The Experience of Clinical Nurses after Korea’s Enactment of Workplace Anti-Bullying Legislation: A Phenomenological Study
Abstract
:1. Introduction
- (1)
- What have nurses recognized and experienced major changes in the field of nursing since the workplace anti-bullying legislation was enacted?
- (2)
- What are the problems with the current workplace bullying prevention method that nurses are experiencing and what needs to be improved in the future?
2. Materials and Methods
2.1. Study Design
2.2. Study Participants
2.3. Data Collection
2.4. Data Analysis
2.5. Researchers’ Qualifications
2.6. Ethical Considerations
3. Results
3.1. General Characteristics of Study Participants
3.2. Results Based on Van Kaam’s Analysis
3.2.1. Category 1: Positive Effect of the Law
Changes in Organizational Culture in Nursing
“When I was a newly graduated nurse, I was yelled at, insulted, pinched, and even hit with the edge of the clipboard during handovers. Now the senior nurse has been transferred to a different unit, and I heard she does not bully anymore. Not sure if it’s because of the law, but it has had an impact on the hospital since the announcements regarding the bullying keep being posted.”(Participant 1)
“I worked at a unit where I spent a lot of time interacting with physicians. Some yelled at and insulted me for my clumsiness; it was all tolerated at that time, but not now. I haven’t heard of this kind of situation at least for a couple of years.”(Participant 4)
“I’m seeing some smiling faces from the newly graduated nurses compared to the past. There were many cases where the new staff were harshly scolded for making mistakes during the handover, but I don’t see that much these days.”(Participant 9)
“I had a terrible experience at my previous workplace, where my senior nurse made me kneel in front of the patient and the family for making a medication error. Instead of having time to learn from my mistake, I was so terrified as a new graduate nurse that I just kneeled and apologized to the patient. I haven’t heard of this kind of cruelty these days.”(Participant 8)
3.2.2. Category 2: Need for Awareness of the Law Reform
Need for Law Reform
“It’s hard to report the case since I have no knowledge of whom to contact and what the procedure is…, the law still leaves much to be desired to apply it in reality.”(Participant 1)
“I wish to know the sample scenario in the reporting guidelines. The severity of workplace bullying in nursing is normally less than the actual cases we learn about in education.”(Participant 3)
“I hope there is a stronger punishment for workplace bullying. I believe people will quit bullying as they become afraid of the punishment. It’s similar to the case of the ‘Min-sik Law’, which imposes heavy punishment for school zone traffic offenses. People are now aware of the law and have become more cautious.”(Participant 5)
“I’m not sure against which type of bullying legal action can be taken. Sometimes I’m afraid I might look petty, so I become hesitant to report even the smallest things. It’s especially hard to report as a witness, not as the victim, because I wasn’t sure intervening was the right thing to do at that moment.”(Participant 6)
Disappointment Caused by Frustrated Expectations
“One of the nurses witnessed a bullying scene and reported it to the unit manager. Rather than ensuring confidentiality, the manager talked with all senior nurses one by one about the matter. Later, I have sensed some changes in attitude toward that bullied nurse and others trying to keep a distance from her. The law doesn’t seem to truly eradicate the bullying.”(Participant 11)
“Anything related to the law puts pressure on us. When I think of the law, it reminds me of the whole process of hiring a lawyer, gathering some evidence, and battling for a long period of time. Since every workday is an exhausting battle, I want to relax after work, and not think about anything. So, I’m just living my regular life, hoping that nothing would happen and that I would not have to confront the bully during the handover time. This is why the nurses feel the burden of reporting.”(Participant 8)
“Despite the introduction of the law, the changes are yet to come. My preceptor and I both experienced hazing, but the experience of bullying always takes new forms with newly graduated nurses. While there was some physical bullying, like slapping, in the past, today, the new staff are bullied with verbal insults. Maybe it’s too early to expect some positive changes, I don’t know.”(Participant 7)
“My colleague was once absent from work without any notice because of having been bullied and later told the unit manager about the bullying episode. However, all nurses in that unit knew, and bad rumors were spreading across the hospital. From what I heard, some statements were critical, some were exaggerated, and some rumors were distorted. Ultimately, my colleague was transferred to another unit and had a hard time for several months. Looking at this case, the way workplace bullying is handled is very poor.”(Participant 6)
3.2.3. Category 3: Impracticalities of the Law That Caused Chaos
Contradictions
