The Reliability and Validity of the Negative Acts Questionnaire-Revised (NAQ-R) for Nurses for the Assessment of Workplace Bullying

Nam, Woong; Kim, Ji Won; Kim, Yong Kyu; Koo, Joonhoi; Park, Chung Yill

doi:10.35371/kjoem.2010.22.2.129

Cited by 59 publications

(41 citation statements)

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“…A higher score translates to more experiences of negative acts in the workplace over the 6-month period. The reliability of this scale was Cronbach a = 0.92 in a study by Nam et al (2010), and for this study, alpha was 0.94. Subscale reliabilities in the present study were 0.93, 0.57, and 0.81, respectively.…”

Section: Workplace Bullyingmentioning

confidence: 52%

“…The reliability of this scale was Cronbach α = 0.92 in a study by Nam et al . (), and for this study, alpha was 0.94. Subscale reliabilities in the present study were 0.93, 0.57, and 0.81, respectively.…”

Section: Methodsmentioning

confidence: 71%

“…The Korean version of the Negative Acts Questionnaire-Revised (NAQ-R), developed by Einarsen et al (2009) and translated by Nam et al (2010), was used to assess WPB. The NAQ-R is a self-rated 22-item inventory with three subscales, including personrelated (12 items), work-related (seven items) and intimidation-related bullying acts (three items).…”

Section: Workplace Bullyingmentioning

confidence: 99%

See 2 more Smart Citations

Factors affecting workplace bullying and lateral violence among clinical nurses in Korea: descriptive study

Uhm

Yoon

2015

J Nurs Manag

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Section: Workplace Bullyingmentioning

confidence: 52%

Section: Methodsmentioning

confidence: 71%

Section: Workplace Bullyingmentioning

confidence: 99%

See 1 more Smart Citation

Factors affecting workplace bullying and lateral violence among clinical nurses in Korea: descriptive study

Uhm

Yoon

2015

J Nurs Manag

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“…In this study, face‐to‐face bullying was measured using the Korean version of the Negative Acts Questionnaire‐Revised (NAQ‐R). The original questionnaire was developed by Einarsen, Hole, and Notelaers (), which was translated into Korean by Nam, Kim, Kim, Koo, and Park (). Its reliability and validity among Korean nurses have been verified.…”

Section: Methodsmentioning

confidence: 99%

Effects of nursing organisational culture on face‐to‐face bullying and cyberbullying in the workplace

Choi

Park

2019

Journal of Clinical Nursing

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Aims and objectives To investigate the current state of face‐to‐face bullying and cyberbullying among nurses in the workplace and to identify the effects of nursing organisational culture on face‐to‐face bullying and cyberbullying. Background It is important to accurately examine the current state of workplace bullying to acknowledge the gravity of the situation faced by nurses and devise prevention strategies. Electronic communication by computer or smartphone is widely used as a prompt and efficient means of facilitating nursing work; however, this leads to the possibility of cyberbullying as well as face‐to‐face bullying among nurses. Design Descriptive cross‐sectional study. Methods A total of 226 staff nurses working in one of five upper tertiary hospitals in Korea with a career of 10 years or shorter were surveyed using a self‐reported questionnaire. The collected data were evaluated using various statistical analyses, including hierarchical regression. Our study was applied to the STROBE checklist of items. Results The mean face‐to‐face bullying score was 1.32 ± 0.53 and the cyberbullying score was 1.14 ± 0.37 (possible range: 1–5); most were work‐related negative experiences. The explanatory power of nursing organisational culture for face‐to‐face bullying was 6.3%, and relation‐oriented culture and hierarchy‐oriented culture were major factors affecting face‐to‐face bullying. The explanatory power of nursing organisational culture for cyberbullying was 4.3%, and relation‐oriented culture was a major factor affecting cyberbullying. Conclusions Relation‐oriented culture had a significant effect on both face‐to‐face bullying and cyberbullying. Therefore, organisations should strive to foster a relation‐oriented nursing organisational culture in order to prevent and resolve workplace bullying among nurses. Relevance to clinical practice Cyberbullying should be addressed as an important type of workplace bullying in nursing, which occurs via various information and communication devices. To prevent workplace bullying among nurses, various strategies that promote relation‐oriented nursing organisational cultures should be considered.

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“…In their scale development article, Einarsen et al (2009) provide reliability evidence and evidence for the validity of the 22-item measure as an index of the frequency of being a bullying target. Further, two recent studies found evidence of reliability and construct validity in samples in Japan (Takaki et al, 2010), Korea (Nam, Kim, Kim, Koo, & Park, 2010), and Greece (Kakoulakis et al, 2015). For the present study, items were modified in such a manner as to assess the frequency of perpetrating acts of bullying (e.g., "In the past year, how often have you given a person tasks with unreasonable deadlines?").…”

Section: Bullyingmentioning

confidence: 99%

The Effects of Moral Emotional Traits on Workplace Bullying Perpetration

2016

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The Reliability and Validity of the Negative Acts Questionnaire-Revised (NAQ-R) for Nurses for the Assessment of Workplace Bullying

Cited by 59 publications

References 1 publication

Factors affecting workplace bullying and lateral violence among clinical nurses in Korea: descriptive study

Factors affecting workplace bullying and lateral violence among clinical nurses in Korea: descriptive study

Effects of nursing organisational culture on face‐to‐face bullying and cyberbullying in the workplace

The Effects of Moral Emotional Traits on Workplace Bullying Perpetration

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