A qualitative study on a novel peer collaboration care programme during the first COVID-19 outbreak: A SWOT analysis.

The pandemic has forced nursing teams to incorporate new programmes that modify the organization of care and the use of material resources. AIMS: The purpose of this study was to describe the perspectives of the nursing team about the strengths/opportunities and weaknesses/threats of a novel peer collaboration care programme during the first outbreak of the pandemic. DESIGN: A qualitative case study with focus groups was conducted in June 2020. METHODS: We included 23 participants (seven nurses, seven assistant nursing care technicians and nine charge nurses). Thematic and strengths/opportunities and weaknesses/threats analysis were performed. RESULTS: The strengths of the peer collaboration care programme are the optimization of care and protective equipment. Its weaknesses are that veteran nurses carry the entire burden, and the lack of personal protective equipment makes it difficult to implement the peer collaboration care programme. Finally, misinformation, lack of facilities and time to teach the peer collaboration care programme are considered threats. CONCLUSION: This strengths/opportunities and weaknesses/threats analysis has led to a comprehensive new project to improve the nursing care. IMPACT: The incorporation of the peer collaboration care programme contributed to the development of new organizational and management programmes for the COVID-19 pandemic. This study has gave empirical evidence to nurses and care managers to optimize and organize care, work, human and material resources during the pandemic.

Factors influencing intention to help and helping behaviour in witnesses of bullying in nursing settings.

The role played by witnesses of bullying in nursing settings remains little studied, despite their potential relevance in explaining the onset and development of bullying. The objective of this study was to develop a model to account for witnesses' intention to help and helping behaviour in response to bullying in a nursing setting. Three hundred and thirty-seven witnesses completed self-report measures of variables predicting intention to help and helping behaviour. A full structural model was constructed using structural equation modelling. The intention to help victims was elicited by tension, group identity, support to peers' initiative to intervene and absence of fear of retaliation. However, engagement in helping behaviour was only predicted by the absence of fear of retaliation. This study shows that witnesses of bullying in nursing settings do not remain impassive, but their experienced discomfort and intention to help victims is not sufficient to predict helping behaviour. Fear of possible retaliation if intervening in favour of victims constitutes a crucial factor explaining witnesses' hesitation to help victims. Several implications for the implementation of policies directed at eradicating bullying in nursing settings are discussed.

Incivismo en el lugar de trabajo: un nuevo factor de estrés laboral / Workplace incivility: a new factor of job stress / Falta de civismo no sítio de trabalho: um novo fator de estresse de trabalho

El siguiente trabajo presenta una revisión sobre el constructo "incivismo" en el lugar de trabajo. Se retoma el origen de este constructo, las definiciones, conceptos, diferencias con otros constructos de comportamientos contraproducentes en el trabajo, el proceso de escalada en forma de espiral que se puede dar para transformarse en otras formas más severas de conflicto laboral como mobbing, entre otros. Igualmente, se hace mención de las características personales y organizacionales que fomentan el "incivismo" en el lugar de trabajo, las estrategias organizacionales para prevenirlo y los instrumentos y estudios relacionados con el tema hasta el momento. Por último, se hace referencia del impacto de este nuevo constructo sobre el bienestar de la persona y la organización al considerársele como un nuevo factor de estrés laboral.

The following paper presents a review about the construct of Workplace Incivility. The origin of this construct, its definitions, concepts and differences with other counterproductive work behavior constructs are analyzed, as well as the process of its escalation in the form of a spiral that can be transformed into other forms of job conflict such as mobbing. This article, also examines the personal and organizational characteristics that foment Workplace Incivility, the organizational strategies for preventing it and the instruments and studies related to the topic that have been developed up to the present. Finally, this review describes the impact that this new construct is having on the person's and the organizational well-being as a new factor of job distress.

Neste artigo foi revisado o construto "falta de civismo" no sítio de trabalho. Foi retomada a origem deste construto, as definições, os conceitos, as diferenças com outros construtos de comportamentos contraproducentes no trabalho, o processo de escalada em espiral que pode ocorrer para transformar-se em conflitos de trabalho mais severos, como o mobbing, entre outros. Assim mesmo são mencionadas as características pessoais e organizacionais que levam a promover a "falta de civismo" no sítio de trabalho, as estratégias organizacionais para evitá-lo e as ferramentas e estudos relacionados com este tema até hoje. Por último, se refere ao efeito deste novo construto no bem-estar da pessoa e da empresa por considerar-se um novo fator de estresse de trabalho.