Abstract
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 March 2022; (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:
To understand the scope of workplace bullying in the unionized U.S. public sector workforce.
To describe who is at risk for workplace bullying in this work sector and recommendations for prevention.
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.
Is over-reported especially in the presence of unions at the work-site Is severely under-reported across all workplaces Incidence is equally distributed in public and privates worksites Is worse where collective bargaining is present
A lack of managerial support and staff empowerment Presence of shared governance and diversity in the workplace A preponderance of younger versus older employees at the worksite Flexibility in work structure and worker empowerment.
Late retirement Decrease use of sick leave Stress and burnout Job satisfaction
Employees of a large southeast government workforce Employees solicited from agencies such as the Department of Defense and Department of the Army Employees in unionized U.S. Public Service worksites Non-unionized private sector em-ployees
On-line surveys only A qualitative approach that included focus groups On-line and paper surveys that included the domains of negative acts and supportiveness of the organizational structure Fifty survey questions that would take ten minutes to complete
Middle-aged (45-55 years of age) employees showed an increase likelihood of reporting bullying than younger employees Senior employees (>60 years of age) were more likely to disregard bullying because they are closer to retirement. Millennials (23-38 years of age) are more likely to report workplace bullying Job were the most predictive variable for experiencing violence
Was the same as men for reporting the incidence of workplace bullying Was associated with moderate to high individual impact Made no difference in how bullying was perceived when compared with male participants Affected their job tenure
Lobbying for organizations to have collective bargaining Participation in organizational processes to establish policies on how victims of bullying should report negative behavior Encouraging workers to resign when they encounter workplace bullying Serving as an advocate for workers by reporting the bullying behavior for them