Norton Pedro, Costa Viviana, Teixeira Joel, Azevedo Ana, Roma-Torres António, Amaro Joana, Cunha Liliana
1 Occupational Health Unit-Hospital Epidemiology Centre, São João Hospital Centre, Porto, Portugal.
2 EPIUnit-Institute of Public Health, University of Porto, Porto, Portugal.
Workplace Health Saf. 2017 May;65(5):188-196. doi: 10.1177/2165079916666545. Epub 2017 Jan 6.
Bullying is defined as systematic exposure to humiliation as well as hostile and violent behaviors against one or more individuals. These behaviors are a serious, growing problem, which affects a significant proportion of health care professionals. To support the hospital's risk management policy, a cross-sectional study was undertaken to determine the prevalence of bullying in this institution and identify the determinants of bullying. Bullying was measured using the Negative Acts Questionnaire-Revised, Portuguese version (NAQ-R), a self-administered tool. The questionnaire was made available in digital format on the hospital's internal network (Intranet) and in hard copy; questionnaires were returned via nonidentified internal mail addressed to the occupational health unit or deposited in suggestion boxes located throughout the hospital. Multiple questionnaire delivery methods guaranteed data anonymity and confidentiality. The prevalence of bullying in this hospital was 8% (95% confidence interval [CI] = [6.2, 10.2]). Reported bullying was predominantly vertical and more frequently occurring among nurses, clerical staff, and health care assistants (12.5%, 7.6%, 6.4%, respectively; p = .005). After adjusting for gender, age, occupation, type of contract, and work schedule, only type of contract was significantly associated with bullying in the workplace; the risk of bullying was twice as high among government employees compared to workers with indefinite duration employment contracts ( p = .038). This study identified a high prevalence of bullying among health professionals; hence a program to prevent and control this phenomenon was implemented in this institution.
欺凌被定义为有系统地使一个或多个个体遭受羞辱以及敌对和暴力行为。这些行为是一个严重且日益严重的问题，影响着相当一部分医疗保健专业人员。为支持医院的风险管理政策，开展了一项横断面研究，以确定该机构中欺凌行为的发生率，并找出欺凌行为的决定因素。使用经过修订的葡萄牙语版消极行为问卷（NAQ-R）这一自我管理工具来衡量欺凌行为。问卷以数字形式发布在医院内部网络（内联网）上，并提供纸质版；问卷通过寄给职业健康部门的匿名内部邮件返还，或放在医院各处的意见箱中。多种问卷发放方式确保了数据的匿名性和保密性。该医院欺凌行为的发生率为8%（95%置信区间[CI]=[6.2, 10.2]）。报告的欺凌行为主要是纵向的，在护士、文职人员和医疗保健助理中更为常见（分别为12.5%、7.6%、6.4%；p = 0.005）。在对性别、年龄、职业、合同类型和工作时间表进行调整后，只有合同类型与工作场所的欺凌行为显著相关；与无固定期限雇佣合同的员工相比，政府雇员遭受欺凌的风险高出两倍（p = 0.038）。本研究发现医疗专业人员中欺凌行为的发生率很高；因此，该机构实施了一项预防和控制这一现象的计划。
