Workplace Bullying In Nursing Practice And Research

Workplace Bullying in Nursing Practice In research from A

Research by Arnetz et al. (2019) highlights that nursing is a caregiving profession that is inherently emotional, which makes nurses vulnerable to workplace bullying. Bullying in the workplace encompasses actions that are repeated, unwanted, and harmful, including incivility, which involves rude, disrespectful, and discourteous behavior. This aggressive conduct can be physical or verbal, leading to distress and humiliating the victim. Such behavior profoundly affects nurses' well-being and their capacity to provide quality patient care. Creating policies, advocating for a respectful work environment, and providing resources are essential strategies to combat workplace bullying and foster a safe, healthy, and respectful nursing environment. Evidence suggests that a positive and secure work environment can lead to better patient outcomes, emphasizing the need for systemic interventions.

Personal experiences among nurses further illustrate the pervasive issue of bullying. Incidents such as name-calling, overworking, and undue criticism, especially toward new nurses, can be distressing. For instance, some nurses expect colleagues to work overtime under the guise of gaining experience, which is not a professional obligation but often a form of subtle bullying. These negative workplace climates hinder collaborative efforts and negatively impact overall hospital functioning. Bullying may manifest as personal clashes, inappropriate task assignments, or ethical disagreements, all of which undermine team cohesion and patient safety. It is important that nurses understand the diversity among colleagues and strive toward collaborative professionalism.

Effective reduction of incivility in nursing hinges on proper reporting and addressing of such behaviors. Yun and Kang (2018) argue that many nurses fail to report incidents of incivility out of fear of being labeled complainers. Underreporting perpetuates a cycle of silence and ongoing mistreatment. Importantly, nurses must prioritize adequate rest and energy to maintain high-quality, patient-centered care. Promoting respectful communication and enforcing laws that protect nurses from bullying are crucial steps. Additionally, education and training on civility and respectful interactions are vital. Such initiatives enhance awareness of the importance of treating all individuals with dignity, thereby reducing incidences of incivility and preventing escalation to more severe forms of bullying (Yun & Kang, 2018).

Sonya (2020) emphasizes that workplace bullying extends across various forms, including lateral violence, which occurs when colleagues retaliate against each other rather than confronting systemic oppression. Lateral violence often manifests as gossip, jealousy, blame, and derogatory remarks, which can culminate in violence. Nursing turnover rates are linked to bullying, with new nurses reporting quitting their first jobs within six months due to mistreatment. Such issues are often visible through the unequal distribution of workload, with senior nurses refusing to assist less experienced colleagues, and hierarchical dynamics that foster hostility.

Bullying behaviors also intersect with gender and professional roles, with male nurses sometimes bullying female nurses, or registered nurses mistreating licensed practical nurses. Verbal abuse, threats, humiliating actions, and intimidation contribute to a toxic environment, compromising safety and morale. An anecdote reflects personal experiences of harassment, illustrating how such behaviors can be subtle yet damaging, often disguised as helpfulness but rooted in intent to embarrass or assert dominance. Addressing these behaviors requires zero tolerance policies, clear professional expectations, and active intervention by nurse leaders and managers. Training should empower staff to speak up and confront bullying behaviors, fostering a culture of respect and dignity (Berry et al., 2016).

Conclusion

Workplace bullying in nursing is a multifaceted challenge that impacts individual well-being, team dynamics, and patient care quality. Systematic efforts including policy development, education, leadership involvement, and a culture that promotes respect are necessary to eradicate such behaviors. Addressing bullying not only improves the work environment but also enhances organizational outcomes and patient safety. Nursing professionals must remain vigilant and proactive in creating respectful workplaces that uphold the dignity of all staff members.

References

• Arnetz, B. B., et al. (2019). Workplace bullying and its effects on nurse well-being and patient care. Journal of Nursing Management, 27(4), 651–660.
• American Nurses Association (ANA). (2020). Incivility, Bullying, and Horizontal Violence in Nursing Practice. ANA Position Statement.
• Berry, P., et al. (2016). Strategies to combat bullying among nurses: A systematic review. Journal of Occupational Health, 58(2), 95–104.
• Thompson, H. (2017). Low-Intensity Deviant Behavior in Healthcare. Nursing Ethics, 24(2), 151–162.
• Yun, H., & Kang, D. (2018). Addressing Incivility in Nursing: Education and Policy Approaches. Nursing Outlook, 66(6), 582–590.
• Sonya, D. (2020). Combating lateral violence in the nursing workforce. Nursing Leadership, 33(1), 20–28.
• Li, Y., et al. (2021). Impact of Workplace Violence on Nurse Retention and Patient Outcomes. International Journal of Nursing Studies, 118, 103900.
• Havaei, F., et al. (2019). Organizational Factors and Nurse Incivility: A Cross-Sectional Study. BMJ Open, 9(9), e029006.
• Shanafelt, T., & Noseworthy, J. (2017). Executive Leadership and Workplace Culture: Addressing Nurse Bullying. JAMA, 318(3), 221–222.
• Adams, P. & Raistrick, S. (2020). Educational Programs to Reduce Nursing Incivility. Nursing Education Perspectives, 41(1), 40–45.