الفهرس 
REVIEW OF LITERATUREOnly 14 pages are availabe for public view
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Abstract
T
he health sector is at major risk of workplace violence (WPV). It includes not only acts of physical violence, but also verbal, emotional, psychological, harassment, sexual, intimidation or disruptive behavior. Violent incidents result in work dissatisfaction, burnout, anxiety, depression, and impaired work productivity. Nurses who are working in University Hospitals are exposed to different types of WPV. Hospitals should enhance programs for training and incident reports. Nurse managers play an important role in managing WPV.
The study aim was assessing nurse managers’ role in managing workplace violence against staff nurses through: determining types of workplace violence as perceived by staff nurses and nurse managers, determining factors contributing to workplace violence as perceived by staff nurses and nurse managers, and assessing of nurse managers’ role in managing workplace violence as perceived by themselves and staff nurses.
It was conducted in two hospitals Sers Ellyan Centeral Hospital which affiliated to Ministry of Health and to El-Menoufia University Emergency Hospital which affiliated to Menoufia University using a descriptive comparative study. The study included a group of 63 nurse managers and another group of 115 staff nurses. Data collection was done using three questionnaires for workplace violence types and factors, and nurse managers’ role to manage workplace violence. The tools were validated by a panel of experts in nursing and pilot-tested on 7 nurse managers and 12 staff nurses.
The study results were as follows.
Nurse managers in the two hospitals had similar socio-demographic characteristics, mostly females, in the age group 30-<40 years, having a bachelor degree, with 10 to 20 years of experience.
Significantly high percent of staff nurses in University Hospital were in younger age group, with bachelor degree, less years of job and married.
Majority of nurse managers in University Hospital were exposed to physical violence (p=0.001), and high percent of staff nurses were exposed to sexual violence (p=0.001).
Majority of nurse managers in Sers-Ellayan Hospital agreed upon nurse manager inefficiency in organizing work (p=0.008), workplace arrangement (p=0.002), and social factors (p=0.03) as factors contributing to workplace violence.
Exposure to physical workplace was significantly higher in University Hospital.
The percentages of nurses exposed to sexual workplace violence were higher among those in the younger age groups.
Total agreement upon the contributing factors exposure to workplace violence was significantly higher among the younger age groups, with bachelor degree, and less years of experience.
Nurses’ qualification had significant weak positive correlations with the scores of sexual violence and with nurses’ agreement upon the contributing factors and nurse manager’s role.
In multivariate analysis:
o The number of children was a significant independent negative predictor of nurses’ score of exposure to psychological workplace violence.
o The score of agreement upon contributing factors was the only significant independent positive predictor of exposure to sexual workplace violence.
o Working in Sers-Ellayan Hospital and the years of experience were negative predictors of exposure to workplace violence.
In conclusion, workplace violence is highly prevalent among nurse managers and staff nurses in the study settings, particularly is the University Hospital. Workload and nurse manager inefficiency in organizing work are main contributing factors, in addition to nurses’ personal characteristics.
The study recommends more efforts by nurse managers in the management of nurses’ exposure to workplace violence thorough and regular periodic assessment of the work environment, solving the problem of high workload, and training programs of staff nurses in dealing with aggressive patients and/or their relatives. These should be particularly targeted to high-risk nurses such as the younger age, and inexperienced. The hospital administration should provide all resources for a safe workplace. Further research is suggested to examine the effectiveness of training interventions on the rates of nurses’ exposure to workplace violence.