In a climate of a declining nursing workforce where violence and hostility is a part of the day-to-day lives of most nurses, it is timely to name violence as a major factor in the recruitment and retention of registered nurses in the health system. Workplace violence takes many forms such as aggression, harassment, bullying, intimidation and assault. Violent acts are perpetrated against nurses from various quarters including patients, relatives, other nurses and other professional groups. Research suggests that nurse managers are implicated in workplace violence and bullying. Furthermore, there may be a direct link between episodes of violence and aggression towards nurses and sick leave, burnout and poor recruitment and retention rates. This paper explores what is known about workplace violence as it affects nurses, and calls for managerial support and policy to act to improve work environments for all nurses.

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Mother blaming has been identified as a pervasive and serious problem and it is known that the professional literature has strong and entrenched mother-blaming messages. Using a feminist approach, this paper explores mother blaming as it has been experienced by a group of mothers themselves. Analysis of narrative exposes mother blaming as a burden that complicates the already-complex responsibilities that comprise mothering. Health providers are among those identified by women as being particularly likely to attribute problems with (even grown) children to maternal fault. Implications for practice and research are drawn from the findings of this paper.

In order are to achieve meaningful improvements in patient safety, and create harm free environments for patients, it is crucial that nursing students develop confidence communicating with others to improve patient safety, particularly in the areas of challenging poor practice, and recognising, responding to and disclosing adverse events, including errors and near misses.

Effective clinical leadership is offered as the key to healthy, functional and supportive work environments for nurses and other health professionals. However, as a concept it lacks a standard definition and is poorly understood. This paper reports on an integrative review undertaken to uncover current understandings of defining attributes of contemporary clinical leadership in nursing. Data collection involved a search of relevant electronic databases for a 10-year period. Keywords for the search were 'clinical leadership' and 'nursing'. Ten research papers met the inclusion criteria for the integrative review. Analysis of these studies indicated clinical leadership attributes had a clinical focus, a follower/team focus or a personal qualities focus; attributes necessary to sustain supportive workplaces and build the capacity and resilience of nursing workforces. The small number of research-based studies yielded for the review indicates the need for further research in the area of clinical leadership.

Child‐to‐mother violence is an area of family violence that has received limited attention over the past 20 years but is a problem for many families. It is poorly understood in the community and this lack of understanding creates a basis for families and service providers to minimize the abused mothers' experience. This paper is drawn from a larger study that aimed to explore child‐to‐mother violence in a high‐risk geographical area and describes a qualitative theme developed from 185 participating women's narratives, ‘Living in the red zone’: the experience of child‐to‐mother violence. The red zone refers to danger and was an element throughout women's narratives. It is clear from the reflections of these women that child‐to‐mother violence is a significant and complex issue. Mothers were predominantly struggling in silence with their experiences of a child or children whose behaviour was threatening and/or abusive. Their experiences were most often minimized and/or devalued by family and community members, which may prevent affected women from seeking support. Mothers generally had limited concepts of the possibilities open to them to improve their situation, or limited access to appropriate and empathic individuals or services.

JACKSON D, HUTCHINSON M, EVERETT B, MANNIX J, PETERS K, WEAVER R and SALAMONSON Y. Nursing Inquiry 2011; 18: 102–110
Struggling for legitimacy: nursing students’ stories of organisational aggression, resilience and resistance There is a considerable body of literature scrutinising and theorising negative and hostile behaviour such as violence and interpersonal conflict in the nursing workplace. However, relatively little empirical work has examined the experiences of undergraduate nursing students in the context of negative workplace cultures, and even fewer studies have explored how students develop and enact strategies to counter hostile behaviours in the clinical workplace. Based on qualitative analysis of open‐ended survey questions, this study explored undergraduate students’ experiences of negative behaviours in the clinical environment to identify strategies used to manage and resist such behaviours. While dominant individuals in the clinical environment sought to enforce and uphold their version of legitimacy – one where students were relegated to complete subordination – the tenacity and resourcefulness of students was evident in their attempts to counter this oppression with acts of resistance. Our findings provide new and valuable insights into organisational aggression and acts of resistance in the nursing workplace. The resistance offered by these students draws attention to the struggles for legitimacy within institutions. In drawing attention to organisational aggression as a mechanism by which students are ‘othered’ through pejorative behaviour, homogenisation, and de‐authentication, and the dynamics of resistance offered by these student nurses, we provide an alternative explanation of nursing socialisation.

Further research is needed to explore the need for protective work practices and promoting healthy lifestyle practices for ageing nurses. Managers need to recognize the changing health needs of older clinical nurses and offer, for example, flexible rostering and tailored exercise programmes to promote their health.