Abstract
King's transaction process provides a framework for stakeholders including nurses, employers, and patients to set mutual goals that influence their individual and collective quality of life (2007). Healthcare workers represent 74% of all reported workplace violence [WPV] assaults in the U.S. (OSHA, 2016). These WPV assaults are underreported by nurses for fear of retaliation, lack of action, and administrative discouragement (ANA, 2019; Ezeobele et al., 2020). Awareness of WPV focusing on prevention, protection, and recovery are mutual goals for all stakeholders (Busch et al., 2021; Fewster-Thuente & Velsor-Friedrich, 2008; King, 2007). Research demonstrates patient-centered healthcare that prioritizes nurse protection from WPV, improves nurse retention outcomes (Almost et al., 2013; Berlanda et al., 2019; Boyle & Steinheiser, 2021; DeClerck, 2017; Rodrigues et al., 2021; Wright, 2020). King's transaction process reflects respect and justice for all individuals (2007). During the COVID-19 pandemic, justice for WPV is lacking (Boyle & Steinheiser, 2021). King's transaction process empowers individuals and groups to identify WPV reduction objectives for improved outcomes using evidence-based practice (2007). A WPV prevention toolkit with evidence-based practice guidelines, can serve as universal precautions for mutual goal setting (Allen et al., 2019; OSHA, 2016). Justice-focused goal setting gives all stakeholders an opportunity to take actionable steps to mitigate WPV in the critical time of COVID-19 (Boyle & Steinheiser, 2021). WPV is a costly epidemic exacerbated during the COVID-19 pandemic and nurses have the right to expect safe workplaces (Busch et al., 2021). OSHA guidelines for WPV prevention do not reduce incidence without the opportunity for nurses and employers to engage in robust discussion on advocacy efforts (ANA, 2019). King demonstrates respectful, just, and mutual collaborative efforts are the foundation for the transition for nurses toward a culture of safe workplaces (2007). This collaborative process for WPV reduction builds on small sustainable gains across care delivery settings and can improve safety, implementation, and overall quality of care (Busch et al., 2021). These collective elements can mitigate nurse attrition, which is of benefit to the greater community during the COVID-19 pandemic and foreseeable future.
Sigma Membership
Non-member
Lead Author Affiliation
Belmont University, Nashville, Tennessee, USA
Type
Presentation
Format Type
Text-based Document
Study Design/Type
Clinical Practice Guideline(s)
Research Approach
Translational Research/Evidence-based Practice
Keywords:
Workplace Violence, COVID-19 Pandemic, Nurse Retention
Recommended Citation
Charlton, Amy and Wheeler, Ashley, "Workplace violence during COVID-19: A transaction process for nurse retention" (2024). Group: King International Nursing Group. 2.
https://www.sigmarepository.org/group_king/2021/presentations/2
Conference Name
Contemporary Applications of Imogene King's Work and Related Theories Conference
Conference Host
KING International Nursing Group
Conference Location
Virtual Event
Conference Year
2021
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Review Type
Abstract Review Only: Reviewed by Event Host
Acquisition
Self-submission
Workplace violence during COVID-19: A transaction process for nurse retention
Virtual Event
King's transaction process provides a framework for stakeholders including nurses, employers, and patients to set mutual goals that influence their individual and collective quality of life (2007). Healthcare workers represent 74% of all reported workplace violence [WPV] assaults in the U.S. (OSHA, 2016). These WPV assaults are underreported by nurses for fear of retaliation, lack of action, and administrative discouragement (ANA, 2019; Ezeobele et al., 2020). Awareness of WPV focusing on prevention, protection, and recovery are mutual goals for all stakeholders (Busch et al., 2021; Fewster-Thuente & Velsor-Friedrich, 2008; King, 2007). Research demonstrates patient-centered healthcare that prioritizes nurse protection from WPV, improves nurse retention outcomes (Almost et al., 2013; Berlanda et al., 2019; Boyle & Steinheiser, 2021; DeClerck, 2017; Rodrigues et al., 2021; Wright, 2020). King's transaction process reflects respect and justice for all individuals (2007). During the COVID-19 pandemic, justice for WPV is lacking (Boyle & Steinheiser, 2021). King's transaction process empowers individuals and groups to identify WPV reduction objectives for improved outcomes using evidence-based practice (2007). A WPV prevention toolkit with evidence-based practice guidelines, can serve as universal precautions for mutual goal setting (Allen et al., 2019; OSHA, 2016). Justice-focused goal setting gives all stakeholders an opportunity to take actionable steps to mitigate WPV in the critical time of COVID-19 (Boyle & Steinheiser, 2021). WPV is a costly epidemic exacerbated during the COVID-19 pandemic and nurses have the right to expect safe workplaces (Busch et al., 2021). OSHA guidelines for WPV prevention do not reduce incidence without the opportunity for nurses and employers to engage in robust discussion on advocacy efforts (ANA, 2019). King demonstrates respectful, just, and mutual collaborative efforts are the foundation for the transition for nurses toward a culture of safe workplaces (2007). This collaborative process for WPV reduction builds on small sustainable gains across care delivery settings and can improve safety, implementation, and overall quality of care (Busch et al., 2021). These collective elements can mitigate nurse attrition, which is of benefit to the greater community during the COVID-19 pandemic and foreseeable future.