The phenomenon of nurse bullying is well-documented in the leadership and clinical literature. It begins early and is present everywhere—in the boardroom, at the hospital, and in the classroom. According to one survey, 78% of nursing school students reported bullying during six months. In a different research, more than half of nursing students said they had witnessed or experienced bullying between nurses in clinical settings (Human Trafficking ELearning, 2018). 60% of nurses quit their first job within the first six months as a result of the actions of their coworkers (Human Trafficking ELearning, 2018).
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Almost all care settings and units, from the patient floor to the executive suite, include nurse bullying. According to a 2018 survey, about 26% of nurses reported experiencing severe bullying on the workplace (Human Trafficking ELearning). It is crucial to recognize that some workplace cultures are more conducive to bullying than others, which raises the possibility that systemic improvements could lessen the adverse effects of bullying on nurses. Researchers proposed the following environmental factors as bullying causes among nurses (Evans Gartley, 2016).
When managers and supervisors instill fear and intimidation in their workers, they encourage similar actions. Under duress, nurses in management may develop a leadership style fashioned after poor bosses. (Evans Gartley, 2016).
Researchers who looked into bullying among nurses proposed that bullies appear in settings where managers feel helpless, such as when nurse supervisors encounter a lack of authority and a high degree of accountability (National Human Trafficking Resource Center).
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