Effects of Verbal Abuse, Sexual Harassment and Self-Esteem on Turnover Intention of Nurses in a Municipal Hospital

2021 ◽  
Vol 33 (2) ◽  
pp. 47-56
Author(s):  
Hyeongim Choi ◽  
Dongwon Choi
2018 ◽  
Vol 1 (3) ◽  
pp. 34
Author(s):  
Nadjiba Badi Boukemidja

Crimes against women are constantly changing, especially with the emergence of electronic means to express them. Thus, violence against women using electronic means, has become a phenomenon with multifaceted manifestations and causes also multiple, it must be measured in all its aspects to combat it effectively. Of course, violence also takes place in the context of a relationship of power and domination, which explains why electronic violence predominates over female violence, which remains largely contained. This violence can be psychological, it consists in denigrating, humiliating, degrading the woman in her human value. It is manifested by verbal attacks, insults, threats, pressure, blackmail, control of activities, isolation of relatives, friends and the outside world. Also, verbal abuse in electronic form, which is the constant repetition of insulting words or insults to a woman. In mistreating the woman, the person behind the screen hurts her as much as if she hit her, because the woman in this case loses self-esteem. Verbal abuse can lead to a range of behavioral, emotional and physical problems. Violence in this context results in the use of hurtful or humiliating words, such as naming a person who is ridiculous, insulting the woman, making racist comments or incessant teasing. In addition to general harassment and sexual harassment more specifically, who may be subject to violence against women, by electronic means. The problem concerns the legal qualification of this kind of violence, what the old texts are enough, then they apply automatically; or the new texts are needed.


2020 ◽  
pp. 088626052098443
Author(s):  
Alexander Herrmann ◽  
Christian Seubert ◽  
Jürgen Glaser

While exposure to violence and aggression is well known for its detrimental effects on employees’ health as well as organizational outcomes, certain high-risk work domains have scarcely been researched. Thus, this study set out to determine negative consequences of work-related exposure to four forms of harmful behaviors in private security. In a sample of 487 German-speaking security guards, 23% had experienced outsider-initiated violence, 56% aggressive acts, 30% vicarious violent acts, and 3% were sexually harassed over the past 12 months. Additionally, 19% reported substantial to extreme worries about violence. By presenting an integrated model of negative consequences to outsider-initiated violent, aggressive as well as sexual harassing acts, we strived to extend previous research by showing that turnover intention (as an ultimate negative behavioral outcome) is only indirectly related to these experiences via worries about violence and psychosomatic complaints. Structural equation modeling provided support for the model and plausibility for a sequential “two-step” prediction of turnover intention. Further, we provided support that worries about violence are not solely triggered by directly experiencing physical violence but also vicarious violence, aggressive acts, and sexual harassment. Consistent with previous studies, worries about violence were identified as a central mediator in the transmission process from exposure to harmful behaviors at work to negative consequences, that is, psychosomatic complaints and turnover intention. Our findings have implications for the detailed understanding of consequences emerging from exposure to workplace violence and aggression as well as the development of effective prevention strategies especially in high-risk occupations such as private security.


2020 ◽  
Vol 18 (3) ◽  
pp. 1966
Author(s):  
Lik D. Chun ◽  
Rebecca Ye ◽  
Kyle J. Wilby

Background:  Discrimination towards pharmacists, as a public-facing health professional group, is reported but not well-studied. Objectives:  The aims of this study were to identify accounts of discrimination in pharmacy practice and to explore the nature and impacts of and discrimination experienced by pharmacists. Methods:  A cross-sectional survey was emailed to practice-based preceptors associated with the School of Pharmacy at the University of Otago. The survey included demographic questions, in addition to questions asking about the frequency and sources of different types of discrimination and abuse encountered in practice. Survey respondents could also provide their contact information for follow-up interviews. Interviews occurred after completion of the survey to better understand the nature of discrimination in pharmacy practice. A thematic analysis of interview transcripts was conducted to identify pertinent themes. Results: A total of 43 participants completed the survey. A total of 29 (67.4%) respondents reported experiencing discrimination in pharmacy practice. The most common types of discrimination experienced included discrimination based on gender, appearance, or past, present, or expected pregnancy. Verbal abuse and sexual harassment were also frequently reported. Most discrimination was sourced from patients, colleagues, or supervisors/leaders. Discrimination specific to pregnancy was largely sourced from supervisors/leaders. Verbal abuse was sources primarily from patients, patient’s family, supervisors/leaders, and other healthcare professionals. Patients were the primary source of sexual harassment. Three themes were identified from the interview phase: Discrimination occurs for a variety of reasons from different sources with different behaviors, the impact on a person is individualized/personal, and preventative strategies can be broad and encompass multiple layers of society. Conclusions:  Findings of this study support the notion that training programs must adjust to adequately train pharmacists with effective coping strategies, prevention mechanisms, and resilience building strategies. Pharmacist employers should also be accountable to creating zero tolerance workplaces and providing route maps for how pharmacists report and navigate situations when faced with discrimination. Doing so may result in a better equipped workforce that is able to navigate the pressures encountered through discrimination in practice.


1996 ◽  
Vol 11 (2) ◽  
pp. 175-180 ◽  
Author(s):  
M. C. Vukovich

The purpose of this study was to determine the prevalence of sexual harassment as defined by the AMA among female family practice residents in the United States. Of all 1,802 U.S. FP female resident physicians surveyed, a total of 916, or 51%, completed a survey of which 32% reported unwanted sexual advances, 48% reported use of sexist teaching material, 66% reported favortism based on gender, 36% reported poor evaluation based on gender, 37% reported malicious gossip, 5.3% reported punitive measures based on gender, and 2.2% reported sexual assault during residency. Thirty two percent of respondents reporting sexual harassment experienced negative effects including poor self-esteem, depression, psychological sequelae requiring therapy, and in some cases, transferring training programs. Sexual harassment is a common occurrence among family practice residents during residency training. Further studies are needed to examine the effect of sexual harassment policies instituted by the American Graduate Council on Medical Education on the prevalence of sexual harassment in medical training since the time of this study.


2019 ◽  
Vol 8 (1) ◽  
Author(s):  
Jessica Vianto, Sugi Suhartono

This study aims to analyze the internal factors that affect the premature sign-off. These internal factors are the locus of control, self-esteem in relation to ambition, turnover intentions and the auditor's experience of premature sign-off of audit procedure.This research was conducted by distributing questionnaires to 23 Non-Big-Four Public Accountant Firm in Jakarta and getting 108 auditors as respondents. The results of this study indicate that the locus of control has a significant value of 0.000. The significant value of the self-esteem in relation to ambition of0.099. While the significant result of turnover intention is 0.110. And the auditor's experience is 0.001. It was concluded that the proven locus of control had a positive effect on premature sign-off of the audit procedure, while there was insufficient evidence that self-esteem associated with ambition and stopping desire had a positive effect on the premature sign-off of audit procedures. Nor is it sufficient evidence that the auditor's experience negatively affects premature sign-off of audit procedures.Keywords : Premature sign off, Locus of control, Self esteem, Turnover intentions


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