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Formación para prevenir y minimizar las agresiones en el lugar de trabajo dirigida a los trabajadores sanitarios

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Antecedentes

La agresión en el lugar de trabajo constituye un problema grave para los trabajadores y las instituciones sanitarias. La agresión está vinculada a problemas de salud física y mental a nivel individual, así como al absentismo, la disminución de la productividad o la calidad del trabajo y las altas tasas de rotación de los empleados a nivel de la institución. Para contrarrestar esos efectos negativos, las organizaciones han utilizado diversas intervenciones, entre ellas la formación teórico‐práctica, para proporcionar a los trabajadores los conocimientos y aptitudes necesarios para prevenir la agresión.

Objetivos

Evaluar la efectividad de las intervenciones de formación que tienen como objetivo prevenir y minimizar las agresiones en el lugar de trabajo dirigidas a los trabajadores sanitarios por parte de los pacientes y los representantes de los pacientes.

Métodos de búsqueda

Se hicieron búsquedas en CENTRAL, MEDLINE, Embase, en otras seis bases de datos y en cinco registros de ensayos desde su creación hasta junio de 2020, junto con la verificación de referencias, búsqueda de citas y contacto con los autores de los estudios para identificar estudios adicionales.

Criterios de selección

Ensayos controlados aleatorizados (ECA), ensayos controlados aleatorizados por grupos (ECAG) y estudios controlados del tipo antes y después (CAD) que investigaron la efectividad de las intervenciones de formación dirigidas a prevenir la agresión para los trabajadores sanitarios.

Obtención y análisis de los datos

Cuatro autores de la revisión evaluaron y seleccionaron los estudios resultantes de la búsqueda. Se utilizaron los procedimientos metodológicos estándares previstos por Cochrane. La certeza de la evidencia se evaluó con los criterios GRADE.

Resultados principales

Se incluyeron nueve estudios (cuatro ECAG, tres ECA y dos CAD) con un total de 1688 participantes. Cinco estudios informaron de episodios de agresión y seis estudios informaron de desenlaces secundarios. Se realizaron siete estudios con enfermeras o auxiliares de enfermería, y dos estudios con trabajadores sanitarios en general. Tres estudios se llevaron a cabo en centros de larga estancia, dos en el pabellón psiquiátrico y cuatro en hospitales o centros de salud. Los estudios se comunicaron en los Estados Unidos, Suiza, Reino Unido, Taiwán y Suecia.

Todos los estudios incluidos informaron acerca de una intervención de formación combinada teórica y práctica. Cuatro estudios evaluaron programas a distancia y cinco evaluaron programas presenciales. Cinco estudios fueron de larga duración (hasta 52 semanas) y cuatro de corta duración. Ocho estudios tuvieron un seguimiento a corto plazo (menos de 3 meses), y un estudio tuvo un seguimiento a largo plazo (más de un año). Siete estudios se consideraron con riesgo de sesgo "alto" en varios dominios y todos tuvieron un riesgo de sesgo “incierto” en al menos un dominio.

Efectos sobre la agresión

Seguimiento a corto plazo

La evidencia es muy incierta acerca de los efectos de la formación sobre la agresión en el seguimiento a corto plazo en comparación con ninguna intervención (diferencia de medias estandarizada [DME] ‐0,33, intervalo de confianza [IC] del 95%: ‐1,27 a 0,61, dos ECAG; riesgo relativo [RR] 2,30, IC del 95%: 0,97 a 5,42, un CAD; DME ‐1,24, IC del 95%: ‐2,16 a ‐0,33, un CAD; evidencia de certeza muy baja).

Seguimiento a largo plazo

Es posible que la formación no reduzca la agresión en comparación con la ausencia de intervención a largo plazo (RR 1,14; IC del 95%: 0,95 a 1,37; un ECAG; evidencia de certeza baja).

Efectos sobre los conocimientos, las actitudes, las aptitudes y los resultados adversos

La formación podría aumentar el conocimiento personal sobre la agresión en el lugar de trabajo en un seguimiento a corto plazo (DME 0,86; IC del 95%: 0,34 a 1,38; un ECA; evidencia de certeza baja). La evidencia es muy incierta acerca de los efectos de la formación en el conocimiento personal a largo plazo (RR 1,26; IC del 95%: 0,90 a 1,75, 1; un ECA; evidencia de certeza muy baja). La formación podría mejorar las actitudes de los trabajadores sanitarios en el seguimiento a corto plazo, pero la evidencia es muy incierta (DME ‐0,59; IC del 95%: ‐0,24 a 0,94, dos ECAG y tres ECA; evidencia de certeza muy baja). El tipo y la duración de las intervenciones dieron lugar a efectos de diferente magnitud. Es posible que la formación no tenga un efecto sobre las aptitudes relacionadas con la agresión en el lugar de trabajo (DME 0,21; IC del 95%: ‐0,07 a 0,49; un ECA y un ECAG; evidencia de certeza muy baja) ni sobre los desenlaces personales adversos, pero la evidencia es muy incierta (DME ‐0,31; IC del 95%: ‐1,02 a 0,40; un ECA; evidencia de certeza muy baja).

Las mediciones de estos conceptos mostraron una gran heterogeneidad.

Conclusiones de los autores

Es posible que la formación teórica combinada con la práctica no tenga efecto sobre la agresión en el lugar de trabajo dirigida a los trabajadores sanitarios, aunque puedan aumentar el conocimiento personal y las actitudes positivas. Se necesitan estudios de mejor calidad que se centren en entornos específicos de trabajo de atención sanitaria donde la exposición a la agresión de los pacientes sea alta. Además, como la mayoría de los estudios han evaluado los episodios de agresión contra las enfermeras, los estudios futuros deberían incluir otro tipo de trabajadores sanitarios que también son víctimas de agresión en los mismos entornos, como los celadores (asistentes sanitarios). Los estudios deben utilizar especialmente los informes de agresión a nivel institucional y deben basarse en datos de múltiples fuentes y en medidas validadas. Los estudios también deben incluir los días perdidos por baja por enfermedad y la rotación de empleados y deben medir los desenlaces en el seguimiento de un año. En los estudios se debe especificar la duración y el tipo de formación que se imparte y se debe utilizar una comparación activa para evitar la sensibilización y la presentación de informes únicamente en el grupo de intervención.

PICO

Population
Intervention
Comparison
Outcome

El uso y la enseñanza del modelo PICO están muy extendidos en el ámbito de la atención sanitaria basada en la evidencia para formular preguntas y estrategias de búsqueda y para caracterizar estudios o metanálisis clínicos. PICO son las siglas en inglés de cuatro posibles componentes de una pregunta de investigación: paciente, población o problema; intervención; comparación; desenlace (outcome).

Para saber más sobre el uso del modelo PICO, puede consultar el Manual Cochrane.

¿Los programas de formación reducen el comportamiento agresivo hacia los trabajadores sanitarios?

¿Qué es el comportamiento agresivo?

La Organización Internacional del Trabajo utiliza el término "violencia en el lugar de trabajo" definido como "toda acción, incidente o comportamiento que se aparta de una conducta razonable en la que una persona se ve amenazada, dañada o lesionada en el desempeño de su trabajo o como resultado directo del mismo". Experimentar un comportamiento agresivo en el trabajo puede afectar a la capacidad de las personas para desempeñar bien sus funciones, puede causar problemas de salud física y mental, y también puede afectar a la vida doméstica. El comportamiento agresivo puede dar lugar a absentismo laboral; algunas personas podrían dejar su trabajo si experimentan un comportamiento agresivo.

