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Sexual Harassment Prevention for Nursing Via E-Book

2019-10-30 14:03:44 | BioPortfolio

Summary

Nursing staff work closely with people and often have direct physical contact with patients, hence, they are high-risk individuals of sexual harassment. In particular for inexperienced newly employed nurses, if sexual harassment happened and without appropriate management, it may negatively impact physical and mental health, and even affect their willingness to engage in nursing field in the future. Therefore, how to assist the newly employed nurses to have the knowledge and ability to deal with sexual harassment in the workplace is important. Based on this, this study aims to improve the knowledge and practical ability of sexual harassment prevention, and develop "newly employed nurses' sexual harassment prevention training e-book" to implement gender perspective into nursing education which is in line with nursing clinical practice. The experimental research design is randomized controlled repeated measures; compare the differences between the two groups before and after the study to verify the effectiveness of the intervention. Overall, if it is proved effective, which will be able to enhance newly employed nurses' awareness of clinical sexual harassment and the ability to handle related incidents. The development of sexual harassment prevention materials can become a learning aid for nursing education. In addition to helping to reduce the adverse effects of sexual harassment in the nursing workplace, it will also help to establish the attention and consensus of the nursing profession on sexual harassment prevention.

Description

1. Research design: The repeated measurements randomization control trial is used for the study design. We design a 45-minute course and 15 minutes Q&A to enable learners to integrate knowledge and experience to achieve meaningful and valuable learning experiences by exploring problems, summarizing and integrating information and expression. After the end of the study, quantitative analysis was used to compare the differences between the experimental group and the control group before and after the study and two weeks later to verify the effectiveness of different learning models. In order to avoid the difference between the retest effect and the practice effect, the second post-test will be performed two weeks after the pre-test to balance the bias caused by the test tool. They used different learning models. The experimental group used the e-book learning mode of sexual harassment prevention training, the control group used the sexual harassment prevention audio-visual learning mode, the dependent variable is the sexual harassment prevention knowledge, and the sexual harassment event coping skill, sexual harassment incident management and sexual harassment learning motivation.

2. Randomization Process: The study used block randomization, and randomly assign participants who meet the selection criteria to the experimental group and the control group (1:1 ratio) by Random Allocation Software random assignment table. In addition, using the electronic form system, participants fill in the study number to replace the identifiable name, and then the research assistant uses the random distribution software to obtain a random assignment table, and use the table to allocate experimental and control group before the experiment. The sealed envelopes numbered 1 to 104 were arranged in the order of the groups. On the day of the study, the researchers take out the envelopes and assigned them to the participants according to the order of handing in the consents. Based on the group number (1 or 2) on the envelope bag, participants enter the designated meeting room for research.

3. Sample size calculation: This study uses the repeated measures of G-Power 3.1.9 windows and between factors among groups to calculate the sample size. According to the predecessor study, the power value is set to .8, the alpha value is set to .05, and the effect size (ES) value is .25 (moderate ES). The number of samples was 43 in the experimental group and 43 in the control group, a total of 86. If the loss rate was 20%, the total requirement participants are 104. According to the literature, male nursing staff accounted for around 3%, so 4 of them were male nurses.

sexual harassment coping skill

Study Design

Conditions

Sexual Harassment

Intervention

e-book

Status

Not yet recruiting

Source

China Medical University Hospital

Results (where available)

View Results

Links

Published on BioPortfolio: 2019-10-30T14:03:44-0400

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Medical and Biotech [MESH] Definitions

A form of discrimination in the workplace which violates the Civil Rights Act of 1964. Sexual harassment takes two forms: quid pro quo, where the employee must submit to sexual advances in exchange for job benefits or be penalized for refusing; or a hostile environment, where the atmosphere of the workplace is offensive and affects the employee's well-being. Offensive sexual conduct may include unwelcome advances, comments, touching, questions about marital status and sex practices, etc. Both men and women may be aggressors or victims. (Slee and Slee, Health Care Terms, 2d ed, p.404). While civil rights legislation deals with sexual harassment in the workplace, the behavior is not restricted to this; it may take place outside the work environment: in schools and colleges, athletics, and other social milieus and activities.

The act of systematic and/or continuous unwanted and irritating actions of a non-sexual nature, by a party or group against another. This behavior may include threats, BULLYING, taunts, blackmail, and demands.

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