.6% Chinese nurses in Hong Kong had experienced workplace violence. South Korean and Chinese nurses in Hong Kong with experience of workplace violence had lower perceptions of it. Nurses with experience of workplace violence reported lower levels of mental health, and this trend was more prominent among South Korean nurses. Conclusions Our study findings showed a positive association between workplace violence and post-traumatic responses in both settings. We found that the close monitoring of post-traumatic responses associated with workplace violence could be improved by enhancing nurses’ perception of workplace violence.

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Section: Discussionsupporting

confidence: 93%

Post-traumatic responses to workplace violence among nursing professionals: a collaborative and comparative study in South Korea and Hong Kong

Hong,

Nam,

Wong

et al. 2023

BMC Nurs

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“…In the AYA project, we will measure accumulated exposure in two ways: (a) frequency of exposures using a sum score of the total number of critical events reported within the period and (b) prolonged exposure measured as the sum of time periods with exposure throughout the period of analyses. This is an operationalisation of repeated exposure used in similar studies on occupational risk factors 36 37. For both types of accumulated exposure, sensitivity analyses will be made adjusting for quality and experienced severity of the exposure, to assess the effect of accumulated repeated events.…”

Section: Methods and Analysismentioning

confidence: 99%

Are You All right (AYA)? Association of cumulative traumatic events among Danish police officers with mental health, work environment and sickness absenteeism: protocol of a 3-year prospective cohort study

et al. 2022

Self Cite

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IntroductionPolice officers are frequently exposed to potentially traumatic events at work that increases risk of developing mental health problems, in particular post-traumatic stress disorder (PTSD). Individual and organisational factors may influence the detrimental effects of cumulative exposure to traumatic events. Occupational stress and lack of organisational support are associated with increased risk of PTSD among police officers. The Are You All right? (AYA) project is a prospective cohort study investigating the cumulative effect of traumatic events at work on mental health problems and absenteeism among police officers. The study also investigates whether potential risk and protective factors modify the association of traumatic events at work with mental health problems and absenteeism.Method and analysisThe AYA-study includes the entire Danish police force. Prospective survey data are collected over a 3-year period beginning in the spring of 2021. Electronic surveys are sent out at baseline with 1-year, 2-year and 3-year follow-up. Further, short surveys are sent out every third month, covering exposure to traumatic events and current mental health status. The survey data are paired with workplace register data on sickness absence. Register data on sickness absence cover the period from 2020 to 2025.Ethics and disseminationThis study was presented for evaluation at the National Ethics Committee in Denmark (reference number: 20202000-216), but according to Danish legislation, survey studies do not require approval by official Danish scientific or ethical committees. Participation in the project is based on informed consent, and data are handled in accordance with the Danish data legislation (journal number: 20/41457). Results are published in scientific journals and disseminated at international conferences.

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“…It is also argued that psychological resources, including self-efficacy and resilience, have a positive effect on employees' adaptive performance and could be a fundamental resource for coping with crises and stress (Luo et al, 2021;Maykrantz et al, 2021). As such, previous studies have shown that these resources not only positively correlate with desirable behaviors for organizations, such as safety behaviors (Li et al, 2020;Tang et al, 2014;Wang et al, 2018), or negatively correlate with undesirable behaviors such as turnover (Avey et al, 2009;Bouzari and Karatepe, 2017;Boyas et al, 2013;Çelik, 2018;Iida et al, 2020), but also contribute to mitigating the relationship between stress and behaviors (Aguiar-Quintana et al, 2021;Ngo et al, 2013;Pihl-Thingvad et al, 2021;Shoss et al, 2018;Wang et al, 2018). However, to the best of our knowledge, no studies have shown that these resources moderate the relationship between anxiety and compliance, anxiety and fatigue, and compliance and willingness to leave during a crisis.…”

Section: Social and Psychological Resourcesmentioning

confidence: 99%

Social and psychological resources moderate the relation between anxiety, fatigue, compliance and turnover intention during the COVID-19 pandemic

Kokubun

Ino

Ishimura

2022

IJWHM

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PurposeThe workplace health management lessons to be learned from the pandemic are important. However, few studies have examined the relationship between workplace anxiety, resources and behaviors during the pandemic. Therefore, this paper aims to investigate the relationship between anxiety, fatigue, compliance, turnover intention and social and psychological resources during the COVID-19 pandemic by applying the conservation of resources (COR) theory.Design/methodology/approachPath analysis was carried out using data obtained from a questionnaire survey conducted on 2,973 Chinese employees of Japanese companies in China.FindingsThe analysis showed that anxiety had a positive correlation with compliance, but simultaneously had a positive correlation with fatigue and turnover intention; psychological resources moderated to weaken the relationships between anxiety and compliance/fatigue; social resources moderated to strengthen the negative correlation between compliance and willingness to leave.Research limitations/implicationsThis study targeted employees of Japanese companies in China. Therefore, in the future, it is necessary to verify generalizability as to whether it applies to employees of companies of other nationalities in other countries. Also, the authors used newly developed scales instead of the general psychological scales. Therefore, it is necessary to verify the reproducibility using a more general scale.Practical implicationsAnxiety encourages compliance practices but also increases fatigue and willingness to leave. Therefore, a method of inciting anxiety and making employees follow rules reduces the strength of an organization. To overcome this dilemma, managers need to provide psychological and social resources.Originality/valueThis study is the first to show how effective social and psychological resources are in the management of anxiety and fatigue in achieving high performance during the COVID-19 pandemic. This study was conducted in the very early days of the COVID-19 pandemic with the cooperation of employees working for Japanese companies in China. However, the importance of utilizing resources in a crisis revealed by this study can be applied to all kinds of disasters.Highlights:-The current study is the result of a survey conducted on employees of Japanese companies in China in the early days of the COVID-19 pandemic.-Anxiety had a positive effect of promoting compliance and a negative effect of increasing fatigue and willingness to leave the job.-Psychological resources mitigated these effects of anxiety and, as a result, reduced fatigue and willingness to leave.-Social resources enhanced the effect of compliance on reducing willingness to leave.-Workplace health problems caused by the COVID-19 pandemic should be addressed by increasing employee resources on a regular basis, rather than aggravating anxiety.

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Can high workplace social capital buffer the negative effect of high workload on patient-initiated violence? Prospective cohort study

Cited by 12 publications

References 86 publications

Post-traumatic responses to workplace violence among nursing professionals: a collaborative and comparative study in South Korea and Hong Kong

Post-traumatic responses to workplace violence among nursing professionals: a collaborative and comparative study in South Korea and Hong Kong

Are You All right (AYA)? Association of cumulative traumatic events among Danish police officers with mental health, work environment and sickness absenteeism: protocol of a 3-year prospective cohort study

Social and psychological resources moderate the relation between anxiety, fatigue, compliance and turnover intention during the COVID-19 pandemic

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