Integrating individual, work group and organizational factors: testing a multidimensional model of bullying in the nursing workplace

Hutchinson, Marie; Wilkes, Lesley M; Jackson, Debra; Vickers, Margaret H.

doi:10.1111/j.1365-2834.2009.01035.x

Cited by 159 publications

(195 citation statements)

References 52 publications

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“…2015년 한국직업능력개발원의 직 종별 직장 내 괴롭힘 피해자 비율 보고에 의하면 간호사 직군이 41.3%로 1위를 차지하였다 [3]. 간호사가 직장 내 괴롭힘을 경 험하면 피로, 불면, 우울, 불안 등의 신체 ․ 심리적 증상이 증가 하고, 직무만족도와 조직몰입도가 낮아지는 한편 소진 및 이직 의도는 높아진다 [4,5]. 뿐만 아니라 의료기관의 운영은 물론 환 자의 안전에도 부정적인 영향을 미칠 수 있다 [6].…”

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The Related Factors to Workplace Bullying in Nursing: A Systematic Review and Meta-analysis

Kang

Lee

2016

Korean J Adult Nurs

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Purpose:The purpose of this study was to review and identify factors relevant to workplace bullying in nursing. Methods: Twenty-three studies that met the criteria were selected from a sample of twenty-six studies. These articles were retrieved from a central literature databases (N=13,241). The total correlational effect size (ESr) for each related factor was calculated from Fisher's Zr. A funnel plot inspection (similar to scatter plot) with a trim-and-fill method was used to assess the publication bias of the meta-analyzed studies. Results: From the systematic review, fifty-one factors were identified as having an influencing effect. Fourteen factors (five individual and nine organizational factors) were eligible for meta-analysis. The individual factors included, self-esteem (ESr=-.31), psychological capital (ESr=-.26), and marital status (ESr=-.06) which were significantly correlated with workplace bullying. Organizational factors included, organizational tolerance (ESr=.48), supervisor incivility (ESr=.47), job stress (ESr=.46), group morale (ESr=-.36), group support (ESr=-.35), supervisor leadership (ESr=-.35), group identity (ESr=-.33), and structural empowerment (ESr=-.27). These factors were significantly correlated with workplace bullying. There were no publication biases except for both individual and organizational factors. Conclusion: Organizational factors have more of an greater impact than individual factors on workplace bullying. The results of this study support the need for intervention at the organizational level.

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The Related Factors to Workplace Bullying in Nursing: A Systematic Review and Meta-analysis

Kang

Lee

2016

Korean J Adult Nurs

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“…individual characteristics, such as their personality, the majority comprise organizational factors such as the culture, atmosphere, and leadership of the organization [27]. The CRP of this study only targets individual nurses and is not considered an organizational-level intervention; as such, it likely had no organizational effects.…”

Section: Discussionmentioning

confidence: 99%

Effects of a Cognitive Rehearsal Program on Interpersonal Relationships, Workplace Bullying, Symptom Experience, and Turnover Intention among Nurses: A Randomized Controlled Trial

2017

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This is an Open Access article distributed under the terms of the Creative Commons Attribution NoDerivs License. (http://creativecommons.org/licenses/by-nd/4.0)If the original work is properly cited and retained without any modification or reproduction, it can be used and re-distributed in any format and medium. Purpose: This research aimed to investigate the effects of a cognitive rehearsal program (CRP) on workplace bullying among nurses. Methods: A randomized controlled trial was performed. Participants were 40 nurses working in different university hospitals in B city, South Korea. The experimental group was provided with a 20-hour CRP comprising scenarios on bullying situations, standard communication, and role-playing. To evaluate effects of the CRP, we measured interpersonal relationships, workplace bullying, symptom experience, and turnover intention at preand post-intervention. Follow-up effect was measured in the experimental group only at 4 weeks after the intervention. Results: After the intervention, there were significant differences in interpersonal relationships (F=6.21, p=.022) and turnover intention (F=5.55, p=.024) between experimental and wait-list groups. However, there was no significant difference in workplace bullying or symptom experience between the 2 groups. The beneficial effects on interpersonal relationships and turnover intention lasted at least up to 4 weeks after CRP. Conclusion: The CRP for workplace bullying improves interpersonal relationships and decreases turnover intention. So it can be utilized as one of the personal coping strategies to reduce the the turnover among nurses. Further studies on the effects of unit-or hospital-based CRP and on the long-term effects of CRP are necessary. A typical intervention for reducing workplace bullying among nurses is raising awareness, for which research has found some support [7]. Nevertheless, considering that workplace bullying is entrenched in the interpersonal relationships among colleagues to increased knowledge and awareness of workplace bullying, as well as confidence in managing conflict situations. In a later study, they followed up over 6 months, and reported turnover intention decreased [13]. However, none of these studies used a control group and all of them provided a onetime, short-term intervention. Thus, stricter, randomized controlled trials are needed, which prompted the design of the present study with CR program (CRP). The aim of this study was to investigate the effect of CRP on the interpersonal relationships, workplace bullying, symptom experience, and turnover intention of nurses. The study hypotheses are as follows:Hypothesis 1: The interpersonal relationships those who participated in CRP (experimental group) will differ from those of who did not participate in CRP (wait-list group).Hypothesis 2: The workplace bullying in the experimental group will differ from that of the wait-list group.Hypothesis 3: The symptom experience in the experimental group will differ from that of the wait-list group.Hypothesis 4: ...

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“…Employees should know how to report cases of bullying without fear of repercussion (Pearson & Porath, 2005). Hutchinson, Wilkes, Jackson & Vickers (2010) noted that "bullying is more prevalent in environments where actors who engage in the behaviour do not receive effective sanctions and may, instead, be rewarded through perks, promotion or favourable treatment" (p. 177-178). Thus, organizations must enact and enforce policies that delineate bullying behaviors line in line with a discipline system.…”

Section: Discussion and Recommendationsmentioning

confidence: 99%

Workplace Bullying and Unethical Behaviors: A Mediating Model

Aleassa¹,

Megdadi²

2014

IJBM

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Workplace bullying and unethical behaviors are increasingly being recognized as serious problems that warrant attention. However, there is no previous research has investigated the possible effect of workplace bullying on employees unethical behaviors. So, this study is an attempt to fill this void. Moreover, we investigated whether this effect is mediated by psychological ownership. The model of this study was tested using survey data collected from a sample of 295 commercial bank employees. Results provided support for the proposed model, as workplace bullying predicted employees unethical behaviors and psychological ownership partially mediated the workplace bullying-unethical behaviors relationship. Recommendations and directions for future research are provided.

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Integrating individual, work group and organizational factors: testing a multidimensional model of bullying in the nursing workplace

Abstract: The findings draw in question the usefulness of current approaches to managing bullying and will be of use to nurse managers, particularly those tasked with providing safer and more productive workplaces.

Cited by 159 publications

References 52 publications

The Related Factors to Workplace Bullying in Nursing: A Systematic Review and Meta-analysis

The Related Factors to Workplace Bullying in Nursing: A Systematic Review and Meta-analysis

Effects of a Cognitive Rehearsal Program on Interpersonal Relationships, Workplace Bullying, Symptom Experience, and Turnover Intention among Nurses: A Randomized Controlled Trial

Workplace Bullying and Unethical Behaviors: A Mediating Model

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