Nurses' Experience With Type II Workplace Violence and Underreporting During the COVID-19 Pandemic.

Background: Type II (customer-on-worker) workplace violence (WPV) against nurses and its underreporting are ongoing safety and health challenges in health care. The COVID-19 pandemic has strained patients and nurses and, in turn, may have increased WPV. The purpose of this cross-sectional study was to describe and compare a sample of nurses' reported prevalence of Type II WPV and their reporting of these events during the pandemic.

Understanding Reporting of Type II Workplace Violence Among Home Health Care Nurses.

: Home health care nurses (HHNs) work alone in patients' homes. They experience high rates of Type II (client/patient-on-worker) workplace violence (WPV); however, little is known about the extent and factors of their reporting. : A convenience sample of employees aged 18 years and older and working as an HHN or management staff were recruited from a U.

Prevalence of type II workplace violence among home healthcare workers: A meta-analysis.

Background: Home healthcare workers (HHWs) provide medical and nonmedical services to home-bound patients. They are at great risk of experiencing violence perpetrated by patients (type II violence). Establishing the reliable prevalence of such violence and identifying vulnerable subgroups are essential in enhancing HHWs' safety.

Understanding the Impact of Bullying in a Unionized U.S. Public Sector Workforce.

Workplace Bullying (WPB) can have a tremendous, negative impact on the victims and the organization as a whole. The purpose of this study was to examine individual and organizational impact associated with exposure to bullying in a large U.S.

Comparative psychometric review of the Negative Acts Questionnaire-Revised in a unionized U.S. public sector workforce.

Background: Workplace violence is a global problem that includes actions collectively defined as bullying as perpetrated by a work colleague.

Purpose: Two distinct studies were conducted to assess the feasibility of using an abridged 6-item scale within the 21- item Negative Acts Questionnaire-Revised (NAQ-R) designed to assess workplace bullying.

Methods: The pilot study was a psychometric review of the 21-item NAQ-R, and the main study was conducted to determine the reliability and the validity of using a 6-item version.

Slips, Trips, and Falls Among Home Care Aides: A Mixed-Methods Study.

Objective: To address the gap of knowledge about slips, trips, and falls (STFs) among home care aides (HCAs) who work in clients' homes.

Methods: This mixed method study used survey and focus group data of HCAs in a Medicaid-funded homecare program.

Results: STFs were common with over 12% of HCAs reporting occurrence in the previous 12 months, of whom 58% fell to the ground.

In Search of Effective Solutions to Curb Workplace Violence.

Investigators have applied epidemiological principles to the study of workplace violence, producing results that offer intriguing information to hospitals struggling for a way forward on this issue. In a randomized, to hospitals struggling for a wary forward on this issue. In a randomized, controlled trial, the researchers found that a one-time, unit-based intervention can reduce the incidence of violent events, and that the approach offers some lasting effect over time.

Language Barrier as a Risk Factor for Injuries From Patient Violence Among Direct Care Workers in Home Settings: Findings From a U.S. National Sample.

This study explored potential risk factors for injuries from patient violence among direct care workers in U.S. homes (DCWHs).

Exploring the Factor Structure of the Job Demands-Resources Measure With Patient Violence on Direct Care Workers in the Home Setting.

Background And Purpose: Workplace violence research in health care settings using the Job Demands-Resources (JD-R) framework is hindered by the lack of comprehensive examination of the factor structure of the JD-R measure when it includes patient violence. Is patient violence a component of job demands or its own factor as an occupational outcome?

Method: Exploratory factor analysis and confirmatory factor analysis were conducted using a sample of direct care workers in the home setting (n = 961).

Results: The overall 2-construct JD-R structure persisted.

Workplace Violence Training Programs for Health Care Workers: An Analysis of Program Elements.

Commercial workplace violence (WPV) prevention training programs differ in their approach to violence prevention and the content they present. This study reviews 12 such programs using criteria developed from training topics in the Occupational Safety and Health Administration's (OSHA) Guidelines for Preventing Workplace Violence for Healthcare and Social Service Workers and a review of the WPV literature. None of the training programs addressed all the review criteria.

Exploring Social Justice in Mixed/Divided Cities: From Local to Global Learning.

Background: University of Haifa and the University of Maryland, Baltimore faculty developed a parallel binational, interprofessional American-Israeli course which explores social justice in the context of increasing urban, local, and global inequities.

Objectives: This article describes the course's innovative approach to critically examine how social justice is framed in mixed/divided cities from different professional perspectives (social work, health, law). Participatory methods such as photo-voice, experiential learning, and theatre of the oppressed provide students with a shared language and multiple media to express and problematize their own and others' understanding of social (in)justice and to imagine social change.

Latent classes of caregiver relationships with patients: Workplace violence implications.

