Workplace Harassment, Cyber Incivility, and Climate in Academic Medicine.

Importance: The culture of academic medicine may foster mistreatment that disproportionately affects individuals who have been marginalized within a given society (minoritized groups) and compromises workforce vitality. Existing research has been limited by a lack of comprehensive, validated measures, low response rates, and narrow samples as well as comparisons limited to the binary gender categories of male or female assigned at birth (cisgender). Objective: To evaluate academic medical culture, faculty mental health, and their relationship. Design, Setting, and Participants: A total of 830 faculty members in the US received National Institutes of Health career development awards from 2006-2009, remained in academia, and responded to a 2021 survey that had a response rate of 64%. Experiences were compared by gender, race and ethnicity (using the categories of Asian, underrepresented in medicine [defined as race and ethnicity other than Asian or non-Hispanic White], and White), and lesbian, gay, bisexual, transgender, queer (LGBTQ+) status. Multivariable models were used to explore associations between experiences of culture (climate, sexual harassment, and cyber incivility) with mental health. Exposures: Minoritized identity based on gender, race and ethnicity, and LGBTQ+ status. Main Outcomes and Measures: Three aspects of culture were measured as the primary outcomes: organizational climate, sexual harassment, and cyber incivility using previously developed instruments. The 5-item Mental Health Inventory (scored from 0 to 100 points with higher values indicating better mental health) was used to evaluate the secondary outcome of mental health. Results: Of the 830 faculty members, there were 422 men, 385 women, 2 in nonbinary gender category, and 21 who did not identify gender; there were 169 Asian respondents, 66 respondents underrepresented in medicine, 572 White respondents, and 23 respondents who did not report their race and ethnicity; and there were 774 respondents who identified as cisgender and heterosexual, 31 as having LGBTQ+ status, and 25 who did not identify status. Women rated general climate (5-point scale) more negatively than men (mean, 3.68 [95% CI, 3.59-3.77] vs 3.96 [95% CI, 3.88-4.04], respectively, P < .001). Diversity climate ratings differed significantly by gender (mean, 3.72 [95% CI, 3.64-3.80] for women vs 4.16 [95% CI, 4.09-4.23] for men, P < .001) and by race and ethnicity (mean, 4.0 [95% CI, 3.88-4.12] for Asian respondents, 3.71 [95% CI, 3.50-3.92] for respondents underrepresented in medicine, and 3.96 [95% CI, 3.90-4.02] for White respondents, P = .04). Women were more likely than men to report experiencing gender harassment (sexist remarks and crude behaviors) (71.9% [95% CI, 67.1%-76.4%] vs 44.9% [95% CI, 40.1%-49.8%], respectively, P < .001). Respondents with LGBTQ+ status were more likely to report experiencing sexual harassment than cisgender and heterosexual respondents when using social media professionally (13.3% [95% CI, 1.7%-40.5%] vs 2.5% [95% CI, 1.2%-4.6%], respectively, P = .01). Each of the 3 aspects of culture and gender were significantly associated with the secondary outcome of mental health in the multivariable analysis. Conclusions and Relevance: High rates of sexual harassment, cyber incivility, and negative organizational climate exist in academic medicine, disproportionately affecting minoritized groups and affecting mental health. Ongoing efforts to transform culture are necessary.

After the Crimea crisis: Employee discrimination in Russia and Ukraine.

This paper examines the issue of employee discrimination after a political crisis: the annexation of Crimea. The annexation, which resulted in a political crisis in Russian-Ukrainian relations, is a setting which allows us to test if a bilateral political issue caused employee discrimination. We use a quasi-experimental approach to examine how the political crisis influenced participation in major sports leagues in Russia and Ukraine. The results show that the employment conditions significantly worsened since the Crimea crisis started.

A Mixed-Methods Systematic Review of Interventions to Address Incivility in Nursing.

