Academic literature on the topic 'Kanter’s Theory of Structural Empowerment'
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Journal articles on the topic "Kanter’s Theory of Structural Empowerment"
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Thuss, Mary, Yolanda Babenko-Mould, Mary-Anne Andrusyszyn, and Heather K. S. Laschinger. "Nursing Clinical Instructor Experiences of Empowerment in Rwanda: Applying Kanter’s and Spreitzer’s Theories." International Journal of Nursing Education Scholarship 13, no. 1 (January 1, 2016): 117–25. http://dx.doi.org/10.1515/ijnes-2014-0073.
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AbstractThe purpose of this study was to explore Rwandan nursing clinical instructors’ (CIs) experiences of structural and psychological empowerment. CIs play a vital role in students’ development by facilitating learning in health care practice environments. Quality nursing education hinges on the CI’s ability to enact a professional role. A descriptive qualitative method was used to obtain an understanding of CIs empowerment experiences in practice settings. Kanter’s Theory of Structural Power in Organizations and Spreitzer’s Psychological Empowerment Theory were used as theoretical frameworks to interpret experiences. Interview data from 21 CIs were used to complete a secondary analysis. Most participants perceived the structural components of informal power, resources, and support while formal power and opportunity were limited, diminishing their sense of structural empowerment. Psychological empowerment for CIs stemmed from a sense of competence, meaning, impact and self-determination they had for their teaching roles and responsibilities in the practice setting.
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Nasser, Randa, and Belal A. Saadeh. "Motivation for Achievement and Structural Workplace Empowerment among Palestinian Healthcare Professionals." Perspectives on Global Development and Technology 12, no. 5-6 (2013): 543–60. http://dx.doi.org/10.1163/15691497-12341273.
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AbstractThis study tests Kanter’s theory of structural workplace empowerment. It maintains that previous research that attempted to do so failed to account for the effect of an important personal characteristic—i.e. employees’ achievement motivation. This body of research also failed to uncover the mechanisms by which personal characteristics of employees influence their perceived empowerment. Data was collected from a sample of 154 hospital nurses, in two major Palestinian hospitals, through a survey design and self-administered questionnaire. The results of multivariate regression analyses and path-analysis indicate that perceived empowerment is indirectly influenced by personal factors (including educational qualifications, experience, position, and motivation towards achievement) through more direct structural determinants (access to formal and informal lines of power). More significantly, motivation has a direct—albeit weak—impact on perceived empowerment, after the effects of the more proximate structural determinants are controlled for.
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DeSisto, Marie C., and Thomas Patrick DeSisto. "School Nurses’ Perceptions of Empowerment and Autonomy." Journal of School Nursing 20, no. 4 (August 2004): 228–33. http://dx.doi.org/10.1177/10598405040200040801.
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The purpose of this study was to explore Kanter’s Theory of Structural Power in Organizations, using school nurses and to answer the research question of whether there is a relationship between empowerment and autonomy in school nurses. This study found a positive relationship between the nurses’ perceptions of empowerment and autonomy. The school nurses surveyed perceived themselves to have a high degree of autonomy and a moderate degree of empowerment, and they reported that their access to informal power structures was higher than their access to formal power structures in their school systems. School nurses can benefit by understanding factors that can increase their empowerment in the workplace. They need to understand the organizational structure of their workplace to increase their effectiveness and job satisfaction.
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Miller, Patricia A., Peggy Goddard, and Heather K. Spence Laschinger. "Evaluating Physical Therapists' Perception of Empowerment Using Kanter's Theory of Structural Power in Organizations." Physical Therapy 81, no. 12 (December 1, 2001): 1880–88. http://dx.doi.org/10.1093/ptj/81.12.1880.
