Port Said Scientific Journal of Nursing Vol.9, No.

3, December 2022

Workplace Bullying among Nurses at Selected

Hospitals in Port-Said City

Aya Mohammed Nasr1, Sanaa Abd El-Azim Ibrahim2, Ghada Mosaad Mohamed3,
Rasha Ibrahem El-Sayed4

Assistant Lecturer of Nursing Administration Department Faculty of Nursing Port Said

University1, Professor of Nursing Administration Department Faculty of Nursing Port
Said University2, Lecturer of Nursing Administration Department Faculty of Nursing Port
Said University3, Assistant Professor of Nursing Administration Department Faculty of
Nursing Port Said University4

ABSTRACT
Background: Workplace bullying is a universal issue that has negative effects on
organizations, nurses, and patients as well; so, bullying should be handled effectively to
reduce or avoid its potential negative impacts. Aim: The current study aimed to assess
workplace bullying among nurses. Subjects and Method: Design: A descriptive design
was applied in this study. Settings: The study was conducted in two hospitals affiliated
to the Ministry of Health, now they are affiliated to the Universal Health Insurance in
Port-Said Governorate, namely: El-Salam and El-Zhour. Subjects :The study sample was
142 nurses. Tool of data collection: data were obtained through Negative Acts
Questionnaire-Revised (NAQ-R). Results: The results of the present study showed that
52.1% of the studied nurses were victims of work-related bullying and 40.8% of them
were victims of person-related bullying, otherwise 42.3% of them weren’t bullied through
physically threatening behavior. Conclusion: Based on the results of the present study, it
can be concluded that, more than one-third of the nurses were victims of workplace
bullying and there was no statistically significant difference between workplace bullying
and personal and job-related data. Recommendation: It was recommended to formulate
work processes that nourish positive systems, justice, and respect; develop a formal
procedure for reporting and investigating bullying, and develop a protocol for workplace
bullying management.

keywords: Bullying, nurses, workplace bullying.

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INTRODUCTION
Nowadays, the phenomenon of workplace bullying (WPB) is a matter of interest for
practitioners and researchers as well. Also, rising concern about the traumatizing impact
of workplace bullying has expanded due to the unfavorable consequence on the victim
(Fabber, 2018). The concern of workplace bullying originated in Scandinavia in the
1980s. Later, during the 1990s, the concept of bullying or mobbing at work found
resonance within considerable segments of European employees and academics as well.
Bullying was defined as is an interpersonal incident that develops from a moveable
interaction between at least two parties (Einarsen, Hoel, Zapf, & Cooper, 2011).
Additionally, Leymann (as cited in Matsson & Jordan, 2021) defined WPB as a hostile
and immoral communication, that is systematically directed by one or a few persons at
most towards one person who is pressured into a helpless and defenseless status; these
actions happen very frequently (at least once a week) and over a long interval (at least six
months of duration), this leads to significant psychological, psychosomatic, and social
suffering.
As indicated by Makarem, Tavitian-Elmadjian, Brome, Hamadeh, and Einarsen
(2018), workplace bullying can be person-related that compromise conducts related to the
target person, such as making insulting comments, extreme teasing, gossip or lies,
persistent judgment, intimidation, or warnings; or work-related bullying which contains
actions related to job tasks executed by the target person, as, giving unbelievable
deadlines or unmanageable workloads, too much supervision, or distributing senseless
tasks or no tasks. Similarly, Kwan, Tuckey, and Dollard (2020) categorized types of
WPB into work-related bullying and person-related bullying. Meanwhile, bullying among
nursing harms the individual nurse, work team, patient care, and consequently, the
healthcare organization as a whole (Albishi & Alsharqi, 2018).
According to Hsieh, Wang, and Ma (2019) bullied nurses are more potential to
suffer physical and mental health issues. As addressed by Perregrini (2019), bullying can
create more stress for nurses with a stressful work environment, lead to low satisfaction,
increased callouts on working days of the bully, depression, burnout, and turnover among
nurses. Also, intent to leave, and harmful emotional and physical effects are
consequences of workplace bullying (Parchment & Andrews, 2019). Additionally, nurse
shortage is likely to be exacerbated by bullying; a bullying culture leads to a poor nurse
work environment, increased risk to patients, decreased patient satisfaction, and greater
nurse turnover, which costs the average hospital (Edmonson & Zelonka, 2019).
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Moreover, bullying in the nursing profession is toxic to the health care climate (Berry,
Gillespie, Fisher, Gormley, & Hayes, 2016). Hence, a protected working environment is a
must for our nursing professionals for caring for their patients properly without
suspicious concerning exposure to bullying or harassment (White, 2018).