The bonds and relationships that direct care workers in the home setting (DCWHs) develop with their elderly or disabled home care patients may put them at risk for patient violence. This study used a data-driven approach, latent class analysis, to identify distinct underlying patterns of DCWH-patient relationships and then assessed how DCWH-patient class membership was associated with patient violence. This study analyzed survey data obtained from 964 DCWHs working in two not-for-profit home care agencies.

Client history and violence on direct care workers in the home care setting.

Background: Health care workers providing home care are frequently unaware of their client's history of violence or mental illness/substance abuse disorder, recognized risk factors for workplace violence. This study estimated the associations between these factors and experiencing client violence among direct care workers in the home settings (DCWHs).

Methods: Acts and threats of violence were estimated using data from an anonymous survey among DCWHs (n = 876) working at two large home care agencies.

The Prevalence of Coworker Conflict Including Bullying in a Unionized U.S. Public Sector Workforce.

Workplace violence is an enormous problem worldwide; incidents where the perpetrator is a current or former employee are an important dimension. This large cross-sectional survey examined the prevalence of this problem among a U.S.

Reducing occupational risk for blood and body fluid exposure among home care aides: an intervention effectiveness study.

The purpose of this quasi-experimental pretest/posttest research study was to examine the effectiveness of an intervention designed through a participatory process to reduce blood and body fluid exposure among home care aides. Employer A, the intervention site, was a large agency with approximately 1,200 unionized home care aides. Employer B, the comparison group, was a medium-sized agency with approximately 200 home care aides.

Work schedule and client characteristics associated with workplace violence experience among nurses and midwives in sub-Saharan Africa.

Violence against health care workers perpetrated by clients and/or their friends and family (Type II) is a growing problem that can severely impact health care delivery. We examined the prevalence of Type II workplace violence among nurses and midwives in sub-Saharan Africa and its association with work status, schedule, and client characteristics. Nurses and midwives (n = 712) completed an anonymous survey while attending nursing meetings.

Workplace violence prevention: improving front-line health-care worker and patient safety.

There is perhaps no workplace hazard for which front-line health-care workers and patient safety are more closely linked than workplace violence. When workplace violence occurs, there are direct and indirect consequences for both staff and patients, including compromised patient care. The purpose of this article is to review risk factors for and interventions to reduce front-line health-care worker risk of injury, as well as overall strategies to improve worker and patient safety through comprehensive and participatory workplace violence-prevention programs.

A framework for translating workplace violence intervention research into evidence-based programs.

Workplace violence, a dangerous and complex occupational hazard in the modern health care work environment, presents challenges for nurses, other health care employees, management, labor unions, and regulators. Violence from patients, visitors, and coworkers is often tolerated and explained as part of the job in the fast-paced, stressful health care delivery workplace. Addressing violence in health care requires very purposeful organizational processes conducted by very specific organizational structures.

The Worksite Heart Health Improvement Project (WHHIP): feasibility and efficacy.

Objective: Test the feasibility and efficacy of the Worksite Heart Health Improvement Project (WHHIP).

Design: The WHHIP was a quasi-experimental 6-month pilot performed in 2 long-term care facilities.

Sample: Thirty-nine female minority nursing assistants participated in this study with a mean age of 42.

Reliability and validity assessment of the job attitude scale.

Job satisfaction among nursing assistants (NAs) is associated with NA retention, resident satisfaction, and residents' quality of care. The purpose of this study was to provide psychometric support for a measure of job satisfaction, the Job Attitude Scale (JAS), used with NAs that work in long-term care facilities. We performed a secondary data analysis and used traditional test theory and Rasch analysis to assess the reliability and validity of the JAS.

Safety climate and workplace violence prevention in state-run residential addiction treatment centers.

Objective: To examine the association between violence prevention safety climate measures and self reported violence toward staff in state-run residential addiction treatment centers.

Methods: In mid-2006, 409 staff from an Eastern United States state agency that oversees a system of thirteen residential addiction treatment centers (ATCs) completed a self-administered survey as part of a comprehensive risk assessment. The survey was undertaken to identify and measure facility-level risk factors for violence, including staff perceptions of the quality of existing US Occupational Safety and Health Administration (OSHA) program elements, and ultimately to guide violence prevention programming.

Implementation and evaluation of interventions for home care aides on blood and body fluid exposure in large-group settings.

Participatory research conducted with academic, union and management cooperation resulted in the development, implementation, and process evaluation of interventions designed to reduce occupational blood and body fluid exposure among home care aides. Home care aides working for a large urban home care agency took part in the design and implementation of an interactive participatory training program conducted in large-group settings, and the development and evaluation of two training tools: an information card for home care aides and a sharps safety magnet for their clients. A process evaluation conducted immediately following the interactive training program found that 72 percent of the home care aides preferred it to lecture-style trainings typically offered, while only 9 percent preferred typical trainings.