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Abstract Background and Purpose. Little is known about physical therapists' perceptions of empowerment. In this study, Kanter's theory of structural power in organizations was used to examine physical therapists' perceptions of empowerment in a large Canadian urban teaching hospital. Kanter's theory, which has been studied extensively in the nursing profession, proposes that power in organizations is derived from access to information, support, resources, opportunity, and proportions. Subjects and Methods. A convenience sample of physical therapists who had been working in the hospital longer than 3 months was used to determine the scores for the physical therapists' ratings of empowerment using the Conditions of Work Effectiveness Questionnaire. Results. Physical therapists' scores were similar to reported staff nurses' scores for access to support, information, resources, and opportunity (X̄=2.89, 2.91, 2.62, 3.25, respectively). Physical therapists' scores were higher than the majority of reported staff nurses' and nurse managers' scores for access to sources of informal and formal power structures (X̄=2.81 and 3.29, respectively). There was a relationship between the empowerment score and the physical therapists' global rating of empowerment. Unlike studies of nurses, there were no relationships when demographic attributes and empowerment scores were examined. Discussion and Conclusion. Evidence for the validity of Kanter's theory of empowerment was found. Kanter's theory can provide physical therapists and their managers with a useful framework for examining critical organizational factors (access to information, support, opportunity, and resources) that contribute to employees' perceptions of empowerment. A baseline measure for comparing future empowerment scores of this sample is available. Further work to examine the application of Kanter's theory to other samples of physical therapists appears to be warranted.
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Hayes, Bronwyn, Clint Douglas, and Ann Bonner. "Predicting emotional exhaustion among haemodialysis nurses: a structural equation model using Kanter's structural empowerment theory." Journal of Advanced Nursing 70, no. 12 (May 27, 2014): 2897–909. http://dx.doi.org/10.1111/jan.12452.
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Spence Laschinger, Heather K., Jean Anne Sabiston, and Lia Kutszcher. "Empowerment and staff nurse decision involvement in nursing work environments: Testing Kanter's theory of structural power in organizations." Research in Nursing & Health 20, no. 4 (August 1997): 341–52. http://dx.doi.org/10.1002/(sici)1098-240x(199708)20:4<341::aid-nur7>3.0.co;2-g.
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OrgambÃdez-Ramos, Alejandro, Gabriela Gonçalves, Joana Santos, Yolanda Borrego-Alés, and María Isabel Mendoza-Sierra. "Empowering Employees: A Portuguese Adaptation of the Conditions of Work Effectiveness (CWEQ-II)." PSICOLOGIA 29, no. 1 (June 2, 2015): 1–10. http://dx.doi.org/10.17575/rpsicol.v29i1.526.
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The aim of this study was to adapt and translate into Portuguese the Conditions for Work Effectiveness Questionnaire (CWEQ-II) (Laschinger, Finegan, Shamian, & Wilk, 2004). A process of translation and reverse-translation was applied to the questionnaire's items, whose psychometric properties were examined using a sample of 282 Portuguese university employees, teachers and services staff. The data were subjected to confirmatory factor analysis, item analysis and reliability analysis. Criterion-related validity was analyzed using a multiple regression model on global empowerment and t-test. The results confirmed the original, four-factor structure obtained by Laschinger and colleagues (2004), supporting Kanter's structural empowerment theory. The psychometric properties of the Portuguese version of the CWEQ-II were adequate, supporting the use of this questionnaire in the workplace. Future research should investigate its construct validity and test the nomological network of the operationalized construct within the field of psychological well-being and in the context of the workplace.
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Spence Laschinger, Heather K. "A theoretical approach to studying work empowerment in nursing: A review of studies testing Kanterʼs theory of structural power in organizations." Nursing Administration Quarterly 20, no. 2 (1996): 25–41. http://dx.doi.org/10.1097/00006216-199602020-00006.
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SPENCE LASCHINGER, HEATHER K., STEPHANIE GILBERT, LESLEY M. SMITH, and KATE LESLIE. "Towards a comprehensive theory of nurse/patient empowerment: applying Kanter’s empowerment theory to patient care." Journal of Nursing Management 18, no. 1 (January 2010): 4–13. http://dx.doi.org/10.1111/j.1365-2834.2009.01046.x.
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Horwitz, Sujin K., and Irwin B. Horwitz. "The effects of organizational commitment and structural empowerment on patient safety culture." Journal of Health Organization and Management 31, no. 1 (March 20, 2017): 10–27. http://dx.doi.org/10.1108/jhom-07-2016-0150.
