Social Sciences › Sociology and Political Science

Workplace Violence and Bullying

Works Count: 30807

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Description

This cluster of papers focuses on the prevalence, impact, and consequences of workplace bullying and harassment, particularly in professional environments such as nursing. It explores the psychological and organizational factors contributing to workplace bullying, its effects on mental health, job satisfaction, and the well-being of healthcare workers.

Keywords

Workplace Bullying; Harassment; Psychological Health; Nursing; Violence; Organizational Factors; Mental Health; Aggression; Job Satisfaction; Healthcare Workers

Harassment in the Workplace and the Victimization of Men

1997-01-01

Ståle Einarsen , Bjørn Inge Raknes

Harassment and bullying at work

2000-07-01

Ståle Einarsen

Workplace incivility: A review of the literature and agenda for future research

2014-10-28

Pauline Schilpzand , Irene E. De Pater , Amir Erez

Summary A growing body of research explores workplace incivility, defined as low‐intensity deviant workplace behavior with an ambiguous intent to harm. In the 15 years since the theoretical introduction of … Summary A growing body of research explores workplace incivility, defined as low‐intensity deviant workplace behavior with an ambiguous intent to harm. In the 15 years since the theoretical introduction of the workplace incivility construct, research in this domain has taken off, albeit in a variety of directions. We review the extant body of research on workplace incivility and note the multitude of samples, sources, methodologies, and instrumentation used. In this review article, we provide an organized review of the extant body of work that encompasses three distinct types of incivility: experienced, witnessed, and instigated incivility. These three types of incivility serve as the foundation for a series of comprehensive models in which we integrate extant empirical research. In the last part of this review article, we suggest directions for future research that may contribute to this growing body of work. Copyright © 2014 John Wiley & Sons, Ltd.

Mobbing and Psychological Terror at Workplaces

1990-01-01

Heinz Leymann

Mobbing at work and the development of post-traumatic stress disorders

1996-06-01

Heinz Leymann , Annelie Gustafsson

Abstract Psychosocial research on mobbing is currently being carried out in a number of countries, mainly in Europe. Mobbing is defined as an extreme social stressor at workplaces. In this … Abstract Psychosocial research on mobbing is currently being carried out in a number of countries, mainly in Europe. Mobbing is defined as an extreme social stressor at workplaces. In this article, its serious mental and psychosomatic health consequences are demonstrated and discussed. A factor analysis of symptom statistics collected through answers from a study representative of the entire Swedish workforce showed post-traumatic stress disorder (PTSD) as the plausible diagnosis. In addition, 64 patients subjected to mobbing at their work places are diagnosed with the co-operation of a rehabilitation clinic specializing in the treatment of chrome PTSD. The statistical analysis of these 64 diagnoses shows a severe degree of PTSD, with mental effects fully comparable with PTSD from war or prison camp experiences.

Bullying and harassment at work and their relationships to work environment quality: An exploratory study

1994-10-01

Ståle Einarsen , Bj⊘rn Inge Raknes , Stig Berge Matthiesen

Abstract The aim of this study is to explore relationships between organizational and social work conditions and the occurrence of bullying and harassment at work. Bullying and harassment are situations … Abstract The aim of this study is to explore relationships between organizational and social work conditions and the occurrence of bullying and harassment at work. Bullying and harassment are situations where a worker or supervisor is systematically mistreated and victimized by fellow workers or supervisors through repeated negative acts like insulting remarks and ridicule, verbal abuse, offensive teasing, isolation, and social exclusion, or the constant degrading of one's work and efforts. A postal questionnaire was distributed to 4200 members of six different labour unions, together with 500 representatives from the Norwegian Employers' Federation (NHO). Two thousand two hundred and fifteen responded, yielding a response rate of 47%. The results show that the occurrence of bullying and harassment is significantly correlated with all the seven measures of work environment used in the study. Low satisfaction with leadership, work control, social climate, and particularly the experience of role conflict, correlate most strongly with bullying. The results also show that different work conditions are related to bullying in different organizational settings. Only role conflict shows a partial correlation with bullying in all subsamples. Work conditions account for 10% of the variance in bullying, ranging from 7% to 24% in the different sub-samples. The results show that both the victims of bullying and the observers of bullying report a low-quality work environment.

Towards a multi‐foci approach to workplace aggression: A meta‐analytic review of outcomes from different perpetrators

2009-05-26

M. Sandy Hershcovis , Julian Barling

Abstract Using meta‐analysis, we compare three attitudinal outcomes (i.e., job satisfaction, affective commitment, and turnover intent), three behavioral outcomes (i.e., interpersonal deviance, organizational deviance, and work performance), and four health‐related … Abstract Using meta‐analysis, we compare three attitudinal outcomes (i.e., job satisfaction, affective commitment, and turnover intent), three behavioral outcomes (i.e., interpersonal deviance, organizational deviance, and work performance), and four health‐related outcomes (i.e., general health, depression, emotional exhaustion, and physical well being) of workplace aggression from three different sources: Supervisors, co‐workers, and outsiders. Results from 66 samples show that supervisor aggression has the strongest adverse effects across the attitudinal and behavioral outcomes. Co‐worker aggression had stronger effects than outsider aggression on the attitudinal and behavioral outcomes, whereas there was no significant difference between supervisor, co‐worker, and outsider aggression for the majority of the health‐related outcomes. These results have implications for how workplace aggression is conceptualized and measured, and we propose new research questions that emphasize a multi‐foci approach. Copyright © 2009 John Wiley & Sons, Ltd.

Workplace bullying and the risk of cardiovascular disease and depression

2003-09-22

Mika Kivimäki , M. Virtanen , Maarit Vartia +3 more

Aims: To examine exposure to workplace bullying as a risk factor for cardiovascular disease and depression in employees. Methods: Logistic regression models were related to prospective data from two surveys … Aims: To examine exposure to workplace bullying as a risk factor for cardiovascular disease and depression in employees. Methods: Logistic regression models were related to prospective data from two surveys in a cohort of 5432 hospital employees (601 men and 4831 women), aged 18–63 years. Outcomes were new reports of doctor diagnosed cardiovascular disease and depression during the two year follow up among those who were free from these diseases at baseline. Results: The prevalence of bullying was 5% in the first survey and 6% in the second survey. Two per cent reported bullying experiences in both surveys, an indication of prolonged bullying. After adjustment for sex, age, and income, the odds ratio of incident cardiovascular disease for victims of prolonged bullying compared to non-bullied employees was 2.3 (95% CI 1.2 to 4.6). A further adjustment for overweight at baseline attenuated the odds ratio to 1.6 (95% CI 0.8 to 3.5). The association between prolonged bullying and incident depression was significant, even after these adjustments (odds ratio 4.2, 95% CI 2.0 to 8.6). Conclusions: A strong association between workplace bullying and subsequent depression suggests that bullying is an aetiological factor for mental health problems. The victims of bullying also seem to be at greater risk of cardiovascular disease, but this risk may partly be attributable to overweight.

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The development of psychological contract breach and violation: a longitudinal study

2000-01-01

Sandra L. Robinson , Elizabeth Wolfe Morrison

This study examines factors affecting employees' perceptions that their psychological contract has been breached by their organization, and factors affecting whether this perception will cause employees to experience feelings of … This study examines factors affecting employees' perceptions that their psychological contract has been breached by their organization, and factors affecting whether this perception will cause employees to experience feelings of contract violation. Data were obtained from 147 managers just prior to their beginning of new job (time 1) and 18 months later (time 2). It was found that perceived contract breach at time 2 was more likely when organizational performance and self-reported employee performance were low, the employee had not experienced a formal socialization process, the employee had little interaction with organizational agents prior to hire, the employee had a history of psychological contract breach with former employers, and the employee had many employment alternatives at the time of hire. Furthermore, perceived breach was associated with more intense feelings of violation when employees both attributed the breach to purposeful reneging by the employer and felt unfairly treated in the process. Theoretical and practical implications of these results are discussed. Copyright © 2000 John Wiley & Sons, Ltd.

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A model of work frustration-aggression

1999-11-01

Suzy Fox , Paul E. Spector

The current study was designed to investigate the situational, dispositional, and affective antecedents of counterproductive work behaviors. A model based on the organizational frustration–aggression work of Spector and colleagues was … The current study was designed to investigate the situational, dispositional, and affective antecedents of counterproductive work behaviors. A model based on the organizational frustration–aggression work of Spector and colleagues was tested using structural equation modeling and zero-order correlational analysis. As expected, a positive relationship was found between employees' experience of situational constraints (events frustrating their achievement of organizational and personal goals) and counterproductive behavioral responses to frustration (personal and organizational aggression), mediated by affective reactions to frustration. In addition, personality (trait anger and trait anxiety), control beliefs (Work Locus of Control), and estimation of likelihood of punishment were strongly associated with affective and behavioral responses. In particular, strong direct relationships were found between affective response variables and anxiety and locus of control, while direct relationships were found between behavioral response variables and anger and punishment. Finally, differentiated relationships between two facets of trait anger (angry temperament and angry reaction) and four categories of counterproductive behaviors (serious and minor deviance directed at organizational and personal targets) were explored. Copyright © 1999 John Wiley & Sons, Ltd.

Burned by Bullying in the American Workplace: Prevalence, Perception, Degree and Impact*

2007-08-14

Pamela Lutgen‐Sandvik , Sarah J. Tracy , Jess K. Alberts

abstract This study assesses the prevalence of workplace bullying in a sample of US workers, using a standardized measure of workplace bullying (Negative Acts Questionnaire, NAQ), and compares the current … abstract This study assesses the prevalence of workplace bullying in a sample of US workers, using a standardized measure of workplace bullying (Negative Acts Questionnaire, NAQ), and compares the current study's prevalence rates with those from other bullying and aggression studies. The article opens by defining bullying as a persistent, enduring form of abuse at work and contrasting it with other negative workplace actions and interactions. Through a review of the current literature, we propose and test hypotheses regarding bullying prevalence and dynamics relative to a sample of US workers. After discussing research methods, we report on the rates of bullying in a US sample, compare these to similar studies, and analyse the negative acts that might lead to perceptions of being bullied. Based upon past conceptualizations, as well as research that suggests bullying is a phenomenon that occurs in gradations, we introduce and provide statistical evidence for the construct and impact of bullying degree. Finally, the study explores the impact of bullying on persons who witnessed but did not directly experience bullying in their jobs.

Organisational, work group related and personal causes of mobbing/bullying at work

1999-02-01

Dieter Zapf

This article investigates the causes of mobbing (bullying) at work. Mobbing is defined as a severe form of social stressors at work. Unlike “normal” social stressors, mobbing is a long … This article investigates the causes of mobbing (bullying) at work. Mobbing is defined as a severe form of social stressors at work. Unlike “normal” social stressors, mobbing is a long lasting, escalated conflict with frequent harassing actions systematically aimed at a target person. It is argued that the organisation, the social system, a certain perpetrator and the victim have to be considered as potential causes of mobbing. Results of two samples of mobbing victims and a control group support this view. It is concluded that one‐sided explanations on the causes of mobbing are likely to be inappropriate and that many cases are characterised by multi‐causality – a common finding in conflict research.

