Workplace Violence in Emergency Medicine: Current Knowledge and Future Directions

Kowalenko, Terry; Cunningham, Rebecca M.; Sachs, Carolyn J.; Gore, Radhika; Barata, Isabel A.; Gates, Donna; Hargarten, Stephen W.; Josephson, Elaine B.; Kamat, Sonia; Kerr, Harry D.; McClain, Anyka

doi:10.1016/j.jemermed.2012.02.056

Cited by 103 publications

(99 citation statements)

References 40 publications

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“…Kowalenco ve ark. çalışmalarında bir yaralanma olmadık-ça şiddet olaylarını raporlamama eğilimi olduğunu, fakat hekimlerin hemşirelerden daha fazla şiddet olaylarını raporladığı ifade edilmektedir (7). Çalışmamızda şiddet olaylarında bildirim oranlarının literatüre göre kısmen daha yüksek oranda olması olumlu bir veri olup, sağlık ça-lışanlarının giderek bilinçlendiğini ve beyaz kod kullanımı-nın yaygınlaştığını düşündürmektedir.…”

Section: Bulgularunclassified

“…Ülkemizde yapılan bazı çalışmalarda sağlıkta şiddetin nedenleri; şiddetin cezasız kalması, uygulanan sağlık politikaları, hasta ve yakınlarının ihmal edildiklerini düşünme-leri, medyadaki yanlış haberler, hasta ve yakınlarının bilgi eksikliği ve güven yetersizliği, alkol kullanımı ve güvenlik tedbirlerinde yetersizlikler olarak belirtilmektedir (4,20). Tüm dünyada şiddetin sağlık çalışanları için önemini koruyan bir sorun olması nedeniyle pek çok organizasyon tarafından önlemenin önemi vurgulanmakta ve önleme programları yürütülmektedir (7,15,16). Literatürde; risk değerlendirme, agresyon ve şiddeti önlemeye yönelik eği-tim, kendini savunma, iletişim ve baş etme becerilerinin güçlendirilmesi, güvenlik tedbirlerinin arttırılması, fiziksel düzenlemelerin yapılması, etkin önleme politikalarının ve programların oluşturulması, çalışanların desteklenmesi öneriler arasındadır (15,16,25,27).…”

Section: Bulgularunclassified

“…Şiddet türleri ise; fiziksel, sözel (hakaret vb), psikolojik (tehdit vb) ve cinsel şiddet olarak sınıflanmaktadır. Literatürde hastanelerin yüksek riskli çalışma ortamları olduğu, sağlık sektöründe şiddet oranlarının giderek arttığı belirtilmekte (3,4,5,6), Amerika'da 3. sırada sağlık sektöründeki yaralanmaların yer aldığı raporlanmaktadır (7). Acil servisler ise şiddetin en çok gerçekleştiği üniteler olup, yapılan çalış-malarda sözel şiddet en yüksek oranlara sahiptir (3,5).…”

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“…Özellikle acil servisler; akut, hayati risk oluşturan, acı çeken ve riskli vakaların başvurduğu, stresli hatta kaotik ortamlardır. Ve ilave olarak iletişim aksaklıklarının yaşanma-sı da şiddet davranışını tetikleyebilmektedir (3,6,7,8,14).…”

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Acil Servis Çalışanlarında Şiddete Maruz Kalma Durumunun İncelenmesi

Cenk¹,

Karahan²

2020

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ÖZETAmaç: Şiddet günümüzün önemli sorunlarındandır ve hastanelerin acil servis üniteleri şiddete maruz kalma riskinin daha fazla olduğu ortamlardandır. Muğla ilinde gerçekleştirilen bu tanımlayıcı çalışma, kamu hastaneleri acil servislerinde görevli sağlık çalışanlarının şiddete maruz kalma durumlarının incelenmesi amacıyla yapılmıştır. Methods: The population of the study included 280 health professionals working within the emergency departments of public hospitals located in the province of Muğla. The sample included 198 health professionals who had agreed to participate in the study. The study data were collected using a questionnaire involving 40 responses which was specially created by the researchers based on relevant previous literature. Data analysis was undertaken by computer using the chi-squared test and by calculating numbers and percentages. Gereç veResults: Of the participants, 69.7% were female, 76.8% were nurses, and 57.6% had been working in the emergency department for between one and five years. 90.4% had been exposed to verbal abuse, while 23.2% had been exposed to actual physical violence. A majority of the manifestations of verbal abuse came from patients' relatives. After being exposed to violence, it was determined that workers felt anger, and they felt distant from their work. The rate of notification/reporting of physical violence was 64%, and the rate of receiving psychological support in those that were exposed to violence, was extremely low. It was also found that a majority of healthcare workers thus exposed wished to change the department where they were working. Conclusion:We suggest that the number of precautions for ensuring workers' safety should be increased, legal sanctions should be made more effective as a deterrent, and programmes for preventing violence should be more effective and well-planned in our country.