“I think the workplace anti-bullying law has brought about another type of bullying. Once the workplace becomes considerate to the new graduates, I feel the hazing now targets junior nurses who have just begun to get used to the work. Also, I normally get off late due to this law. Even if the nurse on the previous shift has not completed the work properly, I can’t order her to stay until the work is done because it might sound like I’m bullying. So, the remaining work is all mine. Plus, I have my work, which means I would have to work overtime. From my standpoint, it’s hard to report this as workplace bullying.”(Participant 3)
“Since reporting for work early and leaving late was an issue, it is critical to ensure the new graduates’ working time. The problem is that there is no progress in the work. We must report early to the unit because one of our duties is to check the number and quality of the equipment before starting the actual work. The new graduates are not able to finish their work on time without checking the equipment in advance. I’ve had new staff who have been working for more than several months and still do not know where all the equipment and kits are located. With loads of unfinished work, the new graduates call it a day, and the remaining nurses are burdened with the work. Maybe reporting on time might be acceptable but leaving on time without fulfilling your responsibilities doesn’t make any sense.”(Participant 7)
“While on duty, my colleagues and I were approached by my unit manager with a handful of papers; the manager asked us to write down the appropriate ways to communicate and behave based on the bullying case that my colleagues and I were involved in. Some nurses were so preoccupied with work that they did not even have time to sit down or eat. They had to pause their work to write it down, which made them leave late. I thought to myself, ‘Was it really necessary to make us do that during our busy time?’, and ‘Why would I be the person to describe appropriate words and behaviors when I was the victim of the case?’”(Participant 1)
Purposeless Behaviors
“The senior nurses often say, “You may leave, and I’ll do the rest”. That being said, I can’t tell the new graduate nurses to stay and finish the work. My workload has doubled, and I sometimes want to cry.”(Participant 12)
“I’ve once witnessed a senior nurse yelling at a new graduate nurse, which was such a surprise that I even dropped something. I know the senior did that only for education purposes, but the new nurse cried and eventually quit the job. Although it was the new graduate’s fault, I wasn’t treated that way when I made the same mistake. I think the senior nurse would not recognize that she is the perpetrator of bullying.”(Participant 10)
“The work atmosphere is different when the unit is filled with the new staff. I’ve noticed some nurses who do not pay attention to the new graduates until they asked for help first. Those nurses are just not trying to look or sound bossy, so they purposely don’t explain something or help the new staff. It’s sad to see the senior nurses quietly come to us [junior nurses] to help them instead.”(Participant 2)
4. Discussion
5. Conclusions
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Acknowledgments
Conflicts of Interest
References
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Categories | Theme (Number of Significant Statements) | Subtheme (Number of Significant Statements) |
---|---|---|
Positive effect of the law | Changes in organizational culture in nursing (14) | Changing nursing environment (12) |
Experimental change (2) | ||
Need for awareness of the law reform | Need for law reform (17) | Ambiguous criteria (5) |
Need for awareness about the law (3) | ||
Lack of knowledge about the application of process (4) | ||
Need for strengthening the regulations (5) | ||
Disappointment caused by frustrated expectations (11) | Distrust of punishment (4) | |
Lack of legal influence (4) | ||
Psychological burden of reporting the bully (3) | ||
Impracticalities of the law that caused chaos | Contradictions (39) | Meaningless law and chaos (14) |
Ironic situations caused by the new changes (12) | ||
Degenerated culture (13) | ||
Purposeless behaviors (9) | Bystander attitude (5) | |
Unresisting behavior (4) |
Significant Statement | Subtheme | Theme | Categories |
---|---|---|---|
“Newly graduated nurses these days are more active and less discouraged”. | Changing nursing environment (12) | Changes in organizational culture in nursing (14) | Positive effect of the law (4) |
“What has been considered overlooked and tolerated in the past is not the case today”. | |||
“The hazing culture (“taeum”) is not completely eradicated, but it is somewhat starting to improve”. | |||
“I heard that the nurse who bullied has been transferred to another unit and does not repeat the action there”. | |||
“I would say there has been less vertical conflict with doctors compared to the past”. | |||
“Nowadays, nurses are more supportive of each other when assigned with challenging tasks”. | |||
“There has been more care for and support given to newly graduated nurses”. | |||