¿Por qué se ha elaborado esta revisión Cochrane?

El comportamiento agresivo de los pacientes y su familia, amigos y cuidadores es un grave problema para los trabajadores sanitarios. Puede afectar a la calidad y la seguridad de la atención que proporcionan.

Se han elaborado programas de formación para intentar reducir (o eliminar) el comportamiento agresivo en el trabajo. Estos programas están destinados a formar a los trabajadores de la salud acerca de:

• sus políticas y procedimientos de organización;

• cómo evaluar los riesgos; y

• estrategias para controlar o reducir las probabilidades (y los efectos) de experimentar un comportamiento agresivo.

¿Qué se hizo?

Se buscaron estudios que investigaran el grado de prevención o reducción de las agresiones hacia trabajadores sanitarios de los programas de formación.

Se incluyeron estudios controlados aleatorizados, en los que los programas que las personas recibían se decidían al azar, y estudios en los que los efectos de un programa se medían antes y después entre las personas que completaban el programa y en otro grupo de personas que no participaban.

Se quiso saber si los programas de formación podían:

• reducir el número de incidentes de comportamiento agresivo en los lugares de trabajo sanitario;

• mejorar el conocimiento, las habilidades y la actitud de los trabajadores sanitarios hacia los comportamientos agresivos; y

• reducir cualquier efecto personal adverso (no deseado o negativo) observado en los trabajadores de la salud que experimentaron un comportamiento agresivo.

Fecha de búsqueda: se incluyó evidencia publicada hasta junio de 2020.

Datos encontrados

Se encontraron nueve estudios que incluyeron a 1688 trabajadores sanitarios (incluyendo personal de apoyo, como recepcionistas) que trabajaban con los pacientes y su familia, amigos y cuidadores. Estos estudios compararon los efectos de recibir un programa de formación con los efectos de no recibir tal programa.

Los estudios se llevaron a cabo en hospitales o centros de salud (cuatro estudios), en salas de psiquiatría (dos estudios) y en centros de larga estancia (tres estudios) en los Estados Unidos, Suiza, Reino Unido, Suecia y Taiwán.

Todos los programas combinaban la formación teórica y práctica, ya sea a distancia (cuatro estudios) o presencial (cinco estudios). En ocho estudios se hizo un seguimiento de los participantes de hasta tres meses (a corto plazo), y en un estudio durante más de un año (a largo plazo).

¿Cuáles son los resultados de la revisión?

Los programas de formación no redujeron el número de comunicaciones de comportamiento agresivo hacia los trabajadores de la salud (cinco estudios), posiblemente porque estos programas hicieron que los trabajadores de la salud fueran más propensos a comunicar estos incidentes.

Un programa de formación podría mejorar el conocimiento de los trabajadores de la salud sobre el comportamiento agresivo en el lugar de trabajo a corto plazo (un estudio), pero no es seguro que esto sea un efecto a largo plazo (un estudio).

Los programas formativos podrían mejorar las actitudes de los trabajadores de la salud hacia el comportamiento agresivo a corto plazo (cinco estudios), aunque estos resultados variaron según el tipo de programa proporcionado y su duración.

Los programas educativos podrían no afectar a las habilidades de los trabajadores de la salud para lidiar con el comportamiento agresivo (dos estudios) y podrían no afectar si se observaron efectos personales no deseados o negativos después de que los trabajadores de la salud experimentaron un comportamiento agresivo (un estudio).

¿Qué fiabilidad tienen los resultados?

No existe confianza en los resultados de la revisión porque estos resultados se comunicaron de un pequeño número de estudios (algunos con un número reducido de participantes‐ y porque algunos estudios mostraron grandes diferencias en los resultados). Se identificaron problemas relacionados con la forma en que algunos estudios fueron diseñados, realizados y comunicados. Es probable que estos resultados sean distintos si se dispusiera de más evidencia.

Mensaje clave

Aunque un programa de formación podría aumentar los conocimientos y las actitudes positivas de los trabajadores sanitarios, tales programas podrían no afectar al número de incidentes de conducta agresiva que experimentan estos trabajadores.

Se necesitan más estudios, especialmente en lugares de trabajo sanitario con altas tasas de conducta agresiva.

Authors' conclusions

Implications for practice

  • Education may not have an effect or may have an inconsistent effect on preventing workplace aggression, compared to no intervention, at short‐term follow‐up on prevention 

  • Education may not have an effect on preventing workplace aggression compared to no intervention in the long term

  • Education may increase healthcare workers' personal knowledge about patient aggression

  • Education may increase healthcare workers' positive attitudes toward patient aggression

  • Education may not have an effect on skills related to patient aggression

  • Education may not have an effect on adverse personal outcomes of patient aggression

Implications for research

According to the PICO framework, future studies on education and training interventions that aim to prevent and minimize workplace aggression directed toward healthcare workers by patients and patient advocates should:

  • focus on specific settings of healthcare work where exposure to patient aggression is high (e.g. mental health workers). As such, a reduction in episodes of aggression following training may be significant only for workers who are highly exposed. Moreover, as most studies have assessed episodes of aggression toward nurses, future studies should include other types of healthcare workers who are also victims of aggression in the same settings, such as orderlies (healthcare assistants);

  • benefit from the ability to track reports of aggression at an institutional level and rely on multi‐source data (combining subjective and objective measures) and validated measures. Studies should also incorporate an active comparison to prevent raising awareness and reporting in the intervention group only;

  • specify the duration and type of delivery to provide insight as to the method that is most effective to reduce episodes of aggression against healthcare workers; and

  • incorporate variables such as days lost to sick leave and employee turnover into their outcome measures. In addition, care should be taken to study the longer‐term outcomes of these education and training programs. Further, given that several interventions did not specify their assessment tools, future studies should endeavor to disclose their instruments and use the same well‐established, validated questionnaires. In addition, measures of episodes of aggression should be reported as frequencies rather than as the number or proportion of workers who have been the target of aggression, as the former is more sensitive due to the fact that a worker can experience multiple episodes of aggression over an assessment period.

Summary of findings

Open in table viewer
Summary of findings 1. Summary of findings

Education and training compared with no training for preventing and minimizing workplace aggression directed toward healthcare workers

Patients or population: healthcare workers

Setting: workplace

Intervention: violence prevention training

Comparison: no training

Outcomes

Illustrative comparative risks* (95% CI)

Relative effect
(95% CI)

No. of participants
(studies)

Certainty of the evidence
(GRADE)

Comments

Assumed risk

Corresponding risk

No training

Violence prevention training

1.1 Number of episodes of aggression (CRCT)short‐term follow‐up

Assessed with: Assault logs (lower scores = better outcomes)

Follow‐up at 2 weeks

SMD 0.33 SD lower (1.27 lower to 0.61 higher)
 

49 (2 CRCTs)
 

⊕⊝⊝⊝a,b,c

very low

1.2 Number of episodes of aggression (CBA)short‐term follow‐up

Assessed with: Reports of incidents of aggression (lower outcomes = better outcomes)

Follow‐up at 28 days

8 per 100
 

19 per 100
 

RR 2.30 (0.97 to 5.42)
 

155 (1 CBA)
 