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Purpose The purpose of this paper is to investigate the relationship between patient safety culture and two attitudinal constructs: affective organizational commitment and structural empowerment. In doing so, the main and interaction effects of the two constructs on the perception of patient safety culture were assessed using a cohort of physicians. Design/methodology/approach Affective commitment was measured with the Organizational Commitment Questionnaire, whereas structural empowerment was assessed with the Conditions of Work Effectiveness Questionnaire-II. The abbreviated versions of these surveys were administered to a cohort of 71 post-doctoral medical residents. For the data analysis, hierarchical regression analyses were performed for the main and interaction effects of affective commitment and structural empowerment on the perception of patient safety culture. Findings A total of 63 surveys were analyzed. The results revealed that both affective commitment and structural empowerment were positively related to patient safety culture. A potential interaction effect of the two attitudinal constructs on patient safety culture was tested but no such effect was detected. Research limitations/implications This study suggests that there are potential benefits of promoting affective commitment and structural empowerment for patient safety culture in health care organizations. By identifying the positive associations between the two constructs and patient safety culture, this study provides additional empirical support for Kanter’s theoretical tenet that structural and organizational support together helps to shape the perceptions of patient safety culture. Originality/value Despite the wide recognition of employee empowerment and commitment in organizational research, there has still been a paucity of empirical studies specifically assessing their effects on patient safety culture in health care organizations. To the authors’ knowledge, this study is the first empirical study to examine the relationship between structural empowerment as proposed by Kanter and the culture of patient safety using physicians.
Dissertations / Theses on the topic "Kanter’s Theory of Structural Empowerment"
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Rosén, Frida, and Amanda Nilsson. "Sjuksköterskors uppfattning av strukturell empowerment på svenska vårdavdelningar : En kvantitativ studie." Thesis, Högskolan i Gävle, Avdelningen för hälso- och vårdvetenskap, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-19387.
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Kanai-Pak, Masako. "Leadership Behaviors that Mitigate Burnout and Empower Japanese Nurses." Diss., The University of Arizona, 2009. http://hdl.handle.net/10150/193612.
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Work environments for health care providers in acute care hospitals have become increasingly demanding due to the impact of economic constraints, the rapid advancement of treatment modalities, and value systems changes among clients, as well as among heath care providers. In Japan, health care industries also face severe economic constraints. Because Japan has socialized medicine, the government controls reimbursements. Due to the dramatic growth in health care expenditures, the Japanese government has imposed regulations that reward shorter lengths of hospital stays with higher reimbursement. As a result, only patients whose conditions are critical and require complicated nursing care are now hospitalized. Consequently, the acuity levels of patients have increased every year. Under such conditions, administrators are charged with keeping the organization financially solvent so that they can remain in business, while continuing to improve the quality of their services. Although systems research in health care settings has received considerable attention in North American countries, there has been little research in this area in Japan, where systematic leadership training for nurse managers is also still in a developmental stage. Research on organizational effectiveness has shown positive correlations between managers' leadership styles and employees' psychological well-being or self-efficacy.The purposes of this study were: 1) to test Laschinger's Work Empowerment Theory with incorporation of leadership behaviors in acute care hospitals in Japan, and 2) to investigate how leadership behaviors might mitigate burnout and empower staff nurses working in acute care hospitals in Japan. It was expected that employees who perceived a high level of Structural Empowerment would demonstrate high Psychological Empowerment and low burnout level. If employees perceived high leadership behaviors in their immediate supervisors, their Psychological Empowerment was expected to be higher and their burnout level was expected to be lower.The following four instruments were used: 1) Conditions of Work Effectiveness Questionnaire-II (CWEQ-II); 2) Psychological Empowerment Scale; 3) Nurse Manager's Action Scale; and 4) Maslach Burnout Inventory. The questionnaire was distributed to 1,377 staff nurses working on 50 inpatient care units in two acute care hospitals in Japan. Participant response rates for all units were equal or greater than 50%. Psychometric evaluation of the instruments was performed. Construct validity and reliability were established for all instruments at the individual level. At the group level, construct validity and reliability for two instruments (Structural Empowerment and Nurse Manger's Action Scale) were confirmed, but not for two others (Psychological Empowerment and Maslach Burnout Inventory).Results suggested that the Work Empowerment Theory also fits Japanese nurses, but there was little effect of leadership behaviors on staff nurses' perceived empowerment. A group level analysis indicated that leadership behaviors did not influence Psychological Empowerment or Burnout, but influenced Structural Empowerment.