Significance of the study

One of the most prevailing psychological and physical work-related affairs in
healthcare organizations is WPB; it has destructive impacts on the bullied person and
healthcare facilities, quality of care, and patient safety as well (Obeidat, Qan’ir &
Turaani, 2018). Furthermore, Lewis‐Pierre, Anglade, Saber, Gattamorta, and Piehl (2019)
mentioned that the influence of WPB is multilevel; affecting patient safety and
satisfaction, nursing retention and satisfaction, and provoking poor patient outcomes.
Moreover, the American Nurses Association (ANA, 2017) reported that 50% of the
nursing profession in the United States exposed to bullying in the workplace. As regards
the prevalence of workplace bullying in the developing countries, ninety percent of the
Jordanian nurses were being bullied (Al-Ghabeesh & Qattom, 2019), in other studies in
Egypt, more than half of nurses exposed to workplace bullying in Zagazig (El-sayed,
2020), Damietta (Mosa, 2019), and Alexandria (Saad, 2018). Hence, healthcare leaders
must manage WPB effectively. So, this study aims to assess workplace bullying among
nurses at selected hospitals in Port-Said city.

AIM OF THE STUDY:

The current study aimed to assess workplace bullying among nurses.
Research objectives:
1. Assess workplace bullying among nurses in the study setting.
2. Determine the characteristics of the bullies.
3. Examine the relation between workplace bullying and personal and job-related data.
Research questions:
1. How prevalent is workplace bullying among nurses in the study setting?
2. What are the characteristics of the bullies?
3. Is there a relation between workplace bullying and personal and job-related data?

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SUBJECTS AND METHOD:

A descriptive research design was used for the current study.
Settings:
The study was carried out at two hospitals that were affiliated to the Ministry of
Health, now they are affiliated to the Universal Health Insurance in Port-Said
Governorate, namely: El-Salam Hospital and El-Zhour Hospital.

Subjects:
The subjects included nurses providing direct patient care who are working in the
study setting and worked for at least six months, using the following equation:
Sample size n = [DEFF*Np(1-p)] / [(d2/Z21-α/2*(N-1)+p*(1-p)]
The final sample size 162 nurses at confidence level 95 %; 16 of the nurses were
excluded to carry pilot study; so, only 146 nurses were included in the study. Four out of
(146) nursing managers refused to participate, only 142 nurses participated in the study

Tool of data collection:

One tool was used to collect data for this study.

Negative Acts Questionnaire-Revised (NAQ-R).

This tool was used to measure the exposure to bullying in the workplace that was
developed by Einarsen, Hoel, and Notelaers (2009), and the NAQ-R Arabic version was
developed and adopted from Makarem et al., (2018) after obtaining their acceptance. It
consists of two parts:
Part I: This part includes personal and job-related data, including hospital name,
gender, age, marital status, level of education, department name, years of experience in
nursing, years of experience in the present department, and mostly worked shift.
Part II: This part measures the exposure to bullying in the workplace; it consists of
31 items divided into three subscales. Work-related bullying consisted of seven items;
person-related bullying consisted of 12 items; physically threatening behavior consisted
of four items.
Moreover, a single-item measuring self-labelling of bullying victimization during the
last six months; provides the respondent with a formal definition of workplace bullying
on a five-point response category such as no; yes, but rarely; yes, now and then; and yes,
several times per week; yes, almost daily. This was followed by seven items that measure

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the experience of workplace bullying such as duration of experience, who the main
perpetrator were, etc.
The Arabic version of the tool was revised with the English version by the researcher
and a panel of experts and modified slightly; as the item 22 "threats of violence or
physical abuse or actual abuse" was divided into two items one for the "threats of
violence or physical abuse" and the other for the "actual violence or physical abuse". A
self-instruction questionnaire was utilized for data collection.

