Organisational antecedents, policy and horizontal violence among nurses: An integrative review

Blackstock, Sheila; Salami, Bukola; Cummings, Greta G.

doi:10.1111/jonm.12623

Cited by 38 publications

(44 citation statements)

References 69 publications

(150 reference statements)

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“…F I G U R E 1 Bar chart showing the number of perpetrators of (a) "bullying" and (b) "incivility" reported by new graduate nurses (NGNs), registered nurses (RNs), and nurses in leadership roles the nursing hierarchy often shields perpetrators from being reported and reprimanded (Blackstock et al, 2018). Therefore, organizations need to ensure the inclusion of alternative reporting pathways for victims to report negative workplace behavior, free from obstacles due to power imbalances.…”

Section: Discussionmentioning

confidence: 99%

“…Bullying behaviors are considered higher level negative workplace behaviors, and the essential elements of bullying are that the behavior is repeated (NSW Health, 2018) and often involves a power imbalance between the perpetrator and victim (Blackstock, Salami, & Cummings, 2018). In contrast, horizontal violence manifests as negative behaviors occurring between peers in equal positions (Blackstock et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

“…The New South Wales (NSW) Ministry of Health defines "workplace bullying" as "behavior which is offensive, intimidating, intended to humiliate or threaten and is directed at a staff member or a group of staff members, and occurring in the course of or related to work" (NSW Health, 2018, p. 1). Bullying behaviors are considered higher level negative workplace behaviors, and the essential elements of bullying are that the behavior is repeated (NSW Health, 2018) and often involves a power imbalance between the perpetrator and victim (Blackstock, Salami, & Cummings, 2018). In contrast, horizontal violence manifests as negative behaviors occurring between peers in equal positions (Blackstock et al, 2018).…”

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confidence: 99%

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Negative workplace behavior and coping strategies among nurses: A cross‐sectional study

Hawkins

Jeong

Smith

2020

Nursing & Health Sciences

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Negative workplace behavior affecting nurses is an internationally recognized problem. This study examines the types and extent of negative workplace behavior experienced by nurses in non-metropolitan, regional acute care settings and their ways of coping when subject to that behavior. A cross-sectional study was conducted involving 74 nurse participants in four regional hospitals in Australia. The structured questionnaire consisted of four parts: demographic questions, the Negative Acts Questionnaire-Revised, questions on exposure to bullying and/or incivility and policy awareness and use of pathways, and the Ways of Coping Questionnaire. Overall, 34% of participants were exposed to bullying and 49% to incivility over the previous month. The most common type of negative workplace behavior reported was "workrelated bullying," which included exposure to excessive workloads, unrealistic deadlines, and information being withheld. Nurses reported the use of a variety of coping mechanisms, including problem-focused coping strategies and seeking social support.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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confidence: 99%

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Negative workplace behavior and coping strategies among nurses: A cross‐sectional study

Hawkins

Jeong

Smith

2020

Nursing & Health Sciences

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“…Rapid changes in health‐care organizations [HCOs] have fostered feelings of dissent among workers fuelled by the lack of existing opportunities to exercise power and influence in decision‐making (Kuokkanen et al., 2007; Su, Jenkins, & Lui, 2012). The reality of organizational life for nurses has rarely reflected high levels of decision‐making power in change initiatives (Blackstock, Salami, & Cummings, 2018; Kuokkanen et al., 2007). In contrast, increased perceived abilities to engage in and influence the change process have been shown to decrease nurse stress and burnout (McGibbon, Peter, & Gallop, 2010; Sayed & Ali, 2017).…”

Section: Introductionmentioning

confidence: 99%

Change fatigue in nurses: A qualitative study

McMillan

Perron

2020

Journal of Advanced Nursing

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Aims: To provide a conceptual update on change fatigue in nursing as it relates to rapid and continuous change implementation. This doctoral dissertation examined nurses' experiences of rapid and continuous organizational change, with a core component of the study examining the concept of change fatigue. Background: Change fatigue is understood as the overwhelming feelings of stress, exhaustion and burnout fuelled by feelings of ambivalence and powerlessness associated with rapid and continuous change in the workplace. Change fatigue may cause workers to become withdrawn and greatly influences their decision to leave the workplace and even their profession. Little research to date has explored change fatigue in nurses. Methods: Were qualitative in nature. Design: A critical hermeneutic approach was used. Face-to-face interviews were conducted with 14 Registered Nurses. Open-ended questions were used. Theoretical thematic analysis and inductive analysis of data were completed using Brown and Gilligan's voice-centred relational method. The study spanned from 2015-2018. Results: Nurses did experience many of the core elements of change fatigue noted in the non-nursing literature, including exhaustion, apathy, powerlessness, and burnout. Two additional themes emerged pertaining to nurses' understandings of why they were experiencing change fatigue. These themes included the intensification of nursing work and repeated and ongoing self-sacrifice. Conclusion: Participants offered important insight into an emergent concept in the discipline of nursing. Impact: The negative experiences associated with change fatigue are important for administrators and other stakeholders to recognize and acknowledge, as they must work to alleviate change fatigue in their institutions to preserve the well-being of the nursing workforce. This knowledge is also important to nursing scholars, who may further research the topic and embed it into nursing curricula.

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“…5,21,31 Several authors underline the fundamental role of the nursing manager in teaming and sharing goals and values. 32,33…”

Section: Discussionmentioning

confidence: 99%

Newly graduated nurses’ experiences of horizontal violence

et al. 2020

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Background: Horizontal violence, defined in the literature as ‘interpersonal conflict between two nurses at the same hierarchical levels in organizations’, often associated with bullying, affects the well-being of nurses, care recipients and the professional image of nursing and the organization due to increased turnover. One in every three newly graduated nurses is a victim of horizontal violence, although they do not always know how to define it. Aim: To investigate the direct and indirect experiences of horizontal violence in newly graduated nurses as well as to shed light on the phenomenon, on its awareness and recognition. Methods: A qualitative phenomenological study was conducted between September and October 2018 with newly graduated nurses, with a work experience ranging between 6 months and 3 years. The interviews were conducted face-to-face, consisting of a first open general question, followed by semi-structured questions. Ethical considerations: The study was conducted in accordance with the Declaration of Helsinki, and the protocol was approved by the Institution Review Board. Results: From the analysis of the interviews of the 21 participants, four main themes were identified: the ‘enemies’, that is those who exercised violence, the ‘weapons’ used by them to exercise violence, the ‘effects’ and the types of ‘armor’ identified to protect themselves. Discussion: Horizontal violence is rarely recognized by newly graduated nurses, even though our sample had directly or indirectly experienced horizontal violence. Tackling the phenomenon starting from the undergraduate degree courses, focusing on effective support and more protection by the organization leaders were the silent requests that emerged from this study. Conclusion: Preventing horizontal violence is important for nurses’ professional and private well-being, for professional conduct and for the quality of care provided to patients.

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Organisational antecedents, policy and horizontal violence among nurses: An integrative review

Cited by 38 publications

References 69 publications

Negative workplace behavior and coping strategies among nurses: A cross‐sectional study

Negative workplace behavior and coping strategies among nurses: A cross‐sectional study

Change fatigue in nurses: A qualitative study

Newly graduated nurses’ experiences of horizontal violence

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