Abusive Supervision in Work Organizations: Review, Synthesis, and Research Agenda

2007-05-23

Bennett J. Tepper

A growing literature explores abusive supervision, nonphysical forms of hostility perpetrated by managers against their direct reports. However, researchers have used different terminology to explore phenomena that overlap with abusive … A growing literature explores abusive supervision, nonphysical forms of hostility perpetrated by managers against their direct reports. However, researchers have used different terminology to explore phenomena that overlap with abusive supervision, and extant research does not devolve from a unifying theoretical framework. These problems have the potential to undermine the development of knowledge in this important research domain. The author therefore provides a review of the literature that summarizes what is known about the antecedents and consequences of abusive supervision, provides the basis for an emergent model that integrates extant empirical work, and suggests directions for future research.

The sources of bullying–psychological work environment and organizational climate

1996-06-01

Maarit Vartia

Abstract The aim of this study was to identify the work-related risks of bullying in the psychological work environment and the organizational climate. Also the role of some individual and … Abstract The aim of this study was to identify the work-related risks of bullying in the psychological work environment and the organizational climate. Also the role of some individual and personality characteristics in becoming a victim of bullying were investigated. Altogether 949 municipal employees answered a mailed questionnaire; 10.1% of them felt themselves bullied. Especially some features in the functioning of the work unit, e.g. poor information flow, an authoritative way of settling differences of opinion, lack of mutual conversations about the tasks and goals of the work unit, and insufficient possibilities to influence matters concerning oneself can all promote bullying. Both the victims and the observers of bullying perceived deficiencies in these aspects at their workplace. Gender and age did not explain bullying. The victims of bullying felt that envy, a weak superior, competition for tasks or advancement, and competition for the supervisor's favour and approval were the most common reasons for bullying.

Consequences of workplace bullying with respect to the well-being of its targets and the observers of bullying

2001-02-01

Maarit Vartia

Objectives This study investigated the effects of workplace bullying and the psychological work environment on the well-being and subjective stress of the targets and observers of bullying. Methods In a … Objectives This study investigated the effects of workplace bullying and the psychological work environment on the well-being and subjective stress of the targets and observers of bullying. Methods In a questionnaire study, stress and psychological ill-health were measured, and the causes of reported stress were analyzed for municipal employees (N=949, 85% women, 15% men, mean age 41 years for the men and 40 years for the women). Results Both the targets of bullying and the observers reported more general stress and mental stress reactions than did respondents from the workplaces with no bullying. The targets also expressed feelings of low self-confidence more often than did those who had not been subjected to bullying. Being bullied, but also features of one`s work, especially haste, excessively difficult tasks and poor goal clarity, predicted the stress reactions reported. Of the single forms of bullying, judging a person`s work unjustly or in an offending manner, restricting a person`s possibilities to express his or her opinions, and assaulting one`s private life were the most clearly connected with all the stress reactions measured. Victim history was associated with feelings of low self-confidence. The targets of bullying used sleep-inducing drugs and sedatives more often than did the respondents who were not bullied. Conclusions The study shows that not only the targets of bullying, but also bystanders, suffer when someone is bullied in the workplace. Bullying must therefore be regarded as a problem for the entire work unit and not merely as a problem of the target.

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Bullying at work: Epidemiological findings in public and private organizations

1996-06-01

Ståle Einarsen , Anders Skogstad

Abstract The aim of the study was to investigate the prevalence of bullying and harassment at work, to identify risk groups and risk organizations, and to investigate who the victims … Abstract The aim of the study was to investigate the prevalence of bullying and harassment at work, to identify risk groups and risk organizations, and to investigate who the victims report to be their tormentors. Bullying and harassment are defined as situations where a worker or a supervisor is systematically mistreated and victimized by fellow workers or supervisors through repeated negative acts. However, to be a victim of such bullying one must also feel inferiority in defending oneself in the actual situation. Data from 14 different Norwegian surveys (N = 7986) are presented, encompassing a broad array of organizations and professions. The results show that bullying and harassment at work are widespread problems in Norwegian working life. As many as 8.6% of the respondents had been bullied at work during the previous six months. Organizations with many employees, male-dominated organizations, and industrial organizations had the highest prevalence of victimization. Older workers had a higher risk of victimization than younger workers. Even if men and women do not differ in prevalence of bullying, significantly more men were reported as bullies. Victims reported superiors as bullies as often as they reported colleagues as their tormentor(s).

Job stress, incivility, and counterproductive work behavior (CWB): the moderating role of negative affectivity

2005-10-07

Lisa M. Penney , Paul E. Spector

Abstract The current study was designed to replicate findings from previous research regarding the relationships between job stressors, negative affectivity, and counterproductive work behavior (CWB) using peer‐reported data and to … Abstract The current study was designed to replicate findings from previous research regarding the relationships between job stressors, negative affectivity, and counterproductive work behavior (CWB) using peer‐reported data and to assess the effects of workplace incivility on employee satisfaction and CWB. Results indicate that incivility, organizational constraints, and interpersonal conflict were negatively related to job satisfaction and positively related to CWB. Support was also found for the role of negative affectivity as a moderator of the relationship between job stressors and CWB, although only one significant moderator was found using peer‐reported CWB. In general, the relationships between job stressors and CWB were stronger for individuals high in negative affectivity than for individuals low in negative affectivity. Copyright © 2005 John Wiley & Sons, Ltd.

Assessing and attacking workplace incivility

2000-11-01

Christine M. Pearson , Lynne Andersson , Christine L. Porath

Destructive leadership behaviour: A definition and conceptual model

2007-04-26

Ståle Einarsen , Merethe Schanke Aasland , Anders Skogstad

Incivility in the workplace: Incidence and impact.

2001-01-01

Lilia M. Cortina , Vicki J. Magley , Jill Hunter Williams +1 more

This study extends the literature on interpersonal mistreatment in the workplace by examining the incidence, targets, instigators, and impact of incivility (e.g., disrespect, condescension, degradation). Data were collected from 1,180 … This study extends the literature on interpersonal mistreatment in the workplace by examining the incidence, targets, instigators, and impact of incivility (e.g., disrespect, condescension, degradation). Data were collected from 1,180 public-sector employees, 71% of whom reported some experience of workplace incivility in the previous 5 years. As many as one third of the most powerful individuals within the organization instigated these uncivil acts. Although women endured greater frequencies of incivility than did men, both genders experienced similarly negative effects on job satisfaction, job withdrawal, and career salience. Uncivil workplace experiences were also associated with greater psychological distress; however, indices of psychological and physical health were relatively unaffected. The authors discuss these findings in the context of organizational and cognitive stress theories.

Workplace bullying in NHS community trust: staff questionnaire survey

1999-01-23

Lyn Quine

To determine the prevalence of workplace bullying in an NHS community trust; to examine the association between bullying and occupational health outcomes; and to investigate the relation between support at … To determine the prevalence of workplace bullying in an NHS community trust; to examine the association between bullying and occupational health outcomes; and to investigate the relation between support at work and bullying.Questionnaire survey.NHS community trust in the south east of England.Trust employees.Measures included a 20 item inventory of bullying behaviours designed for the study, the job induced stress scale, the hospital anxiety and depression scale, the overall job satisfaction scale, the support at work scale, and the propensity to leave scale.1100 employees returned questionnaires-a response rate of 70%. 421 (38%) employees reported experiencing one or more types of bullying in the previous year. 460 (42%) had witnessed the bullying of others. When bullying occurred it was most likely to be by a manager. Two thirds of the victims of bullying had tried to take action when the bullying occurred, but most were dissatisfied with the outcome. Staff who had been bullied had significantly lower levels of job satisfaction (mean 10.5 (SD 2. 7) v 12.2 (2.3), P<0.001) and higher levels of job induced stress (mean 22.5 (SD 6.1) v 16.9 (5.8), P<0.001), depression (8% (33) v 1% (7), P<0.001), anxiety (30% (125) v 9% (60), P<0.001), and intention to leave the job (8.5 (2.9) v 7.0 (2.7), P<0.001). Support at work seemed to protect people from some of the damaging effects of bullying.Bullying is a serious problem. Setting up systems for supporting staff and for dealing with interpersonal conflict may have benefits for both employers and staff.

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Normalizing Dirty Work: Managerial Tactics For Countering Occupational Taint

2007-02-01

Blake E. Ashforth , Glen E. Kreiner , Mark A. Clark +1 more

Dirty work refers to occupations that are viewed by society as physically, socially, or morally tainted. Using exploratory, semistructured interviews with managers from 18 dirty work occupations, we investigated the … Dirty work refers to occupations that are viewed by society as physically, socially, or morally tainted. Using exploratory, semistructured interviews with managers from 18 dirty work occupations, we investigated the challenges of being a manager in tainted work and how managers normalize taint--that is, actively counter it or render it less salient. Managers reported experiencing role complexity and stigma awareness. Four types of practices for countering taint were revealed: occupational ideologies, social buffers, confronting clients and the public, and defensive tactics. We discuss links between these practices.

The content and development of mobbing at work

1996-06-01

Heinz Leymann

Abstract In this article the concept of mobbing is introduced. Mobbing means harassing, ganging up on someone, or psychologically terrorizing others at work. Although mobbing is a very old phenomenon, … Abstract In this article the concept of mobbing is introduced. Mobbing means harassing, ganging up on someone, or psychologically terrorizing others at work. Although mobbing is a very old phenomenon, it was not described and systematically researched until the early 1980s. The article begins with a case example, some historical notes, and a definition of mobbing, and then regards mobbing in the context of medical and psychological stress research. Several stages in the development of mobbing are described, based on about 800 case studies. Some epidemiological findings from a representative sample of the Swedish work population are reported. Causes and consequences of mobbing are discussed, and conclusions for prevention and intervention are drawn.

“Incivility, social undermining, bullying…oh my!”: A call to reconcile constructs within workplace aggression research

2010-06-29

M. Sandy Hershcovis

Abstract Research in the field of workplace aggression has rapidly developed in the last two decades, and with this growth has come an abundance of overlapping constructs that fall under … Abstract Research in the field of workplace aggression has rapidly developed in the last two decades, and with this growth has come an abundance of overlapping constructs that fall under the broad rubric of workplace aggression. While researchers have conceptually distinguished these constructs, it is unclear whether this proliferation of constructs is adding appreciably to our knowledge, or whether it is constraining the questions we ask. In this paper, I consider five example constructs (i.e., abusive supervision, bullying, incivility, social undermining, and interpersonal conflict) and argue that the manner in which we have differentiated these (and other) aggression constructs does not add appreciably to our knowledge of workplace aggression. I then provide supplementary meta‐analytic evidence to show that there is not a predictable pattern of outcomes from these constructs, and propose a restructuring of the manner in which we conceptualize workplace aggression. Copyright © 2010 John Wiley & Sons, Ltd.

