Workplace violence during COVID-19: A transaction process for nurse retention
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Amy Charlton, MSN, RN, CCRN, DNP Candidate and Ashley Wheeler, BSN, RN, DNP Candidate
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- Non-member
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- Belmont University, Nashville, Tennessee, USA
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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.
Type | Presentation |
Acquisition | Self-submission |
Review Type | Abstract Review Only: Reviewed by Event Host |
Format | Text-based Document |
Evidence Level | Clinical Practice Guideline(s) |
Research Approach | Translational Research/Evidence-based Practice |
Keywords | Workplace Violence; COVID-19 Pandemic; Nurse Retention |
Name | Contemporary Applications of Imogene King's Work and Related Theories Conference |
Host | KING International Nursing Group |
Location | Virtual Event |
Date | 2021 |
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