• Journal of Preventive Medicine and Public Health
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• v.56 no.4
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• pp.368-376
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• 2023

Objectives: Recent research indicates a potential association between workplace violence and an increased risk of cardiovascular disease (CVD) in the working-age population. However, the relevant evidence in the United States is sparse. Thus, this study was conducted to explore the possible relationship between workplace violence and CVD among United States workers. Methods: We utilized cross-sectional data from the 2015 National Health Interview Survey, which included a representative sample of 18 380 workers, to investigate the associations between workplace violence and the prevalence of CVD using logistic regression. Workplace violence was determined based on self-reported threats, bullying, or harassment at work over the past 12 months, supplemented with additional information regarding frequency. CVD included all forms of heart disease and stroke. Results: A total of 1334 workers reported experiences of workplace violence, and 1336 workers were diagnosed with CVD. After adjustment for covariates, participants who reported any instance of workplace violence had significantly higher odds of having CVD (odds ratio [OR], 1.76; 95% confidence interval [CI], 1.35 to 2.30) than those who reported no such violence. Furthermore, the highest odds of CVD (OR, 1.80; 95% CI, 1.23 to 2.63) were observed among those frequently exposed to workplace violence. Even occasional exposure to workplace violence was associated with 74% excess odds of CVD. Conclusions: Our study indicates an association between workplace violence and CVD in United States workers, exhibiting a dose-response pattern.

• Safety and Health at Work
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• v.13 no.1
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• pp.93-98
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• 2022

Background: Despite a growing number of investigations exploring the health problems in precarious workers, there is still a paucity of studies investigating workplace violence in workers with multi-party employment arrangements (WMPEAs). This study was aimed at comparing the prevalence of workplace violence between non-WMPEA and WMPEA. Methods: The 5th Korean Working Conditions Survey data were used. The study subjects were employees aged 20-74, with 26,239 non-WMPEA and 1,556 WMPEA. WMPEA included temporary agency workers and workers providing outsourced services. Workplace violence including verbal abuse, unwanted sexual attention, threats, and humiliating behaviors were used as outcome variables. The odds ratios of risk of workplace violence were calculated using multiple logistic regression. Results: The age-standardized prevalence of workplace violence was significantly higher among WMPEA. After adjusting for all covariates, the risk of workplace violence among WMPEA was still significant (OR 1.80, 95% CI 1.5-2.2) compared with non-WMPEA. The odds ratio of workplace violence among female WMPEA was 1.99 (95% CI 1.53-2.59), which is higher than that of male WMPEA (OR 1.52, 95% CI 1.18-1.96). Conclusion: We found that WMPEA were exposed to higher risk of workplace violence. Discrimination against WMPEA in the working environment and management policy need to be corrected. It is also necessary to identify the risk factors of workplace violence in WMPEA and to make efforts to prevent violence.

• Korean Journal of Adult Nursing
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• v.24 no.5
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• pp.489-498
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• 2012

Purpose: The purpose of the study was to identify reports of workplace violence, stress and turnover intention among perioperative nurses. Methods: The data were collected using questionnaire from 162 perioperative. Results: All of the nurses in the study reported incidents of violence within six months of the study. Doctors and specifically operating surgeons were cited as perpetrating workplace violence. The stated source of the violence was failure or shortage of surgical equipment or instrument and fall out of surgeon's preference. Subjects reported (87.7%) workplace abuse from nurses and most often from senior nurses. Nurse abuse was in the form of verbal abuse. Fatigue and stress stemming from heavy workload were cited as the source of the workplace violence. The subjects reported stress levels of 7.39 out of a possible ten points from workplace violence. A little more than thirty five percent of the subjects reported having intentions to leave because of workplace violence. These nurses reported higher level of stress and experienced more workplace violence from nurses and doctors as compared to those nurses who reported no turnover intention. Conclusion: The results of this study indicate that a third of the employed nurses reported wanting to leave their positions due to workplace violence. Workplace violence is a serious problem for nurses whether it is from physicians or from other nurses.

