Effectiveness of Interventions for Workplace Bullying among Nurses: A Systematic Review

Abstract

The aim of this study was to evaluate the effectiveness of interventions for workplace bullying among nurses. Methods: First, risk factors of workplace bullying were categorized in order to create analysis criteria. A search of 8 databases, and manual searching resulted in the identification of 3,096 relevant articles. Three of the authors did article selection, data extraction, and quality assessment using the Risk of Bias (RoB) and the Risk of Bias for Nonrandomized studies (ROBANS). Results: Interventions in workplace bullying were classified as individual, interactions, and organizational approach. Twelve intervention studies (10 individual interventions, 1 team approach, 1 multi-level approach) were selected. Four of the individual interventions decreased bullying, but three had no effect. One multi-level intervention reported that bullying did not occur. Individual interventions improved bullying awareness in four articles, decreased turnover intention in two articles, and increased skill and knowledge of bullying management in five articles. One team approach increased nurse interactions and group cohesion. The quality of selected articles was low overall. Conclusion: Individual interventions have a possibility to improve awareness and knowledge about bullying, but there is a lack of evidence on preventing bullying. Further research is required on multi-levels interventions with well-designed controlled trials.

Intervention types and their effects on workplace bullying among nurses: A systematic review

“…In other words, the selected studies implemented interventions that primarily aimed to improve the overall work environment. A previous systematic review introduced intervention strategies involving a transition phase programme and the cognitive rehearsal of common bullying behaviours and emphasized the importance of a multi‐level intervention programme (Park et al, 2018). A decade because these intervention strategies were introduced, intervention programmes have been diversified, such as through assertiveness training, educational intervention and role‐playing, and more methods of intervention delivery (e‐learning and mobile learning) have been developed.…”

“…sociodemographic factors and personality) and the characteristics of the group and organization (e.g. negative culture, workforce, job ambiguity, high‐demand role and poor leadership) were found to be predictors of workplace bullying (Park et al, 2018). Thus, follow‐up studies should develop interventions that focus on alleviating the negative effects of the factors at the group or organizational level as well as at the individual level, including primary, secondary and tertiary interventions.…”

Psychometric qualities of measurement tools used to determine workplace horizontal violence: A rapid review

“…Multiple studies continue to investigate different aspects of workplace bullying across many employment settings 1,2 3,4 …”

“…Multiple studies continue to investigate different aspects of workplace bullying across many employment settings. 1,2 Bullying has been shown to occur in workplaces, in schools, between peers and more recently, online via social media. 3,4 In workplaces impacted by the effects of bullying, outcomes can lead to negative effects for both the employee and perpetrator.…”

Dis-eases of Korean nurses: a women’s health perspective

“…Psychologically, bullying cause low self-confidence, anxiety, and depression, and in severe cases, it can lead to suicide. According to a meta-analysis on interventions for workplace bullying [9], individual interventions can improve bullying awareness and skill and knowledge of bullying management, which can, in turn, decrease turnover intention; Multilevel interventions were also found to be effective in eliminating bullying, as the team approach increased nurse interactions and group cohesion [9].…”