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Blom, Bringlöv Agnes. "”Det handlar om att ge och ta” : En kvalitativ studie om betydelsen faktorer kopplade till schemaläggning har för upplevelse av delaktighet och inflytande." Thesis, Umeå universitet, Sociologiska institutionen, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-139948.
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Syftet med studien är att undersöka betydelsen faktorer kopplade till schemaläggning har för upplevelse av delaktighet och inflytande. De faktorer som undersökts är schemaläggningssystem, organisatoriska aspekter, samarbete, och flexibilitet. De teorier som används är Job demand-control model, Social exchange theory och Structural empowerment theory. Det är en kvalitativ intervjustudie med fem informanter som jobbar hel- eller deltid inom äldrevård eller funktionshinderomsorg i Umeå kommun. Informanterna har tre olika schemasystem med det gemensamma att samtliga informanter får ge önskemål på hur de vill att deras schema för kommande schemaperiod ska se ut. Resultatet visar att informanterna upplever olika grad av delaktighet och inflytande i sitt schemaläggningssystem. Centralt schemastöd är den funktion som minskar upplevelsen av delaktighet och inflytande för majoriteten av informanterna. Ökad utbildning, avsatt tid för schemaläggning, stöd för att öka samarbete på arbetsplatsen och kontakt med Centralt schemastöd är faktorer som sammanfattningsvis föreslås kan öka de anställdas delaktighet och inflytande i schemaläggning.
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Breland, Nadine Kirsten. "Mental health nurses' perspectives of empowerment and job satisfaction: a quantitative perspective." 2007. http://hdl.handle.net/1993/2764.
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ABSTRACT
A descriptive correlation study design, directed within the conceptual framework of Kanter’s (1977, 1993) Structural Theory of Organizational Behavior, examined mental health nurses’ perceptions of empowerment and job satisfaction.
Empowering work settings are both necessary and critical since nurses need to be empowered to fulfill their role within the standards espoused by the nursing profession and to meet the challenges of a dynamic and evolving healthcare system that is flooded with service delivery demands. Empowerment within the workplace can result in job satisfaction which is essential given that empowerment and job satisfaction can lead to positive outcomes such as, quality patient care and professional autonomy. Furthermore, nurses’ job satisfaction has a significant effect on patients’ satisfaction with nursing care and overall patients’ satisfaction with their hospital care.
Mental health nurses’ views regarding empowerment and job satisfaction are underrepresented in the literature. The purpose of this research was to describe the nurses’ perceptions of these variables and to further shed light on their perspectives.
Fifty-five mental health nurses who were employed within an acute in-patient mental health program were recruited for the study. Four questionnaires, Conditions of Work Effectiveness, Job Activities Scale, Organizational Relationship Scale and the McCloskey/Mueller Satisfaction Scale were employed to determine nurses’ perceptions of the variables of empowerment and job satisfaction. A validation index was included to measure global empowerment.
To test the first hypothesis, multiple linear regression was undertaken to determine the productive relationship of formal and informal power on perceptions of job empowerment. A Spearman’s rank-order correlation was used to assess the second hypothesis with regard to the magnitude of the relationship between empowerment and job satisfaction variables. P-values less than 0.05 were considered statistically significant.
The hypotheses were as postulated, mental health nurses’ perceptions of formal and informal power were related to their perceptions of workplace empowerment, with formal power being more significant. Moreover, empowerment and job satisfaction were positively correlated. Similar to other research settings which were highlighted within the literature review, mental health nurses were moderately empowered and moderately satisfied within their work setting.
Utilizing Kanter’s (1977, 1993) Structural Theory of Organizational Behavior as a guide can assist administrators in creating empowering work environments that can facilitate job satisfaction for mental health nurses. The presence of empowering and satisfying work conditions are vital within the specialty of mental health nursing if nursing care of the mentally ill patient is to be maximized and nurses are to reach their professional goal of providing quality patient care.
Limitations to this research include the small sample size and the
convenience sample methodology. Recommendations for further research involve surveying mental health nurses from other hospital sites and incorporating a qualitative viewpoint.
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Lephoko, Constance Siphiwe Peggy. "Guidelines for the empowerment of professional nurses in the public hospitals of one district in the Mpumalanga Province." Thesis, 2017. http://hdl.handle.net/10500/23581.
