Strengthening communication to overcome lateral violence

Ceravolo, Diane; Schwartz, Doris; Foltz-Ramos, Kelly; Castner, Jessica

doi:10.1111/j.1365-2834.2012.01402.x

Cited by 80 publications

(76 citation statements)

References 25 publications

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“…This also significantly reduced incidents of verbal affronts among nurses. Because Ceravolo et al [28]'s intervention targeted all nursing staff working at hospitals, it seems possible that the effect of bullying reduction was achieved through changes in the atmosphere and organizational culture. Overall, it may be necessary to modify CRP to reflect various influencing factors and provide it at the level of the unit or entire hospital and examine its effect on both the organization and individual levels in follow-up studies.…”

Section: Discussionmentioning

confidence: 99%

“…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. Regarding organizational interventions, Ceravolo et al [28] aimed at enhancing awareness of bullying and self-assertive communication training with all of the nursing staff from 5 different hospitals in the US over 3 years. Nurses who took part in these workshops found that they could communicate within the nursing organization more openly, and an organizational culture of mutual respect was created.…”

Section: Discussionmentioning

confidence: 99%

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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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Section: Discussionmentioning

confidence: 99%

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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“…Educational interventions such as communication workshops can positively strengthened interpersonal communication, which has been linked to creating a more respectful work environment and increased empowerment to manage future incidences of lateral violence. 13 It's important to note that exiting an unresolvable and psychologically distressing situation doesn't necessarily indicate an automatic return to baseline emotional comfort. Individuals who've experienced lateral violence and leave their jobs may experience sustained psychological distress and its manifestations in the absence of effective intervention such as guided reflection.…”

Section: Your Intervention Is Neededmentioning

confidence: 98%

Lateral violence and the exit strategy

Sanner-Stiehr

Ward-Smith²

2014

Nursing Management

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“…23 The Brief T-TPQ was administered in conjunction with the final survey in a longitudinal project investigating lateral violence in nursing staff, reported in another publication. 24 The Brief T-TPQ instrument was a revision of AHRQ's 1 original T-TPQ used to measure the sustained effectiveness of TeamSTEPPS training. 25 AHRQ's 25 original 35-item survey was developed through a rigorous process of literature review, item pool creation, cognitive interviews, small group trial, and field testing.…”

Section: Measurementmentioning

confidence: 99%

A Leadership Challenge

Castner

Foltz-Ramos²,

Schwartz³

et al. 2012

JONA: The Journal of Nursing Administration

Self Cite

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The purpose of this study was to measure RNs' perceptions of teamwork skills and behaviors in their work environment during a multiphase multisite nursing organizational teamwork development initiative. Teamwork is essential for patient safety in healthcare organizations and nursing teams. Organizational development supporting effective teamwork should include a just culture, engaged leadership, and teamwork training. A cross-sectional survey study of bedside RNs was conducted in one 5-hospital healthcare system after a TeamSTEPPS teamwork training initiative. TeamSTEPPS teamwork training related to improved RN perceptions of leadership. Initiatives to align the perspectives and teamwork efforts of leaders and bedside nurses are indicated and should involve charge nurses in the design.

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Strengthening communication to overcome lateral violence

Abstract: Nurse managers must raise awareness of lateral violence with individual and organizational consequences. Nursing leadership can effect organizational change to lesson lateral violence and enhance a healthy workplace culture by replicating our intervention or components of our workshops.

Cited by 80 publications

References 25 publications

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

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

Lateral violence and the exit strategy

A Leadership Challenge

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