Second-Level Nurses’ Experiences of Workplace Violence: A Scoping Review

Aim. To synthesise and map what is known about second-level nurses’ workplace violence experience. Background. Workplace violence has become a topic of focus in nursing over recent years. Research demonstrates that there is a growing body of literature focusing on first-level nurses’ workplace violence experiences, but those of second-level nurses, a crucial component of the health workforce in many countries, have not been well explored. Evaluation. A scoping review was conducted from January 2000 up to March 2022 using Arksey and O’Malley’s framework and databases, including ABI/Inform Collection, CINAHL, DOAJ, EBSCOhost, and ProQuest Central. Key Issues. Eighteen studies were included in the final review. The review identified three key findings related to second-level nurses’ workplace violence experience. (1) They were found to have experienced physical and non-physical violence. Among non-physical violence, they reported experiencing bullying, mobbing, sexual harassment, racial discrimination, nurse-to-nurse conflict, and electronic abuse. (2) They were more likely than first-level nurses to experience physical violence, and (3) often data from second-level nurses were combined with those of first-level nurses; hence, it was difficult to identify the specific experiences of second-level nurses. Conclusion. The review contributes to new knowledge highlighting the second-level nurses’ workplace violence experiences worldwide. The review indicated that there are gaps identified and there is a need for greater understandings of workplace violence in second-level nurses to understand the scope of their problem and the nature of their experiences. Implications for Nursing Management. Nurse managers play a critical role to develop and implement effective policies and evidence-based interventions to improve the working conditions of the second-level nurses. The results of this current review can be used to guide nurse managers and organisations in providing adequate support to reduce and prevent WPV and advocate for a positive workplace culture.