Association between Workplace Violence and Depressive Symptoms among Primary Healthcare Professionals in Shandong, China: Meaning in Life as a Moderator

Wang, Meiqi; Wang, Haipeng; Wei, Zhen; Wang, Yifan; Sun, Long

doi:10.3390/ijerph192215184

Cited by 8 publications

(8 citation statements)

References 42 publications

(53 reference statements)

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“…Five items Workplace Violence Scale (WPVS) was used to measure the violence perpetrated against the nurses by patients or their relatives [34,35]. This scale was used previously among the nurses to conduct similar research [25,36,37]. The items were composed of physical assault (being spitted, bitten, pushed), emotional abuse (disrespect, negative attitude, cursing), threats (verbal, written, or physical threats to harm), verbal sexual harassment (comments, remarks, or questions of a sexual nature), and sexual abuse (any physical, sexual behaviors or unwanted touching).…”

Section: Workplace Violence Measurementioning

confidence: 99%

Workplace violence and turnover intention among the Bangladeshi female nurses after a year of pandemic: An exploratory cross-sectional study

Kabir

Chowdhury

Tonmon

et al. 2022

PLOS Glob Public Health

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During the COVID-19 pandemic, workplace violence was widespread against healthcare personnel. Workplace violence (WPV) against nurses exhilarates their turnover intention (TI). The objective of this study was to investigate the association between workplace violence and turnover intention and also identify other factors associated with TI among Bangladeshi female nurses. An exploratory cross-sectional study was carried out among 881 female nurses between April 26 and July 10, 2021. The TI of the female nurses was the outcome variable of this study. The primary exposure variable was WPV faced by the nurses. Workplace Violence Scale (WPVS) was used to measure the WPV, and Turnover Intention Scale-6 (TIS-6) was used to measure the TI of the nurses. Multiple linear regression model was fitted to find the adjusted association of TI with WPV and other study variables. A stratified analysis by type of job (government vs. private) was also performed. The majority of the nurses (74.46%) faced low to high levels of WPV. The overall mean score of TIS was found 16.33 (± 4.72). Multiple linear regression analysis revealed that compared to government jobholders, the mean score of TIS (15.81 vs. 17.20) was found significantly higher among the private jobholders (p < 0.001). Nurses exposed to the intermediate and high level of WPV had a significantly higher TI score (β = 4.35, 95% CI: 3.36, 5.34) than the non-exposures. The TI of private jobholders was found significantly higher (β = 2.04, 95% CI: 1.09, 3.00) than the government jobholders. Compared to diploma degree holders, significantly higher TI was observed among the B.Sc. degree holders (β = 0.86, 95% CI: 0.22, 1.55) and M.Sc. degree holders (β = 1.46, 95% CI: 0.58, 2.34). Besides, the nurses who did not get timely salaries scored higher TI (β = 1.17, 95% CI: 0.12, 2.22). Moreover, the nurses who did not receive any training against WPV scored significantly higher TI (β = 1.89, 95% CI: 1.03, 2.74). The stratified analysis by type of job also revealed significant factors of TI in government and private settings. This study found a high prevalence of WPV and a high rate of TI among Bangladeshi female nurses. Moreover, this study explored an association between WPV and TI. The study findings could help policymakers facilitate a comfortable working environment by preventing WPV and addressing the factors to reduce nurses’ frequent TI.

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Section: Workplace Violence Measurementioning

confidence: 99%

Workplace violence and turnover intention among the Bangladeshi female nurses after a year of pandemic: An exploratory cross-sectional study

Kabir

Chowdhury

Tonmon

et al. 2022

PLOS Glob Public Health

View full text Add to dashboard Cite

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“…The WVS has shown good reliability and validity (the Cronbach's coefficient was 0.92) in healthcare workers in China. 28 In this study, respondents whether suffered five types of WPV were coded as a binary response (0=no; 1=yes).…”

