There is good evidence that disruptive behaviour, inappropriate behaviour and harassment occurs in the medical workplace. A New Zealand study reported that 50% of house officers and registrars had experienced at least one episode of bullying behaviour during their previous three or sixth-month clinical attachment.1 An Australian study found that 50% of junior doctors had been bullied in their workplace.2 International research has shown that bullying in the healthcare profession is not associated with specialty or sex; it appears that bullying is endemic and occurs across all specialties and at all levels of seniority although it is fair to say that where bullying occurs it is more common to be by a more senior employee over a more junior one.3 Examples of bullying could be a registrar that bullies a medical student or a charge nurse that bullies an enrolled nurse.4
Behaviour that is disruptive to patient care and ideal workplace conditions can occur between colleagues, students and employees, and any contractors, patients, and family members with whom they are dealing.
The aims of this resource are to:
- provide a guide for all doctors, medical students, hospital and practice managers to identify and manage workplace bullying and harassment,
- raise awareness and reduce the exposure of doctors and medical students to workplace bullying and harassment, and assist the medical profession in combating its perpetuation.
Acknowledgements
The NZMA gratefully acknowledges the Australian Medical Association, who gave us permission to use their position statement as a basis for this resource on workplace bullying and harassment.
References
1 Scott J, Blanshard C, Child S. Workplace bullying of junior doctors: a cross sectional questionnaire survey. NZMJ 2008;121(1282):10-15.
2 Rutherford A, Rissel C. A survey of workplace bullying in a health sector organisation. Aust Health Rev 2005;28(1):65-72.
3 Workplace bullying in NHS community trust: staff questionnaire survey” Quine, L, BMJ 1999;318:228-232 ( 23 January )
4 https://www.nzma.org.nz/journal/117-1204/1125/