1.3 Number of episodes of aggression (CBA)short‐term follow‐up

Assessed with: Workplace Violence Questionnaire and Demographics tool (lower outcomes = better outcomes)

Follow‐up at 6 months

SMD 1.24 SD lower (2.16 lower to 0.33 lower)

23 (1 CBA)

1.4 Number of episodes of aggression (CRCT)long‐term follow‐up

Assessed with: Percentage of participants who reported having been the victim of aggression (yes/no) at follow‐up

Follow‐up at 12 months

58 per 100

66 per 100 (54 to 76)

RR 1.14 (0.95 to 1.37)

291
(1 CRCT)
 

⊕⊕⊝⊝d

low

2.1 Knowledge about aggression (RCT/CRCT)short‐term follow‐up

Assessed with: Knowledge test (higher outcomes = better outcomes)

Follow‐up at 1 day to 8 weeks

SMD 0.86 SD higher (0.34 higher to 1.38 higher)

62
(1 RCT)

⊕⊕⊝⊝b,f
low

2.2 Knowledge about aggression(RCT/CRCT)long‐term follow‐up

Assessed with: Questions regarding self‐perceived improvements in knowledge

Follow‐up at 12 months

63 per 100
 

71 per 100
(65 to 77)
 

RR
1.26 (0.90 to 1.75)
 

291 (1 CRCT)

⊕⊝⊝⊝b,d,g
very low
 

3. Attitudes (RCT/CRCT)short‐term follow‐up

Assessed with: Perception of Aggression Scale, Tolerance to Aggression Scale, responses to questions about attitudes toward aggression (higher = better outcomes)

Follow‐up range: 1 day to 3 months

SMD 0.59 SD higher (0.24 higher to 0.94 higher)
 

683 (2 CRCTs and 3 RCTs)

⊕⊝⊝⊝e,h

very low

4. Skills (RCT/CRCT)short‐term follow‐up

Assessed with: Unspecified questionnaire measuring empathy (higher score = better outcomes)

Follow‐up at 8 weeks

SMD 0.21 SD higher
(0.07 lower to 0.49 higher)

198
(1 RCT and 1 CRCT)

⊕⊝⊝⊝b,j
very low

5. Adverse personal outcomes (RCT/CRCT)short‐term follow‐up

Assessed with: IMPACS Questionnaire (lower scores = better outcomes)

Follow‐up at 3 months

SMD 0.31 SD lower
(1.02 lower to 0.40 higher)

31 (1 RCT)

⊕⊝⊝⊝b,k

 very low

*The basis for the assumed risk (e.g. the median control group risk across studies) is provided in footnotes. The corresponding risk (and its 95% confidence interval) is based on the assumed risk in the comparison group and the relative effect of the intervention (and its 95% CI).
CBA: controlled before and after study; CI: confidence interval; CRCT: cluster‐randomized clinical trial; MD: mean difference; RCT: randomized controlled trial; RR: risk ratio; SMD: standardized mean difference.

GRADE Working Group grades of evidence.
High quality: further research is very unlikely to change our confidence in the estimate of effect.
Moderate quality: further research is likely to have an important impact on our confidence in the estimate of effect and may change the estimate.
Low quality: further research is very likely to have an important impact on our confidence in the estimate of effect and is likely to change the estimate.
Very low quality: we are very uncertain about the estimate.

aDowngraded two levels for high risk of performance and selection bias (Fitzwater 2002). Unclear risk of selection and performance bias (Irvine 2012b).
bDowngraded one level for imprecision due to small sample size and the resulting estimate including little to no effect.
cEvidence from CBA studies was downgraded two levels for high risk of performance and selection bias (Whittington 1996; Anderson 2006), and by one level for imprecision due to the resulting estimate including little to no effect and small sample size.
dDowngraded two levels due to unclear risk of performance and selection bias (Arnetz 2000).
eDowngraded one level for inconsistency and significant heterogeneity.
fDowngraded one level due to unclear risk of performance bias (Irvine 2007).
gDowngraded one level due to indirectness.
hDowngraded two levels due to high risk of attrition bias (Needham 2005), as well as unclear risk of performance bias (Irvine 2007; Irvine 2012a; Irvine 2012b).
iDowngraded one level for high risk of performance and selection bias (Fitzwater 2002), as well as unclear risk of performance bias (Irvine 2007; Irvine 2012a; Irvine 2012b).
jDowngraded two levels due to unclear risk of selection bias (Irvine 2012aIrvine 2012b), as well as performance bias (Irvine 2012b).
kDowngraded two levels due to high risk of attrition bias (Needham 2005).

Background

Aggression in the workplace

Aggression commonly occurs within the interactional context of work. It is a surprisingly prevalent phenomenon across the globe, with data from the United States, Australia, Japan, Saudi Arabia, and Malaysia indicating that large numbers of working people, in a range of occupations, experience aggression from multiple sources at work (di Martino 2005). The International Labour Organization uses the term "workplace violence" defined as "any action, incident or behaviour that departures from reasonable conduct in which a person is threatened, harmed, injured in the course of, or as a direct result of, his or her work" (ILO 2003). As such, this definition includes different forms of aggression such as physical assault, verbal abuse, bullying, mobbing, and sexual, racial, and psychological harassment. Therefore, in this study, workplace aggression will refer to any episode of aggression toward healthcare workers that resulted in no harm or injury, psychological harm or injury, or physical harm or injury. Workplace aggression may be employed by people external to the workplace (customers/clients and other members of the public) or internal to the workplace (supervisors and other coworkers) to express more immediate distress, frustration, or hostility, or to more deliberately and systematically coerce, intimidate, discriminate, or exert power. Overall, however, aggression from external sources is more prevalent than aggression from coworkers (Cookson 2012; Harrell 2011; LeBlanc 2002; LeBlanc 2006; Packham 2011). We found a large body of evidence related to exposure to workplace aggression from a range of sources and subsequent adverse consequences for individuals and organizations. These include relatively short‐lived feelings of distress, fear, and shame; longer‐term impact on physical and mental health for individuals (Briggs 2003; Brown 2011; Flannery 2001; Hershcovis 2010; Hills 2014; Hinduja 2007; Hogh 2005a; Hogh 2005b; LeBlanc 2002; Mayhew 2007; Niedhammer 2009; Wieclaw 2006); and impact on their home lives (Lewis 2005). Workplace aggression exposure is also associated with adverse work‐related outcomes, including those related to job satisfaction, organizational commitment, and workforce participation intentions (Dupré 2014; Heponiemi 2014; Hills 2014; Lanctôt 2014; Lapierre 2005; LeBlanc 2002). In the healthcare sector, some evidence indicates that exposure of health workers to workplace aggression also impacts the quality and safety of health care provided (Arnetz 2001; Laschinger 2014; Paice 2009; Rosenstein 2008). In their systematic review, Piquero 2013 reported that healthcare workers are among the workers most likely to experience workplace aggression.

Description of the condition

Aggression in health care

The process of delivering health care often comprises complex interactions with patients, their advocates, coworkers, and a range of other people peripherally associated or completely unconnected with service delivery (e.g. intruders). It is often stressful work, typically involving working with people who are experiencing distressing conditions or circumstances and suboptimal cognition, affect, or arousal. Consequently, it would be expected that aggression is likely to be an unwelcome feature of healthcare work. Indeed, people working in health care are at high risk of experiencing workplace aggression, second only to people working in protection and security services (Cookson 2012; di Martino 2002; Estrada 2010; Packham 2011; Parent‐Thirion 2007). Furthermore, health workers can be exposed to other occupational conditions associated with higher risk for experiencing workplace aggression, including working alone or in small numbers, working at night, and working in acute care community‐based settings (Bulatao 1996; Chappell 2006; Mayhew 2000; Wiskow 2003).

