Workplace Aggression in Cuban Health Care Settings

Gillespie, Gordon Lee; Papa, AnnMarie; Gómez, Ligia C.

doi:10.1177/1043659616666327

Cited by 2 publications

(1 citation statement)

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“…As well as, aggression prevention program was developed and training of nursing staff were provided that help them to manage aggression at work or on duty. Moreover, findings Gillespie, Papa& Gómez, (2017) (33) . Showed that occurrence aggression in the workplace among health care provider was never exposed may be the image of the Hispanic values on the concept of respect toward People who have power such as health care workers.…”

Section: Resultsmentioning

confidence: 92%

The Relationship between Emotional labor, Workplace Aggression and Organizational Role Stress among Nursing Staff

Mahmoud

Zakaria

Habieb

2021

Mansoura Nursing Journal

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Background: Organizations are dependent on their employee for growth . So that emotion management in the work environment has become a significant problem due to its negative effect can take a heavy outcomes on employees as well as organization which cause stress and aggression. Aim: the study aimed to assess the relationship between emotional labor, workplace aggression and organizational role stress among nursing staff at Main Mansoura University Hospital. Method: A descriptive correlational design was used and the study was conducted on 169 nursing staff working at Main Mansoura University hospitals using three tools as: Emotional labor scale, workplace aggression scale and organizational role stress Scale. Results: the mean score of emotional labor was high (72.43±11.42) while the mean score of verbal aggression was higher than physical aggression with mean (1.33±0.38 and 1.27±0.35 respectively) also level of organizational role stress among nursing staff was low. There was statistically significant negative correlation between emotional labor and workplace aggression (p< 0.006) and organizational role stress (p< 0.0001). There was significant positive correlation between organizational role stress as well workplace aggression (p< 0.0001). Recommendation: Develop more flexible remuneration and reward systems to promote nursing staff satisfaction. Provide open channels of communication between top management and nursing staff and providing them with feedback on progress.

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Section: Resultsmentioning

confidence: 92%