Johnson Susan L, Boutain Doris M, Tsai Jenny H-C, de Castro Arnold B
Author Affiliations: Assistant Professor (Dr Johnson), University of Washington Tacoma; Associate Professor (Drs Boutain and Tsai), University of Washington, Seattle; and Associate Professor (Dr de Castro), University of Washington Bothell.
J Nurs Adm. 2015 Sep;45(9):457-61. doi: 10.1097/NNA.0000000000000232.
To explore how workplace bullying is addressed by hospital nursing unit managers and organizational policies.
Although workplace bullying is costly to organizations, nurses report that managers do not consistently address the issue.
This study used discourse analysis to analyze interview data and policy documents.
There were differences in the manner in which managers and the policy documents labeled bullying-type behaviors and discussed the roles and responsibilities of staff and managers. Policies did not clearly delineate how managers should respond to workplace bullying.
These differences can allow management variation, not sanctioned by policy. Unclear policy language can also offer insufficient guidance to managers, resulting in differential enforcement of policies.
探讨医院护理单元经理以及组织政策如何应对工作场所欺凌行为。
尽管工作场所欺凌行为会给组织带来高昂代价，但护士们表示经理们并未始终如一地处理这一问题。
本研究采用话语分析来分析访谈数据和政策文件。
经理们和政策文件在对欺凌类行为的界定方式以及对员工和经理的角色与职责的讨论方面存在差异。政策并未明确规定经理应如何应对工作场所欺凌行为。
这些差异可能导致管理方式的不同，而这种不同并非政策所认可的。政策语言不明确也会给经理们提供的指导不足，从而导致政策执行的差异。
