Cognitive Rehearsal Training to Prevent Lateral Violence in a Military Medical Facility

O’Connell, Karen; Garbark, Reneé L.; Nader, Kelly C.

doi:10.1016/j.jopan.2018.07.003

Cited by 18 publications

(15 citation statements)

References 28 publications

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“…We identified 42 evaluations or descriptions of 42 interventions, all of which sought to address UB in acute healthcare settings. Of the interventions; 30 were conducted in the USA [ 73 , 76 , 78 , 82 , 86 , 88 , 89 , 91 – 93 , 95 , 100 , 101 , 106 , 111 , 116 , 120 , 122 , 125 , 127 , 129 , 137 , 141 , 143 , 156 , 164 , 165 , 172 , 174 , 177 , 178 ]; five in Australia [ 74 , 108 , 126 , 160 , 162 ]; two each in Canada [ 132 , 169 ] and South Korea [ 83 , 94 ]; and one in Turkey [ 144 ], Ireland [ 100 ] and Iran [ 154 ]. Iran and Turkey were the only low- or middle-income countries to report an intervention.…”

Section: Resultsmentioning

confidence: 99%

Interventions to address unprofessional behaviours between staff in acute care: what works for whom and why? A realist review

Maben,

Aunger,

Abrams

et al. 2023

BMC Med

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Background Unprofessional behaviour (UB) between staff encompasses various behaviours, including incivility, microaggressions, harassment, and bullying. UB is pervasive in acute healthcare settings and disproportionately impacts minoritised staff. UB has detrimental effects on staff wellbeing, patient safety and organisational resources. While interventions have been implemented to mitigate UB, there is limited understanding of how and why they may work and for whom. Methods This study utilised a realist review methodology with stakeholder input to improve understanding of these complex context-dependent interventions. Initial programme theories were formulated drawing upon scoping searches and reports known to the study team. Purposive systematic searches were conducted to gather grey and published global literature from databases. Documents were selected if relevant to UB in acute care settings while considering rigour and relevance. Data were extracted from these reports, synthesised, and initial theories tested, to produce refined programme theories. Results Of 2977 deduplicated records, 148 full text reports were included with 42 reports describing interventions to address UB in acute healthcare settings. Interventions drew on 13 types of behaviour change strategies and were categorised into five types of intervention (1) single session (i.e. one off); (2) multiple session; (3) single or multiple sessions combined with other actions (e.g. training sessions plus a code of conduct); (4) professional accountability and reporting programmes and; (5) structured culture change interventions. We formulated 55 context-mechanism-outcome configurations to explain how, why, and when these interventions work. We identified twelve key dynamics to consider in intervention design, including importance of addressing systemic contributors, rebuilding trust in managers, and promoting a psychologically safe culture; fifteen implementation principles were identified to address these dynamics. Conclusions Interventions to address UB are still at an early stage of development, and their effectiveness to reduce UB and improve patient safety is unclear. Future interventions should incorporate knowledge from behavioural and implementation science to affect behaviour change; draw on multiple concurrent strategies to address systemic contributors to UB; and consider the undue burden of UB on minoritised groups. Study registration This study was registered on the international database of prospectively registered systematic reviews in health and social care (PROSPERO): https://www.crd.york.ac.uk/prospero/display_record.php?ID=CRD42021255490.

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Section: Resultsmentioning

confidence: 99%

Interventions to address unprofessional behaviours between staff in acute care: what works for whom and why? A realist review

Maben,

Aunger,

Abrams

et al. 2023

BMC Med

View full text Add to dashboard Cite

show abstract

“…Lateral violence creates a hostile work environment that can cause burnout and exhaustion, resulting in decreased nurse productivity and substandard nursing care. High turnover rates, poor nurse retention, and increased absenteeism caused by lateral violence impact patient care and result in increased cost to the facility (O'Connell et al, 2019). When nurses fear intimidation or ridicule, they are less likely to ask questions or ask for help, which affects patient outcomes.…”

Section: Implications For Nursingmentioning

confidence: 99%

“…Solorzano Martinez and De Oliveira (2021) found that training programs can help prevent future incidences of lateral violence and should be mandatory. Simulation scenarios, debriefings, codes of conduct, problem-based learning, and cognitive rehearsal training are all quality improvement initiatives that have been studied in academia and healthcare organizations (O'Connell et al, 2019; Sanner-Stiehr, 2017; Solorzano Martinez & De Oliveira, 2021; Vessey & Williams, 2021).…”

Section: Implications For Nursingmentioning

confidence: 99%

“…Lateral violence can occur in any workplace environment; however, the prevalence of lateral violence by nurses has been reported to be as high as 85% in the United States (U.S.) (O'Connell, Garbark, & Nader, 2019). Perpetrators frequently target vulnerable populations such as nursing students, new graduate nurses, and new-to-specialty nurses due to their lack of confidence in their abilities and training in new positions (O'Connell et al, 2019).…”

Section: Introductionmentioning

confidence: 99%

“…Research on lateral violence has increased over the past two decades, and the behaviors have steadily increased in the healthcare environment among nurses (Pfeifer & Vessey, 2017; Whitehead, Dittman, & McNulty, 2017). Lateral violence can occur in any workplace environment; however, the prevalence of lateral violence by nurses has been reported to be as high as 85% in the United States (U.S.) (O'Connell, Garbark, & Nader, 2019). Perpetrators frequently target vulnerable populations such as nursing students, new graduate nurses, and new-to-specialty nurses due to their lack of confidence in their abilities and training in new positions (O'Connell et al, 2019).…”

Section: Introductionmentioning

confidence: 99%

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