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The purpose of this paper is to examine the consequences of workplace violence against healthcare staff in Jordanian public hospitals.

A convenient sample included 334 physicians and nurses employed in eight different public hospitals, different departments and different working shifts were surveyed by filling the designed questionnaire.

The findings indicated workplace violence had a clear moderate impact on the respondents’ interaction with patients, performing work responsibilities, ability of making decisions, and professional career. The most frequent workplace violence consequences were damaging staff’s personality and prestige, increasing laziness and unwillingness to serve patients. Workplace violence consequences also included aggressive behavior, fear while dealing with patients, increase job insecurity, and lack of professional responsibility. In addition, demographic variables such as gender, education, job title, working shift, and income showed statistical significant differences in the attitudes of participants toward the consequences of workplace violence.

This study highlighted the necessity of healthcare policy makers and hospital administrators to establish violence free and safe working environments in order to retain qualified healthcare staff that in turn improves the health services quality.

There is a lack of research and documentation on violence in the healthcare settings in developing countries. This study is one of the first to examine the consequences of workplace violence that affect public physicians and nurses.

This chapter critically examines the dynamics that exists between workplace violence, employee well-being, and governance as experienced and perceived by employees in the Forestry context. The purpose of this research is to explore what signals the prevalence of workplace violence in the Forestry sector; to understand the consequences of workplace violence; to explore the degree to which workplace violence can be stopped; and how can employers strive for a violence “free” and healthy workplace. This chapter focuses on research into workplace violence in the Forestry sector in British Columbia, Canada.

A questionnaire survey, telephone interviews, and focus groups were used to focus on managers, union, and employees' verbal accounts of their own experiences and perceptions of workplace violence. Managers completed 367 questionnaire surveys. The union and employees from across five different organizations also completed the survey that was analyzed. Twenty semi-structured telephone interviews were conducted with each interview lasting 60–75 minutes, tape-recorded, and transcribed verbatim. Two focus groups were the one with 15 managers only and the other with 10 union representatives. Each focus group lasted 45–60 minutes, tape-recorded, and transcribed verbatim.

This research adopted an interpretivist approach, which allows a positivist and an interpretivist viewpoint that examines situations to establish the norm by using questionnaires, interviews, and focus groups. The mixed methodology is appropriate for addressing the research aims and provided insight into the lifeworld of participants, providing the opportunity for managers, union, and employees to share their personal experience of workplace violence. Using Interpretative Phenomenological Analysis (IPA) provided insight into the lifeworld of participants, providing the opportunity for employees, managers, and union representative to share their personal experience of workplace violence and its implications for governance, violence prevention, and employee well-being at work.

The data revealed that 13 key themes emerged as salient to forestry workers' perspective of workplace violence, the prevalence of violence, consequences of violence, prevention of violence, and how employers can strive toward a violent “free” and healthy workplace. These themes include Stress Management, Mental Health, Leadership Development, Trust, Employee Involvement and Engagement, Communication and Collaboration, Education and Training, Employee Violence Assistance Program, Violence Response Protocol, Respectful Workplace Culture, Job Redesign, Fear of Change, and Employee Appreciation. This research has relevance for employee well-being, leadership, governance, corporate social responsibility, and performance for practitioners and academics alike. The findings and insights from this research can be extrapolated to other organizations inBritish Columbia, Canada, and other parts of the world.

This paper aims to illuminate the issue of workplace violence (WPV) against psychiatry residents. Workplace violence is known to negatively impact physical and emotional well-being, professional development and the quality of the care that mental health professionals provide to patients. The authors discuss the prevalence of, risk factors for and consequences of WPV against psychiatry residents, as well as the need for support and resources to help residents cope with the emotional challenges of their job.

This paper is a review of the literature on WPV against psychiatry residents, and includes studies on its prevalence, associated risk factors and consequences.

