Awai Nur Syakirah, Ganasegeran Kurubaran, Abdul Manaf Mohd Rizal
Department of Community Health, Faculty of Medicine, Universiti Kebangsaan Malaysia, Kuala Lumpur 56000, Malaysia.
Family Health Development Division, Ministry of Health Malaysia, Putrajaya 62590, Malaysia.
Risk Manag Healthc Policy. 2021 Jan 8;14:75-85. doi: 10.2147/RMHP.S280954. eCollection 2021.
Workplace bullying has been regarded as a serious phenomenon, particularly in health-care settings, due to its tendency to predispose health workers to serious psychological repercussions, job dissatisfaction, and turnover. Such consequences are costly to health systems and disruptive to the continuity of patient care. While global bullying literature in health settings grows, evidence on the magnitude of the problem from a Malaysian perspective is scarce. This study aimed to determine the prevalence of workplace bullying and its associated factors among health workers in a Malaysian public university hospital.
This cross-sectional study was conducted from October to December 2019 among 178 hospital workers at the Hospital Canselor Tuanku Muhriz in Kuala Lumpur, Malaysia. The study utilized a self-administered questionnaire that consisted of items on sociodemographics, work characteristics, sources of bullying, and the validated Malay version of the 23-item Negative Acts Questionnaire - revised to determine the prevalence of bullying. Descriptive and inferential statistics were analyzed using SPSS 22.0. Statistical significance was set at <0.05.
The prevalence of workplace bullying in this sample was 11.2%. Superiors or supervisors from other departments and colleagues were the main perpetrators. In the multivariate model, working for 10 years or less (aOR 4, 95% CI 1.3-12.3; =0.014) and not being involved in patient care (aOR 5, 95% CI 2.5-10; <0.001) were statistically significant attributes associated with workplace bullying.
Workplace bullying in the current study was strongly associated with occupational characteristics, particularly length of service and service orientation of the workers. Hospital directors and managers could undertake preventive measures to identify groups vulnerable to bullying and subsequently craft appropriate coping strategies and mentoring programs to curb bullying.
职场霸凌被视为一种严重现象，尤其在医疗环境中，因为它容易使医护人员遭受严重的心理影响、工作不满和离职。这些后果对卫生系统成本高昂，并干扰患者护理的连续性。虽然全球医疗环境中的霸凌文献不断增加，但从马来西亚角度来看，关于该问题严重程度的证据却很少。本研究旨在确定马来西亚一所公立大学医院医护人员职场霸凌的患病率及其相关因素。
这项横断面研究于2019年10月至12月在马来西亚吉隆坡的敦库·穆赫里兹医院对178名医院工作人员进行。该研究采用了一份自填式问卷，其中包括社会人口统计学、工作特征、霸凌来源等项目，以及经过验证的马来语版23项负面行为问卷（修订版）以确定霸凌的患病率。使用SPSS 22.0进行描述性和推断性统计分析。统计学显著性设定为<0.05。
该样本职场霸凌的患病率为11.2%。其他部门的上级或主管以及同事是主要肇事者。在多变量模型中，工作10年或以下（调整后比值比4，95%置信区间1.3 - 12.3；P = 0.014）以及不参与患者护理（调整后比值比5，95%置信区间2.5 - 10；P < 0.001）是与职场霸凌相关的具有统计学显著性的属性。
本研究中的职场霸凌与职业特征密切相关，特别是工作人员的服务年限和服务方向。医院院长和管理人员可以采取预防措施，识别易受霸凌的群体，随后制定适当的应对策略和指导计划以遏制霸凌。