BACKGROUND: Incivility negatively affects patient safety, academic performance, and staff retention. This systematic review aimed to identify effective intervention strategies for addressing incivility in nursing education and practice. METHOD: Joanna Briggs Institute methodology for mixed-methods systematic reviews was used. Six databases were searched for incivility intervention studies with nurses or nursing students in academic or health care settings. Data from 39 studies were extracted and thematically synthesized. RESULTS: Two intervention categories, educational and administrative, were identified and used to cluster six intervention strategy themes. Six outcome themes were synthesized to examine strategy effectiveness. CONCLUSION: Findings indicated strong support for multicomponent interventions that incorporate educational strategies of sharing information, skill application, and reflective processing of learning with both nursing students and practicing nurses. Minimal evidence exists on how to increase civility among nursing faculty or enhance faculty role-modeling and coaching for students. Addressing this gap may improve civility in the profession. [J Nurs Educ. 2020;59(6):319-326.].

Examining the Influence of Workplace Incivility on Nurses' Patient Safety Competence.

PURPOSE: This study assessed clinical nurses' workplace incivility experiences and determined the effects of workplace incivility experiences on nurses' patient safety competence. DESIGN: This quantitative study surveyed 261 clinical nurses in two acute healthcare facilities in Saudi Arabia from June to August 2019. METHODS: A self-administered survey, including the Nurse Incivility Scale and the Health Professional Education in Patient Safety Survey, was employed to assess the variables workplace incivility and patient safety competence. The association between incivility and patient safety competence was analysed using multivariate multiple regression. RESULTS: The highest mean score was recorded for patient or visitor incivility, whereas the lowest score was recorded for supervisor incivility. Regarding patient safety competence, the dimension "communicating effectively" received the highest mean score, whereas "working in teams with other health professionals" was rated lowest. General and nurse incivilities had multivariate effects on the six dimensions of patient safety competence. CONCLUSIONS: Nurses' experiences of uncivil acts from nurses and from general incivility negatively impact nurses' patient safety competence. CLINICAL RELEVANCE: This investigation could guide the establishment of policies centered on boosting the patient safety competence of nurses by addressing uncivil acts in healthcare settings.

Impact of a comprehensive prevention programme aimed at reducing incivility and verbal violence against healthcare workers in a French ophthalmic emergency department: an interrupted time-series study.

OBJECTIVE AND SETTING: Primary prevention, comprising patient-oriented and environmental interventions, is considered to be one of the best ways to reduce violence in the emergency department (ED). We assessed the impact of a comprehensive prevention programme aimed at preventing incivility and verbal violence against healthcare professionals working in the ophthalmology ED (OED) of a university hospital. INTERVENTION: The programme was designed to address long waiting times and lack of information. It combined a computerised triage algorithm linked to a waiting room patient call system, signage to assist patients to navigate in the OED, educational messages broadcast in the waiting room, presence of a mediator and video surveillance. PARTICIPANTS: All patients admitted to the OED and those accompanying them. DESIGN: Single-centre prospective interrupted time-series study conducted over 18 months. PRIMARY OUTCOME: Violent acts self-reported by healthcare workers committed by patients or those accompanying them against healthcare workers. SECONDARY OUTCOMES: Waiting time and length of stay. RESULTS: There were a total of 22 107 admissions, including 272 (1.4%) with at least one act of violence reported by the healthcare workers. Almost all acts of violence were incivility or verbal harassment. The rate of violence significantly decreased from the pre-intervention to the intervention period (24.8, 95% CI 20.0 to 29.5, to 9.5, 95% CI 8.0 to 10.9, acts per 1000 admissions, p<0.001). An immediate 53% decrease in the violence rate (incidence rate ratio=0.47, 95% CI 0.27 to 0.82, p=0.0121) was observed in the first month of the intervention period, after implementation of the triage algorithm. CONCLUSION: A comprehensive prevention programme targeting patients and environment can reduce self-reported incivility and verbal violence against healthcare workers in an OED. TRIAL REGISTRATION NUMBER: NCT02015884.

A Scoping Review of Validated Tools to Measure Incivility in Healthcare Settings.

OBJECTIVE: To identify and compare validated tools used to assess incivility in healthcare settings. BACKGROUND: Incivility in the workforce is associated with poor quality outcomes, increased employee turnover, and decreased job satisfaction. Validated tools are essential for accurate measurement of incivility. The aim of this study was to compare characteristics of validated tools for use in a busy clinical setting. METHODS: In a scoping review, English language research studies using incivility tools published in PubMed or CINAHL between March 1, 2013, and March 14, 2018, were assessed for sound psychometric properties and feasibility of use (eg, short, easy to administer). RESULTS: After screening 869 articles and full text review of 244, 5 identified tools met the criteria; the Short Negative Acts Questionnaire seemed best suited for use in a busy healthcare setting. CONCLUSION: Adoption of a standardized and validated incivility tool makes it possible to compare across clinical settings and track progress over time.

Incivility in nursing: Implementing a quality improvement program utilizing cognitive rehearsal training.

BACKGROUND: Workplace incivility can be a factor in unhealthy work environments. Addressing unit culture improves job satisfaction and organizational commitment. AIM: The purpose of this quality improvement program was to educate nurses to identify and respond to hospital incivility. SETTING: A community hospital in the Northeastern United States. Participants-A convenience sample of nurses. METHODS: A quality improvement program was conducted, which included an incivility education module and cognitive rehearsal training. The nursing incivility scale (NIS) was used to evaluate the effectiveness of the educational module. Participants completed the NIS before, immediately after, and 1 month after the program. Cognitive rehearsal training included role playing using scripted responses to uncivil behavior. RESULTS: A one-way repeated measures analysis of variance was conducted to compare total score and eight subscale scores on the NIS before, after, and 1 month after implementation of the intervention. There was a statistically significant difference for effect of total time as well as for five of the eight subscales. CONCLUSIONS: Incivility programs can provide nurses with the needed tools to identify uncivil behaviors and react in a proactive, professional manner; this promotes a safe working environment for nurses and their patients.

Abusive behaviour in Canadian and US operating rooms.

BACKGROUND: Disruptive intraoperative behaviour has detrimental effects on clinicians, institutions, and patients. Abusive behaviour is an egregious form of disruptive behaviour that has a particular risk of detrimental consequences. The prevalence of abusive behaviour in the operating room (OR) is uncertain. We therefore examined the prevalence and frequency of exposure to abusive behaviour in a cohort of Canadian and US OR clinicians. METHODS: This was a sub-study of an international survey examining disruptive behaviour in the OR. It included a cohort of clinicians from Canada and the United States who were recruited from six perioperative associations and two institutions. Clinicians were asked about their intraoperative exposure to three abusive behaviours: physical assault, verbal threats, and intimidating invasion of their personal space. From the responses, we derived the proportion of clinicians who experienced or witnessed abuse (i.e., prevalence) and the number of abusive events experienced by all respondents (i.e., frequency). RESULTS: Of the 7,465 clinicians who responded to the original international survey, 2,875 were part of this abuse sub-study (United States =1,010, Canada = 1,865). In the preceding year, 667 clinicians (23.2%; 95% confidence interval [CI], 21.6 to 24.8) personally experienced abuse, while 1,121 clinicians (39.0%; 95% CI, 37.2 to 40.8) witnessed colleagues being abused. In total, the group of respondents reported experiencing 14,237 abusive events in the preceding year. CONCLUSIONS: Both the number of clinicians who are exposed to abusive behaviour and the large number of reported events are concerning. Since these events can undermine team-work and affect patients, coworkers, and institutions, efforts are needed to further evaluate and manage the problem.

