Purpose: The purpose of this study was to develop an instrument to assess bullying of nurses, and test the validity and reliability of the instrument. Methods: The initial thirty items of WPBN-TI were identified through a review of the literature on types bullying related to nursing and in-depth interviews with 14 nurses who experienced bullying at work. Sixteen items were developed through 2 content validity tests by 9 experts and 10 nurses. The final WPBN-TI instrument was evaluated by 458 nurses from five general hospitals in the Incheon metropolitan area. SPSS 18.0 program was used to assess the instrument based on internal consistency reliability, construct validity, and criterion validity. Results: WPBN-TI consisted of 16 items with three distinct factors (verbal and nonverbal bullying, work-related bullying, and external threats), which explained 60.3% of the total variance. The convergent validity and determinant validity for WPBN-TI were 100.0%, 89.7%, respectively. Known-groups validity of WPBN-TI was proven through the mean difference between subjective perception of bullying. The satisfied criterion validity for WPBN-TI was more than .70. The reliability of WPBN-TI was Cronbach's ${\alpha}$ of .91. Conclusions: WPBN-TI with high validity and reliability is suitable to determine types of bullying in nursing workplace.
Purpose: This study aimed to explore public opinion on workplace bullying in the nursing field, by analyzing the keywords and topics of online news comments. Methods: This was a text-mining study that collected, processed, and analyzed text data. A total of 89,951 comments on 650 online news articles, reported between January 1, 2013 and July 31, 2018, were collected via web crawling. The collected unstructured text data were preprocessed and keyword analysis and topic modeling were performed using R programming. Results: The 10 most important keywords were "work" (37121.7), "hospital" (25286.0), "patients" (24600.8), "woman" (24015.6), "physician" (20840.6), "trouble" (18539.4), "time" (17896.3), "money" (16379.9), "new nurses" (14056.8), and "salary" (13084.1). The 22,572 preprocessed key words were categorized into four topics: "poor working environment", "culture among women", "unfair oppression", and "society-level solutions". Conclusion: Public interest in workplace bullying among nurses has continued to increase. The public agreed that negative work environment and nursing shortage could cause workplace bullying. They also considered nurse bullying as a problem that should be resolved at a societal level. It is necessary to conduct further research through gender discrimination perspectives on nurse workplace bullying and the social value of nursing work.
The purpose of this study is to explore female office worker's bullying experience in the workplace and derive the essential meaning of the experience. For this study, five female workers who experienced workplace bullying were interviewed in-depth and the collected data were analyzed by the method of descriptive phenomenological research of Giorgi. The research questions in this study are 'How do female workers experience bullying in the workplace?' and 'What does it mean to experience bullying in the workplace?' The result of this study is indicated 5 main themes and 19 sub-themes. The 5 main themes are as followed: 'tactfully bullied by perpetrators perceived as a stumbling block', 'struggling with the suffering', 'trying to stand up in a frustration', 'getting a new perspective looking back on herself as a woman', 'being left in the maze, unable to discern who was wrong'. Furthermore, the study suggested common and core elements of female worker's bullying experience, and proposed a generic framework of the relationship among the elements. Finally, discussions and implications applicable to counseling were presented.
This study examined significant differences in the impact of workplace bullying on emotional depletion and organizational commitment, and used 400 questionnaires to examine whether there would be significant differences depending on social support. As an analysis method, we used SPSS 24 for sample characteristics, SmartPLS 3 statistical programs for verifiable factor analysis, reliability and validity, path analysis, and structural equation models. Studies have shown that bullying in the workplace affects significant positive (+) for emotional depletion, and that emotional depletion affects significant negative (-) for tissue commitment. The influence relationship between workplace bullying and tissue commitment was partially mediated in the direction of wealth (-), and the effect of emotional depletion on tissue immersion was shown to be significant differences in the control of social support. Implications are that bullying in the workplace affects emotional depletion, so corporate efforts to prevent bullying are urgently needed, suggesting that employees can improve their organizational commitment, by using a system or community that can promote communication with their bosses.
The Journal of Korean Academic Society of Nursing Education
/
v.29
no.4
/
pp.450-468
/
2023
Purpose: This study aimed to conduct a qualitative synthesis of workplace bullying experiences among nurses in Republic of Korea. Methods: Following the PRISMA guideline, a literature search was conducted using seven domestic and three international databases. Studies published in Korean or English from inception to December 31, 2022 were included. A meta-aggregation approach suggested by the Joanna Briggs Institute was used to synthesize the research findings. Results: Fourteen studies were included in this review. As a result of a data analysis of the selected studies, 199 subthemes and supporting illustrations were identified and grouped into 36 related categories. Based on the subthemes and categories, five synthesized findings were developed: (1) the individual and organizational causes of workplace bullying; (2) the various types of physical violence and psychological harassment; (3) the negative impact of workplace bullying and its effect on self-growth; (4) active and passive coping efforts in dealing with bullying; and (5) strategies for preventing bullying incidents. Conclusion: Based on the synthesized findings, four recommendations were made: (1) improving the challenging working conditions for nurses; (2) enhancing educational programs for new nursing graduates; and (3) promoting proactive responses from nursing managers in conjunction with an expansion of resilience training for nursing students. Finally, to address the issue of workplace bullying, (4) multi-center and multi-level research involving nursing organizations needs to be conducted.
