Work-Related Violence Policy: A Process Evaluation

Abstract

This study describes one employer's approach to evaluating employees' knowledge of a violence prevention policy and experience with work-related physical and non-physical violence. A cross-sectional design was used to collect data from a random sample of current and former employees of a Midwest health care organization via a specially designed mailed questionnaire and the employer's internal database. While 7% of employees reported experiencing physical violence in the workplace, almost half of all employees had experienced non-physical violence. Most employees were aware of the organization's violence policy; however, few reported violence or used organizational resources (e.g., employee health) following the violence. Employees experienced symptoms and productivity losses in association with both types of violence. Process evaluations are an effective means of evaluating whether violence policies are used as intended and can provide organizations with considerable information to make effective programmatic changes.

Non-Physical Violence

“…The participation rate for this voluntary, non-incentivized, lengthy survey distributed only once to employees was lower than that of studies in which repeated and targeted recruitment efforts could be made (e.g., Duncan et al, 2001;Gerberich et al, 2004). Nevertheless, the results of this survey accord well with the findings of others (Duncan et al, 2001;Findorff et al, 2005;Gerberich et al, 2004;Hesketh et al, 2003;Hodgson et al, 2004) addressing some of the same issues, suggesting it does have external validity. Implications for violence prevention focus on patient and employee perpetrators and not visitors because patients and employees accounted for 94% to 95% of the violence reported.…”

“…Such programs are needed across workplaces because non-physical and physical violence reportedly have high incidence rates in a variety of occupations (Flannery, 1996;Glomb et al, 2002) and are recognized nationally and internationally as serious public and occupational health problems (Findorff et al, 2005).…”

Interactive Theater

“…However, when questioned, they indicate a strong sense of futility about reporting (Findorff et al, 2005). The reasons that staff cite for failure to report incidents include concern for a vulnerable patient, lack of support from management, fear of retribution or blame, rationalization that the patient was cognitively impaired, belief that only physical injury required reporting, the timeconsuming nature of the task, and the belief that no management change would result and that verbal abuse was part of the job (Pejic, 2005).…”

“…There is a tendency for managers to focus concern on physical assaults, but the nature of nonphysical violence creates a gradual deterioration in workers' well-being that is equally serious and destructive (Findorff et al, 2005). Verbal abuse ultimately affects quality of patient care.…”

“…The effects of nonphysical violence can be greater than the effects of physical violence (Gerberich et al, 2004). Anger, irritation, sadness, and depression were frequently reported by employees who experienced nonphysical violence (Findorff, McGovern, & Sinclair, 2005).…”