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The purpose of the study was to investigate the perceived lack of empowerment of registered nurses in the Mpumalanga Province. To determine the reasons for the perceived lack of empowerment and the effect thereof on professional conduct after which empowerment guidelines would be developed which managers can apply in order to enhance the empowerment of registered nurses in their service, and in turn cultivate confident nurse leaders.
The main study objectives were to describe what empowerment entails, and its effect on professional conduct in the workplace; explore the level of empowerment among nurse managers and registered nurses; ascertain the effect of perceived powerlessness on the professional conduct and behaviour of nurse managers and registered nurses; establish the reasons for the perceived lack of empowerment among nurse managers and registered nurses; determine if there is a difference in the way in which nurse managers and registered nurses perceive the existing empowerment in their public hospitals and to develop empowerment guidelines for nurse managers and registered nurses.
Kanter’s Theory of Structural Empowerment formed the basis of the study and guided the structure of the report. This theory contains three components, each with several dimensions resulting in 14 factors to be tested.
A quantitative research approach, with an exploratory and descriptive design was used. Using a researcher-developed questionnaire as the data collection instrument. The site
population consisted of one randomly selected district containing eight public hospitals in the Mpumalanga Province. All nurse managers and registered nurses in these hospitals were invited to participate in the study.
The researcher delivered the questionnaires to the respondents of the eight hospitals that met the inclusion criteria. Two hundred and sixty seven (267) completed questionnaires were collected upon completion resulting in a response rate of 30.2%.
Descriptive and inferential statistics were used to analyse the data. Generally, the results indicated that the majority of the respondents felt empowered with the dimensions contained under the structural empowerment, psychological empowerment and positive work behaviours and attitudes components of Kanter’s Theory. However the respondents noted that they had limited resources. According to the results those nurse managers and registered nurses who felt empowered, scored strongly in the areas of structural and psychological empowerment. The empowerment guidelines were developed for dimensions which were found to be non-empowering to assist nurse managers and registered nurses in creating workplace environments that could enhance the empowerment of registered nurses in their hospitals.Health Studies
D. Litt. et Phil. (Health Studies)
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Yu-Chuan, Hsieh, and 謝玉娟. "A study of applying the empowerment structure of Kanter''s theory to empower nurses'' feeling of empowerment and competence of patient care." Thesis, 1998. http://ndltd.ncl.edu.tw/handle/39810110367472764227.
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碩士國防醫學院
護理學研究所
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It is a widely known fact that the competition in medical and nursing business esare very tough nowadays. Both the nursing quality and quantity impact the co mpetitiveness very profoundly. How to motivate and encourage the nurses todevo te their professional competence to the patients has become a major issuerequiring exploration and study. This study was conducted with a quasi-experimental design to explore the effectiveness of nurses'' feeling of empowerment andcompe tence of patient care by applying the empowerment structure of Kanter''s theory.The object of this study were 44 nurses recruited from a local teaching hospital. They were divided into two groups. One was the experiment group with 20 n urses, the other was the control group with 24 nurses.For the experiment group, each individual''s opportunities were empowered. They were the opportunities for growth and activity within the organization as well as access to challenge and opportunities to increase knowledge and skills, such as: re-education, consultation and group discussion. In this study, a questionnaire was used for rating nurses'' feeling of empowerment. Meanwhile, an evaluation sheet was worked out for evaluating their competence in patient care. The information was collected at the time of recruitment and the end of intervention. All the collected data were analyzed with some statistic methods, such as T test, c2 test, Pearson correlation and Fisher exact test.The results indicated:1.Concerning acc eptance of opportunity empowerment structures :1) The feeling of empowerment, opportunity for growth, sharing of information, and supporting to innovation were apparently elevated.2) The competence of patient care was strengthened.2.The feeling of opportunity for growth was associated positively with:1)improvem ent of competence in patient care.2)enhancement of nursing assessment and plan ning.3.Opportunity growth, information sharing, innovation supporting and feeling of empowerment were all associated positively with enhancement of nursing rules and nursing techniques, and nursing teaching.4.All the above results verified that the Kanter''s theory opportunity empowerment could be applied to our nursing environment.5.The model set up in this study could be applied to the development of human resource in nursing administration.Key words：empower, competence of patient care, mood of the environment, Kanter''s theory
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Abd, El Hamid Heba. "Sexual Harassment: Its Economic and Social Dimensions on the Streets of Cairo." 2016. http://hdl.handle.net/1993/31097.
