Screening for and treating intimate partner violence in the workplace.

The WHO has declared that violence is a leading worldwide public health problem with intimate partner violence one of the most common forms of violence against women (2002). Health care providers are frequently among the first to see victims of intimate partner violence and must strive to provide appropriate and effective care to abused women. Violence by intimate partners can be prevented. Occupational health nurses have a unique opportunity to intervene with abused women. Routine screening for intimate partner violence increases the likelihood of violence identification, leading to early intervention that may prevent trauma and injury. Occupational health nurses can foster a caring and confidential workplace where abused women feel safe to disclose the violence in their lives and trust that the nurse will provide treatment. A safe and healthy workplace, where abused women feel comfortable disclosing intimate partner violence and seeking treatment may also protect coworkers from the stress and violence that may potentially affect them. Occupational health nurses need to add screening for and treatment of intimate partner violence to their current health promotion and prevention activities to benefit all employees.     

Domestic violence screening and treatment in the workplace.

The purpose of this study was to survey occupational health nurses about their perceived ability to screen for and treat domestic violence in the workplace. Occupational health nurses providing direct care or case management anonymously responded to the mailed Occupational Health Nurses' Survey on Screening for Domestic Violence in the Workplace. Findings indicate that occupational health nurses consider domestic violence screening and treatment to be components of their nursing role, but do not believe they have adequate training to competently care for workers who have experienced domestic violence. The occupational health nurses also did not believe policies existed in their workplace to assist them in treating these workers. Findings from this study can be used as the foundation for domestic violence education, policy development, and intervention research.     

The meaning of occupational health among human resources professionals--a qualitative study.

The study findings provide clear rationale for employing occupational health nurses as specialists in understanding occupational health, particularly in the areas of information seeking (e.g., identifying health resources and best practices) and illness or disability management (e.g., managing complex cases and addressing psychosocial factors). Occupational health nurses can assist human resources professionals to direct their energies to administrative and cultural features within their organizations that impact the health of employees and that clearly fall within their realm of expertise (e.g., working to create a workplace climate of genuine concern for employees). Occupational health nurses can provide aggregate information on the health of the work force to strategically encourage, direct, and harness employer investments in workplace health. Finding ways to translate and communicate workplace health information so it is accessible and useable by employers to direct decision making is a key role for occupational health nurses.     

Workplace violence in long haul trucking: occupational health nursing update.

Almost 2 million workdays and millions of dollars are lost annually because of non-fatal assaults suffered at the workplace (NIOSH, 1996). Twenty workers, on average, are murdered each week in the United States and an estimated 18,000 workers per week are victims of non-fatal assault (NIOSH, 2001). Violence and stress are two interrelated issues that affect the work force. In-depth studies of these issues have not been conducted with long haul truckers in general, or with women in non-traditional, male dominated fields such as the long haul trucking industry. Epidemiological data related to violence and stress experienced by these under-studied populations are needed to plan effective interventions to reduce occupational risks. Studies employing both qualitative and quantitative methods are needed to articulate risk and protective factors related to violence against workers (Runyan, 2001). Occupational health nurses are qualified to participate in the development and implementation of research and intervention studies to improve worker safety related to violence at the workplace for men and women in both traditional and non-traditional occupational roles.     

School violence: an insider view

PURPOSE: To discover what teachers perceive to be contributing factors to violence in schools. STUDY DESIGN AND METHODS: Open-ended questions were asked of a convenience sample of teachers ( = 396) during an in-service education program on school violence. The teachers were in a semi-rural school district in a Mid-Atlantic state. Answers were analyzed using content analysis; all responses were reviewed and important themes were extracted. Identified themes were then placed into suitable categories and studied to determine relationships. RESULTS: Of the surveys analyzed ( = 239), 13 themes were identified. The three categories which then identified probable causes of school violence were (1) lack of knowledge, (2) lack of support, and (3) inadequate safety measures. CLINICAL IMPLICATIONS: Nurses can use the results of this study in multiple ways. One is to help parents understand their role in preventing school violence. Because violence in the home and violence in the media seem to foster violent acting-out behavior, nurses can teach parents about these correlations and seek solutions such as the elimination of family violence, and monitoring television viewing and video games. Nursing assessments of school-aged children and their families can include these elements. School nurses in particular can use these study results as an opportunity to develop interventions for students, teachers, and families that stress knowledge building about impulse control, anger management, appropriate parenting, and early intervention for at-risk children.     

