Running head: PROGRAM PROPOSAL

A Program Proposal on:

Workplace Bullying
Rosemarie M.Geronimo
St. Paul University Philippines

Background of the Problem

Bullying is usually seen as acts or verbal comments that could 'mentally' hurt or isolate a
person in the workplace. Sometimes, bullying can involve negative physical contact as well.
Bullying usually involves repeated incidents or a pattern of behavior that is intended to
intimidate, offend, degrade or humiliate a particular person or group of people. It has also been
described as the assertion of power through aggression .Workplace bullying has attracted
increased attention over the last 10-20 years due to greater awareness of the consequences for the
victims, in this case nurses, as well as those they seek to help -the patients. As with many other
professions, nursing has its share of bullies who discredit the profession, while other nurses work
with dedicated efficiency and good will. Bullying has an impact on the workplace environment
and nurses in general; it can cause low morale and in some cases can make nurses seek
employment elsewhere or even leave the profession. Workplace bullying is a significant issue

Running head: PROGRAM PROPOSAL

confronting the nursing profession, with victims described as being part of an oppressed group.
There have been cases where managers have bullied staff or failed to provide support for
possible victims .In a study conducted by Hutchinson et al, it has been concluded that it is not
just senior staff who carry out the bullying; often nurses have reported that both the bullies and
victims are the nurses themselves Bullying has both a physiological and psychological effect on
victims as well as a negative impact on organizations and patient care .Nurses who work in a
culture of bullying are likely to experience job dissatisfaction, spend more time on leave, have
decreased productivity and lower morale.

Needless to say, workplace bullying occurs in numerous other occupations and is a complex
phenomenon that can only be understood through looking at social, individual and organizational
factors that the issue of workplace violence and bullying is something of which all organizations
must be aware as it affects staff and, in the case of nurses, it can also affect patients.

This research proposal aims to present the prevalence of bullying among nurses at Cagayan
Valley Medical Center causes as well as identifying different types of bullying and its impact on
victims.This study aims also to present possible solutions,preventing and dealing with the
problem.

Theoretical Framework

Running head: PROGRAM PROPOSAL

The theoretical framework of the program proposal will be grounded from the theory of
Burns Transformal Leadership Theory In his theory, Burns made an assumption that
Association with a higher moral position is motivating and will result in people following a
leader who promotes this. Working collaboratively is better than working individually
Burns defined transformational leadership as a process where leaders and followers engage in
a mutual process of 'raising one another to higher levels of morality and motivation.'
Transformational leaders raise the bar by appealing to higher ideals and values of followers. In
doing so, they may model the values themselves and use charismatic methods to attract people
to the values and to the leader.
Burns' view is that transformational leadership is more effective than transactional leadership,
where the appeal is to more selfish concerns. An appeal to social values thus encourages
people to collaborate, rather than working as individuals (and potentially competitively with
one another). He also views transformational leadership as an ongoing process rather than the
discrete exchanges of the transactional approach.

Running head: PROGRAM PROPOSAL

TRANSFORMATIONAL THEORY

Application of Evidenced Based Research Study

Burns, J. M. (1978). Leadership. New York: Harper & Row Transformational

Leadership,
Einarsen, S. (2000) Harassment and bullying at work: a review of the Scandinavian
approach. Aggression and Violent Behavior, 5, 379401.
Hansen, A.M., et al. (2006) Bullying at work, health outcomes, and physiological stress
response. Journal of Psychosomatic Research, 60, 6372.

Hel, H. & Cooper, C.L. (2000) Working with victims of workplace bullying. In Good
Practice in Working with Victims of Violence (Kemshall, H., Pritchard, J., eds.). Jessica
Kingsley Publishers, London, pp. 101118.

Jackson, D., Clare, J. & Mannix, J. (2002) Who would want to be a nurse? Violence in
the workplace a factor in recruitment and retention. Journal of Nursing
Management, 10, 1320.

