2011
DOI: 10.1108/17596591111187710
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Reducing workplace violence by creating healthy workplace environments

Abstract: Purpose -The purpose for writing this paper is to help develop and apply integrated models and methods of best practice that can prevent and manage workplace incivility (WPI) and workplace violence (WPV).Design/methodology/approach -This approach uses the framework of the public health model to integrate neurobiological, behavioural, organisational, mental health, and educational theory into a holistic framework for the primary, secondary, and tertiary prevention of WPV. The key concepts built into this model … Show more

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Cited by 23 publications
(18 citation statements)
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“…Therefore, it might also be important to consider the broader culture of the service when thinking about the manner in which nurses characteristically set limits (Bowen et al . ).…”
Section: Discussionmentioning
confidence: 97%
See 1 more Smart Citation
“…Therefore, it might also be important to consider the broader culture of the service when thinking about the manner in which nurses characteristically set limits (Bowen et al . ).…”
Section: Discussionmentioning
confidence: 97%
“…Furthermore, supervisory practices, policy, and procedure also have an influence on hospital culture, and can have implications for staff behaviour. Therefore, it might also be important to consider the broader culture of the service when thinking about the manner in which nurses characteristically set limits (Bowen et al 2011).…”
Section: Discussionmentioning
confidence: 99%
“…There is a need to recognize that nurses need to feel valued and supported, and as such, managers need to work on improving communication with nurses (Reid Ponte, Kruger, DeMarco, Hanley, & Conlin, 2004). As effective leadership and organizational culture are predictors of organizational outcomes (Smith, 2015), nurse leaders have a pivotal role to play in creating a healthy work environment that fosters a sense of coherence among staff (Bowen, Privitera, & Bowie, 2011;Reid Ponte et al, 2004), promotes professional behaviors and practices (Cleary & Horsfall, 2013), and reduces bullying and violence. As the ED is a stressful working environment for staff that leads them to exhibit unprofessional behaviors, human resource managers suggest devoting time in instilling positive resources of efficacy, optimism, and resilience to support positive staff work performance (Avey, Luthans, & Jansen, 2009;Griffin, Neal, & Parker, 2007).…”
Section: Discussionmentioning
confidence: 99%
“…Thus, the Institute seeks to ensure that an organization, from executive management to clients, as well as all policies, practices and procedures, are trauma-informed (Harris & Fallot, 2001). The inclusion of employees is criticalthey translate policies into practices with clientsyet they are often overlooked regarding trauma-informed care (Bowen, Privitera, & Bowie, 2011;Keesler, 2016;Wolf et al, 2014). ITTIC also explores the ways in which organizations already exemplify trauma-informed practices with clients as trauma-informed practices are frequently used yet rarely identified as such (Wolf et al, 2014).…”
Section: Collaboration: a Key Principle Of Tic And Ittic's Operationmentioning
confidence: 99%