Section: Measurementsmentioning

confidence: 99%

Association between high burn-out and workplace violence among healthcare workers in China: a WeChat-based survey

et al. 2022

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ObjectivesThis study is conducted to examine whether overall workplace violence (WPV) and its five types are associated with high burn-out among healthcare workers in China.DesignA WeChat-based cross-sectional survey. Snowball sampling was used in this study.ParticipantsFront-line healthcare workers (N=3706) from 149 cities across 23 provinces in China responded to the survey, and 22 questionnaires were excluded because of incomplete data.Primary and secondary outcome measures(1) The Chinese Maslach Burnout Inventory-General Survey was used to measure high burn-out. (2) WPV was assessed using the Chinese version of the Workplace Violence Scale. (3) An anonymous self-designed web-based questionnaire consisting of demographic, behavioural and occupational information was used to identify covariates.ResultsA total of 3684 front-line healthcare workers (934 physicians and 2750 nurses) were included. Of all participants, 13.3% (491/3193) experienced high burn-out. Adjusted logistic regression revealed that experience of WPV in the past year was associated with high burn-out (OR 2.10, 95% CI 1.69 to 2.62). Healthcare workers who had suffered emotional abuse, threat or verbal sexual harassment were more vulnerable to high burn-out.ConclusionThis study finds that healthcare workers with WPV, especially emotional abuse, threat and verbal sexual harassment, are more likely to experience burn-out. These types of WPV should be considered in interventions to reduce and prevent burn-out for healthcare workers.

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“…The Workplace Violence Scale (WVS) consisting of five items was utilized in this research (Hesketh et al., 2003; Wang et al., 2006). Previous studies used the WVS for nurses and other healthcare workers (Tian et al., 2020; Wu et al., 2012).…”

Section: Methodsmentioning

confidence: 99%

“…A study conducted during the COVID‐19 pandemic used WVS (Kabir et al., 2022). The scale demonstrated good reliability and validity among healthcare workers in China, with a Cronbach's alpha coefficient and an intraclass correlation coefficient of the test–retest reliability that both exceeded 0.70 in all dimensions (Wang et al., 2006). Scale items were composed of five types of violence: physical assault, emotional abuse, threat, verbal sexual harassment, and sexual assault.…”

Section: Methodsmentioning

confidence: 99%

Workplace violence against Bangladeshi registered nurses: A survey following a year of the COVID‐19 pandemic

Chowdhury

Kabir

Das

et al. 2022

International Nursing Review

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Aims To investigate the prevalence of workplace violence and its associated factors among Bangladeshi registered nurses. Background Workplace violence is prevalent among nurses, particularly in developing countries. However, the issue has never been examined in Bangladeshi nurses. Methods Between February 26 and July 10, 2021, this cross‐sectional survey involving 1264 registered nurses was conducted. Workplace violence was determined by the Workplace Violence Scale (WVS). A multivariable logistic regression model was fitted to find the factors associated with workplace violence. This study complies with the EQUATOR (STROBE) checklist. Results Of the 1264 nurses, 885 (70%) nurses reported being exposed to workplace violence in the previous year. Three hundred twenty‐four (324; 25.6%) nurses reported physical violence, whereas 902 (71.4%) nurses reported nonphysical violence. According to the multivariable logistic regression model, male nurses, nurses in the Sylhet division, emergency department nurses, nurses working extended hours, and non trained nurses to tackle workplace violence were prone to physical violence. Furthermore, public hospital nurses and non trained nurses to tackle workplace violence were more likely to be exposed to nonphysical violence. Nurses who had not been exposed to workplace violence were satisfied with their current job, but those who had been exposed to workplace violence were dissatisfied and intended to leave their current job. Conclusions and implications for nursing and health policy High prevalence of workplace violence underscores nurses’ current working conditions, which are particularly poor in public hospitals and emergency departments. Moreover, the COVID‐19 pandemic put unprecedented pressure on the whole healthcare system and caused various difficulties for healthcare workers. To develop a zero‐violence practice environment, health authorities should implement policy‐level interventions. Healthcare staff should be guided to deal more successfully with patients and coworkers to create a positive working environment.

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Association between Workplace Violence and Depressive Symptoms among Primary Healthcare Professionals in Shandong, China: Meaning in Life as a Moderator

Cited by 8 publications

References 42 publications

Workplace violence and turnover intention among the Bangladeshi female nurses after a year of pandemic: An exploratory cross-sectional study

Workplace violence and turnover intention among the Bangladeshi female nurses after a year of pandemic: An exploratory cross-sectional study

Association between high burn-out and workplace violence among healthcare workers in China: a WeChat-based survey

Workplace violence against Bangladeshi registered nurses: A survey following a year of the COVID‐19 pandemic

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