Who would want to be a nurse? Violence in the workplace ± a factor in recruitment and retention D. JACKSON RN, BHScNsg), MNEd), PhD 1 , J. CLARE RN, MAHons), PhD 2 and J. MANNIX RN, BEdNsg), MNHons) 3 1 Senior Lecturer and Research Co-ordinator, School of Nursing, Family and Community Health, College of Social and Health Sciences, University of Western Sydney, Penrith South DC NSW 1797, 2 Professor and Dean, School of Nursing, Faculty of Health Sciences, Flinders University of South Australia, and 3 Lecturer, School of Nursing, Family and Community Health, College of Social and Health Sciences, University of Western Sydney, Australia Correspondence D. Jackson School of Nursing, Family and Community Health College of Social and Health Sciences University of Western Sydney Locked Bag 1797 Penrith South DC NSW 1797 NSW Australia E-mail: de.jackson@uws.edu.au JACKSON D., CLARE J . & MANNIX J . 2002) Journal of Nursing Management 10, 13±20 Who would want to be a nurse? Violence in the workplace ± a factor in recruitment and retention In a climate of a declining nursing workforce where violence and hostility is a part of the day-to-day lives of most nurses, it is timely to name violence as a major factor in the recruitment and retention of registered nurses in the health system. Workplace violence takes many forms such as aggression, harassment, bullying, intimidation and assault. Violent acts are perpetrated against nurses from various quarters including patients, relatives, other nurses and other professional groups. Research suggests that nurse managers are implicated in workplace violence and bullying. Furthermore, there may be a direct link between episodes of violence and aggression towards nurses and sick leave, burnout and poor recruitment and retention rates. This paper explores what is known about workplace violence as it affects nurses, and calls for managerial support and policy to act to improve work environments for all nurses. Keywords: bullying, nursing, recruitment, retention, violence, workforce Accepted for publication: 5 March 2000 Introduction Violence is becoming increasingly common in many societies and nurses are often involved in dealing with victims and perpetrators of violent acts. However, violence against nurses is a signi®cant problem in the nursing workplace Farrell 1999, Dalphond et al. 2000, Nabb 2000, Saverimuttu and Lowe 2000, Taylor 2000), and remains under-researched Fisher etal. 1995). There is strong evidence to suggest that for many nurses, the workplace is a hostile environment Kaye 1996). Evidence suggests that nurses are more at risk of workplace assault than other health professionals Carter 2000), and the level of violence and assault against nurses is said to be under-reported and increasing Erickson and Williams- Evans 2000, Taylor 2000). Erickson and Williams-Evans 2000 p. 213) point out that, in the United States of America, `the assault of a teacher, school bus driver, or a state or federal prisoner is a felony; however, in all but 2 states, the assault of a nurse is a misdemeanor'. The literature paints a compelling picture. Studies conducted in the United States Kaye 1996, Dalphond et al. 2000, Erickson and Williams-Evans 2000), Canada Rippon 2000), Sweden Arnetz and Arnetz 2000), Britain McMillan 1995) and Australia Fisher etal. 1995, Farrell 1999, O'Connell et al. 2000) are disturbingly similar and strongly suggest that high levels of workplace violence and harassment are a problem for nurses internationally. Given the overwhelming evidence indicating the size of the problem, relatively little research has been conducted into actual levels of occupational violence and aggression, and Journal of Nursing Management, 2002, 10, 13±20 f 2002 Blackwell Science Ltd 13