BACKGROUND: The impact of horizontal violence is multifaceted. From the impact upon the individual, the unit, and the institution, horizontal violence affects professional nursing activities in a variety of aspects of health care. OBJECTIVE: To examine registered nurses' experiences with horizontal violence and explore the relationship between horizontal violence and intent to leave. PARTICIPANTS: A random sample of 300 registered nurses from a Midwestern hospital received the Briles' Sabotage Savvy Questionnaire (BSSQ), the Michigan Organizational Assessment Questionnaire (MOAQ) Intent to Turnover measure, and a Demographic questionnaire. METHODS: Descriptive correlational study was implemented. Questionnaires were distributed to the selected registered nurses. Descriptive and correlational statistics were calculated. RESULTS: Horizontal violence had been experienced by nurses of all ages and experience. Based upon measurement tools, examples of horizontal violence were: Being held responsible for coworkers' duties; Reprimanded or confronted in front of others; Failure to be acknowledged or confronted in front of others; and Untrue information about you being passed or exchanged. Correlations indicated a significant, positive relationship between perceptions of horizontal violence and intent to leave. Results also indicated the longer nurses were employed the more likely to perceive themselves as victims of horizontal violence. Additionally, results associated with the MOAQ, age and years employed indicated that older nurses and those with increasing years of employment were less likely to leave. Younger nurses indicated more willingness to leave a position due to perceived horizontal violence than older nurses. CONCLUSIONS: Activities to address the impact of perceived horizontal violence are needed. Workplace strategies may include mentoring, ongoing assessment of organizational climate, and zero tolerance for horizontal violence.
BACKGROUND: The impact of horizontal violence is multifaceted. From the impact upon the individual, the unit, and the institution, horizontal violence affects professional nursing activities in a variety of aspects of health care. OBJECTIVE: To examine registered nurses' experiences with horizontal violence and explore the relationship between horizontal violence and intent to leave. PARTICIPANTS: A random sample of 300 registered nurses from a Midwestern hospital received the Briles' Sabotage Savvy Questionnaire (BSSQ), the Michigan Organizational Assessment Questionnaire (MOAQ) Intent to Turnover measure, and a Demographic questionnaire. METHODS: Descriptive correlational study was implemented. Questionnaires were distributed to the selected registered nurses. Descriptive and correlational statistics were calculated. RESULTS: Horizontal violence had been experienced by nurses of all ages and experience. Based upon measurement tools, examples of horizontal violence were: Being held responsible for coworkers' duties; Reprimanded or confronted in front of others; Failure to be acknowledged or confronted in front of others; and Untrue information about you being passed or exchanged. Correlations indicated a significant, positive relationship between perceptions of horizontal violence and intent to leave. Results also indicated the longer nurses were employed the more likely to perceive themselves as victims of horizontal violence. Additionally, results associated with the MOAQ, age and years employed indicated that older nurses and those with increasing years of employment were less likely to leave. Younger nurses indicated more willingness to leave a position due to perceived horizontal violence than older nurses. CONCLUSIONS: Activities to address the impact of perceived horizontal violence are needed. Workplace strategies may include mentoring, ongoing assessment of organizational climate, and zero tolerance for horizontal violence.
Authors: Steve Geoffrion; Jane Goncalves; André Marchand; Richard Boyer; Alain Marchand; Marc Corbière; Stéphane Guay Journal: Ann Work Expo Health Date: 2018-04-18 Impact factor: 2.179