Workplace Bullying and Newly Licensed Registered Nurses: An Evolutionary Concept Analysis

This issue of Workplace Health & Safety contains a Continuing Nursing Education Module for 1.0 contact hour of continuing nursing education credit will be awarded by AAOHN upon successful completion of the posttest and evaluation.

A certificate will be awarded when the following requirements are met by the participant: (1) Participant logs on to the AAOHN LMS website at www.aaohn.org/education/online-learning-center and enrolls in the course ($10 members; $15 non-members); (2) The completed posttest and course evaluation are entered online at http://www.aaohn.org by May 2021; (3) A score of 75% (6 correct answers) is achieved by the participant.

Upon completion of this lesson, the occupational health nurse will be able to:

• Identify the key attributes of workplace bullying.

• Understand the negative impact of workplace bullying on long-term staffing needs.

The American Association of Occupational Health Nurses, Inc. is an Approved Provider of continuing nursing education by the American Association of Occupational Health Nurses, Inc., an accredited approver by the American Nurses Credentialing Center’s Commission on Accreditation. The American Association of Occupational Health Nurses, Inc. is additionally approved as a CNE provider by the California Board of Registered Nursing (#CEP9283).

Contact hours received for successful completion of the posttest and evaluation may be used for relicensure, certification, and re-certification.

1. Select the rate with which newly licensed registered nurses leave their first job within the first year.

2. One in four

3. One in five

4. One in six

Research suggests that early job turnover among newly licensed registered nurses is attributed to the following EXCEPT:

Decreased job satisfaction

Poor communication among coworkers

Negative work environment

Protective nurse managers

By clarifying the definition of workplace bullying, the authors sought to achieve the following EXCEPT:

To highlight definitions that missed the mark

To provide a greater understanding of the concept of workplace bullying

To inform others about how to better detect, manage, and prevent workplace bullying

To improve comparability of findings across workplace bullying studies by using a more consistent definition

Select the date range of the articles that the authors initially searched for in their review?

2000–2018

1990–2018

2000–2010

2008–2018

The antecedents of workplace bullying identified in the literature review included the following EXCEPT:

Type of nursing degree

Low staffing

Inadequate staff support

Poor leadership

In this concept analysis, the author identified three attributes that were consistently present in the definitions of workplace bullying identified in the literature, which included the following, EXCEPT:

Behavior

Location

Time Frame

Power Gradient

With regard to “time frame” in the definition of workplace bullying, the following is TRUE:

It usually occurs at night when other workers are not around

It occurs repeatedly, over a period of time

It typically includes a one-time only occurrence

It usually happens during weekend shifts

With regard to “power gradient” in the definition of workplace bullying, the following are true, EXCEPT:

An imbalance of power between the bully and the target was identified as a central attribute of workplace bullying

The presence of a power differential between the bully and the target distinguished workplace bullying from other types of workplace violence

The power imbalance between the bully and target may be formal or informal with regard to organizational structure

The power imbalance strictly refers to the nurse manager as the bully and the frontline nurse as the target