Ethnicity and exposure to workplace violence for hospital-based and community nurses

由于NHS正遭受有史以来最严重的人员危机，许多非英国的研究发现，招聘和留住员工的一个关键有害因素是工作场所暴力[1，2]。这一问题与护士特别相关，他们面临着工作场所暴力的最大风险[3，4]，也是最短缺的工作人员群体之一，目前NHS有40,000个职位空缺。在英国，14%的NHS工作人员受到患者、亲属或公众的身体暴力[5]。然而，我们不知道的是，不同种族群体的暴力发生率是如何变化的。随着伦敦犯罪率的上升和医院日益不堪重负，护士们在治疗来自自己社区的暴力受害者或肇事者方面面临着额外的挑战。在个人层面上，工作场所暴力可导致抑郁和焦虑、缺勤、失去与同事的良好工作关系以及逃避工作场所[7-11]。这反过来又导致招聘和留住不佳，特别是在急诊护理、危重护理和精神健康等难以留住有经验护士的专业领域。本项目旨在了解工作场所暴力的性质和对不同种族医院和社区护士身心健康的影响，以及报告这些事件的障碍，对改善护理学生的招聘、工作表现和合格护士的留住具有重要意义。该项目与NHS英格兰劳动力种族平等标准(WRES)合作，并建立在惠康信托资助的处理医疗服务中的不平等和歧视经历(DEDS)研究的基础上，该研究调查患者和医疗从业者经历的歧视如何产生并延续医疗服务使用中的不平等。该项目采用混合方法设计来分析潮汐数据，并对同意重新联系的人进行跟踪，其目的是：从背景、类型、频率、严重性和施暴者等方面探讨在工作场所内外目睹或经历各种族裔群体的暴力行为(研究1)。考察工作场所暴力对身心健康、工作满意度、工作表现和留在职场的意向的影响，以及不同种族之间的差异(研究2)。探讨报告暴力事件的程序，以及报告的障碍和促进者是什么(研究3)。

As the NHS is suffering its worst ever staffing crisis, a number of non-UK studies have found that a key detrimental factor in recruitment and retention is workplace violence [1, 2]. This issue is particularly pertinent for nurses, who are at greatest risk of workplace violence [3, 4] and are also one of the staff groups in the shortest supply with 40,000 vacancies currently in the NHS. 14% of NHS staff in England are exposed to physical violence from patients, relatives or members of the public [5]. What we don't know, however, is how rates of violence vary across ethnic groups. With rising crime rates in London [6] and increasingly overburdened hospitals, nurses face additional challenges of treating victims or perpetrators of violence from their own communities. At an individual level, workplace violence can lead to depression and anxiety, absence from work, loss of good working relationships with colleagues and avoidance of the workplace [7-11]. This, in turn, contributes to poor recruitment and retention, particularly in specialised areas which struggle to retain experienced nurses, such as emergency care, critical care and mental health. This project aims to understand the nature and impact of workplace violence on the mental and physical health of hospital-based and community nurses across ethnic groups, and the barriers to reporting these incidents, with implications for improving the recruitment of nursing students, work performance, and retention of qualified nurses. The project partners with NHS England Workforce Race Equality Standard (WRES) and builds on the Wellcome Trust funded Tackling Inequalities and Discrimination Experiences in health Services (TIDES) study, which investigates how discrimination experienced by both patients and healthcare practitioners may generate and perpetuate inequalities in health service use. Using a mixed-methods design to analyse TIDES data and follow up those who consented to be re-contacted, this project aims to: Explore witnessing or experiencing violence across ethnic groups both in and outside the workplace in terms of context, type, frequency, severity and perpetrator (Study 1). Examine the impact of workplace violence on mental and physical health, job satisfaction, work performance, and intention to stay in the profession and how it varies across ethnic groups (Study 2). Explore what procedures are in place for reporting violent incidents and what are the barriers and facilitators to reporting (Study 3).