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Explore and describe the triggers, preventive strategies, and sociocultural dynamics of violence in healthcare settings, focusing on the experiences and perspectives of nurses Damietta Governorate, Egypt.
A cross-sectional design.
A stratified random sampling approach was followed to ensure representation from all departments by recruiting 424 nurses from several hospitals in Egypt. Self-administered questionnaires were applied, using validated instruments such as the Hospital Safety Climate Scale, the Coping Strategies Inventory, the Maslach Burnout Inventory, the Perceived Causes of Workplace Violence Questionnaire, and the Workplace Violence Scale to collect data. Data analysis using SPSS version 26 was carried out with descriptive statistics including means and standard deviations. STROBE reporting guidelines were followed.
Nurses had a moderate level of verbal abuse (mean 3.50) and bullying/harassment (mean 3.00) and lesser incidences of physical violence (mean 2.80) and sexual harassment (mean 2.70). The most common cause was perceived as organisational factors (mean 3.80) and then environmental (mean 3.60) and sociocultural (mean 3.40). Problem-focused coping strategies, which were used mostly (mean 3.45), emotional exhaustion (mean 4.20), making the overall burnout level moderate (mean 3.83). The safety climate had positive perceptions concerning management support (mean 3.80), an area needing improvement in safety communication (mean 3.70) and staff training (mean 3.60).
The study underscores the prevalent issues of workplace violence and emotional exhaustion among nurses, highlighting the need for targeted interventions and support systems to address these challenges.
Implementing comprehensive support programs, enhancing safety protocols, and focusing on both problem-focused and emotional support strategies are essential for improving nurse well-being and reducing workplace violence. These measures will contribute to a safer working environment and better patient care outcomes.
What problem did the study address? The study explored and described the high incidence of workplace violence and its impact on nurses' emotional well-being and job satisfaction in Egyptian healthcare settings.
What were the main findings? Prevalent verbal abuse and bullying were noted in the study, with the organisational factors identified as the most important cause. High levels of emotional exhaustion and moderate burnout, coupled with positive but improvable perceptions of safety climate, were reported.
Where and on whom will the research have an impact? Impacts from the research would touch every nurse working in hospitals around the cities of Damietta Governorate in Egypt, including Damietta General Hospital, Central Hospital in Faraskour, Elzarqa General Hospital, and probably other healthcare settings in the locale. It is anticipated that the results will give way to new hospital policies and practices on improving nurse safety and job satisfaction, which could lead to enhanced overall patient care.
The STROBE checklist was followed.
No patient or public contribution.
Gender equity and workplace bias are critical factors influencing job satisfaction and career progression in healthcare. Despite global initiatives promoting equity, disparities persist within nursing, impacting organizational commitment and workforce retention.
This study investigates registered nurses' perceptions of gender equity and workplace bias and their impact on job satisfaction at King Khaled Hospital, Saudi Arabia.
A cross-sectional quantitative study design was employed, involving 246 randomly selected registered nurses. Data were collected using the gender equity in the Workplace Scale (GEWS), Workplace Gender Bias Scale (WGBS), and Job Satisfaction Survey (JSS). Descriptive statistics and Pearson correlation analyses were conducted using SPSS to assess gender differences and relationships between perceptions of equity, bias, and job satisfaction.
The study revealed moderate agreement regarding gender equity in promotions (48.8%) and compensation (52%), indicating room for improvement in implementing equality policies. Workplace bias was perceived notably in stereotyping (50.8%) and differential treatment (60%), with female nurses reporting higher levels of bias. Job satisfaction was moderate, with 60% of participants expressing overall satisfaction and only 42% satisfied with promotional opportunities. Perceptions of gender equity positively correlated with job satisfaction (r = 0.65, p < 0.001), while workplace bias was inversely correlated (r = −0.54, p < 0.001).
Persistent gender inequities and workplace biases negatively affect job satisfaction and career progression in nursing. Addressing these disparities through equitable organizational policies, diversity training, and inclusive leadership can enhance job satisfaction, improve retention, and foster a supportive work environment. These findings highlight the need for systemic reforms to promote workplace equity and well-being in healthcare organizations.
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