“I think the nurses are more satisfied with their job and laugh more than they used to”. | |||
“It is rare to see nurses being scolded in a public space nowadays”. | |||
“Nowadays, it is rare to see the hazing culture like in the past, which was totally against common sense”. | |||
“Whenever there was an announcement regarding prohibiting workplace bullying along with its prevention by the hospital, our unit manager always tried to remind us about this matter”. | |||
“Newly graduated nurses are not absolutely subject to being bullied anymore”. | |||
“The law somehow affects nursing culture”. | Experimental change (2) | ||
“Although I’m not sure whether it’s because of the workplace anti-bullying law or simply just that time has passed, but the atmosphere in the hospital has become tranquil”. |
Significant Statement | Subtheme | Theme | Categories |
---|---|---|---|
“Although the severity or the type of bullying might be subjective, I believe there has to be some sort of criteria for reporting or giving punishment”. | Ambiguous criteria (5) | Need for law reform (17) | Need for awareness of the law reform (28) |
“A new type of workplace bullying is being created, since there are no clear criteria”. | |||
“I wish to know the sample scenario in the reporting guidelines”. | |||
“What is the criterion for punishment with regards to the workplace anti-bullying law?” | |||
“I was provided the education, but it seems challenging for the law to be applied to the hazing culture (taeum)”. | |||
“If the awareness about the law is raised, the bullying problem will be solved”. | Need for awareness about the law (3) | ||
“Despite the law enforcement, lack of awareness remains a problem”. | |||
“I’m concerned that some of the behaviors that used to be okay might be a problem now”. | |||
“I believe people rarely know about the workplace anti-bullying law”. | Lack of knowledge about the application of process (4) | ||
“It’s hard to report the case since I have no knowledge of whom to contact and what the procedure is”. | |||
“Would certain behaviors without malicious intent due to high intensity of work be considered as bullying as well?” | |||
“I’m not sure about the criterion in which the workplace anti-bullying law applies to everyone regardless of their work experience”. | |||
“I hope to see more strengthened regulation as well as punishment”. | Need for strengthening the regulations (5) | ||
“The severity of workplace bullying in nursing is normally less than the actual cases we learn about in education”. | |||
“Once you report the incident, I feel that progress would be slow in dealing with it”. | |||
“I think it’s hard to call it a substantial law”. | |||
“The law still leaves much to be desired to apply it in reality”. | |||
“I know there has been a bullying case reported, but I have never heard of any actions taken in response to the incident”. | Distrust of punishment (4) | Disappointment caused by frustrated expectations (11) | |
“Regardless of the law enforcement, I’m still afraid the hazing culture might continue to exist or be passed on”. | |||
“I feel that it would take a great deal of time for the law to be stabilized”. | |||
“I have not yet seen the case of nurses regarding the workplace anti-bullying law”. | |||
“My colleague once reported to her unit manager that she was being bullied, but the actions taken weren’t really helpful”. | Lack of legal influence (4) | ||
“I just hope everyone gives up on fighting with each other and squashes such issues as it only wastes time rather than taking legal action”. | |||
“No changes have been made despite the existence of the law”. | |||
“There was a drawback in the law where the bully was reported and eventually left the workplace”. | |||
“What if the victim does not want the witness to report the bully?” | Psychological burden of reporting the bully (3) | ||
“The term ‘law’ itself makes one disinclined to report”. | |||
“With the workload, it creates more pressure to report and deal with the whole situation”. |
Significant Statement | Subtheme | Theme | Categories |
---|---|---|---|
“The unit manager still treats me differently despite the enactment of the workplace anti-bullying law”. | Meaningless law and chaos (14) | Contradictions (39) | Impracticalities of the law that caused chaos |
“Although working overtime is voluntary, my unit manager reaffirmed that it was necessary”. | |||
“Many suggested improvements that seemed so obvious”. | |||
“After reporting for duty, I was given a retaliatory work schedule excluding the days I wanted to work”. | |||
“The unit manager’s indecisive manner fails to set an example for law enforcement”. | |||
“The education programs about the law provided by the hospital were not considered”. | |||
“When workplace harassment occurs, there are more cases where the victim gets transferred to another workplace, rather than the perpetrator”. | |||
“I learn a lot of nursing tasks from the handover, but removing this process simply because of it being a potential cause of hazing is not right”. | |||
“‘Reducing workload’ to prevent workplace bullying delays learning the tasks”. | |||
