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The effectiveness of organisations has been dismpted as a consequence of workrelated
stress. For example, a relationship between stress and absenteeism has been
frequentiy reported (Cooper & Bramwell, 1992; Donaldson, 1993; Geurts, Buunk &
Schaufeli, 1994; Harvey & Bums, 1994; Heaney & Clemans, 1995; Kohler &
Mathieu, 1993; Kompier & Di Martino, 1995; Ramanathan, 1992; Saxton, Phillips &
Blakeney, 1991). A relationship between stress and absenteeism has been specifically
found among nurses (Parker & Kulik, 1995).
Employees experiencing work-related stress have been reported to have had
more accidents at work (Carter, Cooper & Barron, 1996; Lowenstein, 1991; Rundo,
1995; Sutherland, 1993), to have been more likely to terminate their employment than
other employees (Blix, Cmise, Mitchell & Blix, 1994; Hochwater, Perrewe & Kent,
1993; Hromo, Lyons & Nikkei, 1995; Huebner, 1992; Parker & Kulik, 1995; Rahim
& Psenicka, 1996; Sager, 1994; Saxton, Phillips & Blakeney, 1991) and to have been
more likely to take early retirement, which resulted in significant fmancial burden to
the organisation (White, Olson 8c Knowles, 1981).
1.4 The risk of work-related aggression for nurses: The need for research
The nursing profession and its professional and industrial organisations have
expressed concem that nurses are increasingly subjected to acts of aggression in their
workplace (Campbell, Stuart, & Sutherland, 1989; Convey, 1986; Croker &
Cummings, 1995; Lechky, 1994; Orr, Rowden, Gooch, Bolger & Brewer, 1988;
Rogers & Salvage, 1988; Wykes, 1994; Whittington, 1997).
These concems have been well represented in professional journal publications.
In the United Kingdom, a study showed that nearly one third of all nurses had been
violently attacked or abused at work by patients or patient's friends and relatives
(Trades Union Congress, 1999). The American Association of Colleges of Nursing,