Arnetz Judith E, Fitzpatrick Laurie, Cotten Shelia R, Jodoin Christine, Chang Chu-Hsiang Daisy
Department of Family Medicine, Michigan State University, East Lansing, Michigan.
Department of Media and Information, Michigan State University, East Lansing, Michigan.
Violence Vict. 2019 Apr 1;34(2):346-362. doi: 10.1891/0886-6708.VV-D-17-00211.
Workplace bullying is endemic to the nursing profession and it threatens nurses' health and ability to work safely. However, effective interventions to prevent workplace bullying are lacking. A sample of hospital nurses ( = 15) explored experiences of bullying and ideas for intervention via four focus groups in 2016. Four main themes emerged from the qualitative content analysis: (a) characteristics that define bullying behavior; (b) facilitators of bullying; (c) consequences of bullying; and (d) possible interventions. Although personal characteristics played a role, bullying was primarily facilitated by workplace and organizational factors that hindered the establishment of collegiality and team trust among nurses. Findings have informed a conceptual model for prevention of nurse-to-nurse bullying with ethical leadership and communication, trust, and social cohesion in work teams as key elements.
职场霸凌在护理行业中很普遍，它威胁着护士的健康以及安全工作的能力。然而，目前缺乏有效的预防职场霸凌的干预措施。2016年，通过四个焦点小组对15名医院护士进行了抽样调查，以探讨霸凌经历及干预想法。定性内容分析得出了四个主要主题：（a）界定霸凌行为的特征；（b）霸凌的促成因素；（c）霸凌的后果；（d）可能的干预措施。尽管个人特征也起到了一定作用，但霸凌主要是由职场和组织因素促成的，这些因素阻碍了护士之间建立同事关系和团队信任。研究结果为预防护士间霸凌的概念模型提供了依据，该模型以道德领导、沟通、信任以及工作团队中的社会凝聚力为关键要素。