Workplace aggression in health care has become a widely researched phenomenon. This is important because a good deal of evidence suggests that poor reporting practices are the norm rather than the exception in healthcare settings (Farrell 2006; Judy 2009; Mayhew 2001; Parker 2010). Organizational data are dependent on voluntary reporting by staff, yet there is a significant problem with under‐reporting of incidents due to lack of clarity about what is a reportable incident, organizational culture, or inadequate support for staff reporting incidents of workplace aggression (Atawneh 2003; Gates 2011; Gerberich 2004; Kvas 2014). Aggression may be viewed by staff and employers as just part of the job, further contributing to under‐reporting (Child 2010; Ventura‐Madangeng 2009). Consequently, survey research may be the most reliable method of estimating the extent of workplace aggression in healthcare settings, despite the likely limitations of recall bias and response bias.

Prevalence of aggression in health care

A major feature of workplace aggression in healthcare research published since 2000 is that most studies have focused on nurses, with a smaller body of research focused on medical practitioners or mixed populations of health workers, among which nurses are typically the majority of respondents. Most of this research has been exploratory and descriptive in nature, and most studies have estimated 6‐month, 12‐month, or career prevalence, using cross‐sectional, retrospective, self‐report survey designs with customized instruments unique to individual studies (Hahn 2008; Hills 2013; Hills 2018; Taylor 2010). Such study‐specific variations render efforts to establish broadly based prevalence rates extraordinarily challenging. Furthermore, the rates of different forms and sources of aggression vary considerably between nations (Camerino 2008; di Martino 2002; Spector 2014). Thus, a systematic review on workplace aggression has estimated that between 7% and 83% of healthcare workers have been the target of violent acts (Piquero 2013).

A further complication associated with establishing prevalence rates relates to the imprecision with which workplace aggression is conceptualized and defined in different studies, if explicated at all. Alternative terms include "occupational aggression," "occupational violence," and "counterproductive work behaviour." The terms "aggression" and "violence" are often interchanged. Of greatest concern is the highly problematic use of the term "violence" to include less extreme and non‐physical forms of aggression, even though verbal or written expressions of aggression may include highly disturbing threats of violence. Additionally, it has been argued that it is important to distinguish "resistance to care" behavior from aggressive behavior. While appearing similar, the behavioral intentions and the therapeutic responses required are clinically significantly different, with the primarily defensive "resistance to care" frequently exhibited by people with some form of cognitive impairment (Kable 2012). This differentiation appears not to be explicitly considered in much of the health profession workplace aggression literature.

Despite the challenges of defining and establishing the extent of workplace aggression in health care, patients have been identified as the most common source of aggression, with 10% to 95% of respondents reporting that they experienced verbal or physical forms of aggression from patients. Aggression from patients' advocates was reported by 20% to 50% of respondents. Studies assessing episodes of aggression typically relied on self‐reporting of experiences over the previous 6, 12, or 24 months, suggesting that episodes of aggression are experienced commonly—not rarely—during healthcare practice (Arnetz 2001; Campbell 2011; Carluccio 2010; Farrell 2006; Frank 1998; Gascón 2009; Gerberich 2004; Guay 2014; Hahn 2010; Hegney 2006; Hills 2012; Hills 2013; Hills 2018; Hodgson 2004; Martínez‐Jarreta 2007; O'Brien‐Pallas 2009; Roche 2010; Spector 2014; Viitasara 2003). When aggression from supervisors and other coworkers has been investigated, it was usually the third most common source, experienced by 3% to 70% of survey respondents (Arnetz 2001; Camerino 2008; Campbell 2011; Farrell 2006; Farrell 2010; Hegney 2006; Hills 2012; Hills 2013; Hills 2018; Hodgson 2004; O'Brien‐Pallas 2009; Roche 2010).

Prevention and minimization of workplace aggression in health care

As a consequence of existing evidence on the prevalence of workplace aggression and the wide range of consequences affecting individuals and organizations, there is broad agreement that a diversity of integrated approaches are required to effectively prevent and mitigate aggression and its impact within organizations (ILO 2002; ILO 2003; Mayhew 2000; Mayhew 2004; McCarthy 2004; OSHA 2004; Viitasara 2002). Education and training in the prevention and mitigation of workplace aggression is a key component of any workplace aggression prevention program but can be considered only one of a necessary range of approaches required to address this work health and safety concern. Education and training interventions are unlikely to resolve organizational systems' environmental or cultural challenges. In any case, education and training interventions based on clearly identified needs are lacking (Anderson 2010).

Description of the intervention

Education and training for prevention and minimization of workplace aggression may comprise any of a broad range of techniques to enhance knowledge and understanding of organizational policies and procedures, legal responsibilities, risk assessment, and control strategies. Further, specific interpersonal skills and behavior management techniques may be tailored to the specific work roles of personnel in the context of the workplace (Chappell 2006; Farrell 2005; ILO 2002; ILO 2003; Mayhew 2000; Mayhew 2001; OSHA 2004).

In this review, education is defined as "the process of imparting knowledge and understanding of organizational policies and procedures, legal responsibilities, and risk assessment and control strategies, including in relation to specific techniques that may be employed in one's work environment, to prevent and mitigate the likelihood and consequences of exposure to workplace aggression." Training is defined as "the process of education about, and rehearsal and simulated or in vivo practice of, cognitive and behavioral skills that may be implemented in one's work to prevent and minimize the likelihood and consequences of exposure to workplace aggression." Thus, healthcare workers should acquire a set of knowledge, attitudes, and skills that aim to prevent aggression in several ways such as de‐escalation techniques, effective communication, conflict management, self‐defense, evasion methods, and so on (Spencer 2018).

How the intervention might work

As highlighted above, education and training interventions, in isolation, are unlikely to resolve systemic, environmental, or cultural challenges that may impact the likelihood and consequences of incidents of workplace aggression in health service organizations. Nonetheless, by improving the knowledge, attitudes, and skills of individuals and groups of healthcare workers related to prevention and minimization of workplace aggression directed toward them by patients and their advocates, it would be expected that the overall number of episodes of aggression, including those resulting in psychological or physical harm or injury, would be reduced. It would also be expected that the number of adverse personal and organizational outcomes attributable to incidents of workplace aggression (e.g. leave days taken, alterations to workforce participation including changing work patterns or attrition, litigation and rehabilitation costs) would be reduced.

Why it is important to do this review

The capacity to deliver purposeful, safe, and effective responses to potential and escalating aggression is essential for people engaged in any form of human service delivery, including health care, where human interactions are prominent and the risk of aggression may be more prevalent. Unfortunately, there has been a poor history of evaluating education and training programs for aggression minimization and prevention (Beech 2006). Furthermore, available evidence on the impact and outcomes of workplace aggression minimization education and training programs in diverse settings typically shows indeterminate or poor results (Bowers 2006; Gerdtz 2013; Hahn 2013; Heckemann 2015; Hills 2008; Hodgson 2004; Kansagra 2008; Laker 2010; Livingston 2010; Nachreiner 2005; Needham 2005; Price 2015). Nonetheless, clinicians and support personnel recognize its value (Arimatsu 2008; Ceramidas 2010; HEPRU 2003; HEPRU 2008; Judy 2009). It is important to note that the relative absence of evidence for the effectiveness of education and training is no reason to assume that it is ineffective (Richter 2006). Indeed, in the absence of an evidence base, beneficial and possibly life‐saving training may be neither sought nor provided (NICE 2006), highlighting the ongoing need for more rigorous evaluation of education and training programs for preventing and minimizing workplace aggression directed toward health workers.

