Workplace violence and sleep problems

Health is a key factor that is important to every worker, and to be healthy, safety and productive, having a good sleep is necessary for all those factors (Garbarino et al., 2016c; Magnavita and Garbarino, 2017). Lack of sleep can cause harmful effect to people where it will affect the mental performance, plus vigilant attention] (Hudson et al., 2019), deftness (Banfi et al., 2019), performance issues (Massar et al., 2019), and also emotional factors (Cousins and Fernández, 2019). The increase of these complications due to lack of sleep will result occupational road accidents, near-miss accidents (Garbarino et al., 2016a, 2017), and occupational injuries (Garbarino et al., 2016b), that will create a negative outcomes in an organization. It was experienced that there is a considerable amount of loss to an organization due to insufficient sleep duration of the employee. In US it is researched that the organizational loss due to the sleep problems is around 9.9 million and it is calculated that the annual economics loss is between $280 billion and $411 billion (Hafner et al., 2017). The insufficient sleeping problems will affect the occupation memory capacity (Xie et al., 2019) and productivity (Park et al., 2018), which will also leads to aggressive behaviors of individuals in the workplace (Garbarino and Sannita, 2017). A main factor in social behavior is Aggression which should be controlled accurately (De Almeida et al., 2015). As the employee spend most of the time in the workplace the relationship between workplace violence and sleeping habits are exceptionally essential (Magnavita and Garbarino, 2017).

A problem that is poorly managed in workplace is violence (Hart and Heybrock, 2017). The employees who are exposed more to these sleeping problems is Night and shift workers (Fischer et al., 2019). According to the National Institutes of Occupational Safety Health (NIOSH), Workplace Violence (WV) is categorized to four types as,
• Type 1 – Criminal Intent, the relationship between the perpetrator and the employee or the business commits a crime in addition to violence
• Type 2 – Violence towards the worker to the Client/Customer
• Type 3 - Violence towards worker to worker
• Type 4 – Personal violence outside the workplace between worker and the perpetrator.


Based on these types, the type 1 is mostly affected by police officer, taxi drivers and bank employee, type 2 for teaching sector and health care and both type 3 and 4 will commonly affect to all types of work [The National Institute for Occupational Safety Health (NIOSH) Centers for Disease Control Prevention (CDC) Workplace Violence Prevention for Nurses, 2013].

Figure 1 - (Heming, Xu, Nyberg and Magnusson Hanson, 2021)



The Figure 1 shows conceptual diagram that displays the effect of WV stress on sleep problems across individual features such as gender, genetic, environmental with sleep reactivity, hyperarousal, and the alterations of two brain circuits genetically heritable (default mode circuit—DMN and the negative affective circuits—NA) Heming, Xu, Nyberg and Magnusson Hanson, 2021. Long working hours, extended work shifts and night owl life style are the major factors that affect the loss of sleep which will leads to high possibility of anxiety and depression (Abad and Guilleminault, 2005). The relationship between workplace violence and the sleeping habits as been identified as a crucial factor that affects the workplace. It is suggested that to identify these types WV and workers sleeping pattern and address them before any harmful effect.

References

Abad, V.C. and Guilleminault, C., 2022. Sleep and psychiatry. Dialogues in clinical neuroscience.

Banfi, T., Coletto, E., d'Ascanio, P., Dario, P., Menciassi, A., Faraguna, U. and Ciuti, G., 2019. Effects of sleep deprivation on surgeons dexterity. Frontiers in neurology, 10, p.595.

Cousins, J.N. and Fernández, G., 2019. The impact of sleep deprivation on declarative memory. Progress in brain research, 246, pp.27-53

De Almeida, R.M.M., Cabral, J.C.C. and Narvaes, R., 2015. Behavioural, hormonal and neurobiological mechanisms of aggressive behaviour in human and nonhuman primates. Physiology & behavior, 143, pp.121-135.