Ensuring nurses' safety in violent workplaces.

Occupational and environmental health nurses can play a critical role in encouraging nurses to report workplace violence. By empowering nurses to be assertive, they may stop violent behavior.     

精神科护士遭受工作场所暴力的相关因素分析

目的 探讨精神科护士遭受工作场所暴力的相关因素,以减少精神科护士遭受工作场所暴力的频度,保护护士的心理健康,减轻护士的心理压力。方法 选取2018年4月-2019年4月广州某精神病院不同病区的120名护士作为研究对象,采用一般资料调查问卷、工作场所暴力频度测定量表对其进行问卷调查。结果 精神科护士的性别、年龄、工作年限、职务、聘用形式、工作病区、防暴技能是其遭受工作场所暴力的独立影响因素。结论 应针对精神科护士遭受工作场所暴力的因素采取针对性的措施,提高精神科护士对暴力事件的应对能力。     

The effectiveness of a training program for emergency department nurses in managing violent situations

An Australian Institute of Criminology report (1999) highlighted the health industry as the most violent industry in Australia with registered nurses recording the second highest number of violence-related workers compensation claims, ranking higher than prison and police officers. Workplace violence has become such a common phenomenon that many nurses accept it as a part of nursing. Nurses employed in emergency departments (EDs) are considered to be especially vulnerable to workplace violence. Although there have been a number of studies reporting on the incidence of workplace violence and its consequences upon nurses, to date there have been no empirical studies that have evaluated interventions which are thought to reduce its occurrence and impact. This study investigated the effectiveness of a one-day training program in which ED nurses participated. In particular, their knowledge, skills and attitudes relating to management of workplace violence were examined. Results show that a training program has many positive outcomes which enhance nurses' ability to manage aggressive behaviours. With some basic training, ED nurses can be more prepared to manage violent and potentially violent situations, and by doing so may in fact reduce the incidence of aggression in their workplace by 50%. This has largely been achieved by raising the awareness of ED nurses to the nature of the problem, developing their knowledge and skills in managing aggressive behaviour, and improving their attitudes toward potentially violent patients.     

急诊护士遭受工作场所暴力后对工作倦怠的影响

目的探讨急诊护士工作倦怠与遭受工作场所暴力之间的关系,为采取干预措施提供依据。方法采用护士职业倦怠调查表及遭受工作场所暴力情况问卷,对北京市4家三级甲等医院的166名护士进行调查。结果急诊护士遭受暴力组在情绪衰竭、去人格化、个人成就感丧失的维度得分高于未遭受暴力组,2组个人成就感丧失比较差异有统计学意义（P〈0．05）,而情绪衰竭、去人格化比较差异无统计学意义（P〉0．05）。躯体冲突严重影响了护士的心理健康（P〈0．01）。结论工作场所暴力事件可以导致急诊护士工作倦怠的产生,对护士造成严重的心理伤害,应采取有效预防措施控制工作场所暴力的发生,减少护士对工作及患者的倦怠不满,确保护士的心理健康。     

Transition from the Afghanistan and Iraqi battlefields to home: an overview of selected war wounds and the federal agencies assisting soldiers regain their health

Occupational health nurses are encountering veterans in the workplace who have served one or more tours of duty in Afghanistan or Iraq. Soldiers making the transition from combat to civilian life may have physical and mental injuries from war. Occupational health nurses who recognize the unique nature of these injuries and are knowledgeable about resources for meeting veterans' needs will be instrumental in facilitating their return to civilian life.     

Incidence,Type, Related Factors,and Effect of Workplace Violence on Mental Health Nurses: A Cross-sectional Survey

OBJECTIVE

Workplace violence and its impact on mental health nurses have yet to be thoroughly explored in China. This study aims to investigate the incidence, type, related factors, and effects of workplace violence on mental health nurses as well as identifying coping strategies.

Mental health issues in the workplace: maintaining a productive work force.

Occupational health nurses must intervene early and validate the conditions and experiences of employees with psychiatric disabilities. Occupational health nurses must ensure employees are receiving appropriate treatment. They must be aware of and prepared to mitigate iatrogenic influences. Occupational health nurses can facilitate resolution of workplace conflicts and issues regarding changing supervisors or departments. They can also facilitate return to work by establishing clear restrictions and coordinating accommodations. compassionate and supportive, yet assertive, approach is key to managing mental health disability. It will, in most cases, facilitate successful return to full-time work.     

