Workplace bullying may lead to vicious cycle of misconduct

New research led by the University of East Anglia (UEA) reveals that frequently being the target of workplace aggression can have a negative impact on the victim’s health and also cause them to behave badly towards others.

Workplace aggression is a significant issue particularly in the healthcare sector, where nurses can be bullied by colleagues and by patients and their relatives through ‘third-party’ aggression.

While previous studies have looked at workplace aggression in relation to the health-related consequences for victims, little research has been done on the possible negative impact it may have on the behaviour of victims at work.

The study was led by Dr. Roberta Fida from UEA, working with colleagues from Coventry University, and universities in Italy and the US.

The findings of this study suggest that the experience of anger and fear associated with workplace bullying could lead some nurses to translate the emotions that are triggered into misconduct, possibly disregarding professional and ethical codes.

Published in the journal Frontiers in Psychology, the study involved 855 nurses, who were asked about their experiences of aggression, negative emotions and health symptoms.

The participants were also asked how often they engaged in a range of counterproductive work behaviours, from insulting a colleague and stealing from an employer to clinical misbehaviour related to restraining patients and modifying prescriptions without consulting doctors.

The results of the study have implications for designing programmes aimed at increasing employees’ well-being, the quality of the interactions with patients and staff, and the quality of care.

“Our findings provide further evidence that being a target of aggression represents a frustrating situation in which victims experience anger that may prompt a ‘hot’ and impulsive aggressive response, with likely impact on the quality of care provided to patients ,” Dr Fida, a lecturer in organisational behaviour at UEA’s Norwich Business School, said.

“Little research has been conducted in the healthcare sector on this type of behaviour, despite the potential importance of the issue in this setting. There are consequences, not only for the direct victim but also for the entire organizational system, in which it is possible to envision the trigger of vicious circles leading to broader and more diffuse forms of workplace aggression.”

The study is the first to examine the specific role of frequent mistreatments at work in triggering misconduct and the emotions of anger, fear, and sadness separately. Researchers studied these emotions because they are those most regularly experienced by targets of aggression, but are different in terms of mechanisms, consequences, and strategies for managing them.

Researchers also investigated the role of moral disengagement, namely a set of cognitive mechanisms that temporarily silence people’s moral standards, allowing them to freely engage in conduct they would generally consider wrong.

“This research provides the first evidence of fear being an important discrete emotion associated with misconduct through moral disengagement. Since individuals experiencing fear are more alert and attentive to picking up potential external threats and tend to perceive the environment as highly dangerous and threatening, they are more likely to engage in any form of behaviour, including aggression, which may potentially help them to defend themselves and comply with their need for protection,”Dr Fida said.

The results of this study show that sadness is not associated with engaging in misconduct but is exclusively associated with health symptoms. Fear and anger are also linked to health symptoms, with the researchers concluding that being a victim of workplace aggression is associated with a range of health symptoms affecting nurses’ well-being and their behaviour at work.

According to the authors, training should focus on emotions and in particular on the specificity of the emotional experience. For example, training should help employees to gain awareness about the different possible emotional responses associated with the experience of aggression at work that may potentially lead to different dysfunctional paths for themselves and others.

In relation to the relevance of moral disengagement, researchers suggested that employees design and implement interventions with the aim of promoting an ethical culture and provide examples of strategies that employees can use to deal with threatening and hostile interactions.

The post Workplace bullying may lead to vicious cycle of misconduct appeared first on OHS News.

OHS News

Written by

No Comments Yet.

Leave a Reply