Question

Review all six QSEN Topics. Explain how and why QSEN standards were developed and write a statement about each.	6
Identify 1 QSEN topic that has important implications for your future nursing practice, provide 2 sources of supporting research from literature other than the text.	6
Explain how use of your 1 selected QSEN topic can and will affect yourself and patients. Using supportive literature back up your choice. Reply to two (2) of your colleagues, preferably who has explored different QSEN topics from yourself then discuss why you believe their topic has important implications for the future of nursing or why not.	6 4
Discussion must be at least 500 words using correct grammar, sentence structure and punctuation. 500 words please no less

Answer 1

ANSWERS

Identify Question topic that has important implications for your future nursing practice, provide 2 sources of supporting research from literature other than the text.

Research Question

Can workplace bullying experiences impact Nurse`s professional quality of life and work performance?

Associated Literature

1) A study was conducted by Nursing Department of Health Science Faculty in Dec 2009 on Bullying among nurses and its effects.

BACKGROUND:

The victims of bullying are subjected to being terrorized, annoyed, excluded, belittled, deprived of resources, isolated and prevented from claiming rights. The victims of bullying have decreased job satisfaction, work performance, motivation and productivity. Bullying also negatively affects victims' social relationships inside and outside the institution.

OBJECTIVES:

This study was conducted as a cross-sectional and descriptive study for the purpose of assessing the workplace, bullying of nurses in Turkey and the effects it has on nursing practices.

METHOD:

The sample was composed of 286 nurses, and all of the respondents were female. The research instrument was a questionnaire in five parts. The first section included the participants' demographic information; the other variables were measured in four categories: psychologically violent behaviours, workload, organizational effects and depression.

FINDINGS:

Thirty-seven per cent of the nurses participating in the research had never or almost never encountered workplace bullying behaviour in the last 12 months, 21% of the nurses had been exposed to these behaviours. There were no differences between position and educational level in workplace bullying. Workplace bullying leads to depression, lowered work motivation, decreased ability to concentrate, poor productivity, lack of commitment to work, and poor relationships with patients, managers and colleagues.

CONCLUSION:

Workplace bullying is a measurable problem that negatively affects the psychology and performance of the nurses in this study.

2) A study was conducted in 2011 by Scand J Work Environ Health on Workplace bullying and mental distress - a prospective study of Norwegian employees.by the National Institute of Occupational Health.

OBJECTIVES:

Using a prospective design, the objective of this study was to determine the relationship between workplace bullying and mental distress.

METHODS:

Altogether, 1971 Norwegian employees, recruited from 20 organizations, answered questions regarding workplace bullying and mental distress at both baseline and follow-up. Baseline data were gathered between 2004-2006, and follow-up data were gathered between 2006-2009. The time-lag between baseline and follow-up was approximately two years for all the respondents in all the organizations. The factors measured in the study were individual characteristics, mental distress measured with the Hopkins Symptom Checklist (HSCL-10), self-reported workplace bullying measured with a single item from the General Nordic Questionnaire for Psychological and Social Factors at Work (QPSNordic) and job demands and job control assessed by QPSNordic.

RESULTS:

A multiple linear regression analysis adjusted for mental distress, sex, age, job demands and job control at baseline [β=0.05, 95% confidence interval (95% CI) 0.03-0.17] and a repeated measures ANOVA adjusted for sex and age [F(3,1965)=38.37; partial η (2)=0.06] showed that workplace bullying predicted mental distress. Furthermore, a multiple binary logistic regression analysis adjusted for bullying, sex, age, job demands and job control at baseline [odds ratio (OR) 2.30, 95% CI 1.43-3.69] showed that mental distress was a predictor of bullying.

CONCLUSIONS:

We found support for the notion that self-reported workplace bullying is a predictor of mental distress two years later. Bullying had an independent effect on mental distress after adjusting for job demands and job control. Mental distress was also found to be a predictor of bullying, indicating that the reverse relationship is also important.

2) Explain how use of your 1 selected QSEN topic can and will affect yourself and patients. Using supportive literature back up your choice.

Workplace bullying has adverse effects on nurses’ productivity and emotional well-being and increases nurses’ desire to leave their jobs. Bullying is a common phenomenon that has been reported worldwide. Emergency Department (ED) nurses are particularly exposed to bullying as a result of their job stressors and demands.

It has significantly influenced the nurses’ perception of their productivity and the quality of care they provide. Although nurses reported adopting measures to prevent bullying, they were insufficient to address this widespread problem.

The phenomenon of workplace bullying has a detrimental effect on both individuals and organizations (e.g., managerial costs and turnover escalate and productivity declines) as the number of witness distractions and the emotional/physical health of the victims increase.

Such cases become exponentially worse when a potential lawsuit for unjust dismissal or work compensation/disability is added to an already unfavorable situation.

Other economic pitfalls, with a significant negative impact on profits, can sometimes be difficult to measure and clearly define. These pitfalls may include a reduction in the quality, negative impacts on the organization’s reputation, the escalation of mistakes and absenteeism, and the corrosion of customer relationships due to a lack of attention paid to their objectives and commitments, among others.

This assertion becomes even more significant for those organizations mainly composed of employees providing particular assistance in a close and direct way to patients (e.g., healthcare workers).

In the scientific literature, several types of bullying have been studied : intimidation, harassment, victimization, aggression, emotional abuse, and psychological harassment or mistreatment at workplace, among others. The variation in definitions may hinder the conceptualization of the workplace-bullying phenomenon in a more consistent way, inhibiting effective contributions among researchers and practitioners

Implications for nursing and health policy

• Bullying has a detrimental effect on the quality of health care. Accordingly, interventions, should be undertaken to minimize the incidence and impact of bullying.
• A priority of nurse leaders and managers is to attend to the problem of bullying experienced by nursing staff. Bullying is normally not about a single isolated event but, rather, about a pattern of behaviors that are repeatedly and persistently directed towards one or more employees.
• Most importantly, in healthcare settings, WBP ultimately affects quality of care. This makes a compelling argument for the need to focus on its prevention. It is recommended that every healthcare institution develop and implement policies and practices that will minimize workplace bullying and violence.

3) implications for the future of nursing

• Unfortunately, as there has not been much research into the problem of workplace bullying, especially among nurses, no clear solutions to the problem have been found.
• As a first step, all health care leaders should become aware of the potential for bullying to occur within their organization, and should work to eliminate it. Policies should be put into place stating that bullying is not tolerated, and outlining how bullying incidents will be dealt with (Lewis 2006).
• Staff and management need to be educated about bullying, what bullying behaviours look like and how to deal with bullying, both from the standpoint of a target, and as a bystander (Lewis 2006; Stanley et al. 2007).
• Additionally, the organization needs to determine if there are any organizational factors, such as oppressive policies and procedures, or punitive evaluation methods, that inadvertently contribute to bullying, and work to create an environment in which bullying cannot reoccur (Hoel & Salin 2003; Hutchinson et al. 2006; Lewis 2006).
• A few European countries, such as Sweden and Norway, have enacted laws that protect workers from acts of workplace harassment, such as ‘adult bullying’ (Yamada 2003).

Laws cannot be the only solution to this problem, but they would at least give victims some legal support when they are unable to solve the problem through other means.

Ultimately, the role of the organization in reducing bullying is central, as ‘bullying is far too widespread to be the work of a small number of pathologically disturbed individuals who can be removed from the workplace, monitored, or controlled so as to prevent them from.

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