Scoring system:
Negative Acts Questionnaire-Revised (NAQ-R) items were scored 5, 4, 3, 2, and 1,
for the responses “daily”, “weekly”, “monthly”, “now and then”, and “never”,
respectively. Nurses with a score lower than 35 are not bullied, nurses with a score
between 35 and 47 may be considered as being bullied occasionally, and employees who
score 47 and above can be considered to be victims of workplace bullying or regularly
bullied (Notelaers & Einarsen, 2012).

Validity:
The validity of the Arabic version of the Negative Acts Questionnaire-Revised was
tested by the developers as the concurrent validity was assessed through examining
Pearson’s correlations between bullying symptoms of depression as measured by the
Arabic version of the Beck Depression Inventory-II (BDI-II) and overall satisfaction with
life as measured by the Arabic Satisfaction with Life Scale (SWLS); and it had good
concurrent validity as indicated by significant correlations (p< 0.05) (Makarem et al.,
2018). In addition, revision of the Arabic version of the Negative Acts Questionnaire-
Revised was ascertained by a panel of eleven nursing experts to ensure face and content
validity CVI was 0.95.

Reliability:
Cronbach's alpha coefficient was calculated to assess the reliability of the tool
through its internal consistency. The reliability of the Arabic version of the Negative Acts
Questionnaire-Revised was tested by the developers and it was 0.90 (Makarem et al.,
2018) and it was assessed by the researcher, and it was 0.97.

Pilot study:
A Pilot study was carried out on 16 nurses who represent 10 % of the total sample
from the studied hospitals of research work to test the applicability, feasibility, and
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objectivity of the study tool before starting data collection and estimate the needed time
to complete the questionnaire, and they were excluded from the original sample. The pilot
study was conducted for seven weeks, 10 - 15 minutes was the time needed to complete
the questionnaires by nurses.

Fieldwork:
The data were collected from nurses by the researcher after obtaining an official
agreement from the medical and nursing directors of the studied hospitals. The
questionnaire sheet was filled in by the nurses while they were on duty in the morning,
and afternoon shifts, and after the purpose of the study was explained. Data were
collected by the researcher five days per week in the morning shift and afternoon from 9
AM. to 8 PM, data were collected from two hospitals in parallel. A self-instruction
questionnaire was utilized to collect the data related to exposure to workplace bullying
using (NAQ-R). Data were collected from 27 January to 27 December 2020 with a pause
from 15 March to 12 July because of COVID-19.

Ethical considerations:
Approval was taken from the research ethics committee of faculty of nursing, port-
said university, and acceptance to use the NAQ-R from the authors of the questionnaire.
Also, informed consent was obtained from nurses to participate in the study after
explaining the purpose and the nature of the study. The studied nurses were informed that
their participation is voluntary, and they have the right to withdraw from the study at any
time. Ensuring the confidentiality of the information collected and anonymity is
guaranteed.

Statistical Design:
Data entry and statistical analysis were done using SPSS 20.0 statistical software
package. Data were presented using descriptive statistics in the form of frequency,
percentages for qualitative data; means, and standard deviations for quantitative data.
Categorical variables were compared using Chi-square test; Monte Carlo correction for
chi-square when more than 20% of the cells have expected count less than 5. In addition,
continuous variables were presented as mean ± SD (standard deviation) for parametric
data.

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RESULTS:
Study results reveal that nearly three-quarters of the studied nurses were females,
more than half of them under the age of 30 years old, and more than half of them were
single. Regarding the nursing educational level of the studied nurses, more than two-
thirds of them have a nursing technical institute as their basic education. Moreover, more
than a quarter of the studied nurses worked in the emergency room, more than one-third
of them had more than ten years' experience in nursing and more than half of them
worked in the current department for less than five years. Furthermore, more than one-
third of the studied nurses worked mostly in long day shift.

