Wilson Janet Lynn
Senior Lecturer in Nursing, Sheffield Hallam University and Integrative Psychotherapist.
Br J Nurs. 2016;25(6):303-6. doi: 10.12968/bjon.2016.25.6.303.
This article explores bullying behaviours in nursing in the UK and other countries, why bullying happens, and suggests actions to prevent or combat it. Bullying involves intentional and repeated psychological violence, humiliating and isolating staff from colleagues. Current literature reports that 20-25% of nursing staff experience bullying behaviour. The main perpetrators are nurses in a senior position to those being bullied and colleagues who are established staff members. Those likely to be bullied are students and new staff members. Bullying can cause distress and depression, with up to 25% of those bullied leaving their jobs or the profession, and have an impact on patient care. Factors contributing to bullying are hierarchical management and employees not feeling empowered. Silence and inaction by managers and colleagues allows this behaviour to continue. A zero-tolerance policy and the addressing of this behaviour clearly and promptly by managers should be instigated. Staff being bullied should be supported by colleagues.
本文探讨了英国及其他国家护理工作中的欺凌行为、欺凌行为产生的原因，并提出了预防或对抗欺凌行为的措施。欺凌行为包括故意且反复的心理暴力，使员工在同事面前受到羞辱并被孤立。当前文献报道，20%至25%的护理人员曾经历过欺凌行为。主要的欺凌者是职位高于被欺凌者的护士以及正式员工同事。容易受到欺凌的是学生和新员工。欺凌行为会导致痛苦和抑郁，高达25%的受欺凌者会离职或离开该行业，并且会对患者护理产生影响。导致欺凌行为的因素包括层级管理以及员工感觉没有权力。管理者和同事的沉默与不作为使得这种行为得以持续。应推行零容忍政策，管理者应明确且迅速地处理这种行为。受到欺凌的员工应得到同事的支持。
