Workplace Incivility
Kayla Anyalewechi, Roxanne Burns, Steven Edmunds, Kswanna Letsinger, Christine Randazzo
Bon Secours Memorial College of Nursing
Abstract
Workplace violence and incivility are faced by
healthcare professionals world-wide. Yet, nurses of
Bon Secours Mercy Health St. Mary’s Hospital
report higher levels of satisfaction compared to
other Magnet Designated hospitals. According to
the 2019 Nurse Survey (NDNQI), St. Mary’s
outperformed other hospitals in the categories of
teamwork and RN to RN interactions. However, St.
Mary’s Hospital still has vulnerabilities that make
them susceptible to workplace incivility. The aim of
this project is to promote education and improve
awareness about workplace incivility. iAspire
modules will define workplace incivility, cover the
existing workplace violence policy, and provide
examples for clarity. The use of iAspire Modules
related to workplace violence will improve
awareness and understanding of workplace
incivility among nurses.
Introduction and Description of
the Situation
Macro Description:
● 80% to 90% of nurses describe having
experienced bullying/incivility during their
career (Lynette et al., 2016).
● Incivility adversely affects communication,
collaboration, and respect (Lynette et al., 2016).
● More than ⅓ of nurses report leaving because of
incivility, costing health care organizations
billions of dollars (Buck-Hooper, 2018).
● 78.5% of bullied nurses with less than 5 years of
experience have resigned to move to other jobs
(Bambi et al., 2018).
Micro Description:
● St. Mary’s Hospital NDNQI RN satisfaction survey
from 2018 and 2019 outperformed the Magnet
mean in the categories of teamwork and RN to
RN interactions (Nurse Survey [NDNQI] Hospital
Level Data, 2019).
Data and Analysis of the Issue Vision of Bon Secours Conclusion
Inspired by God’s hope for the world, we will be a Through the implementation of iAspire modules
ministry where associates want to work, related to workplace violence, St. Mary’s Hospital
clinicians want to practice, people seek wellness nurses will have a deeper understanding of
and communities thrive. workplace incivility. This education will help St.
Mary’s Hospital maintain a positive culture,
reputation for minimal workplace incivility and
Proposed Intervention Magnet designation. The ultimate goal is to
continue providing safe patient care through
● Education about Workplace Violence policy
quality, team-based nursing.
● Education on Workplace Violence via iAspire
○ Provide examples of incivility.
● Examples include: gossip, name-calling,
spreading rumors, using a condescending
tone, expressing public criticism
(Professional Issues Panel on Incivility,
Root Cause Bullying, and Workplace Violence, 2015) References
Logistics
Factors contributing to low nurse turnover rate: ● Contact Chief Nurse Bambi, S., Foà, C., De Felippis, C., Lucchini, A., Guazzini, A., &
● Involve the education department to create iAspire modules
● iAspire module will be utilized to inform existing employees Rasero, L. (2018). Workplace incivility, lateral violence and
Policy BSR 01-26 Workplace Violence ● New employees will receive informative modules during bullying among nurses. A review about their prevalence
● Bon Secours Richmond (BSR) has a zero orientation
and related factors. Acta bio-medica : Atenei Parmensis,
tolerance approach to incidents of workplace 89(6-S), 51–79.
violence. Stakeholders
● All BSR employees are expected to report
● Chief Nurse
● Education department
https://doi.org/10.23750/abm.v89i6-S.7461
Buck-Hooper, T. (2018). Bullies in white: The reality of
incidents of workplace violence promptly and in ● Human Resources
● All associates and workforce members of Bon Secours Incivility in nursing. International Journal of Studies in
accordance with this policy. Mercy Health (BSMH)
Nursing, 3(1). https://doi.org/10.20849/ijsn.v3i1.300
Bon Secours Code of Conduct Lynette, J., Echevarria, I., Sun, E., & Ryan, J.G. (2016).
● Bon secours has no tolerance for retaliation. Potential Costs Incivility across the nursing continuum. Holistic Nursing
● Development of iAspire modules
○ Retaliation refers to when an individual tries Practice; The Science of Health and Healing, 30(5),
● Employee compensation of time spent
to harm or “get back” at someone for carrying completing the iAspire module 263-268. doi: 10.1097/HNP.0000000000000167
out their responsibilities under the Code of Read, E., & Spence Laschinger, H. K. (2013). Correlates of
Conduct. new graduate nurses’ experiences of workplace
○ Personal threats are also considered a form of
mistreatment. Journal of Nursing Administration, 43(4),
retaliation. Timeline
● Implement new iAspire modules by 221–228. doi: 10.1097/NNA.0b013e3182895a90
January, 2021
Magnet Designation
● Provides requirements for nursing excellence
resulting in:
○ Excellent patient outcomes
○ High level of nurse job satisfaction Data Collection
○ Low nurse turnover rate ● NDNQI survey (2018 & 2019)
● Meetings with the St. Mary’s Workplace
Violence Committee
 Poster References
Bambi, S., Foà, C., De Felippis, C., Lucchini, A., Guazzini, A., & Rasero, L. (2018). Workplace incivility, lateral
violence and bullying among nurses. A review about their prevalence and related factors. Acta Biomed for
Health Professionals, 89(6-S), 51–79. https://doi.org/10.23750/abm.v89i6-S.7461 [roxanne]

Buck-Hooper, T. (2018). Bullies in white: The reality of Incivility in nursing. International Journal of Studies in
Nursing, 3(1). doi: 10.20849/ijsn.v3i1.300 [kswanna]

Lynette, J., Echevarria, I., Sun, E., & Ryan, J.G. (2016). Incivility across the nursing continuum. Holistic Nursing
Practice; The Science of Health and Healing, 30 (5) 263-268. doi: 10.1097/HNP.0000000000000167 [christine]

Read, E., & Spence Laschinger, H. K. (2013). Correlates of new graduate nurses’ experiences of workplace
mistreatment. Journal of Nursing Administration, 43(4), 221–228. doi: 10.1097/NNA.0b013e3182895a90
[kayla]