Prevalence and Perpetrators of Workplace Violence by Nursing Unit and the Relationship Between Violence and the Perceived Work Environment

Park, RN Mihyun; Cho, RN Sung-Hyun; Hong, RN Hyun-Ja

doi:10.1111/jnu.12112

Cited by 166 publications

(195 citation statements)

References 26 publications

Supporting

Mentioning

153

Contrasting

Unclassified

Order By: Relevance

“…5 6 Several substantial studies have suggested that nurses have a high risk of experiencing WPV. [6][7][8][9][10] During the past 12 months, the incidence rate of physical violence for nurses in Ethiopia, 7 South Korea, 8 Jordan, 9 Germany 10 and Iran 3 ranged from 18.22% to 56.0%, the verbal abuse rate being from 63.8% to 89.58% and the sexual harassment rate from 4.7% to 19.7%. WPV occurs primarily in the emergency wards and psychiatric departments of hospitals.…”

Section: Introductionmentioning

confidence: 99%

A cross–sectional study on the prevalence and associated risk factors for workplace violence against Chinese nurses

et al. 2017

View full text Add to dashboard Cite

ObjectivesThe purpose of the present study was to explore the characteristics of workplace violence that Chinese nurses at tertiary and county–level hospitals encountered in the 12 months from December 2014 to January 2016, to identify and analyse risk factors for workplace violence, and to establish the basis for future preventive strategies.DesignA cross–sectional study.SettingA total of 44 tertiary hospitals and 90 county–level hospitals in 16 provinces (municipalities or autonomous regions) in China.MethodsWe used stratified random sampling to collect data from December 2014 to January 2016. We distributed 21 360 questionnaires, and 15 970 participants provided valid data (effective response rate=74.77%). We conducted binary logistic regression analyses on the risk factors for workplace violence among the nurses in our sample and analysed the reasons for aggression.ResultsThe prevalence of workplace violence was 65.8%; of this, 64.9% was verbal violence, and physical violence and sexual harassment accounted for 11.8% and 3.9%, respectively. Frequent workplace violence occurred primarily in emergency and paediatric departments. Respondents reported that patients’ relatives were the main perpetrators in tertiary and county–level hospitals. Logistic regression analysis showed that respondents’ age, department, years of experience and direct contact with patients were common risk factors at different levels of hospitals.ConclusionsWorkplace violence is frequent in China’s tertiary and county–level hospitals; its occurrence is especially frequent in the emergency and paediatric departments. It is necessary to cope with workplace violence by developing effective control strategies at individual, hospital and national levels.

show abstract

Section: Introductionmentioning

confidence: 99%

A cross–sectional study on the prevalence and associated risk factors for workplace violence against Chinese nurses

et al. 2017

View full text Add to dashboard Cite

show abstract

“…Nurses in particular are at high risk because they work with people in distress and are mostly women, both risk factors for workplace violence (Jiao et al, 2015;Park, Cho, & Hong, 2015). Nurses in particular are at high risk because they work with people in distress and are mostly women, both risk factors for workplace violence (Jiao et al, 2015;Park, Cho, & Hong, 2015).…”

Section: Introductionmentioning

confidence: 99%

Impact of emotional labour and workplace violence on professional quality of life among clinical nurses

Kwak

Han

Song

et al. 2019

Int J of Nursing Practice

View full text Add to dashboard Cite

Aim: We examined Korean nurses professional quality of life, emotional labour and workplace violence to guide development of interventions to improve nurses professional quality of life. Background: Nurses face heavy exposure to emotional labour and workplace violence. Stress experienced by nurses reduces compassion satisfaction and increases compassion fatigue. Methods: Participants comprised 399 clinical nurses chosen by convenience sampling. Questionnaires measured demographic characteristics, emotional labour, workplace violence and professional quality of life. Results: Nurses professional quality of life was affected by emotional labour and workplace violence. Graduate educational level, emotional exposure and emotional supervision were associated with compassion satisfaction. Burnout was commonly associated with emotional exposure, experience and supervision of workplace violence. Secondary traumatic stress was associated with emotional exposure and experience of workplace violence. Conclusions: We elucidated the relationship between professional quality of life, emotional labour and workplace violence. Raising professional quality of life among nurses requires regular analysis of emotional labour and provision of organizationallevel interventions. Counselling programmes that address violence prevention education and comprehensive response strategies among nurses and policies that foster an organizational culture of respect and cooperation in hospitals are needed. K E Y W O R D S emotional labour, Korea, nurse, professional quality of life, workplace violence SUMMARY STATEMENTWhat is already known about this topic?• Promoting nurses professional quality of life is important in managing the quality of nursing care.• Nurses with exposure to emotional labour show negative health effects, reduced willingness and ability to work, frequent absences, dissatisfaction and turnover • Workplace violence negatively affects professional quality of life among clinical nurses.What is already known about this topic?• Compassion satisfaction was highly related to organizational management systems for emotional labour and workplace violence.

show abstract

“…The major themes of restrictive work practice, top down leadership, normalizing the abnormal in team dynamics and ethical concerns, have also been found internationally to be associated with increased RN turnover. [1,4,25,26] In this study, participants reported feeling unappreciated by their employer due to lack of commensurate benefits and pay, with many describing unfairness in the distribution patterns. Feeling unappreciated emanated from perception of lack of the professional development opportunities and poor remuneration.…”

Section: Discussionmentioning

confidence: 99%

“…[25,26] This lack of autonomy has been further linked to bullying in the workforce. [1] The RNs' lack of autonomy and the tendency towards autocratic leadership in these Kenyan private hospital based findings may be associated with the prevalence of bullying in the selected hospitals.…”

Section: Discussionmentioning

confidence: 99%

“My hands are tied”: Nurses’ perception of organizational culture in Kenyan private hospitals

Mbuthia¹,

Brownie

Holroyd

2017

JHA

View full text Add to dashboard Cite

It is estimated that by 2030 the global shortage of nurses and midwives will be 7.6 million, with African countries among the most adversely affected. Within this context, it is important to understand the specific organizational factors that contribute to registered nurses (RNs)' decisions to remain or leave their workplaces in East Africa. The aim of this study was to commence exploration of these factors by exploring nurses' perceptions of organizational culture of selected private hospitals in Kenya. A small-scale exploratory qualitative approach was employed, with eight nurses undertaking semi-structured interviews. There were five female and three male nurses. All participants were RNs; two held a bachelor's degree in nursing and the rest held diplomas in nursing. The thematic analysis revealed four major themes and nine sub-themes. The major themes included: restrictive work environment, top-down leadership, normalizing the abnormal in team dynamics and professionalism, and ethical concerns. These findings suggest an urgent need for Kenyan private hospital administrators to create a hospital work environment that provides more autonomy for nurses. There is a need for inclusive leadership styles that target hospital organizational structures and processes in order to address nursing workforce team dynamics. A merit-based salary and progressive reward systems are recommended to empower nurses to remain in the workforce.

show abstract

Prevalence and Perpetrators of Workplace Violence by Nursing Unit and the Relationship Between Violence and the Perceived Work Environment

Abstract: Adequate work demands and a trusted and just work environment may reduce violence against nurses. In return, reduction of violence will contribute to creating a better nursing work environment.

Cited by 166 publications

References 26 publications

A cross–sectional study on the prevalence and associated risk factors for workplace violence against Chinese nurses

A cross–sectional study on the prevalence and associated risk factors for workplace violence against Chinese nurses

Impact of emotional labour and workplace violence on professional quality of life among clinical nurses

“My hands are tied”: Nurses’ perception of organizational culture in Kenyan private hospitals

Contact Info

Product

Resources

About