Fischer, F.M., Silva-Costa, A., Griep, R.H., Smolensky, M.H., Bohle, P. and Rotenberg, L., 2019. Working Time Society consensus statements: Psychosocial stressors relevant to the health and wellbeing of night and shift workers. Industrial health, 57(2), pp.175-183.

Garbarino, S., Guglielmi, O., Sanna, A., Mancardi, G.L. and Magnavita, N., 2016. Risk of occupational accidents in workers with obstructive sleep apnea: systematic review and meta-analysis. Sleep, 39(6), pp.1211-1218.

Garbarino, S. and Sannita, W.G., 2017. Poor sleeping has underrepresented medical, healthcare, and social costs?. European journal of internal medicine, 38, pp.e15-e16.

Garbarino, S., Magnavita, N., Guglielmi, O., Maestri, M., Dini, G., Bersi, F.M., Toletone, A., Chiorri, C. and Durando, P., 2017. Insomnia is associated with road accidents. Further evidence from a study on truck drivers. PLoS one, 12(10), p.e0187256.

Hafner, M., Stepanek, M., Taylor, J., Troxel, W.M. and Van Stolk, C., 2017. Why sleep matters—the economic costs of insufficient sleep: a cross-country comparative analysis. Rand health quarterly, 6(4).

Hart, R. and Heybrock, D., 2017. Workplace Violence and Components of a Psychologically Healthy Workplace. Benefits quarterly, 33.

Heming, M., Xu, T., Nyberg, A. and Magnusson Hanson, L., 2021. The relationship between onset of workplace violence and onset of sleep disturbances in the Swedish working population. Journal of Sleep Research, 30(5).

Hudson, A.N., Van Dongen, H. and Honn, K.A., 2020. Sleep deprivation, vigilant attention, and brain function: a review. Neuropsychopharmacology, 45(1), pp.21-30.

Magnavita, N. and Garbarino, S., 2017. Sleep, health and wellness at work: a scoping review. International journal of environmental research and public health, 14(11), p.1347.

Massar, S.A., Lim, J. and Huettel, S.A., 2019. Sleep deprivation, effort allocation and performance. Progress in brain research, 246, pp.1-26

Park, E., Lee, H.Y. and Park, C.S.Y., 2018. Association between sleep quality and nurse productivity among Korean clinical nurses. Journal of nursing management, 26(8), pp.1051-1058.

Xie, W., Berry, A., Lustig, C., Deldin, P. and Zhang, W., 2019. Poor sleep quality and compromised visual working memory capacity. Journal of the International Neuropsychological Society, 25(6), pp.583-594.

Comments

  1. Anne PereraMay 5, 2022 at 1:16 AM

    Hi,
    This is a very timely topic to be discussed because we see a huge number of violence's and sleep problems within organizations now (Hanson et. al., 2015). it is the organizations top management and Human resources teams responsibility to take care of its employees and to create a culture with act fast against violence's. Employees should not be burnt out by the organizations and it is their responsibility to give them the chance to re-charge. this will help the organization to win challenge of survival.

    ReplyDelete
  2. sampathJMay 6, 2022 at 5:49 AM

    Notwithstanding the enjoyment people experience from their job and the effort and engagement they put into it; work can also have negative effects. Social stressors at work like interpersonal conflict, aggression and workplace bullying have been found to have severe negative consequences for employees, organizations, and society, for example, by negatively affecting employee commitment, engagement, and health Our findings suggest that companies, at a minimum, would need to raise awareness for the potentially grave implications of conflict, aggression, and bullying and would need to design policies to help prevent those social stressors at work from occurring in the first place. This involves that employees may need to learn about conflict de-escalation strategies (De Dreu and Gelfand, 2007) and receive conflict management trainings that help prevent conflicts from escalating (León-Pérez et al., 2016). Employees who are occasionally bullied should receive individual counseling to help them cope with the situation. In cases of severe bullying, however, counseling will not suffice. Thus, companies need to develop and enforce legal procedures to help protect targets of bullying

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