On the relationship between mobbing factors, and job content, social work environment, and health outcomes

1996-06-01

Dieter Zapf , Carmen Knorz , Matthias Kulla

Abstract This article analyses the relationship between mobbing, job characteristics, social environment variables, and psychological ill-health. The Leymann Inventory of Psychological Terrorization (LIFT) was factor analysed and led to seven … Abstract This article analyses the relationship between mobbing, job characteristics, social environment variables, and psychological ill-health. The Leymann Inventory of Psychological Terrorization (LIFT) was factor analysed and led to seven factors in two samples of mobbing victims (N = 50 and N = 99): Mobbing by organizational measures, social isolation, attacking the victim's private life, attacking the victim's attitudes, physical violence, verbal aggression, and rumours. Mobbing was correlated with bad job content, a bad social environment, and psychological ill-health. The findings suggest that the more social support supervisors gave, the less the victims reported being shouted at, being constantly criticized, and receiving verbal threats. In contrast, the more social support the victims received from their colleagues the less they reported being socially isolated or being ridiculed with regard to their private life. Moreover, having private life attacked showed the strongest correlation with psychological ill-health. The data suggest that organizational factors are potential causes of mobbing at work.

Harassment and Discrimination in Medical Training

2014-03-25

Naif Fnais , Charlene Soobiah , Maggie Hong Chen +7 more

Harassment and discrimination include a wide range of behaviors that medical trainees perceive as being humiliating, hostile, or abusive. To understand the significance of such mistreatment and to explore potential … Harassment and discrimination include a wide range of behaviors that medical trainees perceive as being humiliating, hostile, or abusive. To understand the significance of such mistreatment and to explore potential preventive strategies, the authors conducted a systematic review and meta-analysis to examine the prevalence, risk factors, and sources of harassment and discrimination among medical trainees.In 2011, the authors identified relevant studies by searching MEDLINE and EMBASE, scanning reference lists of relevant studies, and contacting experts. They included studies that reported the prevalence, risk factors, and sources of harassment and discrimination among medical trainees. Two reviewers independently screened all articles and abstracted study and participant characteristics and study results. The authors assessed the methodological quality in individual studies using the Newcastle-Ottawa Scale. They also conducted a meta-analysis.The authors included 57 cross-sectional and 2 cohort studies in their review. The meta-analysis of 51 studies demonstrated that 59.4% of medical trainees had experienced at least one form of harassment or discrimination during their training (95% confidence interval [CI]: 52.0%-66.7%). Verbal harassment was the most commonly cited form of harassment (prevalence: 63.0%; 95% CI: 54.8%-71.2%). Consultants were the most commonly cited source of harassment and discrimination, followed by patients or patients' families (34.4% and 21.9%, respectively).This review demonstrates the surprisingly high prevalence of harassment and discrimination among medical trainees that has not declined over time. The authors recommend both drafting policies and promoting cultural change within academic institutions to prevent future abuse.

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Workplace violence and workplace aggression: Evidence on their relative frequency and potential causes

1996-01-01

Robert A. Baron , Joel H. Neuman

Recent news reports have focused attention on dramatic instances of workplace violence—extreme acts of aggression in work settings. It is suggested here that such actions, while both tragic and frightening, … Recent news reports have focused attention on dramatic instances of workplace violence—extreme acts of aggression in work settings. It is suggested here that such actions, while both tragic and frightening, are only a small part of a much larger problem of workplace aggression—efforts by individuals to harm others with whom they work or the organizations in which they are employed. The present study investigated two major hypotheses with respect to such aggression: 1) contrary to what media reports suggest, most aggression occurring in work settings is verbal, indirect, and passive rather than physical, direct, and active; 2) recent changes in many organizations (e.g., downsizing, increased workforce diversity) have generated conditions that may contribute to the occurrence of workplace aggression. A survey of 178 employed persons provided partial support for both predictions. Verbal and passive forms of aggression were rated as more frequent by participants than physical and active forms of aggression. In addition, the greater the extent to which several changes had occurred recently in participants' organizations, the greater the incidence of workplace aggression they reported. © 1996 Wiley-Liss, Inc.

Predicting workplace aggression: A meta-analysis.

2007-01-01

M. Sandy Hershcovis , Nick Turner , Julian Barling +5 more

The authors conducted a meta-analysis of 57 empirical studies (59 samples) concerning enacted workplace aggression to answer 3 research questions. First, what are the individual and situational predictors of interpersonal … The authors conducted a meta-analysis of 57 empirical studies (59 samples) concerning enacted workplace aggression to answer 3 research questions. First, what are the individual and situational predictors of interpersonal and organizational aggression? Second, within interpersonal aggression, are there different predictors of supervisor- and coworker-targeted aggression? Third, what are the relative contributions of individual (i.e., trait anger, negative affectivity, and biological sex) and situational (i.e., injustice, job dissatisfaction, interpersonal conflict, situational constraints, and poor leadership) factors in explaining interpersonal and organizational aggression? Results show that both individual and situational factors predict aggression and that the pattern of predictors is target specific. Implications for future research are discussed.

Workplace harassment from the victim's perspective: A theoretical model and meta-analysis.

2006-09-01

Nathan A. Bowling , Terry A. Beehr

Although workplace harassment affects the lives of many employees, until recently it has been relatively ignored in the organizational psychology literature. First, the authors introduced an attribution- and reciprocity-based model … Although workplace harassment affects the lives of many employees, until recently it has been relatively ignored in the organizational psychology literature. First, the authors introduced an attribution- and reciprocity-based model that explains the link between harassment and its potential causes and consequences. The authors then conducted a meta-analysis to examine the potential antecedents and consequences of workplace harassment. As shown by the meta-analysis, both environmental and individual difference factors potentially contributed to harassment and harassment was negatively related to the well-being of both individual employees and their employing organizations. Furthermore, harassment contributed to the variance in many outcomes, even after controlling for 2 of the most commonly studied occupational stressors, role ambiguity and role conflict.

Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs.

2007-01-01

Marie S. Mitchell , Maureen L. Ambrose

In this study, the authors examine the relationship between abusive supervision and employee workplace deviance. The authors conceptualize abusive supervision as a type of aggression. They use work on retaliation … In this study, the authors examine the relationship between abusive supervision and employee workplace deviance. The authors conceptualize abusive supervision as a type of aggression. They use work on retaliation and direct and displaced aggression as a foundation for examining employees' reactions to abusive supervision. The authors predict abusive supervision will be related to supervisor-directed deviance, organizational deviance, and interpersonal deviance. Additionally, the authors examine the moderating effects of negative reciprocity beliefs. They hypothesized that the relationship between abusive supervision and supervisor-directed deviance would be stronger when individuals hold higher negative reciprocity beliefs. The results support this hypothesis. The implications of the results for understanding destructive behaviors in the workplace are examined.

Workplace violence and workplace aggression: Evidence concerning specific forms, potential causes, and preferred targets

1998-01-01

Joel H. Neuman , Robert A. Baron

Contrary to the impression generated by an increasing number of news reports in the past several years, the occurrence of workplace violencemextreme acts of aggression involving direct physical assault represents … Contrary to the impression generated by an increasing number of news reports in the past several years, the occurrence of workplace violencemextreme acts of aggression involving direct physical assault represents a relatively rare event in work settings. However, workplace aggression--efforts by individuals to harm others with whom they work or have worked---are much more prevalent and may prove extremely damaging to individuals and organizations. This paper presents empirical evidence on the varied forms of workplace aggression and their relative frequency of occurrence in work settings. We offer a theoretical framework for understanding this phenomenon---one based on contemporary theories of human aggression----and demonstrate how principles associated with this framework may be applied to the management and prevention of all forms of aggression in workplaces.

The nature and causes of bullying at work

1999-02-01

Ståle Einarsen

The present paper reviews and summarises the research and literature on the nature and causes of bullying at work. Bullying occurs when someone at work is systematically subjected to aggressive … The present paper reviews and summarises the research and literature on the nature and causes of bullying at work. Bullying occurs when someone at work is systematically subjected to aggressive behaviour from one or more colleagues or superiors over a long period of time, in a situation where the target finds it difficult to defend him or herself or to escape the situation. Such treatment tends to stigmatise the target and may even cause severe psychological trauma. Empirical studies on the causes of bullying have concentrated on the personality of the victim and psychosocial factors at work. Most studies treat bullying as a unified phenomenon, in spite of the fact that different kinds of behaviours are involved. The concepts of dispute‐related and predatory bullying are introduced in an effort to broaden the perspectives used in future investigations on both the nature and the causes of bullying at work.

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The destructiveness of laissez-faire leadership behavior.

2007-01-01

Anders Skogstad , Ståle Einarsen , Torbjørn Torsheim +2 more

The aim of the study is to test the assumption that laissez-faire leadership behavior is not a type of zero-leadership, but a type of destructive leadership behavior that shows systematic … The aim of the study is to test the assumption that laissez-faire leadership behavior is not a type of zero-leadership, but a type of destructive leadership behavior that shows systematic relationships with workplace stressors, bullying at work, and psychological distress. A survey of 2,273 Norwegian employees was conducted and analyzed. Laissez-faire leadership was positively correlated with role conflict, role ambiguity, and conflicts with coworkers. Path modeling showed that these stressors mediated the effects of laissez-faire leadership on bullying at work and that the effects of laissez-faire leadership on distress were mediated through the workplace stressors, especially through exposure to bullying. The results support the assumption that laissez-faire leadership behavior is a destructive leadership behavior.

Abusive Supervision: A Meta-Analysis and Empirical Review

2015-03-03

Jeremy D. Mackey , Rachel E. Frieder , Jeremy Ray Brees +1 more

We conducted a meta-analysis and empirical review of abusive supervision research in order to derive meta-analytic population estimates for the relationships between perceptions of abusive supervision and numerous demographic, justice, … We conducted a meta-analysis and empirical review of abusive supervision research in order to derive meta-analytic population estimates for the relationships between perceptions of abusive supervision and numerous demographic, justice, individual difference, leadership, and outcome variables. The use of psychometric correction enabled us to provide weighted mean correlations and population correlation estimates that accounted for attenuation due to measurement error and sampling error variance. Also, we conducted sensitivity analyses that removed the effects of large samples from analyses. Then, we conducted subgroup analyses using samples drawn from the United States to provide population correlation estimates that corrected for attenuation due to measurement error, sampling error variance, and indirect range restriction. Finally, we examined measurement artifacts resulting from various adaptations of Tepper’s abusive supervision measure. The results reveal that although the associations between perceptions of abusive supervision and outcome variables appear to be universally negative, the magnitude of the relationships between perceptions of abusive supervision and antecedent and outcome variables varies according to the design features of studies. Contributions to theory and practice, strengths and limitations, and directions for future research are discussed.

