Pychological violence stemming from the coordination work of nurse managers when managing nurse absenteeism: a study conducted in the public hospital sector

Abstract

While there is a wealth of literature on absenteeism, few studies address the consequences of the management methods used to mitigate absenteeism. This research focuses on the management method of calling a nurse back from their break time to replace an absent colleague. In French public hospitals, this method is referred to as “self-replacement.” This research has several objectives. First, it aims to study the coordination work of nurse managers through the use of this method and to observe any potential abuses. Through this study, we seek to examine how this coordination work can turn into psychological abuse towards nurses. Second, it analyzes nurses’ reactions to this psychological violence, based on the Exit Voice Loyalty Neglect Cynicism (EVLNC) model. As part of this research, two qualitative studies were conducted. Primary data is collected through thirty semi-structured interviews and secondary data is collected through a netnographic study conducted on specialized forums. The results of the study reveal that when ‘self-replacement’ is used infrequently, nurses adopt a Loyalty-type reaction. However, in the absence of perceived organizational support, in the presence of high absenteeism within the department, and frequent use of this method, the coordination work of nurse managers will intensify. In certain situations, this intensification can lead to psychological violence, which can take the form of threats, guilt-tripping, or inappropriate calls. Nurses tend to adopt a primary reaction of Cynicism. They will also implement various strategies that correspond to reactions of Neglect and Voice.