• Journal of Digital Convergence
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• v.14 no.11
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• pp.379-388
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• 2016

This study was aimed at identifying the actual state of workplace violence based on a survey conducted to 876 subway workers in Seoul and determining the relationship between workplace violence and mental health of workers. Data were collected via web site, using a structured questionnaire and for the analysis of the data, a multiple linear regression analysis was carried out by the statistical program SPSS 20.0. According to the results, the perpetrators of violence turned out to be "passengers" in all types of workplace violence: physical violence, verbal violence, sexual harassment and disregard for personality. As for the relationship between workplace violence and the mental health of the workers, statistically significant differences were shown between all the above mentioned workplace violence types and sub-areas of mental health. Also, as for the impact of workplace violence on the mental health of the workers, significant differences were found in physical violence, sexual harassment and disregard for personality, with 8.3 percent of explanatory power. Based on these findings, the study suggests the establishment and the application of customer interaction guidelines to protect subway workers from workplace violence along with specific measures customized for each work environment to prevent violence.

• Journal of Home Health Care Nursing
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• v.30 no.1
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• pp.15-25
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• 2023

Purpose: This study describes the associations between shift work factors, workplace violence bystander types, and the missed nursing care of hospital nurses. Methods: A cross-sectional survey was conducted among hospital nurses using structured questionnaires related to shift work factors, workplace violence bystander types, and missed nursing care. The study participants were 199 nurses caring for adult patients and working in two tertiary hospitals. Results: The missed nursing care of the participants showed a statistically significant positive correlation with the facilitating bystander (r=.40, p<.001) and abdicating bystander (r=.28, p<.001) among the workplace violence bystander types. However, rest time during duty showed a significant negative correlation (r=-.16, p=.026). A regression model with control variables (department and clinical career), shift work factors, and workplace violence bystander types explained approximately 25% of missed nursing care of the study participants. Further, the facilitating bystander type influenced the missed nursing care of hospital nurses. Conclusion: As a result of examining the associations between shift work factors, workplace violence bystander types, and missed nursing care of hospital nurses, it was confirmed that missed nursing care was influenced by the facilitating bystander type. It is necessary to improve the nursing culture within the department so that nurses do not behave as negative bystanders to workplace violence.

• Korean Journal of Occupational Health Nursing
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• v.22 no.3
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• pp.240-248
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• 2013

Purpose: This study was done to identify the influence of workplace violence on anger and post traumatic stress disorder among nurses. Methods: The research design for this study was a descriptive survey design using a random sampling. Data collection was done using self-questionnaire with 477 nurses. The collected data were analyzed by descriptive statistics, ${\chi}^2$-test and logistics regression. Results: The incidences of total violence, verbal, physical, and sexual violence were 31.2%, 28.7%, 6.3%, 3.6% of the nurses, respectively. Anger was significantly associated with verbal violence (OR: 2.34, CI: 1.40~3.91) and physical violence (OR:4.85 CI: 1.67~14.13). Post traumatic stress disorder was significantly associated with verbal violence (OR: 15.99, CI: 9.58~26.69) and physical violence (OR: 5.37, CI: 1.66~17.40). Conclusion: To promote psychological health in nurses, there is a need to develop prevention programs to decrease workplace violence and to develop programs supporting psychological aspects of verbal violence that nurses experience.

• Women's Health Nursing
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• v.28 no.2
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• pp.154-164
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• 2022