RéSUMé: CONTEXTE: Les comportements peropératoires perturbateurs ont des effets délétères tant sur les cliniciens que sur les institutions et les patients. Un comportement dit abusif est une forme flagrante de comportement perturbateur qui comporte un risque particulier de conséquences délétères. La prévalence des comportements abusifs en salle d'opération (SOP) est inconnue. Nous avons donc examiné la prévalence et la fréquence d'exposition à des comportements abusifs d'une cohorte de cliniciens de SOP canadiens et américains. MéTHODE: Il s'agit d'une sous-étude d'un sondage international examinant les comportements perturbateurs en SOP. Notre étude a inclus une cohorte de cliniciens du Canada et des États-Unis recrutés dans six associations périopératoires et deux institutions. On a interrogé les cliniciens à propos de leur exposition peropératoire à trois comportements abusifs : les agressions physiques, les menaces verbales et l'invasion intimidante de leur espace personnel. À partir de leurs réponses, nous avons dérivé la proportion de cliniciens ayant été victimes ou témoins d'abus (soit la prévalence) et le nombre d'événements abusifs subis par tous les répondants (soit la fréquence). RéSULTATS: Parmi les 7465 cliniciens ayant répondu au sondage international original, 2875 ont pris part à cette sous-étude sur les abus (États-Unis =1010, Canada = 1865). Au cours de l'année précédant le sondage, 667 cliniciens (23,2 %; intervalle de confiance [IC] 95 %, 21,6 à 24,8) ont personnellement subi des abus, alors que 1121 cliniciens (39,0 %; IC 95 %, 37,2 à 40,8) ont été témoins d'abus à l'égard de collègues. Au total, le groupe de répondants a été exposé à 14 237 événements abusifs au cours de l'année précédente. CONCLUSION: Tant le nombre de cliniciens exposés à des comportements abusifs que le nombre important d'événements rapportés sont inquiétants. Étant donné que ces événements peuvent nuire au travail d'équipe et affecter les patients, les collègues et les institutions, des efforts sont nécessaires afin d'évaluer ce problème et de le régler.

Prevalence and predictors of exposure to disruptive behaviour in the operating room.

PURPOSE: Disruptive intraoperative behaviour ranges from incivility to abuse. This behaviour can have deleterious effects on clinicians, students, institutions, and patients. Previous investigations of this behaviour used underdeveloped tools or small sampling frames. We therefore examined the prevalence and predictors of perceived exposure to disruptive behaviour in a multinational sample of operating room clinicians. METHODS: A total of 134 perioperative associations in seven countries were asked to distribute a survey examining five types of exposure to disruptive behaviour: personal, directed toward patients, directed toward colleagues, directed toward others, or undirected. To compare the average amount of exposure with each type, we used a Friedman's test with select post hoc Wilcoxon tests. A negative binomial regression model identified socio-demographic predictors of personal exposure. RESULTS: Of the 134 organizations approached, 23 (17%) complied. The total response rate was estimated to be 7.6% (7465/101,624). Almost all (97.0%; 95% confidence interval [CI], 96.6 to 97.4) of the respondents reported exposure to disruptive behaviour in the past year, with the average respondent experiencing 61 incidents per year (95% CI, 57 to 65). Groups reporting higher personal exposure included clinicians who were young, inexperienced, female, non-heterosexual, working as nurses, or working in clinics with private funding (all P < 0.05). CONCLUSION: Perceived exposure to disruptive behaviour was prevalent and frequent, with the most common behaviours involving speaking ill of clinicians and patients. These perceptions, whether accurate or not, can result in detrimental consequences. Greater efforts are required to eliminate disruptive intraoperative behaviour, with recognition that specific groups are more likely to report experiencing such behaviours.