Measuring exposure to bullying and harassment at work: Validity, factor structure and psychometric properties of the Negative Acts Questionnaire-Revised

2009-01-01

Staale Einarsen , Helge Hoel , Guy Notelaers

Abstract This study investigates the psychometric properties, factor structure and validity of the revised Negative Acts Questionnaire-Revised (NAQ-R), an instrument designed to measure exposure to bullying in the workplace. By … Abstract This study investigates the psychometric properties, factor structure and validity of the revised Negative Acts Questionnaire-Revised (NAQ-R), an instrument designed to measure exposure to bullying in the workplace. By reanalyzing data based on a heterogeneous sample of 5288 UK employees, the results show that the 22-item instrument has a high internal stability, with three underlying factors: personal bullying, work-related bullying and physically intimidating forms of bullying, although the instrument may also be used as a single factor measure. Criterion validity was explored by relating the scores on the NAQ-R to a single-item measure of perceived victimization from bullying, showing high correlations with both the total NAQ-R and scores on the three factors. Targets of bullying scored significantly higher on all 22 items compared to non-targets. The NAQ-R correlated as expected with measures of mental health, psychosocial work environment and leadership, indicating a good construct validity of the instrument. Furthermore, a latent class cluster (LCC) analysis showed that the instrument may be used to differentiate between groups of employees with different levels of exposure to bullying, ranging from infrequent exposure to incivility at work to severe victimization from bullying and harassment. The more commonly used operational criteria can also be used to detect targets of bullying. Hence, the NAQ-R is proposed as a standardized and valid instrument for the measurement of workplace bullying. Keywords: bullyingharassmentvictimizationsurveyinventoryprevalenceNegative Acts Questionnaire

Personal and workgroup incivility: Impact on work and health outcomes.

2008-01-01

Sandy Lim , Lilia M. Cortina , Vicki J. Magley

This article develops a theoretical model of the impact of workplace incivility on employees' occupational and psychological well-being. In Study 1, the authors tested the model on 1,158 employees, finding … This article develops a theoretical model of the impact of workplace incivility on employees' occupational and psychological well-being. In Study 1, the authors tested the model on 1,158 employees, finding that satisfaction with work and supervisors, as well as mental health, partially mediated effects of personal incivility on turnover intentions and physical health; this process did not vary by gender. Study 2 cross-validated and extended these results on an independent sample of 271 employees, showing negative effects of workgroup incivility that emerged over and above the impact of personal incivility. In both studies, all results held while controlling for general job stress. Implications for organizational science and practice are discussed.

On the nature, consequences and remedies of workplace incivility: No time for “nice”? Think again

2005-02-01

Christine M. Pearson , Christine L. Porath

Executive Overview Incivility, or employees' lack of regard for one another, is costly to organizations in subtle and pervasive ways. Although uncivil behaviors occur commonly, many organizations fail to recognize … Executive Overview Incivility, or employees' lack of regard for one another, is costly to organizations in subtle and pervasive ways. Although uncivil behaviors occur commonly, many organizations fail to recognize them, few understand their harmful effects, and most managers and executives are ill-equipped to deal with them. Over the past eight years, as we have learned about this phenomenon through interviews, focus groups, questionnaires, experiments, and executive forums with more than 2,400 people across the U.S. and Canada, we have found that incivility causes its targets, witnesses, and additional stakeholders to act in ways that erode organizational values and deplete organizational resources. Because of their experiences of workplace incivility, employees decrease work effort, time on the job, productivity, and performance. Where incivility is not curtailed, job satisfaction and organizational loyalty diminish as well. Some employees leave their jobs solely because of the impact of this subtle form of deviance. Most of these consequences occur without organizational awareness. In addition to detailing the nature of incivility and its consequences, we provide keys to recognizing and dealing with habitual instigators, and remedies that are being used effectively by organizations to curtail and correct employee-to-employee incivility.

Ways of Explaining Workplace Bullying: A Review of Enabling, Motivating and Precipitating Structures and Processes in the Work Environment

2003-10-01

Denise Salin

This article summarizes the literature explaining workplace bullying and focuses on organizational antecedents of bullying. In order to understand better the logic behind bullying, a model discussing different explanations is … This article summarizes the literature explaining workplace bullying and focuses on organizational antecedents of bullying. In order to understand better the logic behind bullying, a model discussing different explanations is put forward. Thus, explanations for and factors associated with bullying are classified into three groups, enabling structures or necessary antecedents (e.g. perceived power imbalances, low perceived costs, and dissatisfaction and frustration), motivating structures or incentives (e.g. internal competition, reward systems and expected benefits), and precipitating processes or triggering circumstances (e.g. downsizing and restructuring, organizational changes, changes in the composition of the work group). The article concludes that bullying is often an interaction between structures and processes from all three groupings.

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Workplace Victimization: Aggression from the Target's Perspective

2008-11-29

Karl Aquino , Stefan Thau

This article reviews research on workplace victimization, which we define as acts of aggression perpetrated by one or more members of an organization that cause psychological, emotional, or physical harm … This article reviews research on workplace victimization, which we define as acts of aggression perpetrated by one or more members of an organization that cause psychological, emotional, or physical harm to their intended target. We compare several types of victimizing behaviors that have been introduced into the organizational psychology literature to illustrate differences and similarities among them. We then review studies looking at who is likely to become a victim of aggression. Predictors include personality, demographic, behavioral, structural, and organizational variables. We also review research on coping strategies for victimization, which include problem-focused and emotion-focused strategies. We conclude with a summary of challenges for victimization research. These include addressing the proliferation of constructs and terms into the literature, attempting to clarify inconclusive findings, and using theory to guide the selection of study variables.

Workplace empowerment, incivility, and burnout: impact on staff nurse recruitment and retention outcomes

2009-04-01

Heather K. Spence Laschinger , Michael P. Leiter , Arla Day +1 more

The aim of this study was to examine the influence of empowering work conditions and workplace incivility on nurses' experiences of burnout and important nurse retention factors identified in the … The aim of this study was to examine the influence of empowering work conditions and workplace incivility on nurses' experiences of burnout and important nurse retention factors identified in the literature.A major cause of turnover among nurses is related to unsatisfying workplaces. Recently, there have been numerous anecdotal reports of uncivil behaviour in health care settings.We examined the impact of workplace empowerment, supervisor and coworker incivility, and burnout on three employee retention outcomes: job satisfaction, organizational commitment, and turnover intentions in a sample of 612 Canadian staff nurses.Hierarchical multiple linear regression analyses revealed that empowerment, workplace incivility, and burnout explained significant variance in all three retention factors: job satisfaction (R(2) = 0.46), organizational commitment (R(2) = 0.29) and turnover intentions (R(2) = 0.28). Empowerment, supervisor incivility, and cynicism most strongly predicted job dissatisfaction and low commitment (P < 0.001), whereas emotional exhaustion, cynicism, and supervisor incivility most strongly predicted turnover intentions.In our study, nurses' perceptions of empowerment, supervisor incivility, and cynicism were strongly related to job satisfaction, organizational commitment, and turnover intentions.Managerial strategies that empower nurses for professional practice may be helpful in preventing workplace incivility, and ultimately, burnout.

Outcomes of exposure to workplace bullying: A meta-analytic review

2012-10-01

Morten Birkeland Nielsen , Ståle Einarsen

Abstract This paper reports results from two meta-analyses of the potential individual-level outcomes of exposure to workplace bullying. After introducing a theoretical framework for the possible relationships between bullying and … Abstract This paper reports results from two meta-analyses of the potential individual-level outcomes of exposure to workplace bullying. After introducing a theoretical framework for the possible relationships between bullying and outcomes, Study 1 summarizes 137 cross-sectional effect sizes from 66 independent samples (N=77,721). The findings show that exposure to bullying is associated with both job-related and health- and well-being-related outcomes, such as mental and physical health problems, symptoms of post-traumatic stress, burnout, increased intentions to leave, and reduced job satisfaction and organizational commitment. Non-significant or weak associations were established for absenteeism, performance, self-perceptions, and sleep. Study 2 examines longitudinal relationships between bullying and mental health and absenteeism, respectively. Based on prospective associations from 13 samples (N=62,916), workplace bullying influenced mental health problems over time, while baseline mental health problems were associated with a similar increased risk of subsequent reports of exposure to bullying. The long-term effect of exposure to bullying on absenteeism was rather weak. To summarize, the two meta-analyses provide robust evidence for the detrimental effects of workplace bullying that are in line with the theoretical framework presented. The findings have implications for the development of strategies against bullying. Directions for future research are discussed.

Tit for Tat? The Spiraling Effect of Incivility in the Workplace

1999-07-01

Lynne Andersson , Christine M. Pearson

In this article we introduce the concept of workplace incivility and explain how incivility can potentially spiral into increasingly intense aggressive behaviors. To gain an understanding of the mechanisms that … In this article we introduce the concept of workplace incivility and explain how incivility can potentially spiral into increasingly intense aggressive behaviors. To gain an understanding of the mechanisms that underlie an “incivility spiral,” we examine what happens at key points: the starting and tipping points. Furthermore, we describe several factors that can facilitate the occurrence and escalation of an incivility spiral and the secondary spirals that can result. We offer research propositions and discuss implications of workplace incivility for researchers and practitioners.

WHEN EMPLOYEES FEEL BETRAYED: A MODEL OF HOW PSYCHOLOGICAL CONTRACT VIOLATION DEVELOPS

1997-01-01

Elizabeth Wolfe Morrison , Sandra L. Robinson

The psychological contract held by an employee consists of beliefs about the reciprocal obligations between that employee and his or her organization. Violation refers to the feelings of anger and … The psychological contract held by an employee consists of beliefs about the reciprocal obligations between that employee and his or her organization. Violation refers to the feelings of anger and betrayal that are often experienced when an employee believes that the organization has failed to fulfill one or more of those obligations. This article provides a model outlining the psychological sensemaking processes preceding an employee's experience of psychological contract violation. It also identifies factors that affect those processes with the aim of encouraging future empirical research.

