Article 1(Keller et al., 2016)(2525 Keller R, Budin WC, Allie T. A task force to address bullying. Am J Nurs. 2016;116(2):52-8. doi: 10.1097/01.NAJ.0000480497.63846.d0
https://doi.org/10.1097/01.NAJ.000048049...
)
|
An online learning platform called BE NICE was developed to train nurses in identifying signs of bullying and to support them in the confrontation, empowering them to eliminate such violence in the workplace. |
Nurses in the intervention groups have reported more confidence in managing violence and much less incivility by their superiors; however, a significant decrease in horizontal violence was not observed. |
Article 2 (Adams et al., 2017)(2626 Adams J, Knowles A, Irons G, Roddy A, Ashworth J. Assessing the effectiveness of clinical education to reduce the frequency and recurrence of workplace violence. Aust J Adv Nurs [Internet]. 2017 [cited 2017 Oct 17];34(3):6-15. Available from: http://www.ajan.com.au/Vol34/Issue3/1Adams.pdf
http://www.ajan.com.au/Vol34/Issue3/1Ada...
)
|
The educational intervention to identify patients with a high risk of violence has increased significantly the knowledge of the nursing team, demonstrating that the use of verbal debasement has significantly increased the reduction of frequency and recurrence of incidents. |
The intervention proved to be effective in the use of verbal debasement and, consequently, in the reduction of incidents; nonetheless, the need for increasing training time was found. |
Article 3 (Gillespie et al., 2014)(2727 Gillespie GL, Farra SL, Gates DM. A workplace violence educational program: a repeated measure study. Nurse Educ Pract. 2014;14(5):468-72. doi: 10.1016/j.nepr.2014.04.003
https://doi.org/10.1016/j.nepr.2014.04.0...
)
|
Evaluation six months after an educational intervention of a hybrid educational program (online and classroom) for prevention of nursing workplace violence pointed a significant increase in individual learning. |
The use of a hybrid modality increased the probability of achieving significant learning and retention results. |
Article 4 (Gillespie et al., 2013)(2828 Gillespie GL, Gates DM, Mentzel T, Al-Natour A, Kowalenko T. Evaluation of a comprehensive ED violence prevention program. J Emerg Nurs. 2013;39(4):376-83. doi: 10.1016/j.jen.2012.12.010
https://doi.org/10.1016/j.jen.2012.12.01...
)
|
The assessment was considered to be moderately beneficial by nurses and workers and was worst evaluated by doctors. The importance of the program regarding policies and procedures, environmental changes, education, violence surveillance and monitoring was emphasized. However, the last two items were less implemented. |
The intervention allowed for implementing: risk assessment, safe environment maintenance, risk communication, response to violent events, record maintenance, surveillance and monitoring. They concluded the new programs for prevention and management of bullying must be created, in addition to expanding the program to other services. |
Article 5 (Guay et al., 2016)(2929 Guay S, Gonçalves J, Boyer R. Evaluation of an education and training program to prevent and manage patients' violence in a mental health setting: a pretest-posttest intervention study. Healthcare. 2016;4(3):E49. doi: 10.3390/healthcare4030049
https://doi.org/10.3390/healthcare403004...
)
|
Statistically significant improvements were seen in the short-term scores and monitoring of psychic suffering, confidence in confrontation and levels of exposure to violence. Further research is needed to understand how to improve the effectiveness of the program, especially among participants that are resistant to change. |
There was a positive impact of the Omega training program, implemented in Canada since 1999. Most of these effects remain for more than 14 months after conclusion of training. |
Article 6 (Gillespie et al., 2014)(3030 Gillespie GL, Gates DM, Kowalenko T, Bresler S, Succop P. Implementation of a comprehensive intervention to reduce physical assaults and threats in the emergency department. J Emerg Nurs. 2014;40(6):586-91. doi: 10.1016/j.jen.2014.01.003
https://doi.org/10.1016/j.jen.2014.01.00...
)
|
Results do not corroborate the expected effectiveness of the program to curb violence in the workplace (VAT) practiced by patients and visitors against emergency service workers through the perpetration of aggression. |
The failure of the program was due to the deficit of ongoing commitment of leaders of these services in the notification and monitoring of VAT since when there is full participation of them there is a reduction. |
Article 7 (Embree et al, 2013)(3131 Embree JL, Bruner DA, White A. Raising the level of awareness of nurse-to-nurse lateral violence in a critical access hospital. Nurs Res Pract. 2013;2013:207306. doi: 10.1155/2013/207306
https://doi.org/10.1155/2013/207306...