Although reasons for the lack of evidence regarding the protection afforded by education and training are unclear, they may relate in part to necessary plasticity in the application of these techniques for specific situations as they arise. Despite these ongoing concerns, education and training is likely to remain an important component of any structured workplace aggression prevention and minimization program. Precisely what constitutes the key components of effective education and training in workplace aggression prevention and minimization however is unclear.

In this systematic review, we will examine research evidence showing the effects of all types of education and training interventions used by employers in the healthcare sector to build knowledge or skills of healthcare workers as one means of reducing the incidence and adverse outcomes of aggression directed toward healthcare workers by patients or their advocates. This review will exclude organizational interventions, application of physical devices, or the introduction of environmental design or re‐design features including physical structures. Such structural approaches have been addressed in separate reviews (Spelten 2020; Spencer 2018).

Objectives

To assess the effectiveness of education and training interventions that aim to prevent and minimize workplace aggression directed toward healthcare workers by patients and patient advocates.

Methods

Criteria for considering studies for this review

Types of studies

We considered all published and unpublished randomized controlled trials (RCTs) and controlled before and after studies (CBAs) as eligible for inclusion in this review. 

Types of participants

We included healthcare workers who interact with patients, patient advocates, or both, in any public or private healthcare facility regardless of worker age, gender, or profession. These included:

  • physicians and physician assistants;

  • dentists;

  • nurses and midwives;

  • allied health professionals (e.g. physiotherapists, occupational therapists, speech pathologists, pharmacists, respiratory therapists, medical imaging technicians, oral hygienists, podiatrists, dieticians, opticians); and

  • healthcare support personnel (e.g. reception staff, healthcare aides or assistants, healthcare security personnel).

Types of interventions

We included any educational or training intervention undertaken with healthcare workers to improve their knowledge, attitudes, and skills in preventing and minimizing verbal or physical aggression directed toward them and their workplace peers from patients or their advocates. These included interventions designed to enhance knowledge and understanding of legal responsibilities, organizational policies and procedures, and specific risk assessment and control strategies. Interventions included education and training in specific communication and behavior management techniques targeting the diffusion and de‐escalation of aggression, violence avoidance and breakaway strategies, and physical restraint of aggressive people.

We included interventions that were mandatory or voluntary; delivered all at once or over multiple sessions; and delivered face‐to‐face, online, or in blended form and including synchronous or asynchronous components. We included interventions delivered in workplace, educational, and other professional settings. We included stand‐alone programs as well as those offered in conjunction with other organizational interventions, but only when such interventions were "controlled for" in the analysis of impact or outcomes, or when they could be determined not to have confounded or biased results of the education and training intervention study. 

Types of outcome measures

Outcome measures included reported clinical events and participant‐reported outcomes.

Primary outcomes

We included studies that evaluated the effects of an education or training intervention among staff in the healthcare sector on the number of episodes of aggression.

Secondary outcomes

  • Personal knowledge about workplace aggression

  • Attitudes toward workplace aggression

  • Skills related to workplace aggression

  • Adverse personal and organizational outcomes attributable to incidents of workplace aggression (e.g. leave days taken, alterations to workforce participation including changing work patterns or attrition, litigation, and rehabilitation costs)

Search methods for identification of studies

We conducted a systematic search of the literature to identify all published and unpublished RCTs and CBAs that could be considered eligible for inclusion in this review. The literature search identified potentially eligible studies in all languages. If we would have encountered foreign language studies, non‐English language papers would have been translated and fully assessed for potential inclusion in the review as necessary.

Electronic searches

We searched the following electronic databases from their inception to the date of the search specified to identify potential studies. 

  • Cochrane Central Register of Controlled Trials (CENTRAL), in the Cochrane Library (June 2020).

  • MEDLINE (PubMed, June 2020).

  • Embase (June 2020).

  • Cumulative Index to Nursing and Allied Health Literature (CINAHL) (EBSCO, June 2020).

  • PsycINFO (ProQuest, June 2020).

  • US National Institute for Occupational Safety and Health bibliographic database of literature on occupational safety and health (NIOSHTIC) (OSH‐UPDATE, June 2020).

  • NIOSHTIC‐2 (OSH‐UPDATE, June 2020).

  • HSELINE (OSH‐UPDATE, June 2020).

  • ISDOC (OSH‐UPDATE, June 2020).

We used keywords selected from the search strategies supplied in Appendix 1.

Searching other resources

We also conducted a search of the following. 

  • ClinicalTrials.gov (www.ClinicalTrials.gov) and the World Health Organization (WHO) trials portal (www.who.int/ictrp/en/).

  • WorkSafe Australia.

  • Canadian Centre for Occupational Health and Safety (CCOHS).

  • The Campbell Collaboration and social, psychological, educational, and criminological trials register.

We checked the reference lists of all primary studies and review articles for additional references. Finally, we contacted experts in the field to identify additional unpublished materials. 

Data collection and analysis

Selection of studies

Four review authors (JP, AH, SR, SGe) independently screened titles and abstracts of all potentially eligible studies identified as a result of the search and coded them as "retrieve" (eligible or potentially eligible/unclear) or "do not retrieve." We retrieved the full‐text study reports/abstracts/publications, and five review authors (HR, TD, SG, BM‐J, SGe) independently screened the full text and identified studies for inclusion. When a study was identified as ineligible for inclusion in the review, we recorded the reason(s) for its exclusion. We resolved disagreements by consensus or by consultation with another person from the review team (DH, SGe). We identified and excluded duplicates and collated multiple reports of the same study, so that each study, rather than each report, is the unit of interest in the review. We recorded this selection process in sufficient detail to complete a PRISMA flow diagram and Characteristics of excluded studies table.

Data extraction and management

We used a study‐specific data collection form for collection of study characteristics, intervention details, and outcome data (Appendix 2). All review authors piloted this form on one study in the review. Four review authors (HR, AH, SG, SGe) extracted study characteristics from the identified included studies. 

Using the study‐specific data collection form, we extracted the following study characteristics.

  • Publication details: authors, email address of corresponding author, date of publication, title, journal name, volume, issue, pages.

  • Methods: study design (e.g. RCT/cluster RCT/CBA), including sampling, group allocation and treatment of missing data, study location/s, study setting/s, withdrawals.

  • Participants: health worker type/s, total number of participants, number of health worker type sub‐populations and proportions (%), mean age or age range, gender, workplace/s (e.g. mental health, emergency department), work setting/s (e.g. hospital inpatient, hospital outpatient, community), work sector/s (e.g. public, private, non‐government), inclusion and exclusion criteria.

  • Interventions: description of interventions and co‐interventions, targeted knowledge, attitudes and skills, comparison, content of both intervention and control condition, and co‐interventions (especially noting if bundled with other organizational interventions), duration, intensity, number commencing, number completing, adherence to protocol.