Table (1): portrays that more than half of the studied nurses (52.1%) were victims of
work-related bullying and more than one-third of them (40.8%) were victims of person-
related bullying. While only 42.3% of the studied nurses weren’t bullied through
physically threatening behavior. In relation to the overall exposure to workplace bullying,
42.3% of the studied nurses were victims of WPB, followed by 40.1% of them being
bullied occasionally.

Table (2): reflects that 45.1% of the studied nurses reported that they were exposed
daily to excessive monitoring of their work and 31% of them were being exposed daily to
an unmanageable workload. Moreover, more than half of the studied nurses (53.5%) were
from now and then being given tasks with unreasonable or impossible targets or
deadlines.

Table (3): clarifies that more than one-third of the studied nurses (42.3%) stated that
they were monthly exposed to persistent criticism of their work and effort followed by
41.5% of them reported that they monthly had key areas of responsibility removed or
replaced with more trivial or unpleasant tasks. While more than half of the studied nurses
(60.6%) mentioned that they experienced form now and then repeated reminders of their
errors or mistakes.

Table (4): highlights that more than one-third of the studied nurses mentioned that
they never experienced actual or threats of violence or physical abuse (47.9% & 45.8%
respectively). Meanwhile, 35.9% of the studied nurses reported that from now and then
they experienced being shouted at or being the target of spontaneous anger.

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Table (5): represents that the overall mean of the total number of bullies stated by
the studied nurses was (2.67 ± 3.41) with the highest mean score for the number of
female bullies (1.91 ± 2.35). While the lowest mean score for the number of male bullies
(0.86 ± 1.45).
Table (6): indicates that more than half of the studied nurses (54.2%) were bullied
by nursing colleagues. Furthermore, more than one-third of the studied nurses (35.9%)
were bullied by the hospital nurse director, followed by 31.0% of being bullied by the
head nurse of the unit.

Table (7): delineates that there was no statistically significant difference between
nurses’ exposure to workplace bullying and their personal and job-related data.

Table (1): Workplace bullying among the studied nurses in the studied settings (N=142).

Workplace bullying
Bullied Victims of
Workplace bullying domains Not bullied
occasionally WPB
No. % No. % No. %
Work-related bullying 28 19.7 40 28.2 74 52.1
Person-related bullying 30 21.1 54 38.0 58 40.8
Physically threatening behavior 60 42.3 28 19.7 54 38.0
Overall 25 17.6 57 40.1 60 42.3

Table (2): Work-related bullying among the studied nurses in the studied settings (N=142).

Never Now and then Monthly Weekly Daily

Work-related bullying
No. % No. % No. % No. % No. %
Someone withholding
information which affects 49 34.5 57 40.1 20 14.1 11 7.7 5 3.5
yourperformance
Being ordered to do work
below your level of 32 22.5 62 43.7 27 19.0 14 9.9 7 4.9
competence
Having your opinions and
views ignored
17 12.0 59 41.5 38 26.8 15 10.6 13 9.2
Being given tasks with
unreasonable or impossible 43 30.3 76 53.5 11 7.7 3 2.1 9 6.3
targets or deadlines
Excessive monitoring of your
work
20 14.1 49 34.5 6 4.2 3 2.1 64 45.1
Being exposed to an
unmanageable workload
10 7.0 27 19.0 25 17.6 36 25.4 44 31.0
Pressure not to claim
something which by right you
are entitled to (e.g. sick leave,
44 31.0 62 43.7 18 12.7 3 2.1 15 10.6
holiday entitlement)

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Table (3): Person-related bullying among the studied nurses in the studied settings (N=142).

Now and
Never Monthly Weekly Daily
Person-related then
bullying No. % No. % No. % No. % No. %
Being humiliated or
ridiculed in connection 42 29.6 72 50.7 13 9.2 6 4.2 9 6.3
with your work
Having key areas of
responsibility removed
or replaced with more 18 12.7 36 25.4 59 41.5 22 15.5 7 4.9
trivial or unpleasant
tasks
Spreading of gossip and
33 23.2 37 26.1 49 34.5 18 12.7 5 3.5
rumors about you
Being ignored or
excluded (being 'sent to 80 56.3 46 32.4 12 8.5 2 1.4 2 1.4
Coventry')
Having insulting or
offensive remarks made
about your person (i.e.
31 21.8 73 51.4 25 17.6 10 7.0 3 2.1
habits and background),
your attitudes or your
private life
Hints or signals from
others that you should 83 58.5 47 33.1 6 4.2 3 2.1 3 2.1
quit your job
Repeated reminders of
36 25.4 86 60.6 11 7.7 5 3.5 4 2.8
your errors or mistakes
Being ignored or facing
a hostile reaction when 84 59.2 42 29.6 8 5.6 6 4.2 2 1.4
you approach
Persistent criticism of
26 18.3 37 26.1 60 42.3 12 8.5 7 4.9
your work and effort
Practical jokes carried
out by people you don’t 85 59.9 46 32.4 4 2.8 5 3.5 2 1.4
get on with
Having allegations made
79 55.6 52 36.6 8 5.6 1 0.7 2 1.4
against you
Being the subject of
excessive teasing and 44 31.0 57 40.1 23 16.2 13 9.2 5 3.5
sarcasm

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Table (4): Physically threatening behavior among the studied nurses in the studied
settings (N=142).

Now and
Never Monthly Weekly Daily
Physically threatening then
behavior No. % No. % No. % No. % No. %
Being shouted at or
being the target of
63 44.4 51 35.9 20 14.1 3 2.1 5 3.5
spontaneous anger (or
rage)
Intimidating behavior
such as finger-pointing,
invasion of personal
60 42.3 43 30.3 25 17.6 11 7.7 3 2.1
space, shoving,
blocking/ barring the
way
Threats of violence or
65 45.8 39 27.5 25 17.6 10 7.0 3 2.1
physical abuse
Actual violence or
68 47.9 48 33.8 15 10.6 7 4.9 4 2.8
physical abuse

Table (5): Number of bullies according to the studied nurses over the last six months
(N=142).

Number of bullies Min – Max. Mean ± SD.

Number of male bullies 0.0 – 10.0 0.86 ± 1.45

Number of female bullies 0.0 – 20.0 1.91 ± 2.35
Total No of bullies 0.0 – 30.0 2.67 ± 3.41

Table (6): Who bullied the studied nurses. (N=142).

Bullied Not Bullied

Nurses bullied by:
No. % No. %
Hospital nurse director 51 35.9 65 45.8
Head nurse of the unit 44 31.0 71 50.0
Nursing colleagues 77 54.2 38 26.8
Hospital director 10 7.0 105 73.9
Hospital managing director 13 9.2 102 71.8
Medical director of the unit 13 9.2 101 71.1
Resident Doctor 0 0.0 114 80.3