Purpose: This study aimed to describe clinical nurses' lived experiences of workplace verbal violence through qualitative research using descriptive phenomenology. Methods: Six female Korean nurses who had less than 5 years of clinical experience and had experienced verbal violence in the workplace within the past year participated in the study. Data were collected through one-on-one in-depth interviews with the participants and analyzed using Colaizzi's phenomenological method. Results: A total of 27 codes, eight themes, and four theme clusters were derived from the participants' statements. The four theme clusters of the clinical nurses' experiences of verbal violence in the workplace were as follows: "tip of the iceberg," "beyond me and my control," "fear and resignation," and "personal burden." The participants recognized that nurses experienced verbal violence daily, and that the causes of and responses to verbal violence were determined by external situational factors rather than nurses' individual problems. This suggests that nurses felt that they had no choice but to personally cope with verbal violence and bear the consequences due to systematic indifference and silence about verbal violence experienced by clinical nurses. Conclusion: The findings show that verbal violence was pervasive and unmerited, yet often endured at the cost of a personal burden to nurses. A clear definition of verbal violence and education for employees are needed, and a reporting system should be established to report all forms of violence regardless of the severity of the incident.

• Korean Journal of Occupational Health Nursing
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• v.17 no.1
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• pp.76-85
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• 2008

Purpose: The purpose of this study were to explore workplace violence experiences and to analyze differences of violence experiences based on the department and harmers to nurses in hospitals. Method: Data were collected from the self-reported survey of 496 nurses and nurse aids in three hospitals in D area in Korea from April to May in 2007. The data were analyzed by descriptive statistics and logistic regression analysis using SPSS Win 12.0. Result: The nurses in hospitals experienced offensive verbal abuse (88.4%), verbal threat (36.5%), physical violence (24.5%), serious physical violence (2.2%), and sexual harrassment (25.7%) during last one year in hospitals. Nursing staffs in hospital demonstrated different violent experiences by age and service areas. Conclusion: These findings revealed high rates of violence experiences of nursing staffs in hospital. Thus, hospitals should develop policies, guidelines, and programs for preventing and managing workplace violence.

• Safety and Health at Work
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• v.2 no.3
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• pp.250-259
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• 2011

Objectives: Intimate partner violence (IPV) is a significant global public health concern, affecting 5.3 million US individuals annually. An estimated 1 in 3 women globally are abused by an intimate partner in their lifetime, and the effects carry over into the workplace. This article examines employers' perceptions of IPV in the workplace, targeting supervisors of Latina employees. Methods: Fourteen employers and supervisors of small service-sector companies in Oregon were interviewed using semi-structured interviews. Interpretive description was used to identify themes. These qualitative interviews preceded and helped to formulate a larger workplace intervention study. Results: The following themes were found and are detailed: (1) factors associated with recognizing IPV in the workplace, (2) effects of IPV on the work environment and (3) supervisors' responses to IPV-active vs. passive involvement. Also, supervisors' suggestions for addressing IPV in the workplace are summarized. Conclusion: These findings demonstrate the need for more IPV-related resources in the workplace to be available to supervisors as well as survivors and their coworkers. The needs of supervisors and workplaces vary by site, demonstrating the need for tailored interventions, and culturally appropriate workplace interventions are needed for Latinas and other racially and ethnically diverse populations.

• Safety and Health at Work
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• v.12 no.2
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• pp.249-254
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• 2021

Introduction: Workplace violence (WPV) is a major occupational and health hazard for nurses. It affects nurses' physical and psychological well-being and impacts health service delivery. We aimed to assess the prevalence and describe the consequences of WPV experienced by nurses working in an emergency department in Kenya. Methods: We conducted a descriptive cross-sectional study among emergency nurses at one of the largest tertiary hospitals in Kenya. We collected data using a structured questionnaire adapted from the 'WPV in the Health Sector, Country Case Studies Research Instruments' questionnaire. We described the prevalence and effects of WPV using frequencies and percentages. Results: Of the 82 participating nurses, 64.6% were female, 57.3% were married and 65.8% were college-educated (65.8%). Participants' mean age was 33.8 years (standard deviation: 6.8 years, range: 23-55). The overall lifetime prevalence of WPV was 81.7% (n = 67, 95% confidence interval [CI]: 71.6%-88.8%) and the 1-year prevalence was 73.2% (n = 63, 95% CI: 66.3-84.8%). The main WPV included verbal abuse, physical violence, and sexual harassment. Most incidents were perpetrated by patients and their relatives. No action was taken in 50% of the incidents, but 57.1% of physical violence incidents were reported to the hospital security and 28.6% to supervisors. Perpetrators of physical violence were verbally warned (42.9%) and reported to the hospital security (28.6%). Conclusion: Workplace violence is a significant problem affecting emergency nurses in Kenya. Hospitals should promote workplace safety with zero-tolerance to violence. Nurses should be sensitised on WPV to mitigate violence and supported when they experience WPV.