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Acil Servis Çalışanlarında Şiddete Maruz Kalma Durumunun İncelenmesi

Cenk¹,

Karahan²

2020

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“…Risk assessments include identifying the types of patients being treated especially those with a history of mental illness, substance abuse, and violent crimes. Other assessments should include adequacy of health care providers and security personnel, physical design of the work environment, the adequacy of treatment areas, and quality of lighting and surrounding areas [19] . The use of a panic button/silent alarm is associated with lower physical violence rates, while the presence of an enclosed nursing station, locked/coded entrance, security signage, and well-lit areas were associated with significantly lower verbal abuse rate [17] .…”

Section: Workplace and Client Analysismentioning

confidence: 99%

Workplace violence: A call for action

Pekar

Gillespie

2013

JHA

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Workplace violence (WPV) is a serious threat to the nursing workforce. WPV results in decrease morale, job dissatisfaction, and increase nurse turnover and intentions to leave the profession. WPV has been associated with decrease in the quality of care rendered and could negatively affect patient safety. Given the direct and indirect financial consequences of WPV, it is critical that nursing leaders take actions to reduce WPV by establishing violence prevention programs. Nursing leaders should also reach out to the public, their professional health organization, and the scientific community to provide education and craft regulation to reduce this threat on the nursing workforce and change the perception that violence is part of the job.

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Emergency Nurses’ Reasons for Not Recommending Their Hospital to Clinicians as a Good Place to Work

Muir,

Merchant,

Lasater

et al. 2024

JAMA Netw Open

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ImportanceHalf of emergency nurses report high burnout and intend to leave their job in the next year. Whether emergency nurses would recommend their workplace to other clinicians may be an important indicator of a hospital’s ability to recruit clinicians.ObjectiveTo examine why emergency nurses do not recommend their hospital to other clinicians as a good place to work.Design, Setting, and ParticipantsThis qualitative study used directed content analysis of open-text responses (n = 142) from the RN4CAST-NY/IL survey of registered nurses licensed in New York and Illinois between April 13 and June 22, 2021. Inductive and deductive analytic approaches guided study theme development informed by the Social Ecological Model. The collected data were analyzed from April to June 2023.Main Outcomes and MeasuresNurses who answered “probably not” or “definitely not” to the survey question, “Would you recommend your place of employment as a good place to work?” were prompted to provide a rationale in an open-text response.ResultsIn this qualitative study of 142 emergency nurses (mean [SD] age, 43.5 [12.5] years; 113 [79.6%] female; mean [SD] experience, 14.0 [12.2] years), 94 (66.2%) were licensed to work in New York and the other 48 (33.8%) in Illinois. Five themes and associated subthemes emerged from the data. Themes conveyed understaffing of nurses and ancillary support (theme 1: unlimited patients with limited support); inadequate responsiveness from unit management to work environment safety concerns (theme 2: unanswered calls for help); perceptions that nurses’ licenses were in jeopardy given unsafe working conditions and compromised care quality (theme 3: license always on the line); workplace violence on a patient-to-nurse, clinician-to-nurse, and systems level (theme 4: multidimensional workplace violence); and nurse reports of being undervalued by hospital management and unfulfilled at work in delivering suboptimal care to patients in unsafe working conditions (theme 5: undervalued and unfulfilled).Conclusions and RelevanceThis study found that emergency department nurses did not recommend their workplace to other clinicians as a good place to work because of poor nurse and ancillary staffing, nonresponsive hospital leadership, unsafe working conditions, workplace violence, and a lack of feeling valued. These findings inform aspects of the work environment that employers can address to improve nurse recruitment and retention.

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Workplace Violence in Emergency Medicine: Current Knowledge and Future Directions

Cited by 103 publications

References 40 publications

Acil Servis Çalışanlarında Şiddete Maruz Kalma Durumunun İncelenmesi

Acil Servis Çalışanlarında Şiddete Maruz Kalma Durumunun İncelenmesi

Workplace violence: A call for action

Emergency Nurses’ Reasons for Not Recommending Their Hospital to Clinicians as a Good Place to Work

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