Cooperation between parents and school nurses in primary schools: parents' perceptions

Introduction: Cooperation between pupils’ parents and school nurses is an important part of health promotion in primary schools. Developing frank and trusting relationships contributes to easy and uninhibited cooperation. Cooperation between parents and school nurses has not been widely researched internationally. Aims: This article reports on parents’ views on cooperation with school nurses in primary schools. The study aims at contributing to school nurses’ work so that instead of focusing only on the children, family nursing approaches could be improved. Methods: Nineteen parents from 13 families from southern Finland were interviewed for the study in 2004. The data were analysed by grounded theory and the constant comparative method was utilized. Findings: Six concepts describing parents’ views on cooperation were generated on the basis of the data. Cooperation consists of supporting the child’s well‐being. School nurses take children’s and parents’ concerns seriously and intervene effectively if the child’s health is threatened. School nurses’ expertise is not very visible within school communities. Hoping to receive information and desiring parental involvement are important concepts of cooperation with the school nurse. The child’s family is not sufficiently known or taken holistically into consideration when the child’s health is promoted. Parents are the initiators of cooperation within school health care and parents describe this by the concept of one‐sided communication. Conclusions: Parents do not know about school nurses’ work and school health services. They would like to be more involved in school nursing activities. When developing children’s health services, parents’ expertise in their children’s well‐being should be paid more attention. This study enhances the knowledge of family nursing by describing Finnish parents’ perceptions of cooperation with school nurses. The findings facilitate the understanding of cooperation in school health services.     

医院工作场所暴力与护士心理健康的相关性研究

目的调查护士在医院工作场所遭受暴力的情况,探讨医院工作场所暴力对护士心理健康的影响。方法运用整群抽样的方法,调查遭受深圳市3家综合性医院工作至少1年的护士932名。运用医院工作场所暴力调查表和症状自评量表（SCL-90）调查医院工作场所暴力发生的情况和护士心理健康水平。结果医院工作场所暴力总体发生率为64．3％,其中心理暴力为86．0％、身体暴力为20．9％和性暴力为11．5％。遭受医院工作场所暴力组护士的心理健康总体水平为61．0／64．0分高于未遭受医院工作场所暴力组的护士29．0／40．0分,差异具有统计学意义（Z=-9．734,P〈0．01）;遭受医院工作场所暴力的护士在心理健康9个维度方面得分均高于未遭受暴力的护士,差异有统计学意义（P〈0．01）;护士遭受医院暴力的发生频次越多,其心理健康总体水平得分越高,差异具有统计学意义（P〈0．01）。护士遭受心理暴力的发生频次与心理健康总体水平及各维度得分比较,差异有统计学意义（P〈0．01）;护士遭受身体暴力及性暴力的发生频次与心理健康总体水平及各维度得分比较,差异无统计学意义（P〉0．05）。结论目前护士遭受医院工作场所暴力的总体发生率较高;遭受医院工作场所暴力组护士的心理健康水平较未遭受医院工作场所暴力组的护士低;护士遭受医院暴力的发生频次越多,其心理健康水平越低。     

Identifying the mental health needs of preschool children.

The city of Chicago offers publicly funded preschool education to 20,000 3- and 4-year-olds through its State Pre-Kindergarten program. The students attend some 300 schools, and their health needs are monitored by 11 nurses and 8 aides. In the last several years, the nursing coordinator recognized the need to improve the mental health assessment skills of the school nurses. To that end, a relationship was developed with a child psychiatric nurse who had expertise in assessing young children's behaviors, particularly in the context of the classroom milieu. The collaboration of the school nurse and mental health nurse-consultant was structured as one-on-one sessions, each focusing on a particular child. A case is presented to illustrate the assessment method and accompanying suggestions for early intervention strategies. The case also points out how school nurses can structure assessments of at-risk children that lead to classroom-based interventions.     

Migraine disorder: workplace implications and solutions.

