Violence-prevention climate in the turnover intention of nurses experiencing workplace violence and work frustration

2018 ◽  
Vol 26 (8) ◽  
pp. 961-971 ◽  
Author(s):  
Yuan-Ping Chang ◽  
De-Chih Lee ◽  
Hsiu-Hung Wang
Keyword(s):  
Violence Prevention ◽  
Workplace Violence ◽  
Turnover Intention ◽  
Violence Prevention Climate

Workplace Violence Prevention in the Healthcare Sector: A Holistic Intervention

2012 ◽  
Author(s):  
Xiao-Lu Wang ◽  
Julie Ma ◽  
Siu-Man Ng ◽  
Venus Wong ◽  
Eric Leung ◽  
...  
Keyword(s):  
Violence Prevention ◽  
Workplace Violence ◽  
Healthcare Sector

scholarly journals Consequences of Exposure to Violence, Aggression, and Sexual Harassment in Private Security Work: A Mediation Model

2020 ◽  
pp. 088626052098443
Author(s):  
Alexander Herrmann ◽  
Christian Seubert ◽  
Jürgen Glaser
Keyword(s):  
High Risk ◽  
Sexual Harassment ◽  
Workplace Violence ◽  
Turnover Intention ◽  
Exposure To Violence ◽  
Private Security ◽  
Equation Modeling ◽  
Negative Consequences ◽  
Effective Prevention ◽  
Psychosomatic Complaints

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.

scholarly journals Effect of Workplace Violence on Turnover Intention: The Mediating Roles of Job Control, Psychological Demands, and Social Support

2020 ◽  
Vol 57 ◽  
pp. 004695802096931
Author(s):  
Te-Feng Yeh ◽  
Yu-Chia Chang ◽  
Wei-Hsin Feng ◽  
Multiple sclerosis ◽  
Cheng-Chia Yang
Keyword(s):  
Social Support ◽  
Nursing Staff ◽  
Workplace Violence ◽  
Turnover Intention ◽  
Psychological Needs ◽  
Job Control ◽  
Mediating Effect ◽  
Staff Turnover ◽  
The Relationship ◽  
Psychological Demands

Exposing nursing staff to workplace violence workplace violence (WV) affects their psychological, emotional, and physical health; engenders increased workload; affects the medical reciprocity between nurses and patients; and ultimately leads to staff turnover intention. To preventing WV, development of intervention strategies and WV prevention measures are crucial. This study discusses the mediating effect of job control, psychological needs, and social support on WV and turnover intention. Through this discussion, this study aims to aid medical institutions in reducing their nursing staff turnover rate and to provide a reference for hospital management and decision making. A cross-sectional research method was adopted and conducted quantitative research to prove the complexity of the relationship between WV and turnover intention. Participants comprised clinical nurses working in 2 regional teaching hospital in central Taiwan. A total of 268 questionnaires were distributed, and 213 completed questionnaires were returned. Of the returned questionnaires, 198 contained valid responses, yielding a response rate of 73.9%. Our results demonstrated the mechanisms through which psychological demands and social support mediate the relationship between WV and turnover intention. This study determined the mediating effects of psychological demands and social support. The results expand the findings of previous research and demonstrate the complexity of the relationship between WV and turnover intention. Hospitals should formulate effective mechanisms for preventing and addressing incidents of WV, improve their ability to address and regulate violent incidents in clinics, reduce the psychological pressure exerted on employees, and establish communication channels for social support.

Health Care Workplace Violence Prevention

2012 ◽  
pp. 153-174
Author(s):  
Eugene Schmuckler ◽  
David Marcinko ◽  
Hope Hetico
Keyword(s):  
Health Care ◽  
Violence Prevention ◽  
Workplace Violence
Sign in / Sign up

Export Citation Format

Share Document