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Learning Objective 1: Describe the individual (years of experience, experience with incivility) and organizational factors (productivity, costs, role of Manager, type of unit) that contribute to workplace incivility.
Learning Objective 2: Evaluate the influence of workplace incivility on healthy work environment (Magnet, Pathway to Excellence, or Beacon Units) and the traditional work environment.
Workplace Incivility is “low-intensity deviant behavior with ambiguous intent to harm the target, in violation of workplace norms for mutual respect.” (Andersson & Pearson, 1999, p. 452). Healthy work environments are linked to patient safety and positive outcomes.
Purpose/Aims
The aims of the study were to determine relationships and predictors of individual and organizational factors influencing workplace incivility as well as its impact on productivity and costs.
Methods
This non-experimental study of 659 staff nurses was conducted in 2009. This study is based on the Conceptual Model of Workplace Incivility (Pearson et al., 2005). IRB approval was obtained. The instruments were: Nursing Incivility Scale (Guidroz, 2007), Work Limitation Questionnaire (1998), and a demographic component.
Results
Experience with workplace incivility in the last year 85% (n = 553).
- Previous experience with workplace incivility was associated with higher incivility scores (p < 0.001).
- Managers who handle workplace incivility predicted less incivility on the unit (p < 0.001). There was a negative relationship between the staff nurses' perception of their Manager's ability to handle workplace incivility in all subscales except patient/visitor.
- The OR setting had greater workplace incivility than the ICU and Med/Surg (p<0.001).
- Staff nurses working in healthy work environments, defined as Magnet, Pathway to Excellence and/or Beacon Unit recognition, reported lower WPI scores compared to nurses working in the standard work environment (p < 0.01).
- There was a negative relationship between workplace incivility and productivity. Lost productivity was calculated at $11,581/nurse/year.
Conclusions
Hospitals can not afford the people and financial impact of workplace incivility. The influence on nurses and patient safety can not be discounted. Further research is needed. Civility matters!
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