Psychiatry residents face a heightened risk of WPV, including physical and verbal attacks, which can harm their mental and physical health and disrupt their continuity of care. Factors that contribute to WPV against psychiatry residents include exposure to aggressive or violent behaviors, inadequate training in WPV, understaffing, the stigmatization of mental illnesses, and discriminatory treatment. Furthermore, psychiatry residents who encounter WPV may develop negative emotions and attitudes toward their patients, which can compromise the care they provide.

The inherent heterogeneity of study designs highlighted in this review could hinder the establishment of definitive conclusions about the impact of workplace violence on psychiatry residents. A focus on studies published in English may inadvertently exclude relevant literature in other languages, potentially limiting the comprehensiveness of study findings.

This paper highlights resident physicians’ personal experiences with and perceptions of WPV encountered during residency training. In response, potential solutions are proposed to address WPV, including increased support for resident physicians, mandatory reporting of WPV incidents, and a cultural shift toward zero tolerance for WPV. In addition, the paper raises awareness of the limited research on this topic and the importance of further investigation.

The sawmill shootings in British Columbia, Canada, resulted in fatalities and grievous injuries to workers, which have put a sensational face on workplace violence in the forestry sector. Yet, for all of the attention devoted after this horrific incident, to the growth and possible consequences of workplace violence, little empirical investigation has been done regarding the extent to which this type of violence may have permeated the sawmill forestry workplace in Canada; employees' experiences of workplace violence; employees' definition of workplace violence; the specific type of violence that occurs in sawmills; and the drivers of workplace violence as experienced and perceived by managers, union, and employees in the forestry sector context in British Columbia, Canada.

This research critically explores these questions to better understand employees' experiences of workplace violence, the problems of violence and its implications for workplace stress, well-being, leadership, and corporate governance. This research contributes to the workplace violence body of knowledge as it relates to employment in the forestry sector in British Columbia, Canada.

A mixed methodological approach was adopted using 367 questionnaire survey, 20 telephone interviews, and 2 focus groups lasting 45–60 minutes (managers and employees) were used to focus on managers, union, and employees' accounts of their own experiences and perceptions of workplace violence.

The analysis of the data in this study lends support to the conclusion that workplace violence waged against workers in the forestry sector is significantly different than the violence being perpetrated in other sectors and work settings. The findings further suggest that forestry workers work environment, communities, and activity contributes meaningfully to the differences in workplace violence experienced by Sawmill employees.

Insights obtained from this research can be used to develop educational tools and resources, and new policies to foster workplace practices conducive to reducing drivers to workplace violence, towards a more respectful workplace and overall employee well-being.

Workplace violence against medical staff has become an endemic problem in the healthcare sector in Jordan. This study investigates the perceived main causes of workplace violence (medical staff, administrative, patients, patient's escorts and legislative) against physicians and nurses in public hospitals.

A self-administered questionnaire was used to collect data from a convenient random sample of 334 physicians and nurses employed in Jordanian public hospitals. Descriptive statistics and analysis of variance were used to answer questions and test hypotheses.

Findings indicated that the practice of the causes of workplace violence behaviors assessed by the participants is at a moderate level in Jordanian public hospitals with a mean value of 3.26. The causes of violence were reported as most causative to least causative: patient escort (M = 3.60), legislative (M = 3.56), patients (M = 3.40), administrative (M = 3.16) and medical staff related (M = 2.74), respectively. Analysis showed statistical differences in the participants' attitudes toward the causes of workplace violence behaviors due to their gender, job title, education level, experience and income.

This study has a significant practical contribution in providing information about the causes of workplace violence that will help health policymakers and hospital administrators to deter violence against medical staff. To reduce or eliminate the potential causes of violence, several actions can be taken, such as criminalizing violent behaviors, managing work pressure, staff shortages, developing comfortable and secure medical treatment settings, training the medical staff on aggression and stress management, and enhancing their communication skills with patients and their escorts. Findings also highlight the need for hospital management to develop protocols for reporting and dealing with workplace violence.

This is one of the first studies in the Arab context that examines the causes of workplace violence against medical staff.

The impact of workplace violence on occupational stress and well being is garnering increasing attention. Despite the fact that workplace violence has been identified as a critical organizational safety and health issue, there has been limited scholarly focus on the problem of domestic or intimate partner violence in the workplace. This paper examines intimate partner violence from both ecological and work family spillover modes of theorizing. Within this framework, we propose that the effects of intimate partner violence are reciprocal and spillover into the workplace, impacting employee and organizational well being. We conclude by discussing the implications of the integrated framework and by offering suggestions for future research in this area.

This chapter examines aggression at work perpetrated by individual insiders by bringing together streams of research that have often been examined separately. A comparison of the similarities and differences of aggression toward individuals, such as verbal abuse or physical attack, and aggression toward organizations, such as embezzlement or work slowdowns, is shown to provide important insights about the causes and consequences of workplace aggression. We propose a comprehensive model based on the integration of prior theoretical treatments and empirical findings. The model attempts to offer a framework to systematically examine psychological and organizational mechanisms underlying workplace aggression, and to explain the reasons why workplace violence policies and procedures sometimes fail. A set of research propositions is also suggested to assist in achieving this end in future research.

Work on construction sites involves individuals with diverse character, temperament,age, physical strength, culture, religion and experience level. A good number of these individuals are also alleged to involve themselves in substance and alcohol abuse due to the physically demanding nature of their work. These could promote the prevalence of violence on construction sites which could in turn affect safety on construction sites. However, there is a lack of empirical insight into the effect of violent behaviour and unsafe behaviour on construction sites. This study therefore pioneers an empirical inquiry into the relationship between violent behaviour and unsafe behaviour on construction sites.

Seventeen violent behaviours and 15 unsafe behaviours were measured on 12 construction sites among 305 respondents using a structured questionnaire. A total of 207 valid questionnaire responses were collected from site workers. Partial least square–structural equation modelling (PLS-SEM) technique was used to examine the relationship between violent behaviour and unsafe behaviour.

The results indicate that there is a significant positive relationship between violent behaviour and unsafe behaviour on construction sites.

The findings from this study provide valuable insight into a less investigated dimension of the problem of construction site safety management. A focus on attitudinal issues such as how workers relate toward others and toward self should be an important consideration in safety improvement interventions on construction sites.

The modern workplace contains many physical and interpersonal hazards to employee physical and psychological health/well-being. This chapter integrates the literatures on occupational safety (i.e., accidents and injuries) and mistreatment (physical violence and psychological abuse). A model is provided linking environmental (climate and leadership), individual differences (demographics and personality), motivation, behavior, and outcomes. It notes that some of the same variables have been linked to both safety and mistreatment, such as safety climate, mistreatment climate, conscientiousness, and emotional stability.

This study aims to explore the perception of physicians and nurses toward the prevalence of workplace bullying behaviors (verbal, physical, social, and cyber) in Jordanian public hospitals.

The study population consisted of 1,056 physicians and nurses working on the day and night shifts in four leading public hospitals in Jordan. A convenient nonprobability sample of 460 physicians and nurses was chosen randomly to answer the self-administrated questionnaire developed by the authors. Descriptive and inferential statistics were conducted using SPSS 26.0. Statistical significance was set at p < 0.05.

Participants reported that the prevalence of workplace bullying behaviors was 23% (M = 1.15). The practice of the bullying types was in descending order as follows: verbal (25%), social (24.8%), physical (21.4%), and cyber (21%). Abusers spread rumors about the victims (31%), verbally harass them for provocation (29%), physically damage their things without any reason (26%), and make fun of their posts on social media (21%). Cyberbullying was significantly and strongly associated with social bullying (0.88). Ph.D. and master's holders reported higher practice of workplace bullying behaviors than respondents who hold a diploma or a bachelor's degree. In addition, respondents who work the day shift reported higher verbal bullying than the night shift respondents.

There is a need to develop effective policies and procedures that tackle the practice of workplace bullying by educating employees about the nature of workplace bullying, its effects on individual and organizational outcomes, and how to prevent its adverse consequences.

This is one of the first comprehensive studies in the Arab context that explores workplace bullying against physicians and nurses.