The workplace culture, mental health and wellbeing of early- and mid-career health academics: a cross-sectional analysis.

There are reports of poor working conditions for early and mid-career academics (EMCAs) in universities, however, empirical data using validated tools are scarce. We conducted an online, cross-sectional survey using validated tools to assess workplace satisfaction, exposure to workplace abuse, and mental health. Participants included employees of medical and health faculties of two of the largest Australian universities, surveyed between October 2020 and January 2021.Overall, 284 participants responded. Many reported job insecurity: half (50.7%) working on contracts with less than one remaining year. Workloads were considerable, with 89.5% of participants working overtime and 54.8% reporting burnout. Workplace abuse in the forms of bullying (46.6%), sexual harassment (25.3%), sexism (49.8%) and racism (22.5%) were commonly reported. Clinically significant symptoms of depression (28.0%), anxiety (21.7%) and suicidal ideation or self-harm (13.6%) were reported; with a higher prevalence among those working more overtime, and those exposed to workplace abuse. Priorities include providing a stable and safe workplace, increasing accountability and transparency in addressing workplace abuse, and supporting professional development.In summary, EMCAs in our study were commonly exposed to precarious employment conditions and workplace abuse. Our findings provide empirical evidence on where universities and funding bodies should direct resources and change organisational risk factors, to improve workplace culture.

Care Workers' Turnover Intentions Associated With Workplace Abuse: The Role of Work-Related Stress and Job Satisfaction.

This study examines the association between workplace abuse experienced by care workers at the hands of care recipients and their turnover intentions, as well as the mediating effects of work-related stress and job satisfaction. Compared to care recipients' experiences of abuse, care workers' experiences have been relatively underexplored. Using data from the Korean National Long-Term Care Survey in 2019, the path from workplace abuse to care workers' turnover intentions was examined. Results showed significant mediating effects of work-related stress and job satisfaction in the relationship between workplace abuse and turnover intentions. Findings have policy implications for improving long-term care workers' social awareness and working conditions.

Factors associated with abuse in the workplace in Bangladesh: An empirical investigation.

Workplace abuse is a much-discussed global phenomenon in the world of work. Bangladesh, being a developing country that relies heavily on its labor resource, should have definite methods to protect the workers' rights and safety. Unfortunately, weak frameworks are in place to prevent it, and the lack of awareness among the workers is helping the problem to establish its roots more firmly. Despite the gravity of workplace abuse and its consequences, comprehensive studies for addressing or understanding the problem at a national level is difficult to find in the context of Bangladesh. Using the latest nationally representative survey namely the Quarterly Labour Force Survey (QLFS) 2016-17, this study attempts to bridge the existing gaps through an empirical investigation of the factors associated with workplace abuse in Bangladesh. A total of 16,646 participants with males of 75.9% and females of 24.1% are used for the analysis. A probit model analysis has been applied in this paper to explore how the workers' demographic and socioeconomic characteristics, as well as workplace features, may be associated with experiencing abuse in the workplace. The study finds that younger, less educated, females, elementary job-holders, non-governmental organization workers or those who work in the manufacturing, or services sector are more likely to be abused in the workplace. The study also concludes that the number of workers employed, and the hazardous workplace environment may be related to the probability of being abused. Furthermore, this study shows that full-time workers, workers who are employed temporarily or have an oral contract may face abuse in the workplace more.

Discrimination, harassment, abuse, and bullying in the workplace: contribution of workplace injustice to occupational health disparities.

BACKGROUND: This paper synthesizes research on the contribution of workplace injustices to occupational health disparities. METHODS: We conducted a broad review of research and other reports on the impact of workplace discrimination, harassment, and bullying on workers' health and on family and job outcomes. RESULTS: Members of demographic minority groups are more likely to be victims of workplace injustice and suffer more adverse outcomes when exposed to workplace injustice compared to demographic majority groups. A growing body of research links workplace injustice to poor psychological and physical health, and a smaller body of evidence links workplace injustice to unhealthy behaviors. Although not as well studied, studies show that workplace injustice can influence workers' health through effects on workers' family life and job-related outcomes. CONCLUSION: Injustice is a key contributor to occupational health injustice and prospective studies with oversample of disadvantaged workers and refinement of methods for characterizing workplace injustices are needed.