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Table (7): Relation between nurses’ exposure to workplace bullying and their personal
and job-related data (N=142).
Negative Acts Questionnaire-Revised (NAQ-R)
Bullied Victims of
Not bullied
Personal and job-related data
N (N = 25)
occasionally WPB  p
(N = 55) (N = 62)
No. % No. % No. %
Hospital’s name
El-Salam 120 18 15.0 48 40.0 54 45.0
3.626 0.163
El-Zhour 22 7 31.8 7 31.8 8 36.4
Gender
Male 36 7 19.4 12 33.3 17 47.2
0.596 0.742
Female 106 18 17.0 43 40.6 45 42.5
Age
<30 74 13 17.6 32 43.2 29 39.2
30-40 45 7 15.6 13 28.9 25 55.6 4.191 0.381
>40 23 5 21.7 10 43.5 8 34.8
Marital status
Single 75 15 20.0 29 38.7 31 41.3
MC
Married 61 10 16.4 24 39.3 27 44.3 p=
2.815
widow 2 0 0.0 0 0.0 2 100.0 0.902
Divorced 4 0 0.0 2 50.0 2 50.0
Level of education
Nursing diploma 47 7 14.9 17 36.2 23 48.9
Nursing technical institute 65 15 23.1 27 41.5 23 35.4 4.494 0.343
Baccalaureate degree in nursing 30 3 10.0 11 36.7 16 53.3
Department name
Medical 12 4 33.3 3 25.0 5 41.7
Surgical 14 4 28.6 5 35.7 5 35.7
ICU 27 4 14.8 13 48.1 10 37.0
MC
OR 15 4 26.7 7 46.7 4 26.7 p=
14.914
Emergency 37 6 16.2 13 35.1 18 48.6 0.348
NICU 23 1 4.3 9 39.1 13 56.5
Burn 4 0 0.0 0 0.0 4 100.0
PICU 10 2 20.0 5 50.0 3 30.0
Years of experience in nursing
<5 53 8 15.1 23 43.4 22 41.5
5-10 35 6 17.1 13 37.1 16 45.7 1.022 0.906
>10 54 11 20.4 19 35.2 24 44.4
Years of experience in the present
department
<5 83 15 18.1 38 45.8 30 36.1
5-10 34 5 14.7 10 29.4 19 55.9 5.461 0.243
>10 25 5 20.0 7 28.0 13 52.0
Mostly worked shift
Morning 37 5 13.5 17 45.9 15 40.5
MC
Afternoon 9 3 33.3 2 22.2 4 44.4 p=
4.370
Night 29 7 24.1 11 37.9 11 37.9 0.634
Long-day 67 10 14.9 25 37.3 32 47.8
: Chi square test
MC: Monte Carlo for Chi-square test (more than 20% of the cells have expected count less than 5)

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DISCUSSION
Regarding workplace bullying, the findings of the present study revealed that more
than one-third of the studied nurses were victims of workplace bullying. This finding
might be attributed to the fact that the hospital's culture didn't adopt zero-tolerance of
bullying in addition; there is neither a policy against workplace bullying nor regular
training as proactive measures to minimize bullying in the workplace. This finding is
parallel to those of El-sayed (2020), in a study in Zagazig University, concluded that the
majority of the studied nurses were exposed to bullying.

According to the results, more than half of the studied nurses were work-related
bullying victims with daily exposure to excessive monitoring of their work and an
unmanageable workload. The possible explanation is that the redesign of the hospital
system accompanied by the application of the Universal Health Insurance that expose all
healthcare givers specially nurses to unmanageable workload and excessive monitoring
of their work through the continues controlling visits from the representatives of the
Universal Health Insurance and the hospital administration and committees within the
hospitals as well. Moreover, this finding was in accordance Ko et al., (2020) who studied
484 nurses from a large medical center in southern Taiwan and concluded that work-
related bullying had the highest score and explain this as nursing as a profession is
usually encountered heavily workload and extended work hours without equitable
payment.

The current study found, more than one-third of studied nurses were victims of
person-related bullying. This finding could be related to, increased workload and
ineffective communication between nurses and managers as more than one-third of
nurses stated that they were monthly exposed to persistent criticism of their work and
effort and more than half of them experienced form now and then to repeated reminders
of their errors. Similar findings were reported by Roy and Khan (2020) who conducted a
study among 183 nurses in Bangladesh and concluded that most of the nurses were
exposed to person-related bullying in the form of repeated reminders of mistakes and
being ignored; and explained this as nurses usually face scarcity of resources, more
complex cases, increased nursing shortage, and work stressors.

In the present study, more than one-third of studied nurses weren’t bullied through
physically threatening behavior as the least reported type of bullying. This might be

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interpreted by; the new redesign of hospitals each unit is provided with security members
for guarding the security which in turn might have an effect. In the same regard, Obeidat,
Qan’ir, and Turaani (2018) conducted a study among 269 registered nurses in Jordan and
mentioned that physically threatening behavior was the lowest stated type of bullying.

