Cheryl Ford Painter is a good Facebook friend and a fellow advocate fighting workplace bullying. This article is extremely informative about workplace bullying in the nursing profession.
Destructive Workplace Behaviors and Turnover in Nursing by Cheryl Painter, MBA/HCM/NHCE, BSHA, PhD candidate, published in the Arizona Healthcare Executives, Spring 2009.
Destructive workplace behaviors contribute to the inability to retain nurses in the healthcare environment because of the stress associated with these behaviors. Briles (2003) defined the problem of destructive workplace behavior as “working manners, habits, and styles that can directly and negatively affect the bottom line of a unit, department, and the entire organization” (Red Ink Behavior section 2).
These destructive workplace behaviors cause targeted employees to experience serious physical and psychological damage (Rowe & Sherlock, 2005), resulting in negative aspects of the EVLN model, which consists of exit – leaving employment, voice – verbal threats of retaliation, loyalty – entrapment by the organization, and neglect – willful negligence to work duties. The resulting organizational decline costs the healthcare organization both time in retraining new employees and money to mitigate the effects of EVLN.
Considering the nursing shortage and the increasing demand for healthcare services, strategies need implemented to improve satisfaction, increase motivation, augment productivity, and improve retention to ensure safe and quality healthcare. The cause and mitigation of these destructive behaviors are illustrated by presenting a background of various aspects of cultural liability in the current nurse environment and are validated by examining three studies that address lateral/horizontal hostility as well as the supervisor or management’s roles in recognizing and addressing abuse.
Read More: Bullying and Nurses.