• The Journal of Korean Academic Society of Nursing Education
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• v.29 no.3
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• pp.319-334
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• 2023

Purpose: This study investigated the prevalence and perceptions of workplace violence against registered nurses (RNs) in hospitals. Methods: One thousand RNs replied to a nationwide survey from November 14 to December 22, 2022. They reported their general characteristics, prevalence of and their responses to different types of workplace violence from patients, family caregivers, physicians, and nurse peers, as well as their perceptions of workplace violence management systems. Results: A total of 71.1% of the RNs reported that they had experienced workplace violence in the last six months. The violence and sexual harassment experienced from patients and family caregivers were 57.3% and 19.1%, respectively. Furthermore, violence, sexual harassment, and workplace harassment from physicians were experienced by 24.6%, 4.0%, and 7.4%, respectively, of the RNs, and those from nurse peers by 21.4%, 3.1%, and 11.3%, respectively. The RNs stated that they often responded to workplace violence with passive and inactive behaviors, which were more serious toward physicians' workplace violence or sexual harassment from different perpetrators. Only 69.5% were aware of their hospital's workplace violence management systems, while only 14.7%~27.4%, according to the type of hospital (p=.471), perceived the systems as effective. Multiple important strategies were identified to prevent workplace violence. Conclusion: Critical suggestions are discussed for the prevention of workplace violence, including protecting the human rights of healthcare professionals, inter-organizational collaboration, and a culture of person-centered healthcare, and training nurse managers' competency in managing workplace violence.

• Korean Journal of Adult Nursing
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• v.24 no.6
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• pp.607-614
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• 2012

Purpose: This is a descriptive research that reports incidents of workplace violence among care helpers. Methods: The subjects were 181 care helpers from elderly care facilities and domiciliary elderly welfare centers in Daejeon. Data were collected through self-administered questionnaires from July to November 2011. Subjects were asked to report incidents of violence within the previous six months. Data analysis included one-way ANOVA, and logistic regression analysis. Results: Forty-seven percent of care helpers reported verbal violence, 16% reported being physically threatened, more than 21 % reported sustaining a physical injury with 2% reporting severe physical injuries. Further, 18.8% of the care givers reported being sexually harassed by client. There were differences in reported workplace violence based on service types, service hours and whether there were policies about workplace violence. Conclusion: To prevent workplace violence for carehelpers, it is necessary to make a policy for preventing violence and develop a violence prevention program to meet service characteristics of facility-based and domiciliary care helpers.

• Research in Community and Public Health Nursing
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• v.33 no.4
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• pp.432-445
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• 2022

Purpose: The purpose of this study was to identify the relationship of the school organizational climate with perceived discrimination and the workplace violence among school health teachers. Methods: The research design was a cross-sectional study. The subjects of the study were 350 school health teachers with more than one year of teaching experience. Data were collected online using a questionnaire. Research variables are general characteristics, organizational climate, perceived discrimination, and workplace violence. The relationship between organizational climate and perceived discrimination and the relationship between organizational climate and workplace violence were analyzed using regression analysis. Results: The score for organizational climate of health teachers was 3.10 out of 5 points, the score for perceived discrimination was 2.85 out of 5 points, and the experience rate of workplace violence was 16.9%. School organizational climate was related to both workplace violence and perceived discrimination. The subcomponents of organizational climate affecting perceived discrimination of health teachers were interrelationship and the level of compensation. The subcomponents of organizational climate affecting workplace violence of health teachers were interrelationship and autonomy. Conclusion: The improvement of the school's organizational climate can reduce the level of workplace violence and discrimination against health teachers. It is important to establish an appropriate evaluation system for health teachers and to recognize the role and expertise of health teachers. In addition, it is necessary for school administraters to actively support health teahcers and to create an organizational climate where they can be friendly and communicative.

• Journal of Korean Academy of Nursing
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• v.50 no.5
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• pp.728-736
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• 2020

Purpose: This study aimed to identify the relationship between workplace violence and turnover intention, and the mediation effect of resilience on the relationship in hospital nurses. Methods: This was a cross-sectional study. A total of 237 registered nurses were recruited from three hospitals in South Korea from April to May 2019. Participants were invited to complete self-reported questionnaires that measure workplace violence, turnover intention, resilience, and demographic information. The data obtained were analyzed using multiple regression and a simple mediation model applying the PROCESS macro with 95% bias-corrected bootstrap confidence interval (5,000 bootstrap resampling). Results: After controlling demographic covariates, workplace violence significantly accounted for the variance of turnover intention. It was also demonstrated that resilience partially mediated the relationship between workplace violence and turnover intention in hospital nurses. A 73.8% of nurses had experienced workplace violence (such as attack on personality, attack on professional status, isolation from work, or direct attack). Conclusion: Workplace violence directly influences turnover intention of nurses and indirectly influences it through resilience. Therefore, hospital administrators need to develop and provide a workplace violence preventive program and resilience enhancement program to decrease nurses' turnover intention, and leaving.