“Part of the improvements were nothing but window dressing”. | |||
“Even though the unit manager and the senior nurses try their best to adapt to the improvement, some nurses make no effort”. | |||
“It’s such a nonsensical idea to ask the victim to write an incident report for the perpetrator as a suggestion”. | |||
“The hazing culture still exists as an excuse for education”. | |||
“I’m not sure if doubling the workload was the right solution for the improvement”. | |||
“From a third-party perspective, I might appear as a perpetrator; although, in reality, I am the victim”. | Ironic situations caused by the new changes (12) | ||
“In a situation where I need to say something to the junior nurses, I’m not sure whether I am being a bully or being bullied”. | |||
“People are becoming more cautious about correcting the mistakes made by the nurses”. | |||
“Apparently you wouldn’t consider workplace bullying and file a report in a situation where my workload has doubled because of the previous staff leaving without finishing their duty”. | |||
“Being not able to fulfill my basic needs, I got off the unit late, for writing down some improvement plans”. | |||
“My caring attitude can be seen as excessive monitoring of others”. | |||
“Newly graduated or junior nurses having trouble getting used to the task might be attributed to the senior nurses”. | |||
“I thought to myself, ‘Why do I, the bullying victim, have to come up with an improvement plan?’ ” | |||
“The one who gave us the unmanageable workload is not claiming herself to be the victim and considering us to be the perpetrators”. | |||
“I’m afraid that I might be the subject of harassment. But if holding back emotions becomes a hospital norm, then the law becomes meaningless”. | |||
“If reporting workplace bullying doesn’t work out well, all the backlash goes to the victim”. | |||
“The workplace bullying does not always occur between vertical relations”. | |||
“I don’t feel comfortable working in a place where I have to be cautious of every single behavior to prevent workplace harassment”. | Degenerated culture (13) | ||
“Nurses nowadays, especially the newly graduated ones, think getting off on time is a must without exceptions”. | |||
“The atmosphere changes when the unit is filled with newly graduated nurses on the same shift”. | |||
“I felt betrayed”. | |||
“The drawback of bullying at the workplace is a lack of communication among the nurses”. | |||
“It becomes a problem even if we cannot get off work simply because we have remaining tasks to be done”. | |||
“Fearing being accused of being the perpetrator, I was not able to fully communicate with other staff and got off work late”. | |||
“The nurses don’t have an appreciative mind even if others notice the incompetency and help you out”. | |||
“Some would call it a day without completing the given task”. | |||
“I’m better off working by myself than helping others”. | |||
“If the nurse from the previous duty is a new graduate, the workload doubles, but it’s something I have to deal with”. | |||
“It’s kind of frustrating to see nurses obsess over getting off on time, not having a sense of responsibility”. | |||
“The presence of inexperienced staff causes the other workers’ workload to double”. | |||
“There isn’t a person who gives advice to either the bully or the bullied”. | Bystander attitude (5) | Purposeless behaviors (9) | |
“The nursing work environment still needs to be improved”. | |||
“There was a case when the problem got naturally solved by nurses moving to another department or workplace without any action taken”. | |||
“Despite the law enactment, some nurses would still yell at others for training purposes”. | |||
“It would be a problem if someone left the workplace due to our bullying, so it is best not to intervene in any situation”. | |||
“The sacrifice and solicitude to eradicate workplace bullying should not be considered as obvious, rather out of gratitude”. | Unresisting behavior (4) | ||
“I become more cautious even when lending a hand. I prefer not to work with inexperienced staff”. | |||
“It’s a bit frustrating that certain ideas that used to be questioned without a doubt can now be a potential cause of bullying”. | |||
“I believe there are no bullies bullying keeping in mind that they will be reported someday”. |
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Kim, H.-S.; Sim, I.-O. The Experience of Clinical Nurses after Korea’s Enactment of Workplace Anti-Bullying Legislation: A Phenomenological Study. Int. J. Environ. Res. Public Health 2021, 18, 5711. https://doi.org/10.3390/ijerph18115711
Kim H-S, Sim I-O. The Experience of Clinical Nurses after Korea’s Enactment of Workplace Anti-Bullying Legislation: A Phenomenological Study. International Journal of Environmental Research and Public Health. 2021; 18(11):5711. https://doi.org/10.3390/ijerph18115711
Chicago/Turabian StyleKim, Hee-Sun, and In-Ok Sim. 2021. "The Experience of Clinical Nurses after Korea’s Enactment of Workplace Anti-Bullying Legislation: A Phenomenological Study" International Journal of Environmental Research and Public Health 18, no. 11: 5711. https://doi.org/10.3390/ijerph18115711