Abstract This study examined the frequency of violence on nurses in Chinese psychiatric hospitals and explored its risk factors and impact on nurses' quality of life (QOL). A survey was conducted ...with 387 frontline psychiatric nurses in China. Information about experience of workplace violence in the past 6 months, type of workplace violence, and demographic characteristics was collected by a questionnaire. Altogether 319 (82.4%) of 387 nurses reported having experienced at least one type of violent event in the past 6 months. The prevalence of sexual assault, physical and verbal harassment was 18.6%, 61.5% and 78.6%, respectively. Compared to those with no exposure to violence, nurses who were exposed to violence had lower QOL in both the physical and mental domains. Significant predictors of violence against nurses are male sex, receiving college level or higher education and working on rotating duty were independently associated with high risk of violence. Workplace violence against psychiatric nurses commonly occurs in China. Considering the deleterious effects of violence, comprehensive strategies from the perspective of nursing education and training, organizational policy, patient care and staff support are recommended to promote occupational safety in psychiatric settings in China.
Nurses are especially vulnerable to violent and other forms of aggression in the workplace. Nonetheless, few population-based studies of workplace violence have been undertaken among working-age ...nurse professionals in Hong Kong in the last decade.
The study estimates the prevalence and examines the socio-economic and psychological correlates of workplace violence (WPV) among professional nurses in Hong Kong. The study uses a cross-sectional survey design. Multivariate logistic regression examines the weighted prevalence rates of WPV and its associated factors for a population of nurses.
A total of 850 nurses participated in the study. 44.6% had experienced WPV in the preceding year. Male nurses reported more WPV than their female counterparts. The most common forms of WPV were verbal abuse/bullying (39.2%), then physical assault (22.7%) and sexual harassment (1.1%). The most common perpetrators of WPV were patients (36.6%) and their relatives (17.5%), followed by colleagues (7.7%) and supervisors (6.3%). Clinical position, shift work, job satisfaction, recent disturbances with colleagues, deliberate self-harm (DSH) and symptoms of anxiety were significantly correlated with WPV for nurses.
WPV remains a significant concern for healthcare worldwide. Hong Kong's local health authority should put in place a raft of zero-tolerance measures to prevent WPV in healthcare settings.
This study aimed to analyze the effect of deviant workplace behaviors, such as mistreatment, bullying, and incivility on employee turnover intention and identify the transformational leadership role ...as a moderator. The data was collected through a survey questionnaire with the help of a purposive sampling technique. A total of 318 respondents’ data was gathered from university academic and general staff in China. The results were analyzed through SPSS and structural equation modeling structural equation modeling (SEM) software. The findings indicate that deviant workplace behavior, i.e., mistreatment, bullying, and incivility, significantly affect employee turnover intention. Moreover, a result shows that transformational leadership has a significant moderating role on the relationship between turnover intention and workplace bullying and incivility but was insignificant between turnover intention and workplace mistreatment. Lastly, implications and limitations were also discussed in this article.
Two distinguished scholars offer eight steps to help organizations discover and embrace an authentic higher purposesomething that will dramatically improve every aspect of any enterprise, including ...the bottom line.What does a lofty notion like purpose have to do with business basics like the bottom line? Robert E. Quinn and Anjan J. Thakor say pretty much everything. Leaders and managers are taught that employees are self-interested and work resistant, so they create systems of control to combat these expectations. Workers resent these systems, and performance suffers. To address the performance issues, managers double down on the coercion, creating a vicious cycle and a self-fulfilling prophecy. But there is a better way. Quinn and Thakor show that when an authentic higher purpose permeates business strategy and decision-making, the cycle is broken. Employers and employees see themselves as working together toward an inspiring goal, not just trying to hit quarterly targets. They fully engage, become proactive contributors, and, ironically, easily exceed those quarterly targets. Based on their widely acclaimed Harvard Business Review article, Quinn and Thakor offer eight sometimes surprising steps for shifting from a transaction-oriented mind-set focused on constraints to a purpose-oriented mind-set focused on possibility. This iconoclastic book will help any organization discover its authentic purpose and weave it into the fabric of everything it does, leading to unprecedented levels of personal satisfaction, service and product innovation, and economic growth.
Consumer-driven homecare models support aging and disabled individuals to live independently through the services of homecare workers. Although these models have benefits, including autonomy and ...control over services, little evidence exists about challenges homecare workers may face when providing services, including workplace violence and the negative outcomes associated with workplace violence. This study investigates the prevalence of workplace violence among homecare workers and examines the relationship between these experiences and homecare worker stress, burnout, depression, and sleep.
We recruited female homecare workers in Oregon, the first US state to implement a consumer driven homecare model, to complete an on-line or telephone survey with peer interviewers. The survey asked about demographics and included measures to assess workplace violence, fear, stress, burnout, depression and sleep problems.
Homecare workers (n = 1,214) reported past-year incidents of verbal aggression (50.3% of respondents), workplace aggression (26.9%), workplace violence (23.6%), sexual harassment (25.7%), and sexual aggression (12.8%). Exposure was associated with greater stress (p < .001), depression (p < .001), sleep problems (p < .001), and burnout (p < .001). Confidence in addressing workplace aggression buffered homecare workers against negative work and health outcomes.
