Bullying in the Nuclear Medicine Department and Clinical Education

Abstract

Workplace bullying in the medical field is a significant occupational hazard and health care safety concern, though many cases go unreported. Often regarded as a rite of passage to desensitize and toughen up new employees and students, psychological harm during medical preparation creates an unsafe working environment resulting in health complications, anxiety, depression, low self-esteem, difficulty concentrating, and self-harm. Decreased productivity, increased absenteeism, high turnover rates, and inappropriate patient care are linked to bullying, perpetrating organizational dysfunction. This research study evaluated workplace bullying (prevalence, frequency, and behaviors; associated characteristics; effects on patient care; and awareness and enforcement of antibullying protocols) in nuclear medicine departments and clinical education. Methods: A quantitative single-group correlational analysis was used to survey certified nuclear medicine technologists and students in the Nuclear Medicine Technology Certification Board email database (n = 20,389). The highest response rate for any individual question was n = 836. Data were collected using the Short Negative Acts Questionnaire along with a researcher-created survey and analyzed using chi-square and central tendencies. Results: Bullying existed in varying degrees (46.8%) within the previous 6 months; predominantly by being ignored, excluded, subjected to repeated reminders of errors, and withholding information affecting their performance. Nuclear medicine professionals are more likely to witness and experience workplace bullying than students and are more likely to be bullied by a fellow technologist. Characteristics, such as gender, age, and occupation, were statistically significant while others, such as race, height, body type, experience, and education showed no significant correlation. Attention to patient care decreased (39.6%) when bullying was present. An 8% variation exists between antibullying policies being enforced/not enforced, with 26% of professionals unaware of antibullying policies at their place of work. Conclusion: Explanations for underreported workplace bullying include fear of retaliation; nonenforcement and lack of awareness of antibullying policies; organizational complacency; and perceived hierarchical power. Recommendations to minimize workplace bullying include adopting and publicizing a descriptive definition, implementing antibullying policies, mediation procedures, and noncompliance penalties. Decreasing incidences of workplace bullying increase employee satisfaction and retention, patient safety, and enhances student success.