Occupational injury among hospital patient-care workers: what is the association with workplace verbal abuse?

OBJECTIVE: To test the association between workplace abuse exposure and injury risk among hospital workers. We hypothesized that exposed workers would have higher injury rates than unexposed workers. METHODS: Survey of direct-care workers (n = 1,497) in two hospitals. Exposure to workplace abuse was assessed through self-report; occupational injury reports were extracted from employee records. We tested associations between non-physical workplace violence and injury using log-binomial regression and multilevel modeling. RESULTS: Adjusted prevalence ratio (PR) for injury associated with being yelled at was 1.52 (95% CI 1.19, 1.95); for experiencing hostile/offensive gestures 1.43 (1.11, 1.82); and for being sworn at 1.41 (1.09, 1.81). In analyses by injury subtypes, musculoskeletal injuries were more strongly associated with abuse than were acute traumatic injuries. Associations operated on group and individual levels and were most consistently associated with abuse perpetrated by patients. CONCLUSION: Exposure to workplace abuse may be a risk factor for injuries among hospital workers.

Preventing workplace mistreatment and improving workers' mental health: a scoping review of the impact of psychosocial safety climate.

BACKGROUND: Work environment is rapidly evolving, unfortunately, it is also becoming increasingly hostile for workers due mostly to common psychosocial hazards. This situation is posing significant challenges for organisations to protect the psychological well-being of their workers. Hence, this review aims to map studies to understand the influence of psychosocial safety climate (PSC) on workplace mistreatment and mental health of workers. METHODS: The guidelines outlined by Arksey and O'Malley were adopted for this review. PubMed, Scopus, Web of Science, JSTOR, Google and Google Scholar were searched for relevant papers. Only peer-reviewed studies that measured PSC using PSC-12, PSC-8 or PSC-4 were included in this review. RESULTS: Thirty-eight studies met the inclusion criteria. This review found that PSC has a negative association with workplace mistreatment such as bullying, harassment, violence, discrimination and abuse. Further, PSC has a positive association with psychological well-being, personal resilience and hope. Low level organisational PSC also promotes psychological distress, stress, depression, cognitive weariness and emotional exhaustion. The buffering effect of PSC is well-established. Moreover, PSC mediates the association between health-centric leadership and workers' psychological health problems. The inverse relationship between PSC and depressive symptoms was stronger for females than males. CONCLUSION: Organisations should prioritise training and development of supervisors to enhance their supportive skills, encourage respectful behaviour, encourage the use of resources promote open and bottom-up communication and provide guidance on conflict resolution. By promoting a high PSC context, organisations can create a culture that discourages mistreatment, leading to increased employee well-being, job satisfaction, and productivity.

Workplace gaslighting: Conceptualization, development, and validation of a scale.

Introduction: Gaslighting is a form of abuse that has transgressed the realms of romantic relationships to the relationships at work. Despite the growing literature on abuse at work, the conceptualization and measurement of gaslighting at work have received scarce attention. The study aimed to address this existing lacuna in the literature by conceptualizing and developing a measure of gaslighting at work. Methods: By drawing upon and integrating existing works of literature on harmful leader behaviors, workplace abuse, and workplace mistreatment, the authors have conceptualized the concept of gaslighting in a new context, i.e., work settings, and delineated its dimensions and conceptual boundaries. Among three different samples (total N = 679) of employees, the study developed a new 12-item measure of gaslighting in work relationships, the Gaslighting at Work Questionnaire (GWQ). The study further tested the psychometric properties of GWQ, namely, internal consistency, face, and construct validity of GWQ. Additionally, a time-lagged study was used to validate the scale within a nomological net of conceptual relationships. Results: Exploratory and confirmatory factor analysis supported a two-dimensional structure of gaslighting at work (trivialization and affliction). The psychometric properties of GWQ were established. Finally, using a time-lagged study, the scale was validated within a nomological net of conceptual relationships by showing the relationship of gaslighting at work with role conflict and job satisfaction. Discussion: The GWQ scale offers new opportunities to understand and measure gaslighting behaviors of a supervisor toward their subordinates in the work context. It adds to the existing literature on harmful leader behaviors, workplace abuse, and mistreatment by highlighting the importance of identifying and measuring gaslighting at work.