Running head: PROGRAM PROPOSAL

M.M. Molero Jurado, M.C. Prez-Fuentes, J.J. Gzquez Linares, Acoso laboral entre
personal de enfermera, Enfermera Universitaria, 2016, 13, 2, 114

Hsiu-Fen Hsieh, Yao-Mei Chen, Hsiu-Hung Wang, Shu-Chen Chang, Shu-Ching Ma,
Association among components of resilience and workplace violence-related depression
among emergency department nurses in Taiwan: a cross-sectional study, Journal of
Clinical Nursing, 2016, 25, 17-18, 2639

Younju Lee, Development of Workplace Bullying in Nursing-Consequence Inventory

(WPBN-CI), Journal of the Korea Academia-Industrial cooperation Society, 2016, 17, 2,
479

Hyunjin Oh, Dong Choon Uhm, Young Joo Yoon, Factors affecting workplace bullying
and lateral violence among clinical nurses in Korea: descriptive study, Journal of Nursing
Management, 2016, 24, 3, 327

Carmen Bez-Len, Bernardo Moreno-Jimnez, Aldo Aguirre-Camacho, Ricardo Olmos,

Factors influencing intention to help and helping behaviour in witnesses of bullying in
nursing settings, Nursing Inquiry, 2016

Aaron W. Cashmore, Devon Indig, Stephen E. Hampton, Desley G. Hegney, Bin B.

Jalaludin, Factors influencing workplace violence risk among correctional health
workers: insights from an Australian survey, Australian Journal of Primary
Health,2016, 22, 5, 461

Sarah-Genevive Trpanier, Claude Fernet, Stphanie Austin, Longitudinal relationships

between workplace bullying, basic psychological needs, and employee functioning: a
simultaneous investigation of psychological need satisfaction and frustration, European
Journal of Work and Organizational Psychology, 2016, 25, 5, 690

Running head: PROGRAM PROPOSAL

Wee Meng Steven Koh, Management of work place bullying in hospital: A review of the
use of cognitive rehearsal as an alternative management strategy, International Journal of
Nursing Sciences, 2016, 3, 2, 213

Tyrone A. Perreira, Whitney Berta, The object of your affection: how commitment,
leadership and justice influence workplace behaviours in health care, Journal of Nursing
Management, 2016, 24, 2, E146

Sarah-Genevive Trpanier, Claude Fernet, Stphanie Austin, Valrie Boudrias, Work

environment antecedents of bullying: A review and integrative model applied to
registered nurses, International Journal of Nursing Studies, 2016, 55, 85

Dr Lars Tummers ,Prof Stephen Teo ,Pro, Matthew Xerri, Rod Farr-Wharton, Yvonne
Brunetto, Dennis Lambries, Work harassment and local government employees: Australia
and USA, International Journal of Public Sector Management, 2016,29, 1, 54

Hyoung Eun Chang, Sung-Hyun Cho, Workplace Violence and Job Outcomes of Newly
Licensed Nurses, Asian Nursing Research, 2016

Whitney Wright, Naresh Khatri, Bullying among nursing staff, Health Care Management
Review, 2015, 40, 2, 139

Kathie Lasater, Laura Mood, Deborah Buchwach, Nathan F. Dieckmann, Reducing

Incivility in the Workplace: Results of a Three-Part Educational Intervention, The
Journal of Continuing Education in Nursing, 2015, 46, 1, 15

17Mats GLAMBEK, Anders SKOGSTAD, Stle EINARSEN, Take it or leave: a fiveyear prospective study of workplace bullying and indicators of expulsion in working
life, INDUSTRIAL HEALTH, 2015, 53, 2, 160

Running head: PROGRAM PROPOSAL

18Sydney X. Hu, Andrew L. Luk, Graeme D. Smith, The effects of hazardous working
conditions on burnout in Macau nurses,International Journal of Nursing
Sciences, 2015, 2, 1, 86

Methodology
The target population of the program would include the Nurses of the Cagayan Valley Medical
Center, The sample will compose of nurses, both male and female The research instrument was
a questionnaire in five parts. The first section included the participants' demographic
information; the other variables were measured in four categories: psychologically violent
behaviours, workload, organizational effects and depression.

Significance and Applicability of the Program Proposal

This research proposal aims to present the prevalence of bullying among nurses at Cagayan
Valley Medical Center causes as well as identifying different types of bullying and its impact on
victims.This study aims also to present possible solutions,preventing and dealing with the
problem.