Hospital RNs' Experiences With Disruptive Behavior

Walrath, Jo M.; Dang, Deborah; Nyberg, Dorothy

doi:10.1097/ncq.0b013e3181c7b58e

Cited by 62 publications

(79 citation statements)

References 23 publications

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“…Regarding attributes, it was found that the most disruptive behavior conduct characteristics were concentrated in the categories of Violence and Psychological Incivility, which was also found in other studies (33)(34) . In analyzing the experience of clinical nurses with disruptive behavior in the United States, researchers found the occurrence of this behavior among all contexts of practice and among a wide range of health professionals.…”

Section: Discussionsupporting

confidence: 64%

“…A total of 168 different disruptive behaviors were identified and then synthesized into 21 categories. Within these categories, three themes or disruptive behavior patterns emerged: incivility, psychological aggression and violence (34) . Such patterns are the same as in this study.…”

Section: Discussionmentioning

confidence: 99%

“…The most frequently identified organizational threat has been high workload pressure, volume, and number of patients, in addition to unsolved systemic problems (3,34) . The problem is even greater in areas or specializations of high stress.…”

Section: Discussionmentioning

confidence: 99%

“…They involve controlling and aggressive personalities which inhibit effective communication (34) . Among the intrapersonal antecedents, there was a greater number of articles that addressed the growing stress and critical situations experienced in the healthcare environment, with anxiety, fatigue and depression as the main causes for the individual adopting disruptive behavior at work.…”

Section: Discussionmentioning

confidence: 99%

“…For the authors, these concepts are described as follows: incivility in the workplace is a deviant low intensity behavior, which violates the workplace norms of mutual respect, may or may not have the intention of harming the target, it does not physically threaten the target, and it can transcend organizational hierarchy; psychological aggression relates to active or passive behavior that intentionally inflicts psychological damage to the target, such as gossip, intimidation and passive-aggressive behavior; and violence includes physical, active and direct forms of aggressive behavior (34) . In face of the considerations presented on the attributes of disruptive behavior, this initial analysis made it possible to recognize how this behavior is presented in the healthcare work environment, and to include the most characteristic conducts within each highlighted attribute: incivility, psychological violence and physical/sexual violence.…”

Section: Discussionmentioning

confidence: 99%

See 4 more Smart Citations

Analyzing the concept of disruptive behavior in healthcare work: an integrative review*

Oliveira

Silva

Guedes

et al. 2016

Rev. esc. enferm. USP

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Objective:To analyze the concept of disruptive behavior in healthcare work. Method: An integrative review carried out in the theoretical phase of a qualitative research substantiated by the theoretical framework of the Hybrid Model of Concept Development. The search for articles was conducted in the CINAHL, LILACS, PsycINFO, PubMed and SciVerse Scopus databases in 2013. Results: 70 scientific articles answered the guiding question and lead to attributes of disruptive behavior, being: incivility, psychological violence and physical/sexual violence; with their main antecedents (intrapersonal, interpersonal and organizational) being: personality characteristics, stress and work overload; and consequences of: workers' moral/mental distress, compromised patient safety, labor loss, and disruption of communication, collaboration and teamwork. Conclusion: Analysis of the disruptive behavior concept in healthcare work showed a construct in its theoretical stage that encompasses different disrespectful conduct adopted by health workers in the hospital context, which deserve the attention of leadership for better recognition and proper handling of cases and their consequences.

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Section: Discussionsupporting

confidence: 64%

Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

See 3 more Smart Citations

Analyzing the concept of disruptive behavior in healthcare work: an integrative review*

Oliveira

Silva

Guedes

et al. 2016

Rev. esc. enferm. USP

View full text Add to dashboard Cite

show abstract

Medical Social Work and Case Management

Pressley,

Shaw,

Brookins

2023

Home Care for Older Adults Using Interprofessional Teams

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Linking Workplace Aggression to Employee Well-Being and Work: The Moderating Role of Family-Supportive Supervisor Behaviors (FSSB)

et al. 2016

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Purpose The present study examined the moderating effects of family-supportive supervisor behaviors (FSSB) on the relationship between two types of workplace aggression (i.e., patient-initiated physical aggression and coworker-initiated psychological aggression) and employee well-being and work outcomes. Methodology Data were obtained from a field sample of 417 healthcare workers in two psychiatric hospitals. Hypotheses were tested using moderated multiple regression analyses. Findings Psychiatric care providers’ perceptions of FSSB moderated the relationship between patient-initiated physical aggression and physical symptoms, exhaustion and cynicism. In addition, FSSB moderated the relationship between coworker-initiated psychological aggression and physical symptoms and turnover intentions. Implications Based on our findings, family-supportive supervision is a plausible boundary condition for the relationship between workplace aggression and well-being and work outcomes. This study suggests that, in addition to directly addressing aggression prevention and reduction, family-supportive supervision is a trainable resource that healthcare organizations should facilitate to improve employee work and well-being in settings with high workplace aggression. Originality This is the first study to examine the role of FSSB in influencing the relationship between two forms of workplace aggression: patient-initiated physical and coworker- initiated psychological aggression and employee outcomes.

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Hospital RNs' Experiences With Disruptive Behavior

Cited by 62 publications

References 23 publications

Analyzing the concept of disruptive behavior in healthcare work: an integrative review*

Analyzing the concept of disruptive behavior in healthcare work: an integrative review*

Medical Social Work and Case Management

Linking Workplace Aggression to Employee Well-Being and Work: The Moderating Role of Family-Supportive Supervisor Behaviors (FSSB)

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