• Journal of Korean Academy of Nursing
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• v.40 no.5
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• pp.650-661
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• 2010

Purpose: Work-related anxiety and depression are frequent work-related mental health problems. In this study the relationship between workplace violence and work-related anxiety and/or depression among Korean employees was evaluated. Methods: Data were obtained from the Korean Working Condition Survey of 2006. Participants were 9,094 Korean workers aged 15-64 yr. Multiple logistic regression using SAS version 9.1 was used. Results: The incidence of work-related anxiety, work-related depression and workplace violence were 4.5%, 3.5%, and 1.8% respectively. When personal and occupational risk factors were adjusted, workplace violence was significantly associated with work-related anxiety and depression (OR for anxiety: 4.07, CI: 2.62-6.34; OR for depression: 4.60, CI: 2.92-7.25). Work-related anxiety was significantly related to type of employment, working period at present workplace, work time, shift work, job demand, and social support from superiors. Factors influencing work-related depression were gender, education, alcohol consumption, company size, type of employment, working period at present workplace, work time, shift work, and job demand. Conclusion: To promote psychological health in workers there is a need to develop work-related anxiety and depression prevention programs and to decrease in workplace violence. In developing these programs, consideration should be given to personal factors, working conditions, and psychosocial working environments.

• Korean Security Journal
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• no.36
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• pp.469-492
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• 2013

While the average age of population increases, so as the number elderly workers employed in the private security in Korea. However, not many studies have examined the issues related to elderly security guards so far, especially regarding the experience of workplace violence victimization even though they are quite vulnerable. The current study surveyed elderly private security guards across the nation in an attempt to ask about their workplace violence victimization experience, including both physical and verbal ones. The researchers investigated if victimization experiences affect the elderly security guards' perception of occupational stress. The result indicated that the respondents experienced verbal violence more than physical violence, and perpetrators were usually customers, not their supervisor or coworkers. In addition, those who experienced verbal violence in the workplace, perceived a higher level of occupational stress. The experience of physical violence did not make a significant impact. Policies are discussed in order to decrease workplace violence towards elderly security guards.

• Safety and Health at Work
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• v.7 no.3
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• pp.244-250
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• 2016

Background: Domestic violence (DV) is associated with serious consequences for victims, children, and families, and even national economies. An emerging literature demonstrates that DV also has a negative impact on workers and workplaces. Less is known about the extent to which people are aware of coworkers' experiences of DV. Methods: Using data from a pan-Canadian sample of 8,429 men and women, we examine: (1) awareness of coworker DV victimization and perpetration; (2) the warning signs of DV victimization and perpetration recognized by workers; (3) whether DV victims are more likely than nonvictims to recognize DV and its warning signs in the workplace; and (4) the impacts of DV that workers perceive on victims'/perpetrators' ability to work. Results: Nearly 40% of participants believed they had recognized a DV victim and/or perpetrator in the workplace and many reported recognizing more than one warning sign. DV victims were significantly more likely to report recognizing victims and perpetrators in the workplace, and recognized more DV warning signs. Among participants who believed they knew a coworker who had experienced DV, 49.5% thought the DV had affected their coworker's ability to work. For those who knew a coworker perpetrating DV, 37.9% thought their coworker's ability to work was affected by the abusive behavior. Conclusion: Our findings have implications for a coordinated workplace response to DV. Further research is urgently needed to examine how best to address DV in the workplace and improve outcomes for victims, perpetrators, and their coworkers.