Migraine disorder is disabling, costly, underdiagnosed, and undertreated. It affects employees' quality of life and ability to work or attend school, potentially decreasing their earning ability. Migraine disorder impacts the workplace substantially through absenteeism and presenteeism and increases health care costs. Although research on migraine disorder is expansive, no systematic research tool or design exists within population studies. This may account for the different prevalence rates seen, especially in African studies, which rely on verbal interviews instead of mail or telephone surveys. Women have a higher prevalence rate throughout the research, but they seek help more often than men. This may contribute to their higher rates, although hormones also play a role. Occupational health nurses can affect the outcome of migraine disorder for employees and employers. They can assist in identifying those employees with migraine disorder who are not diagnosed, those who have not investigated the various available medications, or the lifestyle changes that would decrease the intensity and frequency of migraine attacks. Research is needed to quantify the cost savings of workplace intervention in identifying employees with migraine disorder and its effect on absenteeism, presenteeism, and health care use. Occupational health nurses can determine the effectiveness of education by measuring motivation, lifestyle changes, and workplace modification against the intensity and frequency of migraine attacks. This, in turn, will yield measurable results in reducing absenteeism and presenteeism in the workplace. Occupational health nurses can spread this information through employees to their families. As more undiagnosed and undertreated individuals with migraine become educated and pursue diagnosis, treatment, and lifestyle changes, a measurable decrease in health care use and costs may occur. The economic impact of migraine disorder, in terms of workplace absenteeism and presenteeism and increased health care use by employees, continues to be of great concern. This impact may motivate employers to support workplace interventions that educate, screen, and refer migraineurs to appropriate care. Employers may also be motivated to request that a managed care model for migraine be included in health and welfare programs, which would allow for assignment of a nurse case manager with automatic referral to a neurologist. The workplace is an ideal environment for identifying and referring migraine sufferers who only self-treat for symptoms. Prompt and effective treatment, in and out of the workplace, will decrease the frequency and intensity of migraine attacks and increase the quality of life.     

Workplace violence: a primer for critical care nurses

This review illustrates the various types of workplace violence nurses can encounter in critical care settings. Lack of a clear definition of workplace violence impedes research on the topic; however, the typology offered by the UIIPRC provides a framework to guide further studies of physical and nonphysical workplace violence. Further investigation of individual and organizational factors will assist nurses and agencies in identifying effective methods to manage, prevent, educate, and respond to each type of workplace violence. Fear, burnout, anxiety, depression, and acute and posttraumatic stress disorders are some of the sequelae that can occur after an incident of workplace violence. Debriefing strategies should be a fundamental component of workplace violence policies to prevent the development of longterm consequences. Additional research is needed on all types of workplace violence, as well as research addressing the needs of specialized setting, such as critical care unit. Critical care nurses have valuable insights regarding the risks they face on their units and should be part of a multidisciplinary team developing policies and workplace violence prevention and education programs.     

门诊护士工作场所暴力调查与分析

目的了解门诊护士遭受医院工作场所暴力情况及其心理健康状态。方法采用自设调查问卷和症状自评量表对106名门诊护士遭受工作场所暴力及其心理健康状况进行调查。结果76．42％的门诊护士在过去一年中遭受过工作场所暴力;门诊护士的心理健康状况在各方面症状评分均高于常模（P〈0．01）;遭受工作场所暴力的门诊护士心理状况更差（P〈0．01）。结论门诊护士遭受工作场所暴力的问题较为严重,应加强法律法规、应对工作场所暴力的培训及心理疏导,以有效防范医院工作场所暴力的发生,维护门诊护士的身心健康。     

Smoking cessation programs in the workplace. Review and recommendations for occupational health nurses

The worksite offers occupational health nurses unique opportunities to assist workers in their smoking cessation efforts. For nurses to be effective in this endeavor, they must be knowledgeable about the various quit smoking strategies that have met with some success. Based on the review of the research, there is no "magic bullet" to offer smokers who want to quit. Occupational health nurses have an opportunity, therefore, to use multiple approaches and design programs to fit the specific needs of the smokers in their practice. Published reports of nurses' involvement in workplace smoking cessation programs are sparse. It is crucial that occupational health nurses spearhead smoking cessation efforts at the workplace and communicate the results of these enterprises.     

Coordinated school health

Whether or not connected with a school, all pediatric nurses can consider what roles to play in improving student's health and advancing CSH programs. Some hospitals are adopting schools or classes as part of their public relations efforts. Others are sponsoring in-school clinics. For nurses working in health care agencies, lending expertise on specific topics or serving as a liaison to schools is invaluable. Equally important is educating school administrators, school board members, and parents as to the role good health plays in children's academic achievement.