RéSUMé: OBJECTIF: Les comportements perturbateurs en salle d'opération vont de l'incivilité à l'abus. Ce type de comportement peut avoir des effets délétères sur les cliniciens, les étudiants, les institutions et les patients. Les études précédentes de ce type de comportement se sont servies d'outils sous-développés ou de cadres d'échantillonnage restreints. Nous avons donc examiné la prévalence et les prédicteurs d'une exposition perçue à un comportement perturbateur dans un échantillon multinational de cliniciens de salle d'opération. MéTHODE: Au total, on a demandé à 134 associations périopératoires issues de sept pays de distribuer un sondage examinant cinq types d'exposition à des comportements perturbateurs : personnel, dirigé vers les patients, dirigé vers des collègues, dirigé vers les autres, ou non dirigé. Afin de comparer le nombre moyen d'expositions à chacun de ces types de comportement, nous avons utilisé un test de Friedman accompagné d'une sélection de tests de Wilcoxon réalisés post-hoc. Un modèle de régression binomiale négative a identifié les prédicteurs sociodémographiques d'exposition personnelle. RéSULTATS: Parmi les 134 organismes contactés, 23 (17 %) ont accepté de distribuer le sondage. Le taux de réponse total était estimé à 7,6 % (7465/101 624). Presque tous (97,0 %; intervalle de confiance [IC] 95 %, 96,6 à 97,4) les répondants ont rapporté avoir été exposés à des comportements perturbateurs au cours de l'année précédente, un répondant moyen subissant 61 incidents par année (IC 95 %, 57 à 65). Parmi les groupes rapportant une exposition personnelle plus élevée, les jeunes cliniciens, ceux avec peu d'expérience, les femmes, les non-hétérosexuels, le personnel infirmier ou les personnes travaillant dans des cliniques privées (tous P < 0,05) ont été identifiés. CONCLUSION: L'exposition perçue à des comportements perturbateurs était élevée et fréquente, les comportements les plus souvent rapportés étant la médisance à l'égard des cliniciens ou des patients. Ces perceptions, qu'elles soient vraies ou non, peuvent entraîner des conséquences délétères. Des efforts plus importants sont nécessaires afin d'éliminer les comportements perturbateurs en salle d'opération, en reconnaissant que certains groupes vulnérables sont plus à risque de rapporter avoir subi de tels comportements.

Do Uncivil Nursing Students Become Uncivil Nurses? A National Survey of Faculty.

BACKGROUND: Faculty frequently express anecdotal concerns that poorly behaving nursing students will go on to behave poorly as licensed nurses. Unfortunately, no empirical evidence exists to support or refute these concerns. AIM: The purpose of this study was to determine what knowledge faculty have of poorly behaving nursing students who also behaved poorly in subsequent practice. METHOD: A cross-sectional, descriptive design using online survey methods was used to gather data from a national sample of nurse educators. RESULTS: Approximately 37 percent of respondents reported having personal knowledge of a former poorly behaving student who went on to display poor behavior as a licensed provider; 71 percent reported that at least one student had graduated in the previous year whom they thought should not have graduated based on unprofessional behaviors. CONCLUSION: Study findings provide troubling evidence that at least some poorly behaving students continue to demonstrate unprofessional behavior as licensed nurses.

Gender differences in career satisfaction, moral distress, and incivility: a national, cross-sectional survey of Canadian critical care physicians.

PURPOSE: In a national cross-sectional survey, we aimed to i) characterize work profile, workload, and income, ii) evaluate work satisfaction, work-life integration, burnout, incivility, mentorship, and promotion, iii) gauge future physician resource requirements, and iv) assess for differences by gender and specialty (adult vs pediatric). METHODS: We developed, tested, and administered an electronic questionnaire. RESULTS: We analyzed 265 fully and 18 partially completed questionnaires. Respondents were predominantly men (192; 72.5%) and adult intensivists (229; 87.7%). Most intensivists (226/272; 83.1%) were somewhat satisfied or strongly satisfied with their career. Over one third of respondents felt that their daily intensive care unit (ICU) clinical work (113/270; 41.9%), yearly non-ICU clinical work (86/248; 34.7%), administrative work (101/264; 38.3%), and in-house call coverage (78/198; 39.4%) were somewhat high or very high. Nearly half (129/273; 47.3%) felt that their work schedule did not leave enough time for personal/family life. Twenty-seven percent (74/272) of respondents were experiencing at least one symptom of burnout when surveyed and 171/272 (63%) experienced burnout symptoms more than once a month. Ten percent planned to retire in the next five years and 17-20% retired each five-year interval thereafter. Compared with men, women felt that their work schedule left significantly less time for personal/family life (χ2 [4] = 11.36, P < 0.05, odds ratio [OR] = 0.55), experienced more frequent and severe burnout symptoms (F [1,120.91] = 8.04, P < 0.01, OR = 2.0; F [1,112.80] = 4.91, P < 0.05, OR = 1.9), and more incivility in their division (χ2 [1] = 13.73, P < 0.001, OR = 2.8), hospital (χ2 [1] = 8.11, P < 0.01, OR = 2.2), and university (χ2 [1] = 4.91, P < 0.05, OR = 2.3). CONCLUSIONS: Although most intensivists were satisfied with their careers, many were dissatisfied with their workload, experienced work-life integration challenges, and acknowledged burnout symptoms. Women intensivists were significantly less satisfied with their careers, experienced greater work-life integration challenges, more frequent and severe burnout symptoms, and greater incivility.