  • Outcomes: description of primary and secondary outcomes specified and collected, measurement instruments used and validation status (e.g. reported/not reported), at which time points reported, controlling for biasing or confounding effects of co‐interventions.

  • Length of follow‐up: time points at which primary and secondary outcomes were collected; categorization to short‐term, medium‐term, and long‐term follow‐up (see further details below in Assessment of heterogeneity).

  • Notes: funding for study, notable conflicts of interest of trial authors.

Upon preparation of the final included list of studies, three review authors (DH, SR, SGe) independently extracted data from these study reports. We noted in the Characteristics of included studies table if outcome data were not reported in a usable way. One review author (TD) transferred data into Review Manager 5 (RevMan 5.3.) Another (SGe) made the migration toward Review Manager Web (RevMan Web 2019). We double‐checked that data were entered correctly by comparing data presented in the systematic review with information provided in the study reports. Two review authors (JP, SGe) spot‐checked study characteristics for accuracy against the study report.

Assessment of risk of bias in included studies

Four authors of the present review (DH, TD, BM‐J, SGe) independently assessed risk of bias for each study using the criteria outlined in the Cochrane Handbook for Systematic Reviews of Interventions (Higgins 2011). Disagreements were resolved by discussion or by consultation with another review author (AH, HR, JP, SG, or SR). Risk of bias of the included RCTs was assessed according to the following domains. 

  • Random sequence generation.

  • Allocation concealment.

  • Blinding of participants and personnel.

  • Blinding of outcome assessment.

  • Incomplete outcome data.

  • Selective outcome reporting.

  • Other biases.

Each potential source of bias was graded as high, low, or unclear. Further, a quote from the study report was provided together with a justification for the assessment in the "Risk of bias" table. The risk of bias judgment is summarized across different studies for each of the domains listed. Blinding was considered separately for different key outcomes when necessary (e.g. for unblinded outcome assessment, risk of bias for all‐cause mortality may be very different than for a participant‐reported pain scale). However, blinding was not found to be necessary for evaluation of risk of bias of the included studies. When information on risk of bias was related to unpublished data or correspondence with a trialist, this was noted in the "Risk of bias" table.

For CBAs, we used a combination of the applicable domains for risk of bias determination for RCTs and elements of the Downs and Black checklist (Downs 1998), as described in Chapter 13 of the Cochrane Handbook for Systematic Reviews of Interventions (Higgins 2011).

Assessment of bias in conducting the systematic review

We conducted the review according to this published protocol and reported any deviations from it in the Differences between protocol and review section of the systematic review.

Measures of treatment effect

Outcome data for each study were entered into the data tables in Review Manager Web to calculate treatment effects (RevMan Web 2019). We used risk ratios (RRs) for dichotomous outcomes and standardized mean differences (SMDs) for continuous outcomes, or other types of data as reported by study authors. When only effect estimates and their 95% confidence intervals (CIs) or standard errors were reported in studies, we entered these data into Review Manager Web using the generic inverse‐variance method. We ensured that higher scores for continuous outcomes have the same meaning for the particular outcome, explained the direction to the reader, and reported when the directions were reversed, if this was necessary. When results could not be entered either way, we described them in the Characteristics of included studies table, or we entered the data into Additional tables. 

Unit of analysis issues

For studies that employed a cluster‐randomized controlled trial (CRCT) design and that reported sufficient data for inclusion in the meta‐analysis but did not make an allowance for the design effect, we calculated the design effect based on a fairly large assumed intracluster correlation of 0.10 (Appendix 3). We based this assumption of 0.10 as a realistic estimate by analogy to studies about implementation research (Campbell 2001). We followed the methods stated in the Cochrane Handbook for Systematic Reviews of Interventions to perform the calculations (Higgins 2011).

Dealing with missing data

We contacted investigators or study sponsors to verify key study characteristics and obtain missing numerical outcome data when possible (e.g. when a study is identified as an abstract only). When this was not possible and the missing data were thought to introduce serious bias, we explored the impact of including such studies in the overall assessment of results by conducting a sensitivity analysis. 

If numerical outcome data such as standard deviations or correlation coefficients were missing and we could not obtain these from trial authors, we calculated them from other available statistics such as P values, according to the methods described in the Cochrane Handbook for Systematic Reviews of Interventions (Higgins 2011).

Assessment of heterogeneity

We assessed the homogeneity of the results of all included studies based on similarity of study design, intervention types, outcomes, and follow‐up. We considered interventions to be different when they included education only or education combined with training. RCTs and CBAs were considered separately.

We categorized studies based on mode of delivery (online or face‐to‐face) and on their duration (short for less than a week, long for one week or longer, and self‐paced). We did not assume that these differences could cause differences in the effect estimates. Still, we did run subgroup analysis to check for any differences in both mode of delivery and length of interventions. We reported the results of this analysis both combined and separated when subgroup differences were found.

Further, follow‐up times were categorized into short‐term (six months and less), medium‐term (between six months and 12 months), and long‐term (12 months and longer) follow‐up and were regarded as different.

Statistical heterogeneity was assessed using the I² statistic (Higgins 2011), based on the following as a rough guide for interpretation: 0% to 40% might not be important; 30% to 60% may represent moderate heterogeneity; 50% to 90% may represent substantial heterogeneity; 75% to 100% considerable heterogeneity. In cases of substantial heterogeneity (defined as I² ≥ 50%), we explored the data further, including subgroup analyses, in an attempt to explain the heterogeneity.

Assessment of reporting biases

Because we were not able to pool 10 or more trials in any single meta‐analysis, we did not explore possible small‐study biases via funnel plot examination. 

Data synthesis

We pooled the data from studies judged to be homogeneous using Review Manager Web software (RevMan Web 2019). If more than one study provided usable data for any single comparison, we performed meta‐analysis. When studies were statistically heterogeneous, we used a random‐effects model. Otherwise, we used a fixed‐effect model. When using the random‐effects model, we conducted a sensitivity check by using the fixed‐effect model to reveal differences in results. We included a 95% confidence interval for all estimates. 

When multiple trial arms were reported in a single trial, we included only the relevant arms. If two comparisons were combined in the same meta‐analysis, we halved the control group to avoid double‐counting.

Subgroup analysis and investigation of heterogeneity

The original protocol intended to carry out subgroup analyses if a sufficient number of studies were found based on types of delivery and length of intervention. As such, we carried out subgroup analyses when a sufficient number of studies with substantial heterogeneity (I² > 50%) were found among the included studies based on:

  • types of delivery (face‐to‐face or online); and

  • duration of intervention (short, long, or self‐paced). 

Sensitivity analysis

We originally planned to carry out sensitivity analysis to test the robustness of our meta‐analysis results by omitting studies that we judged to be at high risk of bias. However, we did not find a sufficient number of studies to perform sensitivity analyses. 

Summary of findings and assessment of the certainty of the evidence

A "Summary of findings" table was created for each of the following outcomes.

  • Episodes of aggression.

  • Changes in personal knowledge, attitudes, and skills related to workplace aggression.

  • Adverse personal and organizational outcomes attributable to incidents of workplace aggression.

We evaluated the quality of available evidence using the GRADE approach. We generated a "Summary of findings" table that provides outcome‐specific information concerning the overall quality of evidence from studies included in the comparison, the magnitude of effect of the interventions examined, and the sum of available data on outcomes considered. We included information on the primary and secondary outcomes of our review. We assessed the quality of evidence using several factors.