To ensure homecare worker safety and positive health outcomes in the provision of services, it is critical to develop and implement preventive safety training programs with policies and procedures that support homecare workers who experience harassment and violence.
Training is recommended as an important human resource management (HRM) practice to prevent mistreatment and enhance civility, but little is known about what influences the effectiveness of civility ...training. The central aim of this study was to address how workgroup conditions influence employees' attitudes about civility training and motivation to learn, which previous research shows is a predictor of training outcomes. Predictors were posited to include psychological and workgroup climate for civility, and personal and ambient mistreatment experiences. These predictors were hypothesized to drive positive (training discrepancy) and negative (training skepticism) pre-training attitudes, which in turn were expected to influence motivation to learn. Results suggest the influence of climate for civility and mistreatment experiences on motivation to learn is largely indirect via pre-training attitudes. Training skepticism and training discrepancy have conflicting influences on motivation to learn. Findings provide an empirical basis for HRM professionals to maximize employee motivation to learn in their own civility interventions.
Despite recognizing potential ramifications for employees who protest in the workplace, researchers rarely explore the career consequences that stem from such instances of workplace protest ...participation. We integrated research on employee activism, workplace deviance, and careers to theorize that workplace protest represents a perceived deviation from workplace norms that can influence an individual’s organizational and labor market mobility outcomes. We investigated this premise with the 2016 National Football League “take a knee” protests as a strategic research setting. The results indicate that protesting is associated with an increase in organizational exit although this effect is moderated by the degree to which the organization is sensitive to the underlying social movement (with an organization’s movement sensitivity operationalized with a four-part index composed of the team’s managers, personnel decision makers, owners, and customers). Protesting also is associated with labor market sorting across organizations as players who protest are more likely to make subsequent transitions to more movement-sensitive teams compared with players who do not protest. Overall, our findings offer contributions for research on employee activism, workplace deviance, and careers.
Purpose:
To provide a nationally representative snapshot of workplace health promotion (WHP) and protection practices among United States worksites.
Design:
Cross-sectional, self-report Workplace ...Health in America (WHA) Survey between November 2016 and September 2017.
Setting:
National.
Participants:
Random sample of US worksites with ≥10 employees, stratified by region, size, and North American Industrial Classification System sector.
Measures:
Workplace health promotion programs, program administration, evidence-based strategies, health screenings, disease management, incentives, work–life policies, implementation barriers, and occupational safety and health (OSH).
Analysis:
Descriptive statistics, t tests, and logistic regression.
Results:
Among eligible worksites, 10.1% (n = 3109) responded, 2843 retained in final sample, and 46.1% offered some type of WHP program. The proportion of comparable worksites with comprehensive programs (as defined in Healthy People 2010) rose from 6.9% in 2004 to 17.1% in 2017 (P < .001). Occupational safety and health programs were more prevalent than WHP programs, and 83.5% of all worksites had an individual responsible for employee safety, while only 72.2% of those with a WHP program had an individual responsible for it. Smaller worksites were less likely than larger to offer most programs.
Conclusion:
The prevalence of WHP programs has increased but remains low across most health programs; few worksites have comprehensive programs. Smaller worksites have persistent deficits and require targeted approaches; integrated OSH and WHP efforts may help. Ongoing monitoring using the WHA Survey benchmarks OSH and WHP in US worksites, updates estimates from previous surveys, and identifies gaps in research and practice.
Extending an extant dynamic componential perspective, we propose an integrative model of how and why workplace ostracism exhibited by supervisors relates to employees' creativity through pragmatic ...(task resources) and engagement (creative process engagement) effects. Specifically, we predict that workplace ostracism negatively relates to creativity through reduced task resources and creative process engagement. Perceived organizational support plays a key role in buffering the negative effects of workplace ostracism in both pragmatic and engagement domains. Three-wave, supervisor-subordinate, dyadic data from a bank in China support these hypotheses. We discuss the implications of these results for both research and practice.
Recessions are bad for workplace safety Boone, Jan; van Ours, Jan C.; Wuellrich, Jean-Philippe ...
Journal of health economics,
07/2011, Letnik:
30, Številka:
4
Journal Article
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► Workplace accidents are an important economic phenomenon, but cyclical fluctuations in workplace accidents are not well-understood. ► We use unique and high-quality data on workplace accidents in ...Austria to study in detail how economic incentives affect workplace accidents. ► We find that workers who reported an accident in a particular period of time are more likely to be fired later on. ► We also find support for the idea that recessions lead to workers underreporting of moderate workplace accidents. ► To the extent that this leads to firms under-investing in workplace safety, recessions are bad for workplace safety.
Workplace accidents are an important economic phenomenon. Yet, the pro-cyclical fluctuations in workplace accidents are not well understood. They could be related to fluctuations in effort and working hours, but workplace accidents may also be affected by reporting behavior. Our paper uses unique data on workplace accidents from an Austrian matched worker-firm dataset to study in detail how economic incentives affect workplace accidents. We find that workers who reported an accident in a particular period of time are more likely to be fired later on. And, we find support for the idea that recessions influence the reporting of moderate workplace accidents: if workers think the probability of dismissals at the firm level is high, they are less likely to report a moderate workplace accident.
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