RéSUMé: OBJECTIF: Nous avons créé un sondage transversal national qui avait pour objectif de i) caractériser le profil professionnel, la charge de travail et le revenu; ii) évaluer la satisfaction professionnelle, l'intégration travail ­ vie privée, l'épuisement professionnel, l'incivilité, le mentorat et les opportunités d'avancement professionnel, iii) évaluer les besoins futurs en ressources humaines, et iv) évaluer les différences hommes/femmes et entre spécialités (population adulte vs pédiatrique). MéTHODE: Nous avons mis au point, testé et administré un questionnaire électronique. RéSULTATS: Au total, 265 questionnaires intégralement complétés et 18 questionnaires partiellement complétés nous ont été retournés pour analyse. Les répondants étaient principalement des hommes intensivistes (192; 72,5 %) spécialisés en populations adultes (229; 87,7 %). La plupart des intensivistes (226/272; 83,1 %) se considéraient plutôt satisfaits ou très satisfaits de leur carrière. Plus d'un tiers des répondants étaient d'avis que leur travail clinique quotidien à l'unité des soins intensifs (USI) (113/270; 41,9 %), leur travail clinique annuel non lié à l'USI (86/248; 34,7 %), leur travail administratif (101/264; 38,3 %) et la couverture des gardes sur place (78/198; 39,4 %) étaient plutôt élevés ou très élevés. Près de la moitié (129/273; 47,3 %) des répondants étaient d'avis que leur horaire de travail ne laissait pas suffisamment de temps pour leur vie personnelle/de famille. Vingt-sept pour cent (74/272) des répondants présentaient au moins un symptôme d'épuisement professionnel au moment du sondage et 171/272 (63 %) souffraient de symptômes d'épuisement professionnel plus d'une fois par mois. Dix pour cent planifiaient prendre leur retraite au cours des cinq prochaines années, et 17­20 % planifiaient de le faire dans le courant de chaque intervalle de cinq ans subséquent. Par rapport à leurs collègues masculins, les femmes étaient d'avis que leur horaire de travail laissait significativement moins de temps pour leur vie personnelle/de famille (χ2 [4] = 11,36, P < 0,05, rapport de cotes [RC] = 0,55), souffraient de symptômes d'épuisement professionnel plus fréquents et plus graves (F [1120,91] = 8,04, P < 0,01, RC = 2,0; F [1112,80] = 4,91, P < 0,05, RC = 1,9), et de plus d'incivilité dans leur département (χ2 [1] = 13,73, P < 0,001, RC = 2,8), leur hôpital (χ2 [1] = 8,11, P < 0,01, RC = 2,2) et dans leur université (χ2 [1] = 4,91, P < 0,05, RC = 2,3). CONCLUSION: Bien que la plupart des intensivistes s'estiment satisfaits de leur carrière, bon nombre s'avouent mécontents de leur charge de travail, des défis d'intégration travail / vie de famille et reconnaissent souffrir de symptômes d'épuisement professionnel. Les femmes intensivistes sont significativement moins satisfaites de leur carrière, font face à des défis plus importants en matière d'intégration vie professionnelle / vie privée, souffrent de symptômes d'épuisement professionnel plus fréquents et plus prononcés ainsi que d'une plus grande incivilité.

Workplace Incivility Among Nationally Certified EMS Professionals and Associations with Workforce-Reducing Factors and Organizational Culture.

