Workplace violence: The dark side of organisational life

Abstract

This paper draws on a diverse range of research literature addressing workplace violence, which constitutes one component of the dark side of organisational life. This selective review of the literature has been drawn from the disciplines of nursing, management, psychology and organisational culture. The paper focuses bullying and mobbing in the workplace, addressing its types, causes, the characteristics of bullies and targets and the generalised impact of bullying and mobbing. It also examines whether there are gender issues pertinent to the health care sector. Consideration will also be given to the impact on the individual, group and organization, given the apparent epidemic proportions workplace violence has reached. Ultimately, the question will arise: how can the workplace violence be abolished, specifically within the health care sector, given that we live in a global environment characterised by international bullying (Crawford 1999)? This is a challenge because workplace violence is perpetuated within organisations, due either to cultures of acceptance, or fear of retribution should it be acknowledged and acted upon (or both).

Workplace violence: Differences in perceptions of nursing work between those exposed and those not exposed: A cross‐sector analysis

“…The definition used for this study complies and is taken as physical or verbal violence, which includes harassment 3 . The source of workplace violence is primarily from patients or their relatives; 3–10 however, there is also a large proportion of workplace violence (known as horizontal violence) from other health‐care professionals, particularly nurses 11–14 …”

“…Various initiatives have come from government (legislation, zero tolerance policies), organizations (policies/procedures, environmental design, education of workers) and industrial bodies (zero tolerance) 11,15,17,19,20 . Most programmes, however, have focused on the individual rather than the climate of workplace violence (in the community as well as the organization) 7,9,10,12,23 . Although large‐scale evaluations have not been carried out on the major initiatives to reduce workplace violence, research suggests that strategies, such as organization policies and procedures, the ‘Zero Tolerance’ policy and workplace training, have been unsuccessful 8,19,21,23–26 or have given the wrong message 5,23,25 and that rather than declining, reports of workplace violence have increased.…”

Deconstructing contributing factors to bullying and lateral violence in nursing using a postcolonial feminist lens

“…Since then much more research has been undertaken that has broadened the descriptors of the phenomenon. At times described in the literature as lateral violence: (Griffi n, 2004;Stanley, Martin, Michel, Welton, & Nemeth, 2007); horizontal violence (Curtis, Bowen, & Reid, 2006;Duffy, 1995;Lee & Saeed, 2001;McKenna, Smith, Poole, & Coverdale, 2003); aggression (Anderson, 2011;Farrell, 1997Farrell, , 1999Farrell, Bobrowski, & Bobrowski, 2006); bullying (Hutchinson, Jackson, Vickers, & Wilkes, 2006aHutchinson, Vickers, Jackson, & Wilkes, 2005, 2006b, 2010aHutchinson, Vickers, Wilkes, & Jackson, 2010b;Lewis, 2006;Randle, 2003aRandle, , 2003b; intimidation (Lamontagne, 2010), horizontal hostility (Thomas, 2003); workplace violence (Holmes, 2006;Speedy, 2006); disruptive behavior (Martin, 2008); relational aggression (Dellasega, 2009); disrespect (Parse, 2010); and incivility (Vickers, 2006); it is clear that this is a serious issue for nursing.…”

The NHS: Sticking Fingers in Its Ears, Humming Loudly

“…Whistleblowing had a devastating impact and the nurses suffered ''…profound professional effects'' (p. 319). Speedy (2006) writes about workplace violence which they consider is common in the nursing profession, and the silence that results. ''An environment in which there are issues that are not discussable is created when fear of retribution keeps targets and witnesses silent'' (p. 247).…”