Crawford Cecelia L, Chu Frances, Judson Lorie H, Cuenca Emma, Jadalla Ahlam A, Tze-Polo Lisa, Kawar Lina Najib, Runnels Cindy, Garvida Roque
Academy of Evidence-Based Practice, Kaiser Permanente Southern California Patient Care Services, Regional Nursing Research Program, Pasadena (Dr Crawford); Gonzaga University, Foley Center Library, Spokane, Washington (Ms Chu); California State University, Los Angeles, Chin Family Institute for Nursing, Los Angeles (Dr Judson); University of California, Los Angeles, School of Nursing, Los Angeles (Dr Cuenca); School of Nursing, California State University, Long Beach (Dr Jadalla); Kaiser Permanente Woodland Hills Medical Center, Medical-Surgical/Oncology Unit, Woodland Hills, California (Ms Tze-Polo); Kaiser Permanente Southern California Patient Care Services, Regional Nursing Research Program, Kaiser Permanente, Pasadena (Dr Kawar); Health Science/Medical Library, Southern California Permanente Medical Group, Downey (Ms Runnels); and Kaiser Permanente Panorama City Medical Center, Nursing Administration, Panorama City, California (Mr Garvida Jr).
Nurs Adm Q. 2019 Apr/Jun;43(2):138-156. doi: 10.1097/NAQ.0000000000000338.
Bullying, lateral violence, and incivility are real phenomena in the nursing workplace and remain widespread across all care settings. The American Nurses Association recommends zero tolerance for any form of violence from any source and adopting evidence-based strategies to mitigate incivility and bullying. This integrative review examined the evidence regarding nurse-to-nurse incivility, bullying, and workplace violence for 4 nurse populations-student, new graduate, experienced, and academic faculty. Ganong and Cooper's review methodology structured the evidence synthesis. Twenty-one articles pertained to the clinical inquiry. The evidence consistently described the incidents, instigators, and targets of incivility/bullying, which contributes to 84 negative academic, organizational, work unit, and personal outcomes. A safe and just organizational culture demands a comprehensive systems-level approach to create civil environments. The evidence-based structures, processes, and recommendations serve as a Global Positioning System for practice and academic leaders to use in creating a healthy work environment where nurses are encouraged and empowered. The critical choices by nurse leaders will determine not only the future of 21st century professional nursing practice but how the public views the nursing profession for many years to come.
在护理工作场所，欺凌、横向暴力和不文明行为是真实存在的现象，并且在所有护理环境中都广泛存在。美国护士协会建议对任何来源的任何形式的暴力行为零容忍，并采用循证策略来减轻不文明行为和欺凌。本整合性综述考察了有关4类护士群体（学生、新毕业生、有经验的护士和学术教员）之间的护士不文明行为、欺凌和工作场所暴力的证据。加农和库珀的综述方法构建了证据综合过程。21篇文章与临床调查相关。证据一致描述了不文明行为/欺凌的事件、煽动者和目标，这导致了84种负面的学术、组织、工作单位和个人结果。一个安全且公正的组织文化需要一种全面的系统层面方法来营造文明的环境。循证结构、流程和建议为实践和学术领导者提供了一个全球定位系统，以便他们用于创建一个鼓励和赋能护士的健康工作环境。护士领导者的关键选择不仅将决定21世纪专业护理实践的未来，还将决定公众在未来许多年对护理专业的看法。