Conflict escalation and coping with workplace bullying: A replication and extension

2001-12-01

Dieter Zapf , Claudia Groß

Bullying or mobbing is used for systematically harassing a person for a long time. In the context of stress theory, bullying is a severe form of social stressors at work, … Bullying or mobbing is used for systematically harassing a person for a long time. In the context of stress theory, bullying is a severe form of social stressors at work, whereas in terms of conflict theory, bullying signifies an unsolved social conflict having reached a high level of escalation and an increased imbalance of power. Based on a qualitative study with 20 semi-structured interviews with victims of bullying and a quantitative questionnaire study with a total of 149 victims of bullying and a control group (N = 81), it was investigated whether bullying victims use specific conflict management strategies more often compared with individuals who are not bullied, and whether coping strategies used by successful copers with bullying differ from those of the unsuccessful copers. Successful copers were those victims who believe that their situation at work has improved again as a result of their coping efforts. The qualitative data showed that most victims started with constructive conflict-solving strategies, changed their strategies several times, and finally tried to leave the organization. In the interviews, the victims of bullying most often recommended others in the same situation to leave the organization and to seek social support. They more often showed conflict avoidance in the quantitative study. Successful victims fought back with similar means less often, and less often used negative behaviour such as frequent absenteeism. Moreover, they obviously were better at recognizing and avoiding escalating behaviour, whereas in their fight for justice, the unsuccessful victims often contributed to the escalation of the bullying conflict.

The Stressor-Emotion Model of Counterproductive Work Behavior.

2006-04-11

Paul E. Spector , Suzy Fox

Work and Authority in Industry.

1956-12-01

Edward Gross , Reinhard Bendix

Workplace Violence against Health Care Workers in the United States

2016-04-27

James P. Phillips

Violence against health care professionals in the workplace is underreported and understudied. Additional data are needed to understand steps that might be taken to reduce the risk. Violence against health care professionals in the workplace is underreported and understudied. Additional data are needed to understand steps that might be taken to reduce the risk.

Prevalence of workplace violence against healthcare workers: a systematic review and meta-analysis

2019-10-13

Jianxin Liu , Yong Gan , Heng Jiang +7 more

We aim to quantitatively synthesise available epidemiological evidence on the prevalence rates of workplace violence (WPV) by patients and visitors against healthcare workers. We systematically searched PubMed, Embase and Web … We aim to quantitatively synthesise available epidemiological evidence on the prevalence rates of workplace violence (WPV) by patients and visitors against healthcare workers. We systematically searched PubMed, Embase and Web of Science from their inception to October 2018, as well as the reference lists of all included studies. Two authors independently assessed studies for inclusion. Data were double-extracted and discrepancies were resolved by discussion. The overall percentage of healthcare worker encounters resulting in the experience of WPV was estimated using random-effects meta-analysis. The heterogeneity was assessed using the I 2 statistic. Differences by study-level characteristics were estimated using subgroup analysis and meta-regression. We included 253 eligible studies (with a total of 331 544 participants). Of these participants, 61.9% (95% CI 56.1% to 67.6%) reported exposure to any form of WPV, 42.5% (95% CI 38.9% to 46.0%) reported exposure to non-physical violence, and 24.4% (95% CI 22.4% to 26.4%) reported experiencing physical violence in the past year. Verbal abuse (57.6%; 95% CI 51.8% to 63.4%) was the most common form of non-physical violence, followed by threats (33.2%; 95% CI 27.5% to 38.9%) and sexual harassment (12.4%; 95% CI 10.6% to 14.2%). The proportion of WPV exposure differed greatly across countries, study location, practice settings, work schedules and occupation. In this systematic review, the prevalence of WPV against healthcare workers is high, especially in Asian and North American countries, psychiatric and emergency department settings, and among nurses and physicians. There is a need for governments, policymakers and health institutions to take actions to address WPV towards healthcare professionals globally.

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Tit for Tat? The Spiraling Effect of Incivility in the Workplace

1999-07-01

Lynne Andersson , Christine M. Pearson

Development and Validation of the Scale of Violence Perceived by Nursing Students in Clinical Placements

2025-06-25

Andrea Alvarado-Quinteros , María Cecilia Toffoletto , Guillermo Durán-González +2 more | Journal of Nursing Measurement

Sağlık çalışanlarında psikolojik güçlendirme ile yengeç sepeti sendromu arasındaki ilişki: Demografik değişkenlerin düzenleyici rolü

2025-06-25

Delal Aydın , Özcan DEMİR | Business And Management Studies An International Journal

This study aims to examine the impact of the "Crab Mentality Syndrome" (CMS) on the levels of psychological empowerment among physicians, nurses, and administrators working in the healthcare sector. Characterised … This study aims to examine the impact of the "Crab Mentality Syndrome" (CMS) on the levels of psychological empowerment among physicians, nurses, and administrators working in the healthcare sector. Characterised by competitiveness, envy, and obstructive behaviours, CMS is known to have an adverse effect on employee motivation and organisational efficiency. In contrast, psychological empowerment enhances employees' sense of meaning, competence, autonomy, and impact, thereby promoting positive organisational behaviours. The research was conducted using a correlational survey design, and data were collected through questionnaires administered to 350 healthcare professionals employed in public and private hospitals in Diyarbakır, Türkiye. The level of CMS was measured using the scale developed by Fettahlıoğlu and Dedeoğlu (2021), while psychological empowerment was assessed with the scale developed by Spreitzer (1995). The collected data were analysed using SPSS 25.0, and correlation and multiple regression analyses were performed. Findings revealed that an increase in CMS levels has a significant and negative impact on psychological empowerment. Additionally, demographic variables such as gender, age, and professional position were found to have varying effects on this relationship. In particular, nurses exhibited higher levels of CMS, whereas individuals in administrative positions reported lower levels of CMS. This study is among the limited number of empirical investigations that analyse the relationship between CMS and psychological empowerment within the context of demographic characteristics in the healthcare sector. The findings are expected to contribute to the development of more supportive and equitable working environments in healthcare organisations.

Investigating the aftermath of moral injury in organizations: Job stress, trauma-induced ill-being, and moral post-traumatic stress disorder as serial outcomes

2025-06-23

Robert A. Giacalone , Sean Valentine | Journal of Business Research

A Cross-Sectional Study to Determine the Prevalence of Workplace Gender Discrimination and Sexual Harassment Faced by Female Trainee Doctors

2025-06-23

Raj Jain , Chayan Kanti Manna | Bengal Journal of Psychiatry

Introduction This study investigates the prevalence and nature of workplace gender discrimination and sexual harassment among female professionals in India, with a focus on healthcare and academic institutions. Objectives The … Introduction This study investigates the prevalence and nature of workplace gender discrimination and sexual harassment among female professionals in India, with a focus on healthcare and academic institutions. Objectives The primary outcome measure was the prevalence and nature of workplace sexual harassment experienced by female medical trainee. Additional outcome measures included the perceived reason for harassment, reason for not raising complaints and other related issues. Material and Methods A hospital-based cross-sectional study which employed an anonymous, voluntary-response online survey to explore experiences of sexual harassment of female trainee doctors. Results Using an online questionnaire, 100 participants shared their experiences, revealing high rates of gender-based discrimination (75%) and sexual harassment (52.5%). Among the various forms of harassment reported, verbal assault was the most common (71%), followed by uncomfortable stares (68%), and physical harassment (18.8%), including touching and groping. Faculty members were identified as the primary perpetrators (69%), highlighting the impact of power dynamics on harassment incidences. Additionally, participants perceived that regressive ideas about women (75%) and abuse of authoritative power (62%) were major contributing factors to these behaviors. The study reveals significant barriers to reporting harassment, with only 9.1% of participants lodging complaints due to fears of higher authority and workplace visibility. This aligns with broader South Asian research indicating that sociocultural and workplace hierarchies often deter victims from speaking out. The findings underscore the detrimental effects of ongoing harassment, with 71.9% of participants experiencing continuous harassment, which can lead to mental health challenges such as anxiety and burnout, adversely impacting productivity and job satisfaction. Conclusion This study highlights the urgent need for policy reforms in Indian workplaces, particularly in healthcare and academia, to establish zero-tolerance harassment policies, enforce anti-harassment frameworks, and empower victims to report incidents safely. Addressing these issues could foster a safer, more inclusive work environment, supporting both professional growth and mental well-being.

Interdisciplinary Upstander Intervention Training to Address Bias in Clinical Encounters

2025-06-23

Carri S. Polick , Chris Harding , Eunice Lee +1 more | Academic Medicine

How do you react when a patient declares they want a different health care provider based on biases or when a colleague refuses to use a patient's chosen pronouns? Do … How do you react when a patient declares they want a different health care provider based on biases or when a colleague refuses to use a patient's chosen pronouns? Do you ruminate over better responses afterward?

Expressions of workplace collective aggression. Navigating through concepts and views on mobbing, bullying and harassment

2025-06-21

Radu-Ioan Popa | Psihologia Resurselor Umane

Aggression at the workplace has been defined under many forms and instances across the scholarly literature, and also throughout time, the organizational sector constantly systematizing incoming approaches, paradigms, theories and … Aggression at the workplace has been defined under many forms and instances across the scholarly literature, and also throughout time, the organizational sector constantly systematizing incoming approaches, paradigms, theories and trends. Since the early ‘80s and all the way through the ‘90s the concept development and expansion on the specific collective aggression at work have led to numerous discussions and term approval. This theoretical article presents in short the major trends and updates on most known forms of collective aggression at work, in order to structure concisely several acceptances and interpretations of organizational pathology expressions such as mobbing, workplace bullying and workplace harassment. The overview results highlight several directions of comprehension and analysis outcomes, which in turn solicit a conceptual refining and the establishment of a unitary acceptance in addressing collective aggression at work, sources and effects, term similarities and distinctions.

Building Momentum Toward Ending Workplace Violence: Multidisciplinary Strategies to Maximize Healthcare Safety While Mitigating Factors of Risk

2025-06-20

Susan L. Michels , Nancy T. Brasic , Jennifer L. Fencl +2 more | Journal of the American Psychiatric Nurses Association

Objective: Health care workers are sustaining significant numbers of workplace violence events, and health care organizations are called to respond. Through critical evaluation, comprehensive planning, and thoughtful steps into action, … Objective: Health care workers are sustaining significant numbers of workplace violence events, and health care organizations are called to respond. Through critical evaluation, comprehensive planning, and thoughtful steps into action, organizational leaders and direct care staff must work collaboratively to meet the demands of the dynamic health care landscape. Our objective is to identify multidisciplinary, evidence-based practice strategies through the use of tools, innovation, and education to equip health care teams in building a culture of personal and organizational safety. Methods: A subject-focused review of international research, government, professional, and regulatory guidelines dated 2015 to 2024 was used to identify evidence-based practices and current barriers in workplace violence mitigation. The global nature of workplace violence suggests a need to explore human-centric solutions, and a multidisciplinary framework is ideal to examine the current climate, identify gaps in education and practice, and explore the impact of environmental conditions contributing to workplace violence. Through layered primary, secondary, and tertiary violence prevention strategies, health care systems may engage in continuous quality improvement, elevate interpersonal safety, and mitigate risks associated with workplace violence. Results: Deepening conversations and establishing multi-team engagement around workplace violence expands an organization’s capacity to break work silos and build processes that can effectively activate organizational change. Conclusions: With amplified attention to workplace violence, organizations must be committed to addressing the problem from all sides. Through identifying risk factors and mitigation strategies, targeting education, and empowering health care teams, organizations can navigate a strong path toward a safer future for patients, staff, and communities.