Zachariadou, Theodora;Zannetos, Savvas;Chira, Stella Elia;Gregoriou, Sofia;Pavlakis, Andreas
Safety and Health at Work
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v.9
no.3
/
pp.339-346
/
2018
Background: Workplace bulling is a pervasive phenomenon with negative consequences for the health of victims and the productivity of organizations. The aim of this study was to measure the prevalence and forms of workplace bullying among employees working at the public health-care sector of Cyprus using the Greek version of Leymann Inventory of Psychological Terror (LIPT) instrument. Methods: A translation process was followed from the French to the Greek version of LIPT questionnaire. Test-retest reliability expressed by Pearson's correlation coefficient was 0.98 indicating excellent reproducibility. Internal consistency reliability assessed by Cronbach ${\alpha}$ coefficient was 0.87 suggesting high reliability. LIPT instrument was distributed among 403 employees working at the primary health-care setting and at the largest public hospital of Cyprus with response rate of 73.4%. Results: Women comprised the majority of participants (71.4%). Mean age was 43.3 years. Prevalence of workplace bulling according to Leymann's definition was 5.9%. Most common forms of bullying were "Being continuously interrupted" (17.2%) and "continuously being given new work assignments" (13.5%). Women were significantly more often exposed to at least one mobbing behavior than men within the previous year (49% vs. 35.7%, p = 0.038), whereas nurses were significantly exposed to at least one mobbing behavior as compared to physicians (53.3% vs. 31.4%, p = 0.004). Conclusion: This was the first study that examined the prevalence of workplace bullying in the public health-care sector by elaborating the Greek version of LIPT instrument. Results showed that workplace bullying is a common and complex phenomenon among health-care organizations.
Purpose: The purpose of this study was to identify the response patterns of nursing unit managers regarding workplace bullying. Methods: Q methodology was used to identify the response patterns. Thirty-six Q samples were selected from the Q population of 210 that included literature reviews and in-depth interviews with clinical nurses and nursing managers. Participants were 30 nursing unit managers who had experience managing workplace bullying and they classified the Q samples into a normal distribution frame measured on a nine-point scale. The data were analyzed using the PC-QUANL program. Results: Five types of response patterns were identified: (1) sympathetic-understanding acceleration, (2) harmonious-team approach, (3) preventive-organizational management, (4) passive observation, and (5) leading-active intervention. The preventive-organizational management type was most frequently used by the nursing unit managers. Conclusion: The results of this study indicated that nursing unit managers attempted to prevent and solve workplace bullying in various ways. Therefore, it is necessary to develop and conduct leadership training and intervention programs that appropriately address the response patterns of nursing unit managers, such as those identified in this study.
Workplace bullying is becoming one of social issues. The aim of the present study was to investigate whether the contextual variables(communication climate, social climate) moderate the relations between the individual variables(trait anger, social avoidance) and workplace bullying victimization. The self-report data of 207 office workers(115 men, 92 women) in Seoul and Gyeonggi-do was analyzed. The results of hierarchical regression indicate that trait anger positively predicted men's workplace bullying victimization only when social climate is bad. Social avoidance positively predicted men's bullying victimization only when communication climate is good. There was no moderating effect of the contextual variables among women. Trait anger positively predicted women's workplace bullying victimization only when considering communication climate as a contextual variable. Social avoidance has no significant effect on women's workplace bullying victimization. However, both communication climate and social climate negatively predicted women's victimization. The implications and suggestions for prevention and intervention of workplace bullying were discussed.
Purpose: The purpose of this study was to provide basic data to understand the organizational culture of nurses by categorizing nurses' experience of coping with bullying in the workplace through Q methodology and analyzing the characteristics of each type, and to induce correct policy measures and interventions to create an atmosphere created in the nursing clinical field to be more advanced and positive. Methods: To form the Q population, focus group interviews were conducted with nurses working for more than six months at two general hospitals in Seoul and Gyeonggi. Interviews were conducted by 12 nurses introduced to participants who can provide researchers with a wealth of information on workplace bullying experiences without filtration. In addition, the Q population was extracted by reviewing the results. Based on the results derived from this, 38 Q statements in total were extracted. Forty clinical nurses were required to classify Q sample statements, and the data collected through this were analyzed using the pc-QUANAL program. Results: As a result of the analysis, a total of five types of clinical nurses' experiences of coping with bullying in the workplace were identified: 'tense emotion-based tolerance response,' 'positive thinking-based self-effort response', 'individualistic thinking-based passive response', 'support system-based emotional expression response' and 'active response centered on problem-solving'. Conclusion: The derived response types are expected to be guidelines for suggesting strategies to eradicate bullying in the workplace at the organizational level, individual level, prevention level, and organizational culture level.
The purpose of this study is to examine how the workplace bullying recognition level of an employee in Korean foodservice industry, which more strongly depends on human services than other industries, influences on job satisfaction and turnover intention. To this end, we collected 250 samples of employees working in the kitchen of family restaurants. Among the collected 250 sample, 241 samples were usable for the analysis excluding 9. The result is as follows. Firstly, there is a difference in average of satisfaction in work according to each group of causes to recognize workplace bullying. That is, the group which vaguely recognizes bullying as for threat to professional status and isolation, and psychological harassment shows higher satisfaction in work than the group which recognizes the bullying well, which is statistically significant. The latter demonstrates more turnover intention than the former. Secondly, the research examining the effects of the causes of workplace bullying over the employees' satisfaction in work and turnover intention shows the following result. The causes to recognize workplace bullying of the employees have a negative effect(-) on job satisfaction on the whole. The causes to recognize workplace bullying of the employees have a positive influence(+) on turnover intention. In conclusion, manager in foodservice industry will need to provide employees with the environment which can help staff improve cooperation, unity and solidarity within the organization.
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