Workplace Mistreatment and Health Conditions Prior and during the COVID-19 in South Korea: A Cross-Sectional Study.

BACKGROUND: This study examined the relationship between workplace mistreatment, including discrimination, abuse, and overworking, and health problems among full-time workers prior to and during the coronavirus disease (COVID-19) outbreak in South Korea. METHODS: We analyzed data from the 2017 and 2020-2021 Korean Working Conditions Surveys, including the final sample of 44,425 participants. Multiple logistic regression was used to examine the relationship between workplace mistreatment and health problems among workers by gender. Interaction analysis was conducted to establish the association between the COVID-19 pandemic and health problems related to mistreatment. The occupational, demographic, and socioeconomic backgrounds were adjusted. RESULTS: We found a significant association between workplace mistreatment and health problems, including headaches, eyestrain, and anxiety. The association increased after the COVID-19 pandemic: "discrimination" (men (OR 2.26, 95% CI 1.93-2.65), women (OR 2.73, 95% CI 2.36-3.17)); abuse (men (OR 5.42, 95% CI 2.87-10.23), women (OR 4.70, 95% CI 3.12-7.08)); and overworking: men (OR 2.36, 95% CI 2.01-2.77), women (OR 3.52, 95% CI 2.68-4.61). The interaction indicates an increased incidence of people having health problems due to workplace mistreatment (OR 1.03, 95% CI 1.00-1.06) during the COVID-19 pandemic. CONCLUSION: Statistically, employees who experience workplace mistreatment have worse health conditions. The COVID-19 pandemic has affected the job environment and increased the association between workplace mistreatment and health problems. To eliminate the health problems related to workplace mistreatment, it is necessary to address the impact of the COVID-19 pandemic on work and employee health conditions.

Extending the Duluth Model to Workplace Bullying: A Modification and Adaptation of the Workplace Power-Control Wheel.

Workplace bullying (WB) is an increasingly prevalent topic in the nursing literature. Recently, a new concept has been introduced into WB research to explain the motivations of WB instigators using elements of the Power-Control Wheel (PCW). Initially, this wheel was designed to assist intimate partner violence (IPV) targets/victims identify patterns of abuse and intervene with male batterers/instigators. Research examining IPV and victims/survivors of WB demonstrate that targets often share common abusive experiences, including intimidation, coercion and threats, isolation, and economic and emotional abuse. This article demonstrates clear support for the Duluth Model and its application to WB target experiences. Applications of this model to identify WB and assist individuals to identify and describe experiences of abusive work environments are discussed.

The relationship between perceived competence and perceived workplace bullying among registered nurses: A cross sectional survey.

BACKGROUND: Workplace bullying is one of the most prevalent work-related psychological and physical issues in health care facilities. Workplace bullying has detrimental effects not only on the bullied person/persons but also on health care facilities and care quality and patient safety. AIMS: To examine the prevalence of workplace bullying and the relationship between workplace bullying and perceived competence among Jordanian registered nurses working in private hospitals DESIGN: A cross-sectional survey study. SETTING: Data were collected from registered nurses working in seven private hospitals in the Capital of Amman. PARTICIPANTS: Participants were 269 registered nurses who had a minimum of a bachelor degree, passed the hospital's competency nursing examinations, able to read and understand English, and were able and willing to complete the survey. METHODS: The Negative Act Questionnaire-Revised, and Nurse Professional Competence scale were used for data collection. Multiple linear regression analysis was conducted to assess predictors of greater reporting of perceived workplace bullying. FINDINGS: Almost 43% of the participants perceived themselves to be victims of severe workplace bullying while more than 31% perceived themselves to be victims of occasional workplace bullying. Person-related bullying was the most frequently reported type of workplace bullying followed by work-related bullying. Age, gender, and sum score on Nurse Professional Competence scale explained significant amount of variance in perceived workplace bullying. CONCLUSION: The majority of Jordanian nurses working in private hospitals perceive themselves as victims of either occasional or severe workplace bullying. Amongst all related variables, perceived competence is the most significant predictor of perceived workplace bullying.