Being ordered to do work below your level of competence: Workplace Bullying and Self- Concept of neonatal nurses

2025-06-20

Raheleh Mohammadi , Yasmin Akbari , Monireh Faghir Ganji +1 more | Research Square (Research Square)

<title>Abstract</title> Introduction: The professional self-concept of neonatal nurses may play an important role in the adaptation and better care of infants, considering that nurses in the neonatal intensive care unit … <title>Abstract</title> Introduction: The professional self-concept of neonatal nurses may play an important role in the adaptation and better care of infants, considering that nurses in the neonatal intensive care unit (NICU) continue their professional work despite numerous sources of bullying. The purpose of this study was to determine the relationship between workplace bullying and nurses' self-concept in the NICU. Methods The present study was a descriptive-correlation correlational study conducted from January to December 2023 with 200 nurses working in the neonatal intensive care unit. The data was collected using questionnaires containing socio-demographic and work-related data, a questionnaire on self-perception of the nursing profession and a questionnaire on bullying and negative actions in the workplace. The data was analyzed using SPSS version 16 software. Results The results showed that workplace bullying was among the neonatal nurses (M = 59.45, SD = 16.96). The mean score of self-concept among the neonatal nurses was (M = 215.23, SD = 40.94). Workplace bullying is also inversely related to professional self-concept and almost all of its dimensions, as shown by the Pearson correlation coefficient (p = 0 < 001, r = − .394). Also hierarchical regression analyses show that the only significant variable: self-concept with a standardized coefficient β=-0.306 indicates an inverse relationship with workplace bullying. Conclusion The results of this study showed that neonatal intensive care unit nurses experience workplace bullying to the same extent as nurses in other settings such as the emergency department and psychiatry. Given the physical, psychological, and organizational effects of workplace bullying on neonatal nurses and its effects on their professional self-concept and, consequently, the impact on the quality of care for infants and parents, workplace bullying by nurses should not be ignored.

Organizational Culture and Nurse Commitment in Conflict-Affected Hospitals: A Focus on Empowerment in Jerusalem

2025-06-20

Farid Ghrayeb , Kefah Zaben , Ibrahim Aqtam +3 more | Research Square (Research Square)

<title>Abstract</title> <bold>Introduction</bold> In conflict-affected regions such as Palestine, nurses' organizational commitment is critical for sustaining healthcare resilience. While organizational culture shapes such commitment, its dynamics remain understudied in settings marked … <title>Abstract</title> <bold>Introduction</bold> In conflict-affected regions such as Palestine, nurses' organizational commitment is critical for sustaining healthcare resilience. While organizational culture shapes such commitment, its dynamics remain understudied in settings marked by geopolitical strain. This study, the first in Palestine to empirically link empowerment to affective commitment using culturally adapted instruments, examines these relationships in Jerusalem hospitals, integrating geopolitical realities into organizational frameworks. <bold>Objective</bold> To assess how organizational culture dimensions (bureaucratic, innovative, supportive, empowerment) predict commitment types (affective, continuance, normative) in Palestinian hospitals, with a focus on empowerment's role in mitigating systemic challenges unique to conflict zones. <bold>Methods</bold> A cross-sectional study was conducted across five Jerusalem hospitals (October 2024–January 2025) using convenience sampling. Data from 302 nurses (94.4% response rate) were collected via validated scales culturally adapted through translation, back-translation, and pilot testing (N = 40). The 36-item Organizational Culture Scale and 24-item Organizational Commitment Scale employed 5-point Likert responses (1 = strongly disagree; 5 = strongly agree). Analyses included Pearson's correlations and regression modeling. <bold>Results</bold> Organizational culture significantly predicted commitment (B = 0.214, p = 0.001), explaining 57.8% of variance. Empowerment emerged as the strongest cultural driver of affective commitment (M = 3.63), while bureaucratic practices showed the weakest association (M = 3.38). Years of experience significantly predicted commitment (B = 0.570, p < 0.001), with mid-career nurses (6–15 years) exhibiting the strongest ties to workplace culture. <bold>Recommendations</bold> Hospitals should prioritize empowerment (e.g., autonomy in decision-making) and reduce bureaucratic barriers through digital tools to strengthen affective bonds. Retention strategies must address career-stage needs, particularly for mid-career nurses. These findings advocate for context-specific retention strategies tailored to the unique challenges of conflict-affected healthcare systems. Future studies should employ longitudinal designs to unravel causal pathways and validate conflict-specific adaptations of organizational frameworks.

Workplace violence in Jordanian hospitals: sociodemographic and occupational characteristics influences, effect on quality of care and recommended solutions

2025-06-20

A Smadi | Journal of Health Organization and Management

Purpose Workplace violence (WPV) negatively affects the well-being of healthcare workers (HCWs) and the healthcare system. This study explores how sociodemographic factors impact WPV prevalence, its effect on the quality … Purpose Workplace violence (WPV) negatively affects the well-being of healthcare workers (HCWs) and the healthcare system. This study explores how sociodemographic factors impact WPV prevalence, its effect on the quality of care, and possible solutions to decrease WPV in Jordanian hospitals. Design/methodology/approach This study employs a retrospective cross-sectional design, using a web-based survey of 651 HCWs. The data were analyzed using descriptive statistics, logistic regression, an independent sample t -test, and path analysis. Findings Around 651 HCWs participated in this study, and only 316 revealed they experienced WPV. Multivariate logistic regression analysis confirmed the significance of occupation, sector, and education level in influencing WPV. The result revealed a significant reduction in the quality of care of HCWs exposed to WPV. HCWs shared valuable recommendations to decrease WPV in their workplace. The recommendations were categorized under seven main areas: cultural issues, legal and legislative, administrative measures, internal organization arrangement, quality of health care services, physical working environment, and finally, training and awareness. Practical implications Hospital management and policymakers should consider factors like local culture, legal and administrative measures, policies, healthcare quality, work environment, and community awareness when addressing WPV. Moreover, healthcare workers can offer valuable recommendations to reduce WPV prevalence and impact in healthcare settings. Originality/value This is a unique study that explores the relationship between WPV and quality of care in Jordanian hospitals. It considers sociodemographic and occupational characteristics as contributing factors to WPV in hospitals and seeks realistic solutions from the victims' perceptions.

Experiences of Mid-Level Administrators in Ugandan Universities: A Study of Multiple Role Conflicts

2025-06-20

Faith Mbabazi , Wilson Eduan , Mary Kagoire Ocheng +1 more | East African Journal of Interdisciplinary Studies

This qualitative study explores the experiences of mid-level administrators in Ugandan public universities, focusing on role conflicts arising from their multiple responsibilities. Grounded in Role Conflict Theory, the research explores … This qualitative study explores the experiences of mid-level administrators in Ugandan public universities, focusing on role conflicts arising from their multiple responsibilities. Grounded in Role Conflict Theory, the research explores time-based, strain-based, and behaviour-based conflicts among 20 administrators at Makerere and Kyambogo Universities. The study was guided by the following research questions: What are the strain-based experiences of mid-level administrators regarding their workload? How do time-based constraints affect their workplace responsibilities? What behavioural challenges arise when executing multiple roles? This qualitative study adopted a constructivist approach, focusing on participants' lived experiences (Creswell, 2014). It targeted mid-level administrators (e.g., deans, bursars, heads of sections, etc) due to their multifaceted roles. Twenty participants were purposively selected for their expertise. Data were collected via semi-structured interviews, conducted face-to-face and online during the COVID-19 lockdown. Interviews were audio-recorded, with brief notes for follow-up. Pseudonyms ensured confidentiality. Thematic analysis categorized data into time-based, strain-based, and behavior-based themes, aligned with Role Conflict Theory. Findings reveal that extended work hours, heavy workloads, and challenges in switching roles lead to stress, burnout, and work-life imbalances. Gender, marital status, and age influence these experiences, with female and younger administrators reporting higher strain. The study recommends enhanced training and resource support to mitigate role conflicts. Implications for university administration and future research are discussed

Coping with workplace bullying and emotional exhaustion: role of work engagement, loyalty, promotional opportunities and perceived social support

2025-06-20

Samuel Jayaraman , Hesil Jerda George , Sahayaselvi Susainathan +3 more | International Journal of Conflict Management

Purpose This study aims to investigate the relationship between workplace bullying and job satisfaction. Using conservation of resources (COR) and Job Demands-Resources (JD-R) theories, a conceptual model is developed integrating … Purpose This study aims to investigate the relationship between workplace bullying and job satisfaction. Using conservation of resources (COR) and Job Demands-Resources (JD-R) theories, a conceptual model is developed integrating four crucial constructs: work engagement, loyalty, promotional opportunities and perceived social support. The model explains the workplace bullying-job satisfaction conundrum. Design/methodology/approach To test the hypothesized relationships, data were collected from 410 employees working in various sectors – information technology, manufacturing, academic institutions, accounting and audit companies – from different parts of India and analyzed after checking the psychometric properties of the measures, PROCESS macros were used to test the hypothesized relationships. Findings The findings supported (i) the negative effect of workplace bullying on emotional exhaustion and job satisfaction, (ii) the mediating role of emotional exhaustion between workplace bullying and job satisfaction and (iii) the negative effect of emotional exhaustion on job satisfaction. The results also supported three-way interaction hypotheses. This study found that perceived social support (first moderator) and promotional opportunities (second moderator) interact with workplace bullying to influence job satisfaction mediated through emotional exhaustion. This research also supported another moderated mediation hypothesis: emotional exhaustion interacting with work engagement (first moderator) and loyalty (second moderator) influencing job satisfaction. Research limitations/implications This study helps administrators and policymakers devise actionable strategies to reduce bullying behavior and improve organizational climate, especially in developing countries such as India. Originality/value This study is the first to combine two complementary theories [COR and JD-R] in integrating four important constructs that help mitigate the ill effects of workplace bullying. The three-way interactions between (i) workplace bullying, perceived social support (first moderator) and promotional opportunities (second moderator) in influencing job satisfaction mediated through emotional exhaustion, and (ii) emotional exhaustion, work engagement (first moderator), and loyalty (second moderator) influencing job satisfaction, are original contributions. To the best of the authors’ knowledge, the conceptual model is the first of its kind that makes a pivotal contribution to the burgeoning literature on workplace bullying.