Concerning bullies’ characteristics, the present study findings indicated the highest
mean score for the number of female bullies; the highest percent of the studied nurses
were bullied by nursing colleagues, followed by the hospital nurse director then the head
nurse of the unit. This finding was consistent with Chatziioannidis, Bascialla,
Chatzivalsama, Vouzas, and Mitsiakos (2018) who made a study to measure workplace
bullying in 17 hospitals in Greece and reclaimed that the majority of the bullies were
female, supervisor and senior colleagues. This was the same view of Al-Ghabeesh and
Qattom (2019) studied nurses in Jordan and highlighted that the bullies were colleague
nurses, but on the contrary, they found that the main bullies were male. In contrast with
the previous finding, Hassan and Hassan (2021) who conducted a study for assessing
bullying among 61 nurses who worked in Port Said and reported that the bullies were
both male and female.

As regarding relation between nurses’ exposure to workplace bullying and their

personal and job-related data, the assessment of the present study showed no significant
differences between workplace bullying and personal and job-related data (gender, age,
marital status, educational level, department, years of experience in nursing and in the
present department, and mostly worked shift). This might be because all nurses were
exposed to the same changes in the hospital system accompanied by the application of the
Universal Health Insurance. This result finding was supported by Hepburn, Daniel, and
Onuoha (2020) who studied nurses’ bullying experiences among all the registered nurses
in the Island hospital and claimed that there was no significant relationship between the
nurses’ demographics and their experience of bullying. In disagreement with this finding,
Homayuni, Hosseini, Aghamolaei, and Shahini (2021) studied 329 nurses who worked in
both public and private hospitals in Iran and reported that there was a significant
relationship between nurses’ exposure to workplace bullying and their gender and
different departments they worked in.

In addition, the study results highlighted that the studied nurses worked in El-Salam
hospital who were victims of WPB were more than the others worked in el-Zhour

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hospital this could be due to the nature of El-Salam hospital as a bigger hospital with
diversity in departments & specializations and also more staff that cause more workload
and more work-related stressors. Also, the percentage of male victims of WPB was
higher than females, this might be explained as the male nurses are a minority in both
hospitals and our culture is to be more dependent on males than females so they might
experience more workload. Regarding marital status, the highest percent of nurse victims
of WPB were the widow and divorced nurses because they are vulnerable groups who are
at high risk of victimization in our social culture.

Moreover, nurses with a bachelor's degree were the higher percentage of being
victims of WPB as they are supposed to be the more educational qualified nurses so they
were exposed to more workload also they might be exposed to annoyance form the older
nurses with less educational qualifications as they might see them as threatening to their
positions. Nurses who worked in burn NICU emergency departments were the higher
percentage of being victims of WPB this could be explained as these are critical
departments with more work stressors and workload. Concerning mostly worked shifts,
nurses who worked long-day shift were the highest percentage of victims of WPB
because they worked more hours which expose them to more stressors.

CONCLUSION:
Based on the findings of the present study, it was concluded that more than one-third
of the nurses were victims of WPB. Meanwhile, work-related bullying had the highest
score of bullying types followed by person-related bullying followed by physically
threatening behavior as the lowest type of bullying. Besides, half of the studied nurses
were bullied by nursing colleagues and were bullied most by female bullies. Finally, there
was no statistically significant difference between workplace bullying and personal and
job-related data.

RECOMMENDATIONS:
For Hospital Administrators:
 Develop a formal procedure for reporting and investigating bullying.
For Nurse Managers:
 Create defined roles and responsibilities with a balanced workload.
 Formulate work processes that nourish positive systems, justice, and respect.
 Develop a work environment that permits trial and error without persistent criticism.
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For Nurses:
 Report bullying incidents as a victim or witness.
For Nursing Faculties:
 Integrate workplace bullying concept into undergraduate and postgraduate
nursing curricula.
For Further Studies:
 Further research is necessary to develop and disseminate protocol for workplace
bullying management.

