An evaluation of a de-escalation conflict management training in a behavioral health hospital setting

Purpose The purpose of this study is to evaluate a conflict management training that used a communication competence perspective. This addresses whether the training had an impact on role conflict, conflict resolution skills, horizontal violence, burnout, turnover intention and perceptions of consumers. It also assessed staff perceptions of the training. Design/methodology/approach A mixed-method analysis was used using survey data from multiple time points along with focus group interviews. Findings The program decreased role conflict, horizontal violence and burnout among direct-care workers, whereas feelings of safety and perceptions of workers’ ability to protect themselves and others in aggressive situations increased. Furthermore, staff felt the training was useful and increased feelings of safety and empowerment at the study. Practical implications These findings suggest that conflict management training may need additional refresher sessions. Administrative planning is also needed to ensure training of all staff is trained in an adequate timeframe. Originality/value These results, although positive, are somewhat time bound. Therefore, the content of training and knowledge dissemination of conflict management training need additional research to ensure best practices.

Bullying among Nursing Students in UiTM Puncak Alam during Clinical Placement

Workplace violence among healthcare workers is a well-known issue internationally. This research seeks to identify UiTM nursing students’ experience of bullying during clinical placement. A cross-sectional study was conducted using the questionnaire, Student Experience of Bullying during Clinical Placement (SEBDCP), among 182 nursing students. The finding showed that 25.3% of students were bullied, 37.9% were unsure about it, and the rest never been bullied. Also, the violence mainly came from patients (58.2%). For future suggestions, organisations should emphasise knowledge regarding bullying and develop bullying prevention strategies to minimise the adverse effect of the consequences of bullying on nursing student’s psychological. Keywords: workplace violence; horizontal violence; bullying; nursing eISSN: 2398-4287© 2020. The Authors. Published for AMER ABRA cE-Bs by e-International Publishing House, Ltd., UK. This is an open access article under the CC BYNC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). Peer–review under responsibility of AMER (Association of Malaysian Environment-Behaviour Researchers), ABRA (Association of Behavioural Researchers on Asians) and cE-Bs (Centre for Environment-Behaviour Studies), Faculty of Architecture, Planning & Surveying, Universiti Teknologi MARA, Malaysia. DOI: https://doi.org/10.21834/ebpj.v5i15.2465.

Lateral Violence of Nurses in the Hospital Environment: The Need for Caring

Workplace violence has a major impact on productivity, morale, increase absenteeism, turnover, patient outcome, and cost. The hierarchy of the hospital structure is based on a patriarchal system dominated by male physicians and administrators with nurses in the lower position. However, because of nurses being in a lower position of hierarchy, their frustrations are acted out laterally (horizontally) toward other nurses. This paper is an analysis of the literature in addressing the psychological process of lateral (horizontal) violence among health healthcare employees in health services organizations. A model was developed describing this psychological process with the proposed impact of preventive strategies. Horizontal hostility or lateral violence (LV) has been defined as unkind, discourteous, antagonistic interactions between employees in the workplace. Also, nurses experienced numerous physical and psychologic stress and even death. In many health services organizations, this horizontal/ lateral violence behavior is accepted and considered the norm and often overlooked and not reported. Health services organizations need to promote better working relationships among healthcare professionals to have better patient outcomes. In the hospital environment, physicians and nurses need to work more collaboratively. Therefore, nurses need to be empowered to report and advocate against violence.

The Psychological Development of Horizontal ( Lateral) Violence in Health Services

Workplace violence has a major impact on productivity, morale, increase absenteeism, turnover, patient outcome, and cost. The hierarchy of the hospital structure is based on a patriarchal system dominated by male physicians and administrators with nurses in the lower position. However, because of nurses being in a lower position of hierarchy, their frustrations are acted out laterally (horizontally) toward other nurses. This paper is an analysis of the literature in addressing the psychological process of lateral (horizontal) violence among health healthcare employees in health services organizations. A model was developed describing this psychological process with the proposed impact of preventive strategies. Horizontal hostility or lateral violence (LV) has been defined as unkind, discourteous, antagonistic interactions between employees in the workplace. Also, nurses experienced numerous physical and psychologic stress and even death. In many health services organizations, this horizontal/ lateral violence behavior is accepted and considered the norm and often overlooked and not reported. Health services organizations need to promote better working relationships among healthcare professionals to have better patient outcomes. In the hospital environment, physicians and nurses need to work more collaboratively. Therefore, nurses need to be empowered to report and advocate against violence.