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Learning Objective 1: 1. The learner will be able to describe the sources of workplace incivility including the impact on the staff nurse.
Learning Objective 2: 2. The learner will be able to analyze the results of a workplace incivility study in respect to healthy work environment versus the standard work environment, type of unit, years of experience, productivity, and cost of incivility.
This non-experimental study of over 600 staff nurses in Texas was conducted in 2009. This study is based on the Conceptual Model of Workplace Incivility (Pearson & Porath, 2005). IRB approval was obtained. The instruments were: Nursing Incivility Scale (Guidroz, 2010) and the Work Limitations Questionnaire (1998) and a demographic component.
Description of the sample: mean age 46.38; gender female 92%; Race/ethnicity: Caucasian 71%; Filipino 10.6%; African American 8%; Hispanic 4.7%; Asian Indian 3.7%; BS/BSN 48%; Years of Experience: <2 years 6.4%; 2-5 years 7.8%; >6 years 86%; type of unit: OR 30%, Med/Surg 16%, ICU 15%, ED 7%; 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 staff nurses' perception of their Manager's ability to handle workplace incivility in all subscales (general environment, nurse, supervisor, and physician) except patient/visitor. The OR setting had the greater workplace incivility than the ICU and Med/Surg (p < 0.001). There was a relationship between workplace incivility and productivity (except physical subscale). The more incivility, the less productivity the staff nurse perceived. The loss of productivity was calculated at $11,581/nurse/year. Nurses working in healthy work environments (Magnet & Pathway to Excellence) experienced less incivility than the standard work environment in all subscales (p < 0.001) except the patient/visitor subscale.