Reporting incidents of violence and aggression towards nhs staff

Ferns, Terry; Chojnacka, Irena

doi:10.7748/ns.19.38.51.s50

Cited by 29 publications

(57 citation statements)

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“…For example, an incident may be recorded as physical abuse when, in fact, no physical contact occurred. Fourth, due to factors such as variability in the views of staff about what constitutes a reportable incident [4,44,45] and the perception held by many nurses that violent patients are under significant stress and are therefore not fully responsible for their behaviour [46], it is likely that the 208 incidents recorded in IIMS during the three-year study period are an underestimate of the true incidence of workplace violence among the study population. This is supported by our recent work surveying levels of violence among Justice Health staff, which found that 264 survey respondents had experienced at least one violent incident in their workplace during a three-month recall period, and that patients/prisoners were the primary source of aggression [23] (the quarterly average number of violent incidents recorded in IIMS during the study period was 17.4).…”

Section: Discussionmentioning

confidence: 99%

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Workplace violence in a large correctional health service in New South Wales, Australia: a retrospective review of incident management records

Cashmore

Indig

Hampton

et al. 2012

BMC Health Serv Res

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BackgroundLittle is known about workplace violence among correctional health professionals. This study aimed to describe the patterns, severity and outcomes of incidents of workplace violence among employees of a large correctional health service, and to explore the help-seeking behaviours of staff following an incident.MethodsThe study setting was Justice Health, a statutory health corporation established to provide health care to people who come into contact with the criminal justice system in New South Wales, Australia. We reviewed incident management records describing workplace violence among Justice Health staff. The three-year study period was 1/7/2007-30/6/2010.ResultsDuring the period under review, 208 incidents of workplace violence were recorded. Verbal abuse (71%) was more common than physical abuse (29%). The most (44%) incidents of workplace violence (including both verbal and physical abuse) occurred in adult male prisons, although the most (50%) incidents of physical abuse occurred in a forensic hospital. Most (90%) of the victims were nurses and two-thirds were females. Younger employees and males were most likely to be a victim of physical abuse. Preparing or dispensing medication and attempting to calm and/or restrain an aggressive patient were identified as ‘high risk’ work duties for verbal abuse and physical abuse, respectively. Most (93%) of the incidents of workplace violence were initiated by a prisoner/patient. Almost all of the incidents received either a medium (46%) or low (52%) Severity Assessment Code. Few victims of workplace violence incurred a serious physical injury – there were no workplace deaths during the study period. However, mental stress was common, especially among the victims of verbal abuse (85%). Few (6%) victims of verbal abuse sought help from a health professional.ConclusionsAmong employees of a large correctional health service, verbal abuse in the workplace was substantially more common than physical abuse. The most incidents of workplace violence occurred in adult male prisons. Review of the types of adverse health outcomes experienced by the victims of workplace violence and the assessments of severity assigned to violent incidents suggests that, compared with health care settings in the community, correctional settings are fairly safe places in which to practice.

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Section: Discussionmentioning

confidence: 99%

“…Almost certainly an underestimate, this figure represents the tip of the iceberg when considered in relation to non-fatal violent incidents [1]. Although we tend to think of violence as something that occurs in the home or community, violence in the workplace is common [2,3] and incidents often go unreported [4,5]. …”

Section: Introductionmentioning

confidence: 99%

Workplace violence in a large correctional health service in New South Wales, Australia: a retrospective review of incident management records

Cashmore

Indig

Hampton

et al. 2012

BMC Health Serv Res

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“…In part, this may be because these behaviors are learned in the schoolyard where most bullying among girls is relational, covert and socially toxic-ostracism, insults, divisive gossip, and so on-the same behaviors that are demonstrated in the workplace (Farrington, 1993;Rayner & Hoel, 1998;Vessey, DeMarco, Gaffney, & Budin, 2009). BHHV, surrounded by a "culture of silence," fears of retaliation, and the perception that "nothing will be changed," can also effectively shut down the exchange of information (DeMarco, 1998;Ferns, 2005;Stearley, 1997). Data support these assertions.…”

Section: Prevalence Of Bhhvmentioning

confidence: 97%

“…As with other forms of victimization, signifi cant underreporting is likely (Ferns & Chojnacka, 2005;NACNEP, 2007). Frequent low-grade BHHV goes unnoticed by others and the recipient may not report such incidents for fear of appearing petty.…”

Section: Prevalence Of Bhhvmentioning

confidence: 98%

Bullying, Harassment, and Horizontal Violence in the Nursing Workforce The State of the Science

Vessey

DeMarco²,

DiFazio³

2010

Annu Rev Nurs Res

176

174

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In the complex health care workplace of nurses, intra/interprofessional ideals intersect with the expectations of patients, families, students, and coworkers in a context of managed care environments, academia, and other health care enterprises. Integral to quality assessment, management, and assurance is collegial and respectful communication. Decades of reported descriptive and anecdotal data on intra/inter professional and on client communication, describe the antithesis of these ideals. Specifically, increasing frequency and rates of persistent bullying, harassment, or horizontal violence (BHHV) have shown to yield detrimental effects on workplace satisfaction, workforce retention, and the psychological and physical health of nurses as well as implied effects on quality of patient care and risk of poor health outcomes. Persistent BHHV among nurses is a serious concern. In advancing the science of description and explanation to a level of prevention intervention, explanatory models from biology, developmental psychology, intra/interpersonal interactionism are described along with theoretical explanations for the prevalence of BHHV in nurse workplaces. Making the connection between explanatory models and creative solutions to address BHHV through multiple levels of behavioral influence such as individual, environmental, interpersonal, and cultural contexts is key to advancing the science of the relationship between professional behavior and client/family/community health care outcomes.

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“…Successful workplace violence prevention programs encourage reporting of all incidents, so they can be investigated to assist with prevention of similar incidents in the future [33]. The literature suggests that employees are more likely to report incidents when the process is simple and not time consuming [4,9]. …”

Section: Course Contentmentioning

confidence: 99%

Workplace violence prevention for nurses on-line course: Program development

Hartley

Ridenour

Craine

et al. 2015

WOR

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BACKGROUND Many entry-level and experienced healthcare professionals have not received training in workplace violence prevention strategies. OBJECTIVE This paper describes the development, content, and initial qualitative evaluation of an on-line course designed to give healthcare workers an opportunity to acquire free workplace violence prevention training while earning free continuing education units. METHODS A group of healthcare violence prevention researchers worked via email and face-to-face meetings to decide appropriate content for the course. Educational strategies used in the course include: text; video re-enactments of real-life workplace violence incidents; and videos of nurses discussing incidents of violence. Initial evaluation involved a focus group of nurses to discuss the course content and navigation. RESULTS The on-line course has thirteen units that take approximately 15 minutes each to complete. The focus group participants liked the “resume-where-you-left-off” technology that enables the user to complete any portion of the course, leave to do something, and return to the course where they left off. Participants viewed the “Nurses’ Voices” videos as relevant illustrations of violence that nurses face in their workplaces. CONCLUSIONS The focus group participants considered the course to be an effective learning tool for people new to the profession and for those with seniority.

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Reporting incidents of violence and aggression towards nhs staff

Cited by 29 publications

References 0 publications

Workplace violence in a large correctional health service in New South Wales, Australia: a retrospective review of incident management records

Workplace violence in a large correctional health service in New South Wales, Australia: a retrospective review of incident management records

Bullying, Harassment, and Horizontal Violence in the Nursing Workforce The State of the Science

Workplace violence prevention for nurses on-line course: Program development

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