Citation

Gilbert RT, Hudson JS, Strider D. Nurs. Adm. Q. 2016; 40(3): E1-E11.

Affiliation

University of Virginia Health System, Charlottesville, Virginia and Old Dominion University, Norfolk, Virginia (Dr Gilbert); Duke University, Duke Raleigh Hospital, Raleigh, North Carolina and Old Dominion University, Norfolk, Virginia (Dr Hudson); and University of Virginia Health System, Charlottesville, Virginia (Dr Strider).

Copyright

(Copyright © 2016, Lippincott Williams and Wilkins)

DOI

10.1097/NAQ.0000000000000175

PMID

27259133

Abstract

Health care bullying is a pervasive, underestimated, and underreported problem that results in poor outcomes for staff, patients, and health care organizations. The most common form of health care bullying occurs between nurses. Nurse managers hold an important role in the prevention and elimination of frontline nurse-to-nurse bullying. An anonymous Web-based survey was conducted to uncover what behaviors nurse managers perceive as bullying and how they respond to bullying acts. Respondents who had witnessed or been victimized by bullying were more apt to identify bullying and those who had been victimized or supervised nurses for more than 20 years were more prone to act upon bullying behaviors. There was only a moderate correlation between the identification of and response to bullying behaviors. Finally, overt bullying elicited a stronger response for intervention than covert bullying. Although nurse managers are well positioned to prevent and eliminate nurse-to-nurse bullying, they may not recognize it and often lack the skills and support necessary to address it. Decreases in nurse-to-nurse bullying reduce health care costs, improve nurse and patient satisfaction, and enhance patient outcomes. Therefore, nurse managers at all levels need education and support to ensure proper identification of bullying and, furthermore, to prevent and eliminate the behaviors.

Language: en