BACKGROUND: Incivility, defined as negative interpersonal acts that violate workplace and social norms, has been linked to negative outcomes in healthcare settings. A minimal amount is known regarding workplace incivility among emergency medical services (EMS) professionals. Our objectives were to (1) evaluate the prevalence of incivility and factors associated with experiencing workplace incivility; (2) describe the association between incivility and workforce-reducing factors (stress, career satisfaction, turnover intentions, and workplace absences); and (3) quantify the association between incivility and the organizational culture of an EMS agency. METHODS: A random sample of 38,000 nationally-certified EMS professionals received an electronic questionnaire with an EMS-adapted Workplace Incivility Scale, the Competing Values Framework organizational culture scale, and factors that may negatively impact the EMS workforce. All completed surveys from nonmilitary EMS professionals currently providing patient care at the EMT level or higher were included in these analyses. We constructed multivariable logistic regression models (OR, 95% CI) to identify factors associated with experiencing workplace incivility and to examine the associations between experiencing incivility and workforce-reducing factors. We calculated univariable odds ratios to assess the association between organizational culture type and incivility. RESULTS: A total of 3,741 EMS professionals responded to the survey (response rate =10.3%), with 2,815 (75.2%) meeting inclusion criteria. Incivility from supervisors or coworkers was experienced at least once a week by 47.4% of respondents. Factors associated with increased odds of experiencing incivility included female sex, AEMT/paramedic certification level, increasing years of EMS experience, service types other than 9-1-1 response, and higher weekly call volumes. Exposure to regular incivility was associated with increased odds of dissatisfaction with EMS, a main EMS job or a main supervisor; moderate or higher stress levels; intent to leave one's job and EMS in the next 12 months; and 10 or more workplace absences in the past 12 months. The organizational culture type "market" was associated with the greatest odds of incivility. CONCLUSIONS: Nearly half of respondents experienced incivility once a week or more, and incivility was associated with potential workforce-reducing factors. Further research is needed to understand how organizational climate and interpersonal behaviors in the workplace affect the EMS workforce.

Workplace incivility, lateral violence and bullying among nurses. A review about their prevalence and related factors.

BACKGROUND: Negative interactions among nurses are well recognized and reported in scientific literature, even because the issues may have major consequences on professional and private lives of the victims. The aim of this paper is to detect specifically the prevalence of workplace incivility (WI), lateral violence (LV) and bullying among nurses. Furthermore, it addresses the potential related factors and their impact on the psychological and professional spheres of the victims. METHODS: A review of the literature was performed through the research of papers on three databases: Medline, CINAHL, and Embase. RESULTS: Seventy-nine original papers were included. WI has a range between 67.5% and 90.4% (if WI among peers, above 75%). LV has a prevalence ranging from 1% to 87.4%, while bullying prevalence varies between 2.4% and 81%. Physical and mental sequelae can affect up to 75% of the victims. The 10% of bullied nurses develop Post-Traumatic Stress Disorder Symptoms. Bullying is a predictive factor for burnout (ß=0.37 p<0.001) and shows a negative correlation with job efficiency (r=-0 322, p<0.01). Victims of bullying recorded absenteeism 1.5 times higher in comparison to non-victimized peers (95% CI: 1.3-1.7). 78.5% of bullied nurses with length of service lower than 5 years has resigned to move to other jobs. CONCLUSIONS: There is lack of evidence about policies and programmes to eradicate workplace incivility, lateral violence and bullying among nurses. Prevention of these matters should start from spreading information inside continue educational settings and university nursing courses.

Bad manners in the Emergency Department: Incivility among doctors.