The Power Imbalance Personified: A Mixed-Methods Analysis of Senior-to-Junior Bullying in Indonesia's Medical Residency Programs

2025-06-19

Alex Putra Pratama , H. B. J. Clifford , Ahmad Erza +7 more | Enigma in Education

Bullying within medical residency is a pervasive global issue with severe consequences for residents' mental health and patient safety. In Indonesia, where hierarchical structures in medicine are deeply entrenched, senior-to-junior … Bullying within medical residency is a pervasive global issue with severe consequences for residents' mental health and patient safety. In Indonesia, where hierarchical structures in medicine are deeply entrenched, senior-to-junior bullying is a significant yet under-investigated problem. This study aimed to analyse the prevalence, forms, and lived experiences of bullying perpetrated by senior residents against their junior counterparts in Indonesian medical residency programs. A sequential explanatory mixed-methods design was employed. In the quantitative phase, an anonymous online survey was distributed to 584 junior medical residents across five major teaching hospitals in Indonesia. The survey included the validated Negative Acts Questionnaire-Revised (NAQ-R) and questions on demographics and specialty. In the qualitative phase, 25 junior residents who reported high levels of bullying were purposively selected for in-depth, semi-structured interviews to explore their experiences. Quantitative data were analysed using descriptive and inferential statistics, while qualitative data were subjected to reflexive thematic analysis. Quantitatively, 81.3% (n=475) of junior residents reported experiencing at least one bullying behaviour weekly. The most common forms were work-related, such as excessive workloads and meaningless tasks, and personal humiliation. Year of residency was significantly associated with bullying exposure. Qualitatively, four major themes emerged: (1) ‘The Hierarchy as an Unassailable Mandate for Abuse’; (2) ‘The Pedagogy of Fear: Bullying as a Misguided Educational Tool’; (3) ‘Silent Suffering and the Armour of Complicity’; and (4) ‘The Perpetuating Cycle: Victims on a Trajectory to Becoming Perpetrators’. The qualitative findings revealed that bullying was often rationalised by seniors as a necessary part of medical training. In conclusion, senior-to-junior bullying is alarmingly prevalent and deeply embedded in the culture of Indonesian medical residency programs. It is personified through a profound power imbalance, rationalised as an educational necessity, and sustained by a culture of silence. Urgent, multi-level interventions focusing on systemic change, faculty training, and robust confidential reporting systems are imperative to dismantle this destructive cycle.

CARACTERÍSTICAS EPIDEMIOLÓGICAS DA VIOLÊNCIA RELACIONADA AO TRABALHO NO BRASIL

2025-06-18

Alberth Rangel Alves de Brito , Luciana Contrera , Andréia Insabralde de Queiróz Cardoso +1 more | Revista Enfermagem Atual In Derme

Introdução: A violência relacionada ao trabalho advém de diversos fatores, dentre os quais se destacam: a relação entre as pessoas, as condições de trabalho, o ambiente ocupacional, e a organização … Introdução: A violência relacionada ao trabalho advém de diversos fatores, dentre os quais se destacam: a relação entre as pessoas, as condições de trabalho, o ambiente ocupacional, e a organização dos processos de trabalho. Estima-se que, globalmente, 17,9% das pessoas sofrem violência relacionada ao trabalho, sendo as mulheres as mais sujeitas a esse tipo de violência. Objetivo: Sumarizar as evidências científicas que versam sobre a epidemiologia da violência relacionada ao trabalho no Brasil. Método: Revisão integrativa de literatura desenvolvido mediante coleta de dados nas bases eletrônicas Embase, Elsevier’s Scopus, PubMed Central, Web of Science e Biblioteca Virtual de Saúde. Após a busca, os estudos foram selecionados a partir de critérios de elegibilidade e nível de evidência. Resultados: A amostra final foi constituída de 24 estudos brasileiros, publicados principalmente após o ano de 2014, com predominância do idioma português. Quanto ao delineamento dos estudos, foram prevalentes os observacionais, com abordagem quantitativa, e nível de evidência 4. Observa-se a predominância da violência relacionada ao trabalho por meio da violência interpessoal, do tipo comunitária e de natureza psicológica ou moral. Conclusão: Foram identificados estudos referentes à violência relacionada ao trabalho em diversas áreas de trabalho, dentre eles, destacam-se as violências cometidas contra profissionais de saúde e os impactos ocasionados à saúde destes trabalhadores. A vigilância dos eventos de violência relacionada ao trabalho deve estar entre as estratégias para erradicar essa prática no ambiente de trabalho.

The impact of nurses’ caring behaviors and personality traits on workplace violence

2025-06-18

Hongjuan Chang , Xing Liu , Mengmeng Hu +3 more | Frontiers in Psychology

Aims Based on the propensity score matching method, this study analyzes the correlation between nurses’ exposure to workplace violence, caring behaviors, and personality traits. The analysis provides a foundation for … Aims Based on the propensity score matching method, this study analyzes the correlation between nurses’ exposure to workplace violence, caring behaviors, and personality traits. The analysis provides a foundation for developing individualized strategies to prevent workplace violence among nurses. Methods Convenience sampling was conducted from February to June 2024 in Grade 3A hospitals across 11 Chinese provinces. The study utilized the Workplace Violence Frequency Measurement Scale, Caring Behaviors Inventory, and Ten-Item Personality Inventory for data collection. The analysis employed propensity score matching to pair nurses experiencing low-frequency workplace violence with those experiencing high-frequency workplace violence in a 1:2 ratio, controlling for confounding variables. The associations between personality traits, caring behaviors, and workplace violence were then analyzed. Results Following propensity score matching to control for baseline information, the analysis included 622 nurses (403 in the low-frequency exposure group and 219 in the high-frequency exposure group). The findings revealed respect and connectedness ( OR = 0.946, 95.0% CI : 0.912 ~ 0.981), emotional stability ( OR = 0.814, 95.0% CI : 0.711 ~ 0.906) as negative predictive effects, and openness as a positive predictive effect ( OR = 1.250, 95.0% CI : 1.065 ~ 1.398). Conclusion Nurses demonstrating patient respect and maintaining close contact, along with those exhibiting emotional stability, experience low-frequency exposure to workplace violence; conversely, nurses with more open personalities experience higher frequency exposure. These findings suggest the importance of enhancing nurses’ caring behaviors and implementing personality-specific training programs to address workplace violence.

The Lived Experiences of Racial and Ethnic Minority Nurses Exposed to Racial Microaggressions in the Hospital Setting: Qualitative Study

2025-06-18

Dong-Sub Kang Kim , Ha Do Byon | Asian/Pacific Island Nursing Journal

Abstract Background Type II (client-on-worker) workplace violence (WPV) between patients and nurses is an ongoing safety and health challenge in health care. However, little is known about the experiences of … Abstract Background Type II (client-on-worker) workplace violence (WPV) between patients and nurses is an ongoing safety and health challenge in health care. However, little is known about the experiences of racial and ethnic minority nurses specifically in a profession in which most individuals identify as White. During and after the COVID-19 pandemic, type II WPV against certain minority groups increased, which suggests that underrepresented racial and ethnic minority nurses may have unique experiences with type II WPV inflicted by patients, their family members, or visitors. Objective The aim of this study was to (1) explore the lived experiences of racial and ethnic minority nurses who have faced type II WPV from patients in the hospital setting, and (2) assess the emotional and physical effects of type II violence among racial and ethnic minority nurses. Methods Semistructured individual interviews were conducted with racial and ethnic minority nurses. The research team recruited participants through snowball sampling. Nurses were eligible to participate if they (1) were ages 18 years and older, (2) were currently working as a registered nurse in a hospital in the United States or had previous experience in this role, with the experience dating no earlier than March 2020, when the COVID-19 pandemic began, (3) had experienced WPV from patients, their family members, or visitors at some point during their career, and (4) identified as a racial and ethnic minority. Interviews were conducted between February 2023 and March 2023. A qualitative descriptive approach was used to analyze the findings. Results A total of 10 nurses from racial and ethnic minority groups were interviewed: 5 Asian, 2 Latina, 2 African American, and 1 Middle Eastern nurse. Violence experienced by the nurses fell under 2 categories: macroaggressions and microaggressions. Macroaggressions included physical violence, verbal abuse, and sexual violence. Microaggressions were subtle and often unconscious and unintentional comments, interactions, or behaviors relating to the participants’ race. All nurses (10/10) reported experiencing racial microaggressions and considered them very harmful. Microaggressions left a negative impact on these nurses in terms of their self-esteem, the nurse-patient relationship, and their job performance. However, many participants did not speak up about microaggressions to either the perpetrator or management because they feared that their experiences would be dismissed. Minimization and normalization of microaggressions were common themes among participants. In total, 90% of participants (9/10) expressed that they do not feel supported in the hospital as nurses of underrepresented minority groups. Conclusions Microaggressions are a form of WPV. “Micro” implies small, but the consequences of microaggressions are additive and detrimental. Racial microaggressions negatively impact nurses in terms of their personal well-being, job performance, and ability to deliver quality patient care. Given this, more policies, procedures, and resources must be in place to support racial and ethnic minority nurses in the hospital setting.

Revalidating Predictors of Deviant Behavior of Students in Malpractice: The Role of Social Workers-University Partnership in Non-Western Cultures

2025-06-18

Lami Sunday , Ismail Muhammed , John Emaimo +3 more | International Journal of Social Work

Deviant behavior, while often viewed negatively, plays a crucial role in society. It reinforces norms, clarifies moral boundaries, and can even lead to positive social change. The deviant behavior of … Deviant behavior, while often viewed negatively, plays a crucial role in society. It reinforces norms, clarifies moral boundaries, and can even lead to positive social change. The deviant behavior of students has become a grave concern for universities across the world. Existing studies on factors contributing to deviant behavior has been mostly limited to individual and family-based predictors in developed countries. Few studies have examined the ‘cross-over’ students’ experiences of deviant behavior. This study addressed these limitations, it explores how students perceive self-experience of malpractice within the university settings and social workers-university partnership in the reduction of deviant behavior in non-Western cultures. Surveys were administered to 120 undergraduate students (65% female, 92% Christian) age 17 to 25, studying allied health science courses and affiliated degree programmes. The results revealed that examination malpractice and cheating have a positive influence on deviant behavior of students’ experiences in the University. Specifically, findings indicated student-related factors like desire for good grades, pressure to succeed and lack of preparation as well as fear of failure contributed to deviant behavior of students in malpractice. Regarding the study recommendations, we shared our thoughts as licensed and practicing social workers on the urgent needs for proper students counselling and social workers-university partnership in the reduction students’ deviant behavior. Implications for future research are discussed.

