2.50
Hdl Handle:
http://hdl.handle.net/10755/253920
Category:
Abstract
Type:
Presentation
Title:
Staff Nurse Perspective of Workplace Incivility
Author(s):
Lewis, Patricia S.; Malecha, Ann
Lead Author STTI Affiliation:
Beta Beta
Author Details:
Patricia S. Lewis, PhD, RN, NEA-BC, pslewis@tmhs.org; Ann Malecha, PhD, RN
Abstract:

Poster presented on Friday, September 21, 2012, Thursday, September 20, 2012

Workplace incivility is defined as "low-intensity deviant behavior with ambiguous intent to harm the target, in violation of workplace norms for mutual respect." (Andersson & Pearson, 1999, p. 452). The aim of the study was to determine relationships and predictors of individual and organizational factors influencing workplace incivility as well as its impact on productivity and costs.

This non-experimental study of over 600 staff nurses in Texas was conducted in 2009. This study is based on the Conceptual Model of Workplace Incivility (Pearson & Porath, 2005). IRB approval was obtained. The instruments were: Nursing Incivility Scale (Guidroz, 2010) and the Work Limitations Questionnaire (1998) and a demographic component.

 Description of the sample: mean age 46.38; gender female 92%; Race/ethnicity: Caucasian 71%; Filipino 10.6%; African American 8%; Hispanic 4.7%; Asian Indian 3.7%; BS/BSN 48%; Years of Experience: <2 years 6.4%; 2-5 years 7.8%; >6 years 86%; type of unit: OR 30%, Med/Surg 16%, ICU 15%, ED 7%; Experience with workplace incivility in the last year 85% (n = 553). Previous experience with workplace incivility was associated with higher incivility scores (p <0.001). Managers who handle workplace incivility predicted less incivility on the unit (p< 0.001). There was a negative relationship between staff nurses' perception of their Manager's ability to handle workplace incivility in all subscales (general environment, nurse, supervisor, and physician) except patient/visitor. The OR setting had the greater workplace incivility than the ICU and Med/Surg (p < 0.001). There was a relationship between workplace incivility and productivity (except physical subscale). The more incivility, the less productivity the staff nurse perceived. The loss of productivity was calculated at $11,581/nurse/year. Nurses working in healthy work environments (Magnet & Pathway to Excellence) experienced less incivility than the standard work environment in all subscales (p < 0.001) except the patient/visitor subscale.

Keywords:
workplace incivility; productivity; Nursing Incivility Scale
Repository Posting Date:
29-Nov-2012
Date of Publication:
29-Nov-2012
Conference Date:
2012
Conference Name:
Leadership Forum 2012
Conference Host:
Sigma Theta Tau International, the Honor Society of Nursing
Conference Location:
Indianapolis, Indiana, USA
Description:
Leadership Forum 2012 Theme: Nursing Leadership: Impact at Every Level. Held at the Hyatt Regency Indianapolis

Full metadata record

DC FieldValue Language
dc.language.isoen_USen_GB
dc.type.categoryAbstracten_GB
dc.typePresentationen_GB
dc.titleStaff Nurse Perspective of Workplace Incivilityen_GB
dc.contributor.authorLewis, Patricia S.en_GB
dc.contributor.authorMalecha, Annen_GB
dc.contributor.departmentBeta Betaen_GB
dc.author.detailsPatricia S. Lewis, PhD, RN, NEA-BC, pslewis@tmhs.org; Ann Malecha, PhD, RNen_GB
dc.identifier.urihttp://hdl.handle.net/10755/253920-
dc.description.abstract<p>Poster presented on Friday, September 21, 2012, Thursday, September 20, 2012</p> Workplace incivility is defined as "low-intensity deviant behavior with ambiguous intent to harm the target, in violation of workplace norms for mutual respect." (Andersson &amp; Pearson, 1999, p. 452). The aim of the study was to determine relationships and predictors of individual and organizational factors influencing workplace incivility as well as its impact on productivity and costs. <p>This non-experimental study of over 600 staff nurses in Texas was conducted in 2009. This study is based on the Conceptual Model of Workplace Incivility (Pearson &amp; Porath, 2005). IRB approval was obtained. The instruments were: Nursing Incivility Scale (Guidroz, 2010) and the Work Limitations Questionnaire (1998) and a demographic component. <p>&nbsp;Description of the sample: mean age 46.38; gender female 92%; Race/ethnicity: Caucasian 71%; Filipino 10.6%; African American 8%; Hispanic 4.7%; Asian Indian 3.7%; BS/BSN 48%; Years of Experience: &lt;2 years 6.4%; 2-5 years 7.8%; &gt;6 years 86%; type of unit: OR 30%, Med/Surg 16%, ICU 15%, ED 7%; Experience with workplace incivility in the last year 85% (n = 553). Previous experience with workplace incivility was associated with higher incivility scores (p &lt;0.001). Managers who handle workplace incivility predicted less incivility on the unit (p&lt; 0.001). There was a negative relationship between staff nurses' perception of their Manager's ability to handle workplace incivility in all subscales (general environment, nurse, supervisor, and physician) except patient/visitor. The OR setting had the greater workplace incivility than the ICU and Med/Surg (p &lt; 0.001). There was a relationship between workplace incivility and productivity (except physical subscale). The more incivility, the less productivity the staff nurse perceived. The loss of productivity was calculated at $11,581/nurse/year. Nurses working in healthy work environments (Magnet &amp; Pathway to Excellence) experienced less incivility than the standard work environment in all subscales&nbsp;(p &lt; 0.001) except the patient/visitor subscale.en_GB
dc.subjectworkplace incivilityen_GB
dc.subjectproductivityen_GB
dc.subjectNursing Incivility Scaleen_GB
dc.date.available2012-11-29T13:39:39Z-
dc.date.issued2012-11-29-
dc.date.accessioned2012-11-29T13:39:39Z-
dc.conference.date2012en_GB
dc.conference.nameLeadership Forum 2012en_GB
dc.conference.hostSigma Theta Tau International, the Honor Society of Nursingen_GB
dc.conference.locationIndianapolis, Indiana, USAen_GB
dc.descriptionLeadership Forum 2012 Theme: Nursing Leadership: Impact at Every Level. Held at the Hyatt Regency Indianapolisen_GB
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