Ministry of Health and Long Term Care
Predictors and Outcomes of New Graduate Experiences of Bullying in the Workplace within the First Two Years of Practice
Principal Investigator:
Dr. Heather K Spence Laschinger, The University of Western Ontario
Funded By: Ministry of Health and Long Term Care: Nursing Research Fund
2010 to 2013
Purpose:
The major focus of this research is to examine predictors and outcomes of new graduates’ experiences of these subtle forms of workplace violence in hospital work settings to estimate the prevalence of workplace bullying and to determine the extent to which it is a problem in Ontario hospitals. The theoretical framework for the study is derived from a model of new graduate transition proposed by Scott, Engelke and Swanson (2008) that specifies the quality of workplace relationships as a key component of successful transition.
The primary research objectives are:
- To document the prevalence and types of new graduates’ experiences of workplace bullying in Ontario hospital settings.
- To examine the extent to which workplace characteristics (authentic leadership and supportive professional practice environments) and personal psychological resources mitigate the effects of workplace bullying and burnout and result in higher levels of health and wellbeing, career satisfaction, and lower turnover intentions of new graduate nurses’ in Ontario hospital settings.
- To understand the longer term effects of bullying experiences on new graduate nurses’ health and well-being and career satisfaction, and turnover by studying changes over a one year time frame (within the first two years of practice).
- To provide data to document the extent of workplace bullying in current nursing workplaces that could inform policy development and workplace interventions to prevent negative and counterproductive workplace behaviour.
- To obtain qualitative data to gain a deeper understanding of the unique worklife experiences of novice nurses in their early careers as RN’s.
- To share results with stakeholders and gain their interpretations and recommendations for policy development in an interactive research transfer forum.
- To prepare a report of the study findings and a set of policy recommendations to be shared with LHIN’s and other relevant stakeholders in the province.
Methods:
A sample of all new graduate nurses presently working in Ontario hospitals (estimated n=3500 based on the College of Nurses’ of Ontario (CNO) 2009 data) will be obtained from the CNO’s registry list and invited to participate in this study at two points of time (1 year apart). The sample will be drawn in February 2011, when the majority of registrations have been updated in the province. We will request all practicing RNs that have graduated since January 2010. This should allow us to gain the most accurate sample of newly graduated RNs to track within their first two years of practice.
A longitudinal survey design will be used to examine relationships among the study variables over time. Nurses will receive a mail survey that includes a letter explaining the study, a questionnaire, a stamped researcher-addressed envelope to return the questionnaire, and a coffee voucher as a token of appreciation for their time. A modified version of the Tailored Design Method techniques for increasing survey response rates (Dillman, 2000) will be used. One month after the first survey package is sent a follow-up letter and replacement questionnaire with a return envelope and coffee voucher will be sent to non-respondents only. The survey process will be repeated one year later to examine changes over time.
As a follow-up to the survey, new graduates who agree to be interviewed will participate in a 45-60 minute telephone interview to capture their experiences in the early part of their career. We will interview at least 2 new graduates per LHIN in the province to obtain a picture of new graduate experience in all regions of Ontario.
Model:
