Article Critique

Meng, W., & Koh, W.M.(2015) Management of work place bullying in hospital: A review of the
use of cognitive rehearsal as an alternative management strategy. University of Manchester,
United Kingdom. International Journal of Nursing Sciences, Vol. 3, Pages 213-222

Abstract:
The abstract introduces the purpose of the study and a minimal background from several
researches related to the study. The exact problems, summarize of sample collected data,
methods used, the findings and other pertinent data of the study were not included and clearly
indicated.

Introduction:
The introduction starts with the workplace environment. It is said that workplace violence is not
uncommon in healthcare organizations. The most common and explicit types of workplace
violence in the hospital setting are reportedly verbal and physical abuse from patients and their
relatives. Workplace bullying could possibly lead to high turnover rates, resulting in staff
shortages. The rising demand for healthcare coupled with the ongoing shortage of nurses
remains a paramount concern of nursing leaders and health care organizations worldwide. A
review of a previous study was included in the introduction which was carried out to explore the
factors contributing to workplace bullying among nurses working in hospitals. The findings led to
a thoughtful discussion of the current interventions that mitigate such behavior and the proposal
of an educational strategy targeted at empowering newly qualified nurses to handle workplace
bullying.

Background:
The background of the study includes the definition of the main problem of the study which is
violence that is said that it is an intentional use of physical force or power, threatened or actual
against oneself, another person or against a group or community that either results in injury,
death, psychological harm and mal-development or deprivation. Several researches were
included and was stated to support the study to be conducted.

Methods:
Towards ensuring high quality of papers selected for inclusion in this literature review, the
Critical Appraisal Skills Programme. (CASP) tool for qualitative research and the Downs and
Black’s Checklist for Non-randomized studies were used.
Results:
The study uses three themes that emerged from the nine selected for literature review which
includes characteristics of perpetrators, characteristics of victims and characteristics of
organization. All nine papers implied that workplace violence occurs among nurses. Five of the
papers suggested an association between characteristics of perpetrators and workplace
bullying. Each paper of the review of related literature were discussed and compared to the
study. Despite the difference study designs, the theme that emerged in the findings of each was
similar. As such, it is evidently clear that perpetrators are often seen as someone who is more
powerful figure with better working knowledge than the victims. This finding may help to
highlight gaps in the current interventions available towards mitigating workplace violence
especially to address the related potential hindering of victims from reporting cases of workplace
violence to higher authorities.

Summary and Conclusion:

Considering the accumulated data in the literature it may be argued that the findings are
complex and multidimensional. The evidence for a link between the risk factors and bullying
behavior and outcomes. The strengths and limitations of included studies were discussed, the
implications for current nursing practice and rationale for utilizing cognitive rehearsal script
responses were considered and included. A summary model adapted from Moayed, Daraiseh
was used.

Submitted by:
Salve Boridas, RN
 Article Critique

Kaminski, M., Sincox, A.K. (July, 2012) Workplace bullying in health care: Peer-to-peer
bullying of nurses. Michigan State University, Michigan Nurses Association, Michigan, United
States.

Background:
The workplace bullying is clearly defined. Results of previous researches were discussed and
included as well as their authors and year the study conducted. Research has indicated that the
targets of workplace bullying are more likely to experience decreased job satisfaction, lower
self-esteem, depression, and post-traumatic stress disorder. As bullying, workplace and
employees where mentioned, hospital have an incentive to establish policies on workplace
bulling. The recognition of the issues makes them a fruitful site for research.

Methods:
The sample and measure is used. Nurses in four hospital in Michigan were included in the study
to complete the survey. They were invited via different means including a letter or email request
from either management, a nursing committee or the union. 629 nurses completed the survey.
Three medium to large hospitals had been gathered of respondents of 180-205 each.
The vast majority of survey respondents, 96 percent, were white, non-Hispanic women. While
this distribution is reflective of the composition of the nursing workforce in these particular
hospitals, it is not likely representative of the nursing workforce in Michigan overall. On other
demographic characteristics, the respondents are reasonably representative of both the
hospitals and the nursing workforce. The mean age is 43. The mean tenure at this hospital is
13, and the mean number of years working as a nurse in any setting is 18. Two-thirds of
respondents have a bachelor’s degree or higher.
The Negative Acts Questionnaire of Einarsen & Raknes, 1997 was used to measure bullying.
The specific items range from the more commonly experienced ones, such as unjust criticism of
your performance, ignoring your questions, and ignoring your opinions to the less common
ones, such as threatening you with violence or throwing an object at you.

Results;
The 22 items are condensed into six charts that shows the percentage of nurses who reported
the particular form of bullying happened once a month or more. In addition to lateral violence by
nurses, they also show the extent of bullying by charge nurses, doctors, and other staff.
Following these individual items, a summary score of lateral violence / bullying is then
presented.
Results show that 45% of nurses reported experienced no lateral violence (by other nurses) in
the last six months. About one-third reported moderate levels of lateral violence (experienced
one to four of the 22 forms regularly). Finally, 23 percent reported that they experienced lateral
violence regularly (five or more items, once a month or more). In this study, an inadequate
response by management is related to higher levels of lateral violence / bullying. The same is
true for managerial favoritism.

Summary and Conclusion:

The extent of lateral violence among nurses is higher than in other occupations. The present
study indicates that about one in five nurses in Michigan is subject to lateral violence on a
regular basis. Management also pays the price. Nurse who are subject to lateral violence are
more likely to leave their jobs, and as already mentioned, to take more sick days. However,
management’s response to bullying is generally considered inadequate by nurses. Most report
there is no policy to address it.

Submitted by:
Salve Boridas, RN