Education and training for preventing and minimising workplace aggression directed toward healthcare workers

Hills, Danny; Ross, Heather; Pich, Jacqueline; Hills, April T; Dalsbø, Therese Kristine; Riahi, Sanaz; Guay, Stéphane; Martı́nez-Jarreta, Begoña

doi:10.1002/14651858.cd011860

Cited by 8 publications

(10 citation statements)

References 71 publications

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“…A literature review from Piquero, Piquero, Craig, and Clipper [ 4 ] showed that between 14% and 61% of mental health workers had been victimized by violent acts, mainly due to aggressive patient behaviours [ 5 ]. However, the study-specific variations regarding the measure of prevalence (i.e., prevalence period, survey designs) render efforts to establish largely based prevalence rates challenging [ 6 ].…”

Section: Introductionmentioning

confidence: 99%

“…Within the literature, it is frequently recommended that employers implement education and training programs for high-risk workers in order to prevent workplace violence [ 3 , 5 , 6 , 15 ]. These programs generally aim to help workers develop skills to better recognize and react to violent situations, and to better cope with their consequences.…”

Section: Introductionmentioning

confidence: 99%

“…These programs generally aim to help workers develop skills to better recognize and react to violent situations, and to better cope with their consequences. They “comprise any of a broad range of techniques to enhance knowledge and understanding of organisational policies and procedures, legal responsibilities, and risk assessment and control strategies” [ 6 ]. Wang et al [ 5 ] reviewed 35 studies conducted among nurses that assessed the effectiveness of workplace violence education and training programs.…”

Section: Introductionmentioning

confidence: 99%

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Evaluation of an Education and Training Program to Prevent and Manage Patients’ Violence in a Mental Health Setting: A Pretest-Posttest Intervention Study

2016

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Workplace violence can lead to serious consequences for victims, organizations, and society. Most workplace violence prevention programs aim to train staff to better recognize and safely manage at-risk situations. The Omega education and training program was developed in Canada in 1999, and has since been used to teach healthcare and mental health workers the skills needed to effectively intervene in situations of aggression. The present study was designed to assess the impact of Omega on employee psychological distress, confidence in coping, and perceived exposure to violence. This program was offered to 105 employees in a psychiatric hospital in Montreal, Canada. Eighty-nine of them accepted to participate. Questionnaires were completed before the training, after a short period of time (M = 109 days) and at follow-up (M = 441 days). Repeated-measures ANOVAs and Cohen’s d effect sizes were calculated. Results demonstrated statistically significant improvements in short-term and follow-up posttest scores of psychological distress, confidence in coping, and in levels of exposure to violence. This study is one of very few to demonstrate the positive impact of this training program. Further research is needed to understand how to improve the effectiveness of the program, especially among participants resistant to change.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Evaluation of an Education and Training Program to Prevent and Manage Patients’ Violence in a Mental Health Setting: A Pretest-Posttest Intervention Study

2016

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“…Many studies emphasized the role of education and increased awareness of staff and patients in reducing the incidence of violence or reducing consequences of violence in health care centres (Deans, 2004; Fernandes et al, 2002; Gates et al, 2011; Ishak & Christensen, 2002; Runyan, Zakocs, & Zwerling, 2000), although there were many contradictions in the effectiveness of training in previous studies (Wassell, 2009). In general, education should be provided to enhance the staff's knowledge, attitude and skill for preventing or controlling verbal and physical violence (Hills et al, 2015). Training programmes should be implemented, such as increasing the staff's knowledge about legal responsibilities, organisational procedures and policies, and strategies for interacting with patients to prevent violence (CDC, 2006).…”

