Abstract:The study's outcomes identify workforce segments that are most vulnerable to OVA. The study also highlights workplace safety factors such as the prioritization of employee safety that might assist in the reduction of OVA.
“…If an organization has a well-developed WPV management strategy and support system and can proactively increase environmental safety to reduce the exposure of staff under high risk and high pressure, then the stability and productivity of the staff can certainly show great improvement. Such a workplace atmosphere is beneficial for maintaining the professional workforce and for the development of the organization (Shea et al, 2016;Yang & Caughlin, 2017). Based on the above discussion, the following hypotheses are examined in this study:…”
Section: Wpv-prevention Climatementioning
confidence: 99%
“…If an organization has a well‐developed WPV management strategy and support system and can proactively increase environmental safety to reduce the exposure of staff under high risk and high pressure, then the stability and productivity of the staff can certainly show great improvement. Such a workplace atmosphere is beneficial for maintaining the professional workforce and for the development of the organization (Shea et al., ; Yang & Caughlin, ). Based on the above discussion, the following hypotheses are examined in this study:H1: Workplace violence is positively correlated with turnover intention and can cause an increase in work frustration.H2: Work frustration is positively correlated with turnover intention, and workplace violence can affect turnover intention through the mediation of work frustration.H3: A violence‐prevention climate can effectively reduce the positive correlation of workplace violence with work frustration and turnover intention.…”
Section: Introductionmentioning
confidence: 99%
“…A violence-prevention climate refers to the perspective of staff on the policy implementation and control processes employed by the organisation to eliminate WPV (Spector, Coulter, Stockwell, & Matz, 2007). Shea, Sheehan, Donohue, Cooper, and Cieri (2016) found that 67% of nurses experienced WPV during the previous year. Moreover, 20% of nurses experience violent incidents weekly or daily.…”
Nursing managers and leaders must create a positive consultative pipeline to ensure a safe climate and environment for both the victims of WPV and the nurses who witness violence against others.
“…If an organization has a well-developed WPV management strategy and support system and can proactively increase environmental safety to reduce the exposure of staff under high risk and high pressure, then the stability and productivity of the staff can certainly show great improvement. Such a workplace atmosphere is beneficial for maintaining the professional workforce and for the development of the organization (Shea et al, 2016;Yang & Caughlin, 2017). Based on the above discussion, the following hypotheses are examined in this study:…”
Section: Wpv-prevention Climatementioning
confidence: 99%
“…If an organization has a well‐developed WPV management strategy and support system and can proactively increase environmental safety to reduce the exposure of staff under high risk and high pressure, then the stability and productivity of the staff can certainly show great improvement. Such a workplace atmosphere is beneficial for maintaining the professional workforce and for the development of the organization (Shea et al., ; Yang & Caughlin, ). Based on the above discussion, the following hypotheses are examined in this study:H1: Workplace violence is positively correlated with turnover intention and can cause an increase in work frustration.H2: Work frustration is positively correlated with turnover intention, and workplace violence can affect turnover intention through the mediation of work frustration.H3: A violence‐prevention climate can effectively reduce the positive correlation of workplace violence with work frustration and turnover intention.…”
Section: Introductionmentioning
confidence: 99%
“…A violence-prevention climate refers to the perspective of staff on the policy implementation and control processes employed by the organisation to eliminate WPV (Spector, Coulter, Stockwell, & Matz, 2007). Shea, Sheehan, Donohue, Cooper, and Cieri (2016) found that 67% of nurses experienced WPV during the previous year. Moreover, 20% of nurses experience violent incidents weekly or daily.…”
Nursing managers and leaders must create a positive consultative pipeline to ensure a safe climate and environment for both the victims of WPV and the nurses who witness violence against others.
“…() and Shea et al . () identified a link between the characteristics of the workplace and exposure to violence. Llor‐Esteban et al .…”
Section: Discussionmentioning
confidence: 99%
“…One study suggests that organizational factors, like the type of workplace, can also influence the amount of exposure to violence (Shea et al . ). From the perspective of psychiatric nursing, nursing staff working in psychiatric outpatient settings may be at greater risk of workplace violence than staff working in psychiatric inpatient settings because work in outpatient settings is often independent and lonely (Nolan et al .…”
Violence against nurses has increased particularly in psychiatric outpatient settings as psychiatric care shifts from being inpatient-based to being outpatient-based. Violence is a complex phenomenon that must be explored in different psychiatric nursing environments and settings. Violence in psychiatric outpatient settings should especially be explored as violence in this context has scarcely been examined. The aim of this systematic review was to elucidate violence committed against nursing staff by patients in adult psychiatric outpatient settings, based on reports from previous studies. A literature search was conducted in the CINAHL (EBSCO), Ovid MEDLINE, and PsycARTICLES (Ovid) databases. Fourteen studies emerged after the selection and quality assessment process. These studies indicated that violence in psychiatric outpatient settings is a multidimensional phenomenon comprising the reasons for, forms of, and consequences of violence. Reasons for violence could be related to the patient as well as to nursing staff. In psychiatric outpatient settings, verbal violence was the most common form of violence, and violence most frequently led to psychological consequences for nursing staff. The findings of this review highlight the importance of nursing staff developing skills and interventions for managing different kinds of violent situations. Given the multidimensional consequences of violence, attention must be given to the occupational well-being and coping ability of nursing staff at work. Furthermore, it would be worthwhile to compare cultural and intercountry differences of violent exposures in psychiatric outpatient settings.
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