• Korean Journal of Occupational Health Nursing
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• v.29 no.2
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• pp.160-171
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• 2020

Purpose: This study explored the association between workplace discrimination and violence and depressive symptoms among Korean employees. Methods: Data were obtained from the 4th Korean Working Condition Survey of 2014, which included 21,902 Korean employees. Depressive symptoms were measured using the WHO-5 Well-Being Index questionnaire scales. Results: A statistically significant relationship between workplace discrimination and workplace violence was found, and these two variables were also associated with depressive symptoms. After adjusting for variables such as sociodemographic characteristics, physical risk, and psychosocial working environment, workplace discrimination (OR=1.22, p<.001) and workplace violence (OR=1.69, p<.001) were both significantly associated with depressive symptoms. Conclusion: This study indicates that to promote employees' psychological health, systems and programs to prevent workplace discrimination and violence are needed. Development of these systems and programs should consider employees' experiences of workplace discrimination and workplace violence, sociodemographic characteristics, physical risk, and psychosocial working environments.

• Annals of Occupational and Environmental Medicine
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• v.34
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• pp.13.1-13.11
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• 2022

Background: Work is an inseparable element of a person's life, and violence in the workplace has various effects on individual workers and companies. While most studies have focused on specific industries, very few studies have investigated the influence of workplace violence by co-workers. Therefore, this study aimed to evaluate the association between workplace violence and work-related depression/anxiety in various occupations by differentiating the perpetrators of violence as co-workers and clients. Methods: This study was conducted based on data from the 4th and 5th Korean Working Conditions Surveys (KWCS). The experience of workplace violence was classified in terms of the perpetrator: workplace violence by co-workers and that by clients. Work-related depression and anxiety were assessed using questions about health problems related to depression and anxiety and whether the problems were related to work. Descriptive statistics, χ² tests, and multiple logistic regression analyses were performed using the SPSS 26.0. Results: After adjusting for sociodemographic characteristics (age, education, income, subjective health status) and occupational characteristics (occupation, weekly working hours, type of employment, size of workplace, and shift work), male workers with experience of workplace violence by co-workers were found to be at a higher risk of work-related depression/anxiety (odds ratio [OR], 11.52; 95% confidence interval [CI], 8.65-15.36). The same was confirmed for female workers (OR, 10.89; 95% CI, 7.90-15.02). Conclusions: Employees who experienced workplace violence from co-workers were found to be more vulnerable to work-related depression/anxiety. Continuous contact between the victim and the perpetrator may occur, and the possibility of a secondary assault can frighten the victim. Appropriate prevention and intervention measures that focus on the perpetrators of violence are needed.

• Journal of Distribution Science
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• v.14 no.11
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• pp.19-28
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• 2016

Purpose - The purpose of this study is to investigate if workplace bullying and abusive supervision was a correlation as two kinds of workplace violence arouse internet pornography addiction, which influences employees' organizational commitment and work-family conflict. This study explores if perceived organizational support can be an interpersonal factor moderating the relationship between workplace violence and internet pornography addiction. Research design, data, and methodology - Using a survey method, this study distributed the survey to 319 employees working at Korean companies. This study used a series of multiple regression analyses. Result - In the results, the more job-related bullying or abusive supervision people perceive in the workplace, the stronger their internet pornography addiction are Second, the stronger internet pornography addiction people have, the weaker their organizational commitment and the stronger work-family conflict are. Finally, when people have higher POS in workplace, workplace bullying and abusive supervision have weaker impact on their internet pornography addiction. Conclusions - For research contributions, this study introduces internet pornography addiction in the context of workplace and investigate workplace violence as the antecedents of internet pornography. Second, this study suggests and empirically verify that perceived organizational support is an organizational factor moderating the relationship between workplace violence and internet pornography addiction. Practically, corporate executives need to recognize the appearance of workplace violence by monitoring the phenomena of employees' internet pornography addiction. Future studies need to be investigated for other types of addiction.