Section: Discussionmentioning

confidence: 99%

Strategies for controlling violence against health care workers: Application of fuzzy analytical hierarchy process and fuzzy additive ratio assessment

et al. 2020

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Objective The present study aimed to identify and prioritize control measures of violence against health care workers (HWs) using the fuzzy analytical hierarchy process (FAHP) and fuzzy additive ratio assessment (ARAS‐F). Background Occupational violence is a pervasive problem in health care centres. Reducing violence against staff is one of the challenges for health care managers. Method At the first stage, the most common criteria and control options for violence against HWs were identified and extracted using a review of previous studies. At the next stage, criteria for selection of control measures were prioritized using the FAHP. Finally, control measures of workplace violence were prioritized using the ARAS‐F method. Results Results of the FAHP indicated that safety and efficiency were the most important criteria. Results of the ARAS‐F also revealed that ‘increasing number of security personnel’ and ‘training staff’ were the best recommendations for controlling violence against HWs. Conclusion Based on expert's opinions, administrative measures are the optimal ways to control violence at health centres; therefore, it is suggested that violence control programmes should be more focused on administrative measures. Implications for Nursing Management These results could assist nursing management to take best strategies for controlling occupational violence based on multi‐criteria decision‐making methods.

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“… 15 It is logical, therefore, that efforts to reduce and effectively manage ABDs would be aimed at each of these areas. A Cochrane review 16 is currently underway examining the effectiveness of education and training interventions to prevent and minimise aggression toward healthcare workers. An examination of non-pharmacological methods other than educational interventions for staff is lacking.…”

Section: Introductionmentioning

confidence: 99%

Managing Acute Behavioural Disturbances in the Emergency Department Using the Environment, Policies and Practices: A Systematic Review

Weiland¹,

Ivory²,

Hutton³

2017

WestJEM

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IntroductionEffective strategies for managing acute behavioural disturbances (ABDs) within emergency departments (EDs) are needed given their rising occurrence and negative impact on safety, psychological wellbeing, and staff turnover. Non-pharmacological interventions for ABD management generally fall into four categories: environmental modifications; policies; practice changes; and education. Our objective was to systematically review the efficacy of strategies for ABD management within EDs that involved changes to environment, architecture, policy and practice.MethodsWe performed systematic searches of CINAHL Plus with Full Text, PsycINFO, MEDLINE, and EMBASE, as well as reference lists of relevant review articles to identify relevant studies published between January 1985 – April 2016. We included studies written in English, which reported management of behavioural disturbances in adults associated with the ED through the use of environmental modifiers (including seclusion, restraint, specialised rooms, architectural changes), policy, and practice-based interventions excepting education-only interventions. Efficacy outcomes of interest included incidence, severity, and duration of ABD, incidence of injuries, staff absenteeism, restraint use, restraint duration, and staff and patient perceptions. Two reviewers independently screened titles and abstracts, and assessed the relevancy and eligibility of studies based on full-text articles. Two authors independently appraised included studies. A narrative synthesis of findings was undertaken.ResultsStudies reporting interventions for managing ABDs within the ED are limited in number and quality. The level of evidence for efficacy is low, requiring caution in conclusions. While there is preliminary evidence for environmental change in the form of specialised behavioural rooms, security upgrades and ED modifications, these are not supported by evidence from controlled studies. Many of these “common sense” environmental changes recommended in many guidelines have been widely implemented in EDs.ConclusionThere is an unambiguous gap in the literature regarding the efficacy of interventions for ABD management in EDs involving environmental, policy or practice-based changes. With growing demand on EDs, and with increasing numbers of ABDs, identification of robust evidence-based interventions for safe and effective ABD management is vital.

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Education and training for preventing and minimising workplace aggression directed toward healthcare workers

Abstract: Education and training for preventing and minimising workplace aggression directed toward healthcare workers.

Cited by 8 publications

References 71 publications

Evaluation of an Education and Training Program to Prevent and Manage Patients’ Violence in a Mental Health Setting: A Pretest-Posttest Intervention Study

Evaluation of an Education and Training Program to Prevent and Manage Patients’ Violence in a Mental Health Setting: A Pretest-Posttest Intervention Study

Strategies for controlling violence against health care workers: Application of fuzzy analytical hierarchy process and fuzzy additive ratio assessment

Managing Acute Behavioural Disturbances in the Emergency Department Using the Environment, Policies and Practices: A Systematic Review

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