Running head: FINAL PROJECT-AN INTEGRATIVE REVIEW 1 Workplace Violence in Nursing Jean Aubin Southern New Hampshire University
FINAL PROJECT-AN INTEGRATIVE REVIEW 2 Abstract Aim: The purpose of the integrative review was to examine research related to nurse to nurse workplace violence and its effect on nursing retention, patient safety, and nurse depression compared to those nurses that are not subjected to workplace violence. Background: Gallop polls year after year vote nursing as the most trustworthy profession yet “in one study fifty percent of nurses had witnessed the bullying of others” (Quine, 2001). Workplace violence might be called “nursing’s dirty little secret”, but throughout the profession, it is a well- known occurrence (Weaver, 2013). Bullying in the workplace is associated with negative job satisfaction and retention. It has also been found to have adverse effects on the health of employees (Simons and Mawn, 2010). Bullying or lateral violence is causing new nurses or seasoned nurses to leave their jobs or the profession completely. Nurses who are bullied at work experience lower physical and mental health, which can decrease the nurses’ quality of life and impede their ability to deliver safe, effective patient care (Sauer & McCoy, 2017). Methods: A meta-analysis consisted of seven articles with multiple software programs and designs were used to measure and describe the effects of nurse bullying. The methods used in the articles included surveys, online surveys, questionnaires and semi-structured interviews. The software programs used that pulled and extracted the data was credible. Results: Workplace violence affects nursing retention, patient safety and also depression levels of nurses. The studies chosen proved that workplace violence is occurring. 32.4% of nurses report workplace violence at least twice weekly with almost 60% feeling targeted and unable to defend themselves (Berry et al., 2018). Victims of workplace violence experience high stress levels, burnout, and can affect patient safety (Sauer, 2018). 16% indicated they were likely or very
FINAL PROJECT-AN INTEGRATIVE REVIEW 3 likely to change their unit/ within their employer while, 17.5% indicated being likely or very likely to change their employer (Sauer & McCoy, 2018). Conclusions and Relevance: Evidence-based practice (EBP) is the use of the best evidence in making patient care decisions (Polit, 2018, p. 2). In any research a root cause analysis (RCA) would need to be completed. The RCA will need to identify why nurses bully and how to implement strategies to prevent bullying. According to Bartholomew (2006), managers need to be able to identify indications of WV, such as poor employee satisfaction scores, high turnover rates, dueling shifts, cliques, and absenteeism. From the RCA these strategies will be introduced.
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- Summer '17