About the Project
Workplace bullying is a persistent problem in healthcare, with significant negative implications for individuals, bystanders, teams, and organisations (Carter et al., 2013). Bullying is associated with poorer psychological and physical health (Nielsen & Einarsen, 2012; Verkuil et al., 2015), as well as negative work-related outcomes such as lower organisational commitment and job satisfaction, and increased intention to leave (Nielsen & Einarsen, 2012).
There is also a growing body of evidence that bullying is detrimental to patient care. Incivility has been shown to affect the diagnostic and procedural performance of medical teams (Riskin et al., 2015), bullied medical trainees have heightened risk of medical errors (Paice & Smith, 2009), and bullying has been implicated in high profile reviews of poor patient care (Bowles, 2012; Francis, 2013; Kennedy, 2013). Furthermore, a recent financial analysis estimated that bullying costs the NHS £2.28 billion per year (Kline & Lewis, 2018).
Despite these advances in our understanding of the prevalence and outcomes of workplace bullying, the primary focus has been on the target of bullying, typically using cross-sectional questionnaire designs. This PhD will adopt a mixed methods approach and will respond to recent calls to expand our understanding of the role of others who are involved in bullying events, such as individuals who have engaged in negative behaviours, those who have been accused of bullying, managers who have the responsibility for dealing with negative behaviours, and bystanders (Nielsen & Einarsen, 2018; Thompson et al., in press). Furthermore, there remains a clear need to develop the evidence base on the efficacy and use of interventions to address workplace bullying (Escartin, 2016; Gillen et al., 2017; Illing et al., 2013). This research will investigate the use of specific interventions as a means of reducing the levels of workplace bullying in healthcare.
Eligibility and How to Apply:
Please note eligibility requirement:
• Academic excellence of the proposed student i.e. 2:1 (or equivalent GPA from non-UK universities [preference for 1st class honours]); or a Masters (preference for Merit or above); or APEL evidence of substantial practitioner achievement.
• Appropriate IELTS score, if required.
• Applicants cannot apply for this funding if currently engaged in Doctoral study at Northumbria or elsewhere.
For further details of how to apply, entry requirements and the application form, see
https://www.northumbria.ac.uk/research/postgraduate-research-degrees/how-to-apply/
Please note: All applications must include a covering letter (up to 1000 words maximum) including why you are interested in this PhD, a summary of the relevant experience you can bring to this project and of your understanding of this subject area with relevant references (beyond the information already provided in the advert).
Deadline for applications: Friday 25 January 2019
Start Date: 1 October 2019
Northumbria University is an equal opportunities provider and in welcoming applications for studentships from all sectors of the community we strongly encourage applications from women and under-represented groups.
Faculty: Health and Life Sciences
Department: Psychology
Principal Supervisor: Dr Madeline Carter ([Email Address Removed])
2nd Supervisor: Dr Neill Thompson ([Email Address Removed])
References
Thompson, N.J., Carter, M., Crampton, P., Burford, B., Morrow, G., & Illing, J.C. (in press) Bystanders experience of social support in bullying. The Qualitative Report.
Thompson, N.J. & Catley, B. (in press) Managing workplace bullying complaints: conceptual influences and the effects of contextual factors. In D’Cruz et al. (Eds). Dignity and Inclusion at Work: Handbooks of Workplace Bullying, Emotional Abuse and Harassment 3, https://doi.org/10.1007/978-981-10-5338-2_5-1
Carter, M. (2017). Changing cultures: Bullying in the NHS. Practice Management, 27(1), 27-29.
Illing, J., Thompson, N.J., Crampton, P.E.S., Rothwell, C., Kehoe, A., & Carter, M. (2016). Workplace bullying: Measurements and metrics to use in the NHS. Final Report for NHS Employers. http://www.nhsemployers.org/~/media/Employers/Documents/Campaigns/NHS_Employers_Bullying_Measures_Final_Report.pdf
Carter, M., Thompson, N.J., & Illing, J. (2014). Evaluation of a strategy to reduce the bullying and undermining of medical trainees. Final report for Health Education North West London.
Carter, M., Thompson, N.J., Crampton, P., Morrow, G., Burford, B., Gray, C., & Illing, J. (2013). Workplace bullying in the UK NHS: a questionnaire and interview study on prevalence, impact and barriers to reporting. BMJ Open 3(6): e002628.
Illing, J., Carter, M., Thompson, N., Crampton, P., Morrow, G., Howse, J., Cooke, A., & Burford, B. (2013). Evidence synthesis on the occurrence, causes, consequences, prevention and management of bullying and harassing behaviours to inform decision making in the NHS. Final report. NIHR Service Delivery and Organisation Programme.
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