Violence and Abuse towards General Practice Staff by Patients and the Public: A Scoping Review

2025-06-18

Shihning Chou , Luke Sawyers , Giulia Cianti +2 more | British Journal of General Practice

Background General practice is the gatekeeper to secondary care in many countries. This unique role may expose general practice staff to violence and abuse by patients and the public, yet … Background General practice is the gatekeeper to secondary care in many countries. This unique role may expose general practice staff to violence and abuse by patients and the public, yet violence and abuse in secondary care receives more attention than that in general practice. Existing reviews on primary care do not distinguish the perpetrators of violence. A scoping review on violence and abuse by patients and the public towards general practice staff was conducted. Aim: to analyse the evidence on: 1. The extent, characteristics and impact of violence and abuse by patients or the public towards general practice staff. 2. Practices in violence and abuse prevention and support in general practice at individual and organisational levels. Design and Setting This scoping review followed the updated Joanna Briggs Institute guidelines and the PRISMA ScR guidelines. Method Six bibliographic databases, Google and Google Scholar were systematically searched. De-duplicated citations (N=19,519) were independently screened by two reviewers. Data were extracted with a bespoke extraction form. Results Fifty studies from 24 countries were included. Past-year rates for violence and abuse by patients and the public towards general practice staff ranged from 13.8% to 90.3% while career-long estimates were 18.3% to 91%. Long waiting times and unmet patient demands were the most common reasons. It impacted staff mental health and turnover intention and service capacity. No evaluated prevention or support interventions were reported. Conclusion Violence and abuse towards general practice staff is widespread, impacting both individuals and service delivery. However, interventions are under researched.

Professionals and the Ethics of Workplace Surveillance

2025-06-17

Steve Clarke , W. TUCKWELL , Morgan Luck | Journal of Social Philosophy

Implementing an organizational trauma-informed approach: an urgent priority to protect the well-being of all members in sport from the top down

2025-06-17

Jenny McMahon , Kerry R. McGannon , Chris Zehntner +1 more | Sport Education and Society

Quantitative evaluation of hospital workplace violence prevention and control policies in China: based on PMC index model

2025-06-16

Haoyu Chi , Hanye Tang , Chao Sun +7 more | Health Research Policy and Systems

İş Hukukunda İspat Kavramının Psikolojik Taciz Açısından Değerlendirilmesi

2025-06-15

Selçuk Cengiz | Çukurova Üniversitesi Hukuk Araştırmaları Dergisi

Çalışma hayatında psikolojik tacizi, işverenin bizatihi ya da işyerinde iş gören bir/birden fazla işçi aracılığıyla diğer işçiler tarafından, işçi hedef alınarak, kasıtlı biçimde işçiyi yıldırmak gayesiyle sistematik, düşmanca ve ahlak … Çalışma hayatında psikolojik tacizi, işverenin bizatihi ya da işyerinde iş gören bir/birden fazla işçi aracılığıyla diğer işçiler tarafından, işçi hedef alınarak, kasıtlı biçimde işçiyi yıldırmak gayesiyle sistematik, düşmanca ve ahlak dışı davranışlarla, sürekli yapılan her tür olumsuz davranış, işçiyi işinden soğutma amacı güden genellikle tehdit, şiddet, aşağılama, hor görme vb. eylemlerle gerçekleştirilen hareketler şeklinde tanımlayabiliriz. Psikolojik taciz gelişmekte olan bir hukuk terimi olup, bu gelişimini yeni mevzuat çalışmaları, içtihatlar ve doktrin görüşleri ile tekemmül ettirmeye çalışmaktadır. Psikolojik tacizin gelişmekte olan bir kavram olması nedeniyle uygulamada çeşitli sorunlarla karşılaşılmaktadır. Bu bağlamda bu sorunların en başında psikolojik tacizin genellikle gizli ve sinsi bir şekilde gerçekleştirilmesi nedeniyle mağdurların maruz kaldıkları psikolojik taciz davranışlarını ispatlamak konusunda karşılaştıkları ciddi zorluklardır. Usul kurallarına göre ispat yükünde genel kural; iddia edilen vakıadan kendi lehine sonuç çıkaran tarafın ispat yükünü taşımasıdır. Burada aranacak ispat ise tam ispattır. İş mevzuatımıza usul hukukunda olduğu gibi ispat yüküne ilişkin açık düzenleme bulunmamaktadır. Ancak İş Mahkemeleri Kanunu’nda ispat konusunda hüküm olmayan hallerde genel kuralın geçerli olacağı kabul edilmektedir. Bunun yanında Yargıtay, psikolojik taciz vakıalarının ispatının genellikle çok güç olması gerçeği karşısında içtihatlarıyla ispat kolaylığı getirmekte ve emare ile ispatı kabul ettiği görülmektedir. Bu çalışma ile iş yaşamında psikolojik taciz eylemlerine çok fazla maruz kalınması nedeniyle mağdur işçilerin, psikolojik taciz olaylarına ilişkin iş hukuku açısından, ispat hususunun ele alınması, ispat yükünün kimde olduğu, mağdur işçinin hangi ispat kolaylığından yararlanacağı gibi hususları teorik, öğreti görüşleri ve Yargıtay kararları bağlamında aktarılacaktır.

Percepción de violencia obstétrica de estudiantes de medicina en etapa clínica

2025-06-13

Luis F. Herrera-Padilla , Manuel Á. Romero-Padrón , Alejandro de J. Fernández-Hernández +1 more | Revista Mexicana de Educación Médica

A <i>NEW LENS</i> for Addressing Workplace Violence: Trauma Informed Care as an Approach to Management

2025-06-13

Katherine C. Brewer , Chrystal L. Lewis | Journal of the American Psychiatric Nurses Association

OBJECTIVE: To explore an innovative model for nursing administration practice in which a trauma-informed care approach is applied to staff and personnel management. This model is applicable especially for preventing … OBJECTIVE: To explore an innovative model for nursing administration practice in which a trauma-informed care approach is applied to staff and personnel management. This model is applicable especially for preventing workplace violence and managing its aftermath in psychiatric care facilities. METHODS: This discussion article presents a conceptual model for practice called NEW LENS (Nurses who Experience Workplace violence, Leadership to meet Expectations and NeedS), which is based on the BITTEN trauma-informed care framework. A model case exemplar is used to illustrate current nursing administration practices and to contrast them with a trauma-informed care approach to staff and personnel management. RESULTS: The model case exemplar highlights how the implementation of a trauma-informed care approach for nurses and staff could potentially impact the psychiatric work environment. Additionally, the model case exemplar suggests current administrative approaches may not adequately address the cumulative effects of workplace and personal trauma on staff responses to violence. CONCLUSIONS: There is a need for further research on trauma-informed care in psychiatric nursing. Specifically, systematic exploration is required to understand how trauma-informed care strategies in nursing administration can address the intersection of workplace and personal trauma and improve staff resilience and safety.

Bullying: a silent threat to clinician well‐being and patient safety

2025-06-13

Todd Nelson | Anaesthesia

Is well-being everything? Direct and indirect effects of stress and workplace bullying in the Covid-19 pandemic

2025-06-13

Muhammad Zulqarnain Arshad , Yunxiao Zhang , Pittayatorn Kaewkong | Acta Psychologica

The Impact of Compassion Fatigue, Burnout, and Bullying on Correctional Nurses

2025-06-12

Roger L. Simpson , Teri Moser Woo , Irina Gendelman +1 more | Journal of Correctional Health Care

Multiple factors, including burnout and bullying, lead nurses to consider alternative career paths or early retirement, thereby creating a shortage of nurses. This study examined the impact of compassion fatigue, … Multiple factors, including burnout and bullying, lead nurses to consider alternative career paths or early retirement, thereby creating a shortage of nurses. This study examined the impact of compassion fatigue, burnout, and bullying on correctional nurses. This study utilized a mixed-method approach combining quantitative correlational research and qualitative grounded theory to compare the relationships among variables, including demographics, levels of compassion fatigue, burnout, and bullying. Using SurveyMonkey, an emailed survey included the Professional Quality of Life Scale, the Negative Acts Questionnaire-Revised, and open-ended questions that allowed nurses to share their personal stories of bullying within the prison. There was a negative correlation between job satisfaction and burnout and a negative correlation between job satisfaction and bullying. Burnout and bullying were found to be positively correlated. Many participants reported bullying in the workplace, describing multiple instances of unprofessional behavior by coworkers and supervisors. The themes of hostile work environments, poor relationships with supervisors, and low job satisfaction were identified as impacting nurses' desire to remain in their positions. Further research is necessary to understand the relationships among burnout, compassion fatigue, and bullying among correctional nurses.

Defense styles employed by healthcare professionals experiencing compassion fatigue

2025-06-11

Tülay Yılmaz Bingöl , Zeynep Özkök , Nermın Gürhan +2 more | Nursing and Health Sciences Journal (NHSJ)

The healthcare sector operates under relentless demands, requiring uninterrupted service delivery amid high-stress environments. Compassion fatigue manifests as a complex interplay of burnout and secondary traumatic stress. To mitigate the … The healthcare sector operates under relentless demands, requiring uninterrupted service delivery amid high-stress environments. Compassion fatigue manifests as a complex interplay of burnout and secondary traumatic stress. To mitigate the psychological toll of compassion fatigue, healthcare professionals often adopt defense mechanisms. This study examines the defense styles used by healthcare professionals experiencing compassion fatigue. This study is a descriptive quantitative study. The study sample consisted of 499 actively working healthcare professionals (422 nurses, 77 doctors). A Personal Information Form consisting of 12 questions, the Compassion Scale (CQ), and the Defense Style Questionnaire-40 (DSQ-40) were used to collect data. The study was conducted using the survey method (Online link) and the snowball sampling method. According to the study results, the level of compassion increases as the number of children in the participants increases. The level of compassion decreases as the level of education increases. In addition, it was determined that participants with low levels of compassion resort to immature defense styles and may experience compassion fatigue. In order to prevent compassion fatigue in healthcare professionals who play very important roles in protecting, developing, and improving community mental health, The management should support and support healthcare professionals in problems experienced in clinical environments, improve difficult working conditions, and take measures to prevent violence in healthcare.

Proposing conceptual frameworks for prevention and management of workplace violence against healthcare workers in a Nigerian State

2025-06-05

Oluwaseyi Isaiah Olabisi , Adriel Monkam Tchokossa , Adesola Adenike Ogunfowokan | BMC Public Health

Workplace violence (WPV) is one of the major challenges confronting healthcare workers in the developed and developing nations. Standard protocols for its prevention and management are essential for workplace safety … Workplace violence (WPV) is one of the major challenges confronting healthcare workers in the developed and developing nations. Standard protocols for its prevention and management are essential for workplace safety in healthcare institutions. The conceptual framework was developed using concurrent mixed methods design. Data were obtained from nurses, doctors and health administrators recruited from three levels of healthcare institutions (primary, secondary and tertiary) in Lagos State, Nigeria. For quantitative data collection, 266 nurses and 135 doctors were recruited, while six nurses and six doctors who were union leaders, and six hospital administrators were recruited for qualitative data collection. This study revealed that objectivity by the health care administrators, treatment policy, anonymous reporting system, training and retraining of health workers, public awareness, increasing the staff strength and providing adequate security measures are essential for reducing and managing the occurrence of workplace violence against health care workers. In conclusion, to address workplace violence against healthcare professionals, the framework for managing and preventing workplace violence was described and is suggested to be used in the healthcare industry.