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This thesis examined the conditions under which taharrush (sexual harassment) has become normalized in Cairo, allowing acts once deemed unethical by Egyptians to become a daily experience. Experiences of taharrush were explored through an ethnographic study of three neighborhoods in Cairo and 20 semi-structured interviews with women from diverse backgrounds and age groups. Through the literature review of key themes and a historical analysis of the Egyptian context, this research explored the rise in sexual harassment over time and under different presidential regimes. The cross-generational aspect of this research highlighted the prevalence of sexual harassment in the past three decades. Furthermore, through the participants’ voices, numerous themes emerged explaining the increase of taharrush, such as: economic difficulties, decline in akhle (sense of community), and violence against women perpetrated by security officials. The interviews showed women’s experiences of sexual harassment, the perceived causes behind the issue of harassment being trivialized and normalized, and ways in which women combat harassment and security issues within Cairo.February 2016
Books on the topic "Kanter’s Theory of Structural Empowerment"
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Vogt, Manuel. Mobilization and Conflict in Multiethnic States. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780190065874.001.0001.
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Why are ethnic movements more likely to turn violent in some multiethnic countries than in others? Focusing on the long-term legacies of European colonialism, this book presents two ideal-typical logics of ethnic group mobilization—one of violent competition and another of nonviolent emancipatory opposition. The book’s theory first explains why ethnic grievances are translated into either violent or nonviolent forms of conflict as a function of distinct ethnic cleavage types, resulting from different colonial experiences. Violent intergroup conflict is least likely where settler colonialism resulted in persistent stratification, with ethnic groups organized as ethnoclasses. Such stratified societies are characterized by an equilibrium of inequality, in which historically marginalized groups lack both the organizational strength and the opportunities for armed rebellion. In contrast, where colonialism and decolonization divided ethnic groups into segmented, unranked subsocieties that feature distinct socioeconomic and cultural institutions, ethnic mobilization is more likely to trigger violent conflict. Second, the theory links this structural explanation to the political actors at the heart of ethnic movements—in particular, ethnic organizations. It elucidates how these organizations fuel the risk of civil conflict in segmented unranked societies, but peacefully promote the empowerment of historically marginalized groups in stratified societies. The book draws on an innovative mixed-methods design that combines large-n statistical analyses—using new data on the linguistic and religious segmentation of ethnic groups, as well as on ethnic organizations—with case studies based on original field research in four different countries in sub-Saharan Africa and Latin America.
Book chapters on the topic "Kanter’s Theory of Structural Empowerment"
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"Health and Mental Health." In Incivility Among Nursing Professionals in Clinical and Academic Environments, 48–75. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-7341-8.ch003.
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As healthcare organizations use approaches such as structural empowerment theory and nurse residency programs to engage new graduate nurses in becoming productive members of the organizational culture, bullying and incivility experienced by these nurses can undermine organizations' efforts. Chapter 3 introduces the Reporting of Uncivil Conduct Chain of Command to provide support and direction to nurses that are experiencing bullying by perpetrators in the workplace. Unresolved and persistent uncivil conduct can result in health and mental health problems for affected nurses. Hence, in order to protect nurses' overall health and safety, it is necessary for organizations to adopt zero tolerance for bullying and incivility. Additionally, nurses may benefit from screening programs that can identify risks for self-harm secondary to stress and depression that could be caused by incivility in the workplace.
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Green, Cheryl. "Health and Mental Health." In Research Anthology on Mental Health Stigma, Education, and Treatment, 1235–56. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-8544-3.ch068.
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As healthcare organizations use approaches such as structural empowerment theory and nurse residency programs to engage new graduate nurses in becoming productive members of the organizational culture, bullying and incivility experienced by these nurses can undermine organizations' efforts. Chapter 3 introduces the Reporting of Uncivil Conduct Chain of Command to provide support and direction to nurses that are experiencing bullying by perpetrators in the workplace. Unresolved and persistent uncivil conduct can result in health and mental health problems for affected nurses. Hence, in order to protect nurses' overall health and safety, it is necessary for organizations to adopt zero tolerance for bullying and incivility. Additionally, nurses may benefit from screening programs that can identify risks for self-harm secondary to stress and depression that could be caused by incivility in the workplace.