  • Limitations in study design and implementation of available studies.

  • Indirectness of evidence.

  • Unexplained heterogeneity or inconsistency of results.

  • Imprecision of effect estimates.

  • Potential publication bias.

For each outcome, we classified the quality of evidence according to the following categories.

  • High quality: further research is very unlikely to change our confidence in the estimate of effect.

  • Moderate quality: further research is likely to have an important impact on our confidence in the estimate of effect, and may change the estimate.

  • Low quality: further research is very likely to have an important impact on our confidence in the estimate of effect, and is likely to change the estimate.

  • Very low quality: we are very uncertain about the estimate.

We used the five GRADE considerations (study limitations, consistency of effect, imprecision, indirectness, and publication bias) to assess the quality of a body of evidence as it relates to the studies that contributed data to meta‐analyses for the pre‐specified outcomes. We adhered to the methods and recommendations described in Section 8.5 and Chapter 12 of the Cochrane Handbook for Systematic Reviews of Interventions, using GRADEpro software (GRADEPro 2014; Higgins 2011). We justified all decisions to downgrade the quality of RCTs or to upgrade the quality of CBAs using footnotes, and we made comments to aid the reader's understanding of the review when necessary. Criteria for upgrading included a large effect size, a reported dose‐response gradient, and the effects of all plausible confounding factors working against the intervention.

Reaching conclusions

We based our conclusions only on findings from the quantitative or narrative synthesis of studies included in this review. We avoided making recommendations for practice based on more than just the evidence, such as values and available resources. Our implications for research suggest priorities for future research and outline remaining uncertainties in this area.

Results

Description of studies

See Characteristics of included studies and Excluded studies tables.

Results of the search

Results of the search strategy are presented in Figure 1. Through the search, we found a total of 4803 references, 37 of which we deemed potentially eligible for inclusion. We then accessed the full‐text articles of these studies and, upon closer examination, excluded 28 manuscripts (Table 1). Finally, we decided that nine studies met the inclusion criteria, and we included them in the review (Anderson 2006; Arnetz 2000; Fitzwater 2002; Irvine 2007; Irvine 2012a; Irvine 2012bMing 2019Needham 2005; Whittington 1996). We tried twice to contact the authors of an included study to obtain more information about the data, but without success. We therefore available data provided in the published articles for all included studies.


Figure 1. Prisma flow diagram of search and screening results.

Figure 1. Prisma flow diagram of search and screening results.

Open in table viewer
Table 1. Characteristics of excluded studies

Study

Reason for exclusion

Adams 2017
 

Means not reported

Beech 2003

No control group

Beech 2008

No control group

Cailhol 2007 

No control group

Casalino 2015

No control group

Cooper 2006

Study participants were not workers, but patients

Fernandes 2002

No control group

Gates 2013

Grant application for multi‐program intervention. Results reported elsewhere

Gerdtz 2012

No control group

Gertz 1980

No control group

Gillespie 2013

No control group; multi‐intervention program

Gillespie 2014

No control group; multi‐intervention program

Ishak 2002

No pre‐intervention or post‐intervention measures reported

Kang 2017

Intervention aimed at preventing aggression between workers

Kim 2018

Did not evaluate en intervention

Kowalenko 2014

Conference abstract reporting on a multi‐intervention program

Li 2018

Did not evaluate an intervention

Lipscomb 2004a

No control group

Lipscomb 2004b

Multi‐intervention program reported with no specific findings related to education alone

Lipscomb 2006

Multi‐intervention program reported with no specific findings related to education alone

McElaney 2008

Did not report on an intervention among healthcare workers

McIntosh 2003

Outcomes not relevant

Meehan 2006

No control group

Ore 2002

No concurrent control group: control participants were selected after intervention

Peek‐Asa 2002

Cross‐sectional surveys before and after legislation enactment

Rittenmeyer 2013

Literature review

Shah 1998

No control group

Vousden 1987

Descriptive report—not an intervention study 

Included studies

Study design

Five studies reported on the number of episodes of aggression directed toward healthcare workers: three CRCTs (Arnetz 2000; Fitzwater 2002; Irvine 2012b), and two CBAs (Anderson 2006Whittington 1996). In addition, three RCTs—Irvine 2007; Irvine 2012a; Ming 2019—and three CRCTs—Arnetz 2000; Irvine 2012b;  Needham 2005—reported on secondary outcomes.

Participants

Two RCTs—Irvine 2007; Irvine 2012a—and one CRCT—Irvine 2012b—were conducted among nurse aides working in long‐term care facilities (N = 62, 159, and 103, respectively). Participants for Irvine 2007 and Irvine 2012a were drawn from people in the United States who answered Internet advertising. Participants for Irvine 2012b were drawn from two long‐term care facilities in Cincinnati, Ohio, USA. Another CRCT was conducted among 20 certified nurse assistants working at two nursing homes in midwestern United States (Fitzwater 2002).

One CRCT—Needham 2005—and one CBA—Whittington 1996—were carried out among psychiatric ward nurses and included a sample size of 58 nurses and 155 nurses, respectively, at follow‐up. Whittington 1996 was conducted in London, United Kingdom. Needham 2005 was conducted in German‐speaking portions of Switzerland.

One CBA—Anderson 2006—investigated effects of a training program among 43 hospital workers in a small community hospital in the United States. One RCT examined effects of simulation training among 392 nurses working at a medical center in Taipei, Taiwan (Ming 2019). Finally, one CRCT—Arnetz 2000—examined the effects of a practical intervention program at 47 healthcare workplaces in Stockholm, Sweden, representing a total of 686 workers at follow‐up.

Types of Interventions

See Table 2.

Open in table viewer
Table 2. Intervention properties

Study

Delivery

Length of intervention

Design

Follow‐up

Outcomes

Anderson 2006

Online

One session (3 hours)

CBA

short term

  • aggression

Arnetz 2000

Face‐to‐face

Reflective practice

Multiple sessions (as needed over 12 months)

CRCT

long term

  • aggression

  • knowledge

Fitzwater 2002

Face‐to‐face

Two sessions (2 hours each)

CRCT

short term

  • aggression

  • confidence

Irvine 2007

Online

Self‐paced

RCT

short term

  • knowledge

  • self‐efficacy

  • attitudes

Irvine 2012a

Online

Multiple sessions (2 weeks)

RCT

short term

  • knowledge

  • self‐efficacy

  • attitudes

  • skills

Irvine 2012b

Online

Multiple sessions (2 weeks)

CRCT

short term

  • aggression

  • self‐efficacy

  • attitudes¸

  • skills

Ming 2019

Face‐to‐face

One session (3 hours)

RCT

short term

  • self‐efficacy

  • attitudes

Needham 2005

Face‐to‐face

Multiple sessions (20 times for 50 minutes over 1 week)

CRCT

short term

  • attitudes

  • adverse events

Whittington 1996

Face‐to‐face

One session (7 hours)

CBA

short term

  • aggression

CBA: controlled before and after study.

CRCT: cluster‐randomized controlled study.

RCT: randomized controlled study.

Four studies evaluated online programs and five studies evaluated face‐to‐face programs. All studies provided education combined with training.

Online education programs—short duration

Participants who received training in Anderson 2006 underwent a three‐hour online training program comprising five modules, completed within a 30‐day period. The training program covered material such as identifying triggers for violence and exploring why violence happens and provided resources and suggestions for diffusing anger and for debriefing/follow‐up after an episode of violence.

