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An exploration of the prevalence of bullying within an Irish Maternity hospital setting

An exploration of the prevalence of bullying within an Irish Maternity hospital setting. University of Limerick. Ms Maria Gibbons RGN RM MA Health Ed/Prom, HPH Co-ordinator, Regional Maternity Hospital, Mid-Western area

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An exploration of the prevalence of bullying within an Irish Maternity hospital setting

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  1. An exploration of the prevalence of bullying within an Irish Maternity hospital setting University of Limerick Ms Maria Gibbons RGN RM MA Health Ed/Prom, HPH Co-ordinator, Regional Maternity Hospital, Mid-Western area Ms Patricia Mannix-McNamara, B.Rel Sc & English, Grad Dip Womens Studies, MA, Course Director,Postgrad Dip/MA Health Ed University of Limerick

  2. Currently in Ireland • 7% of population bullied within last six months ( 2004 TCD study) • Believed to be 10% or more… • We hear more about bullying now… • Question is whether it is that more people are experiencing it or is it that people are more knowledgeable and are reporting?

  3. What constitutes bullying? • “Someone persistently, over a period of time, perceives himself (or herself) to be on the receiving end of negative actions from one or several others, in a situation where the one on the receiving end has difficulties defending against these actions” (Einarsen 2000). • This definition encompasses themes such as frequency, number(s) of perpetrators and issues of power and perception

  4. Bullying is learned behaviour • (Mannix McNamara 2001) • Overt bullying; name calling, physical aggression, unrealistic tasks, over workloading…Covert bullying; isolation, exclusion, negative communication, whispering, rumour...

  5. Aim of this study • To explore the experiences of bullying among staff in a Maternity Hospital setting • Document prevalence of bullying • Explore relevance of grade to either experiencing or engaging in bullying behaviour • Explore the link between gender, age and employment status as variables in a bullying dynamic

  6. Methodology for this study • The Methodology of the study was quantitative in nature • Einersen’s Negative Acts Questionnaire (NAQ) was utilized (Permissions granted). • Questionnaires were sent to all staff (N=300) • Response rate was 43% • Analysis of the questionnaire was conducted using the Statistical Package for Social Sciences (SPSS)

  7. Bullying Prevalence

  8. Significant Findings • Bullying exists and has existed among all grades of staff with the exception of consultants. • Reported prevalence of Bullying has reduced in last five years • Increased prevalence of bullying in 20-30 age group and 46-55 age group • No men have experienced bullying in last six months • 30% men surveyed have observed bullying in the last six months • 60% women have observed bullying in the last six months

  9. Additional unsolicited comments • Senior management do not acknowledge staff, don’t say good morning, thank you, well done. • I have experienced bullying in the last six months, almost daily depending on who is on. • I addressed it (bullying incident) with the bully

  10. Conclusions • Recently (past six months) bullying seems to have ceased for portering staff. • Significant numbers of respondents witnessed bullying in the workplace (witnessing bullying has been found to impact negatively on job satisfaction and the health of bystanders (see Mannix-McNmara 2001) • Clearly in the last five years incidence of bullying within the organisation has significantly decreased

  11. Recommendations • As the study was quantitative in nature, a more in-depth qualitative exploration of the experiences of those bullied in the workplace, and particularly what factors they understood to be the causeof this would be beneficial • Implementation of a workplace bullying policy • In the study some respondents did not perceive themselves as experiencing bullying, however they were experiencing behaviours that were impacting on their quality of work life ( such as lack of control over tasks, deadlines, workload). A study examining quality of work life and work culture would be of great benefit to continuing the commitment of this setting as a health promoting hospital.

  12. Go raibh maith agaibh

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