INTRODUCTION: Negative workplace behaviour, especially negative communication is a recognised problem in many organisations and is known to have serious impact on workplace performance, productivity and personal wellbeing. Emergency Departments (ED) can be high stress environments in which communication and perceptions of respect between physicians and other staff may underlie individual functioning. We conducted a study to estimate the influence of incivility (ICV) among physicians in the ED. METHODS: We developed an online survey to assess workplace incivility in the ED. We focussed on frequency, origin, reasons and situations where ICV was reported. To measure the levels and the potential influence of ICV on psychological safety, social stress and personal wellbeing we correlated our questionnaire to standard psychological scales. Statistical analysis included Students t-test, chi squared distribution and Pearson correlation coefficient. RESULTS: We invited all seventy-seven ED physicians to participate in our survey. Among those that completed (n = 50, 65%) the survey, 9% of ED physicians reported frequent (1/week) and 38% occasional (1/month) incidents of ICV. 28% of physicians reported experiencing ICV once per quarter and 21% reported a frequency of only once per year, no physician reported ICV on a daily basis. Levels of ICV were significantly higher in interactions with specialists from outside then within the ED (p<0.01). ICV was perceived particularly during critical situations. Our findings showed a significant correlation between internal (within the ED team) ICV and psychological safety. To ED physicians internal ICV was associated with lower levels of psychological safety (p<0.01). ICV displayed from sources outside the ED team was not associated with psychological safety, but we found a significant influence of external ICV on personal irritability and reduced wellbeing (p<0.01). DISCUSSION: The incidence of incivility was high among the ED physicians. Although this was a small sample, the association between workplace ICV and psychological safety, personal irritation as well personal comfort suggests that ICV may be an important variable underlying ED team performance. These findings further underscore the need to foster a culture of respect and good communication between departments, as levels of ICV were highest with physicians from outside the ED. Future research would benefit from examining strategies to prevent and reduce ICV and identify reasons for personal variation in perception of ICV. During critical situations and in general collaboration with specialists, awareness of ICV and countermeasures are important to avoid decreased performance and negative impact on staff and patient.

Dental Student and Faculty Perceptions of Uncivil Behavior by Faculty Members in Classroom and Clinic.

Uncivil behavior by a faculty member or student can threaten a classroom environment and make it less conducive to learning. The aim of this study was to explore faculty behaviors that dental faculty and students perceive to be uncivil when exhibited in the classroom and clinic. In 2015, all faculty, administrators, and students at a single academic dental institution were invited to participate in an electronic survey that used a five-point Likert scale for respondents to indicate their agreement that 33 faculty behaviors were uncivil. Response rates were 49% for faculty and 59% for students. Significant differences were found between student and faculty responses on 22 of the 33 behavioral items. None of the three category composite scores differed significantly for students compared to faculty respondents. The category composite scores were not significantly associated with gender, ethnicity, or age for faculty or students. Overall, this study found significant differences between students and faculty about perceived uncivil faculty behaviors, though not for categories of behaviors.

Workplace Incivility as Modern Sexual Prejudice.

Although discrimination on grounds of sexual orientation is prohibited by law in many countries, negative prejudices against Lesbian and Gay (LG) people, as a stigmatized minority, might be internalized by co-workers, being a source of a modern and subtle form of discrimination. Results from 39 in-depth semi-structured interviews with LG employees show that they are victims of workplace incivility which is manifested through jokes, use of language, stereotypes, and intrusive behaviors. Such acts are barely recognizable as a form of discrimination, due to the absence of any reference to sexual orientation, and for this reason it is more difficult to act against them at an organizational level. This is the first study that demonstrates how workplace incivility toward LG employees can be an expression of a subtle form of discrimination. It shows that discrimination on grounds of sexual orientation has not disappeared; it has simply changed its manifestations. Contributions and implications of the study are discussed from a theoretical and a practical perspective.

Incivility in the Emergency Department: Implications for Nurse Leaders.

Uncivil behavior leads to low self-esteem, anxiety, sleep disturbance, recurrent nightmares, and depression. This article looks at the perception of incivility among emergency department nurses and the leadership required to implement evidence-based strategies to address this growing problem.

Faculty and Student Incivility in Undergraduate Nursing Education: An Integrative Review.

BACKGROUND: Incivility is a critical issue in undergraduate nursing education. Uncivil acts in academia are increasing and have the potential to affect future nursing practice and patient safety outcomes. METHOD: An integrative literature review was completed to describe faculty-to-student and student-to-faculty incivility in undergraduate nursing education. RESULTS: Seventeen studies were included in the review. Four themes emerged from the data: (a) Detrimental to Health and Well-Being, (b) Disruption to the Teaching-Learning Environment, (c) Stress as a Catalyst, and (d) Incivility Incites Incivility. CONCLUSION: The results support data that incivility has harmful physical and psychological effects on both faculty and students, and also disturbs the teaching-learning environment. Causes of un-civil acts have been highlighted to provide groundwork for schools of nursing to implement strategies for mitigating incivility. [J Nurs Educ. 2017;56(12):709-716.].