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(1993) have conceptualised competency m terms of tiie overall perceptions that nurses
hold regarding their quality of functioning in delivering effective, direct patient care.
Given the important role nurses have played in society, it has been necessary to
investigate ways in which such negative effects of work-related aggression on
professional competence could be minimised. It has also been acknowledged that post
work-related aggression support for nurses must be addressed (Bowie, 1996;
Leadbetter & Paterson, 1993, in Kidd & Stark, 1995). Investigating the role of
institutional social support for nurses who have been victims of work-related
aggression could be expected to assist with this process.
The term 'work-related aggression' or 'workplace aggression' is a derivative
of the more general term, 'aggression', which has many different theoretical
imderpinnings, including bio-physiological, psychological, sociological and legal
dimensions (Bandma, 1982; Freud, 1920; Lorenz, 1966; Marx in Kanungo, 1979;
Merton, 1939). Since the 1970s, researchers have straggled with the issue of defining
workplace aggression or violence, and with the broader issue of defining aggression
generally. Bowie (2000) has noted an ongoing discussion about the nature and
definition of workplace violence. The key issues were identified by Bulato and
VandenBos (1994, in VandenBos & Bulato, 1996:1) as how broadly to define
violence; how to define the workplace; and whether to focus on the Imk between
violence and work.
Budd (1999:1) made a similar observation: "There remains no consensus about
how violence at work should be defined. There remain two hurdles to defining
violence at work. The first is defining 'violence' and the second is defining 'at
work'".