Lateral Violence Research

[SnowShoeRN]

Hi guys.

Today I'm pretty excited because I've volunteered to be part of a study funded by the NIH on assorted kinds of violence (literal and lateral) in hospitals: nurse to nurse, doctor to nurse, patient to nurse, other staff member to staff member etc.

I'm a little concerned though because while I won't be identifying any of the places at which I've worked, or discussing my current place of employment I'm worried that my being part of the study (which may involve audio or visual interviews) might negatively affect me.

That is to say, what if my current co-workers or employer see me and think I'm talking about them?

Advice? Should I talk to my manager as a head's up? Should I bow out of the project all together?

I'd like to be involved as its an issue that's quite near and dear to my heart, but I also don't want to have a case of backlash from something that looks like whistle blowing, but isn't.

Or am I over-thinking this?

[netglow, ASN, RN]

Hey Snow, I say do it. As you are part of the study, you should not tell anyone at all. Really, you would "taint" yourself. IF you are worried, talk to the NIH about your worries about being videotaped.

I did a research paper on the very same. I also rec'd what I would put in place to "deal" with these bullies. It involves mandatory initial all employee training, then contract signing (corporate pays for this, it is extensive and there are in addition, monthly "hash it out - skills practice" groups that are voluntary if you feel you need). Violators are required to go into comprehensive individual behavioral therapy paid fully by the employee (deducted from paycheck), and done immediately by the employee on his/her own time -or- be fired. After all you are now a problem. If you bully a second time, you are fired (do not pass go) with a "do not re-hire" on your permanent record. We'll cut the line on you for good.

I am an eye for an eye kind of gal if you push me too far

[Whispera, MSN, RN]

I don't see how it would be possible for the news to not get back to your boss or to prevent co-workers from talking about it (and you in it) among themselves. Also, it would seem you would have to have the permission of the hospital's (if it's a hospital where you're going to do it) institutional review board, in order to do the research there at all.

I think it's a very exciting concept that needs lots of research done on it. I'd love to read about it when you're done.

[thinkertdm]

Chances are that it was reviewed by an IRB, probably both at the NIH as well as whatever hospital is doing it. Extremely strict guidelines were probably described (and implemented) to ensure the confidentiality of all participants.

Do NOT talk to your employer about it- there is no need to. At all. It's not of their business. There is no way they will find out. (Of course, there are bizarre circumstances, but nothing that really applies in real life).

I would encourage you to do it. You can drop out any time you want. The contributions you make will benefit people all over the country.

[BrookeeLou_RN]

I'd do it and not discuss with anyone not in the study.. I think you are overthinking the rest of it.. Go with it and see what happens. then deal with it if it comes up. Most studies require confidentiality anyhow.

Cool experience.

[SnowShoeRN]

Hey thanks everyone! :) I think the chances are pretty good that I'll be videotaped, but that's okay. I can certainly talk about my impressions, thoughts, and experiences without naming names and pointing fingers.

I can't wait until the study is finished! I've been told that not only will the results be used for research purposes, but those involved are also essentially making a web-course to be used for CE credits. Very cool.

[SnowShoeRN]

Oh, FYI. I think they might still be looking for participants. I know the woman who I spoke with today mentioned specifically "minorities and people of other ethnicities." If anyone wants to be involved and is willing to be videotaped (or knows someone who is), PM me and I can try to get you the info/email address/whatever.

[NPvampire, MSN, RN, APRN]

onaclearday, I LOVE your plan! This type of "action" for the bully would have stopped 5 people from quitting my ex-employer last spring...some of whom had been there decades. I wish I could move one of my current coworkers right into that counselling class! Get 'em where it hurts...the wallet!!! (Again...3 people have quit since Christmas at this job *sigh*).

I did a paper on this in graduate school, more of a review of the literature, but one component to squash bullying and violence in the environment is strong management. Management that coddles, hides, goes along with, or fosters bullying often coexists with the bully. Now, I know management can't "make" the nurse be polite or nice. But they can stop bullying ACTIONS such as (and I have seen all of these):

stealing time or overtime, stealing shifts, demoting or punishing the CNAs, etc

stealing responsibilities of charge/mgr nurse, such as taking their place in meetings or committees

stealing/hiding charts so that work cannot be completed on time

planting stolen drugs on coworkers (yes, this happens!!!!)

not caring for dangerous or critically-ill patients--ignoring them so that coworkers have to do the job or watch them die/hurt-self

If these things are going on the manager should document and FIRE with no REHIRE! Too many times the manager just protects the bully or hides like an ostrich and refers the mess to HR--who doesn't know what in the world is going on.

[bratandtoadsmom]

How wonderful for you to participate in an opportunity such as this!! I am writing my capstone on lateral violence, and if you have any tips, pointers, or can point me in the direction of some good existing research, I would really appreciate it!!!

Please keep us updated on the progress of the study. This is a huge problem that people in general and especially management refuse to acknowledge. Can't wait to hear all about it!!