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Saad, K. R. (2018). Workplace bullying and harassment among nurses in the

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‫التٌور في هكاى العول بيي الوورضيي في الوستشفياث الوختارة بوذيٌت بورسعيذ‬

‫م‪.‬م آيه دمحم ًصر هحوود‪ ,‬ا‪.‬د‪ .‬سٌاء عبذ العظين ابراهين‪ ,‬د‪ .‬غادة هسـعـذ هـحـوـذ الـغبـور‪ ,‬ا‪.‬م‪.‬د‪ .‬رشا ابراهين السيذ‬
‫عٌاًى‬
‫يذسس يساعذ اداسة انخًشٌض ــ كهٍت انخًشٌض ــ خايعت بٕسسعٍذ‪ ،‬اسخار اداسة انخًشٌض ــ كهٍت انخًشٌض ــ خايعت‬
‫بٕسسعٍذ‪ ،‬يذسس اداسة انخًشٌض ــ كهٍت انخًشٌض ــ خايعت بٕسسعٍذ‪ ،‬اسخار يساعذ اداسة انخًشٌض ــ كهٍت انخًشٌض‬
‫ــ خايعت بٕسسعٍذ‬

‫الخالصت‬
‫الخلفيت‪ٌ :‬عخبش انخًُش فً يكاٌ انعًم لضٍت عانًٍت نٓا آثاس سهبٍت عهى انًؤسساث ٔانًًشضٍٍ ٔانًشضى أٌضًا؛‬
‫نزنك‪ٌ ،‬دب انخعايم يع انخًُش بشكم فعال نخمهٍم أٔ حدُب آثاسِ انسهبٍت انًحخًهت‪ .‬صًًج ْزِ انذساست انٕصفٍت نخمٍٍى‬
‫انخًُش فً يكاٌ انعًم بٍٍ انًًشضٍٍ فً انًسخشفٍاث انًخخاسة بًذٌُت بٕسسعٍذ‪ٔ .‬لذ أخشٌج ْزِ انذساست عهى ‪241‬‬
‫يٍ انًًشضٍٍ بًسخشفٍخاٌ حابعخاٌ نٕصاسة انصحت ٔاٌَ حخضعاٌ نهخأيٍٍ انصحً انشايم بًحافظت بٕسسعٍذ‪ .‬حى‬
‫خًع انبٍاَاث يٍ خالل اسخبٍاٌ االفعال انسهبٍت‪-‬انًُمح‪ .‬أظٓشث َخائح انذساست أٌ ‪ ٪11.2‬يٍ انًًشضٍٍ كإَا ضحاٌا‬
‫نهخًُش انًشحبط بانعًم ٔ ‪ ٪4..4‬يُٓى كإَا ضحاٌا نهخًُش انًشحبط بانشخص‪ ،‬بًٍُا ‪ ٪41.4‬يُٓى نى ٌخعشضٕا نهخًُش‬
‫انًشحبط بانخٓذٌذ باإلٌزاء اندسذي‪ .‬بُا ًء عهى َخائح انذساست انحانٍت‪ًٌ .‬كٍ االسخُخاج أٌ أكثش يٍ ثهث انًًشضٍٍ كإَا‬
‫ضحاٌا نهخًُش فً يكاٌ انعًم‪ ،‬عالٔة عهى رنك‪ ،‬فئَّ ال ٌٕخذ فشق رٔ دالنت إحصائٍت بٍٍ انخًُش فً يكاٌ انعًم‬
‫ٔانبٍاَاث انشخصٍت ٔانًخعهمت بانعًم‪ٔ .‬أٔصج َخائح انذساست صٍاغت إخشاءاث انعًم انخً حغزي انُظى اإلٌدابٍت‬
‫ٔانعذانت ٔاالحخشاو‪ٔ ،‬حطٌٕش إخشاءاث سسًٍت نإلبالغ عٍ انخًُش ٔانخحمٍك فٍّ‪ٔ ،‬حصًٍى بشٔحٕكٕل إداسة انخًُش فً‬
‫يكاٌ انعًم‪.‬‬

‫الكلواث الورشذة ‪ :‬انخًُش‪ ،‬انًًشضٍٍ‪ ،‬انخًُش فً يكاٌ انعًم‪.‬‬

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