)
|
There was increase awareness on horizontal violence among nurses after the educational intervention. |
Awareness on horizontal violence among nurses has increased after the educational intervention; however, this can be related to internal organizational changes that resulted in change of function. Such awareness and enhanced skills can help improve the interpersonal relationship, diminishing the abandonment of profession. |
Article 8 (Al-Ali et al., 2016)(3232 Al-Ali, NM, Faouri, IA. The impact of training programo n nurses' atitudes workplace violence in Jordan. Appl Nurs Res. 2016;30:83-9. doi: 10.1016/j.apnr.2015.11.001
https://doi.org/10.1016/j.apnr.2015.11.0...
)
|
Results showed a significant impact of the training program on the attitudes of nurses regarding workplace violence. |
The importance of the education of nursing professionals in curbing workplace violence was verified. |
Article 9 (Björkdahl et al, 2013)(3333 Björkdahl A, Hansebo G, Palmstierna T. The influence of staff training on the violence prevention and management climate in psychiatric inpatient units. J Psychiatr Ment Health Nurs. 2013;20(5):396-404. doi: 10.1111/j.1365-2850.2012.01930.x
https://doi.org/10.1111/j.1365-2850.2012...
)
|
The educational intervention through the Bergen Model has significantly increased the perception of violence prevention and management among nursing professionals. It has positively influenced the emotional control in challenging situations in cases of patient aggression and in the team's readiness to intervene at an early stage of the assault. In addition, it contributed to the good relations between patients and workers, with team cooperation in the vicinity of aggressive patients. |
Training combined with epidemiological approach has positively influenced the prevention of violence and the management climate in the perspectives of patients and staff since the measures used by epidemiology brought more complex evidence of the multiple causes of violence. |
Article 10 (Hartley et al., 2015)(3434 Hartley D, Ridenour M, Craine J, Morrill A. Workplace violence prevention for nurses on-line course: program development. Work. 2015;51(1):79-89. doi: 10.3233/WOR-141891
https://doi.org/10.3233/WOR-141891...
)
|
Online course, with 13 units of approximately 15 minutes. There was approval of participants by allowing them to complete the course regardless of local time. They considered the "Nurses' Voices" videos as relevant illustrations of the violence nurses face in their workplaces. |
The tool demonstrated effectiveness in the learning of professionals for the prevention of nursing workplace violence. |
Article 11 (Baby et al, 2016)(3535 Baby M, Swain N, Gale C. Healthcare managers' perceptions of patient perpetrated aggression and prevention strategies: a cross sectional survey. Issues Ment Health Nurs. 2016;37(7):507-16. doi: 10.3109/01612840.2016.1166300
https://doi.org/10.3109/01612840.2016.11...
)
|
The study presented results of a national survey on violence in health services. The etiology of violence in the perception of health services managers stems from factors related to the team, patients and the organization. It raise the most used security measures such as the provision of security measures, including panic buttons, personal alarms, use of security personnel and police. |
It is recommended to develop training programs to minimize violence. |
Article 12 (Gillespiea et al., 2015)(3636 Gillespie LG, Gates DM, Fisher BS. Individual relationship, workplace, and societal recommendations for addressing healthcare workplace violence. Work. 2015;51(1):67-71. doi: 10.3233/WOR-141890
https://doi.org/10.3233/WOR-141890...
)
|
Recommendations were grouped into levels: individual (to reduce personal risk to health professionals); relational (to work the issue of bullying among co-workers and physical violence from patients and visitors); workplace (to discuss the approaches of multifaceted systems for violence management). Recommendations at a society level focused on a universal approach to health policy. |
The use of a model such as the socioecological one may be useful in planning violence prevention efforts in the health setting. |
Article 13 (Gillespie et al., 2015)(3737 Gillespie GL, Leming-Lee TS, Crutcher T, Mattei J. Chart it to stop it: a quality improvement study to increase the reporting of workplace aggression. J Nurs Care Qual. 2016;31(3):254-61. doi: 10.1097/NCQ.0000000000000172
https://doi.org/10.1097/NCQ.000000000000...
)
|
Violence notification decreased from 53% to 47% (p=0,06). Reasons for reporting were the seriousness of the incident and the request for denouncement. Motives for not reporting were minor incidents and the fact no action would be taken. |
The intervention was not effective. Future efforts for change must consider several modes of notification, with commitment of directors to promote reports. |
Article 14 (Parker et al. 2016)(3838 Parker KM, Harrington A, Smith CM, Sellers KF, Millenbach L. Creating a nurse-led culture to minimize horizontal violence in the acute care setting: a multi-interventional approach. J Nurses Prof Dev. 2016;32(2):56-63. doi: 10.1097/NND.0000000000000224
https://doi.org/10.1097/NND.000000000000...
)
|
The main component for the effective culture of minimization of horizontal violence in the workplace is the participation of staff in the development of programs. |
The model of shared management of nursing allows for the continuous discussion and incorporation of tips, adjustments and best practices for professional development. It is necessary to maintain leadership consultants until they form individuals capable of handling these conflicts. |