Online education programs—long duration

Two of the included studies—Irvine 2012a and Irvine 2012b—consisted of two online training sessions offered one week apart. Study authors did not specify the length of each training session, although they did mention that the training was based on Irvine 2007, which was self‐paced. The first session was dedicated to de‐escalation skills, and the second taught situation‐specific advanced skills (e.g. pulling hair). 

Online education programmes—self‐paced

The intervention used by Irvine 2007 consisted of 155 Web pages, 11 video vignettes, 16 narrator video clips, 71 voiceover clips, and 3 video testimonials. These interventions aimed to provide skills on how to approach agitated long‐term care residents and how to de‐escalate situations, and were to be completed in a one‐day self‐paced online training session. Study authors did not specify the length of the training program, which is somewhat variable due to its self‐paced nature, but they reported that participants normally completed the program within a single day.

Faceto‐face program—short duration

Fitzwater 2002 provided participants in the intervention group with two assault prevention sessions, each lasting two hours. These training sessions were provided by a master’s level psychiatric nurse. The intervention was designed to prevent and reduce violent incidents and involved topics such as reasons for violence, effective communication, signs of impending violence, and how to protect their own as well as residents’ safety.

The intervention used in Whittington 1996 was based on a cyclical model of violence in psychiatric units and consisted of two components. The first dealt with prevention of imminent violence, and the second addressed dealing with possible psychological consequences of the assault. Training took place over a seven‐hour period in a single day.

Participants in Ming 2019 received a three‐hour teaching session, which included an hour‐long discussion on the topic of workplace violence, review of case videos, demonstrations of workplace violence prevention, treatment, self‐defense and evasion methods, and role‐playing of situational simulations. 

Face‐to‐face program—long duration

The intervention described for Needham 2005 was a training program that consisted of 20 lessons, with each lesson lasting 50 minutes. It was delivered by trained psychiatric nurses over five consecutive days. The lessons covered topics such as causes and types of aggression, conflict management, communication, behavior during aggression, prevention of aggression, and post‐aggression procedures. 

Face‐to‐face program—extended duration

The intervention used by Arnetz 2000 consisted of contact between project co‐ordinators and workers who registered a violent incident. These incidents were later presented at regular staff meetings and were discussed within the group.

Outcomes
Primary outcome—episodes of aggression

Fitzwater 2002 and Irvine 2012b measured the effectiveness of training in reducing aggression using an Assault Log, which was a record‐keeping process to document and describe physical assaults by patients. Workers completed this form after each workday. Fitzwater 2002 reported the mean total number of reported events for participants at each site in the two weeks before the intervention and in the two weeks following the intervention. Irvine 2012b reported the mean number of daily occurrences of aggression. In both studies, participants in the control group were compared to participants who received the intervention. For these studies, we used the change between baseline and follow‐up in the mean number of daily occurrences of aggression for the intervention and control groups to determine standard mean differences (SMDs).

Whittington 1996 evaluated the effectiveness of a training intervention among nurses using the number of notified assaults on staff during the 28 days preceding training and the 28 days immediately following training, determined by contacting all available staff in participating wards every day about any notifiable aggression that had occurred over the past 24 to 48 hours. This was used by study authors to compute the percentages of workers in intervention and control groups who had been the target of an aggression at baseline (i.e. in the 28 days before the intervention) and at follow‐up (i.e. in the 28 days following the intervention). We used these percentages to estimate the number of events (i.e. the number of staff that had been the target of aggression) and to calculate a risk ratio (RR) for intervention and control groups at follow‐up.

Anderson 2006 assessed the effectiveness of a training intervention using the Workplace Violence Questionnaire and Demographics Tool, a self‐report questionnaire that documented the frequency and type of workplace violence events. This instrument was developed by the study author based on the Conflict Tactics Scale (Straus 1979), as well as the Wyatt Sex History questionnaire (Wyatt 1995). The questionnaire lists multiple events of aggression. Participants were instructed to indicate which of these events had occurred to them over the past six months. This questionnaire documented the frequency and type of events of aggression. For the current analysis, the mean number of events per participant was calculated at baseline and at follow‐up for intervention and control groups. The SMD in change in mean number of events between baseline and follow‐up (six months) was used to determine the efficacy of the intervention in reducing the frequency of episodes of aggression.

Arnetz 2000 asked participants if they had been the target of aggression over the past year at two times: at baseline—before the intervention—and at follow‐up one year later—at the end of the intervention. The percentage of participants who answered "yes" to this question was determined by adding together the percentages of participants who answered "yes, once or twice" with those who answered "yes, several times." This combined percentage was then used to estimate the number of participants who reported having been the victim of aggression at follow‐up, at the end of one‐year intervention. We then calculated an RR based on these estimates.

Secondary outcomes

Personal knowledge about workplace aggression

Irvine 2007 tested participants' personal knowledge about workplace aggression by presenting three video vignettes demonstrating an example of workplace aggression (e.g. a patient in a wheelchair swinging his arms violently). At the end of each vignette, participants were asked a single multiple choice question about what to do in the previously depicted situation. Participants indicated their responses by selecting the option that corresponded to what they thought was the correct response. Participants were tested before intervention and again, at the end of the self‐paced intervention. Study authors reported the mean proportions of correct responses both before intervention and at follow‐up for intervention and control groups. For the present analyses, we used the SMD in the proportion of correct responses.

Arnetz 2000 assessed the effects of intervention on worker knowledge by asking participants three questions regarding whether the project had given them better knowledge of (1) risk situations for aggression toward staff; (2) how potentially dangerous situations could be avoided or attenuated; and (3) how best to handle a patient or another person who became aggressive toward them in the workplace. We selected the first measure (i.e. risk situations for aggression toward staff) to be included in the analysis as it fitted the definition of personal knowledge about workplace aggression and it better encompassed the general aspect of this outcome. For this measure, we estimated the number of respondents who answered "yes" based on the percentages reported by study authors and the number of participants who answered at 12 months' follow‐up. These data were then used to calculate RRs for the present analyses.

Attitudes toward patient aggression

Irvine 2007 assessed the effects of intervention on worker attitudes toward aggression using a 13‐item unspecified scale. Each item evaluated participants' agreement with the importance of certain behavioral responses to aggression and asked participants to indicate their level of agreement on a 7‐point Likert scale (1 = completely agree; 7 = completely disagree). For each participant, attitude was measured as the mean of response across these 13 items at each testing interval. Assessments were made before intervention and again at follow‐up, at the end of the self‐paced intervention. Study authors reported the mean attitude response for cohorts both before intervention and at follow‐up—one business day after the end of the self‐paced intervention. For the present analysis, we used the SMD in change in attitude scores at one‐day follow‐up to assess the efficacy of the intervention in improving worker attitudes toward aggression.

Irvine 2012a used an unspecified five‐item questionnaire to assess effects of intervention on worker attitudes. Respondents were asked to indicated their level of agreement/disagreement using a 7‐point Likert scale (1 = completely disagree; 7 = completely agree). The score was the mean value across these five items. For the present analysis, we used the SMD in mean score changes between baseline and eight‐week follow‐up assessments to determine the efficacy of the intervention in improving worker attitudes toward violence.

Irvine 2012b evaluated attitudes toward aggression using a single item. Participants were asked the extent to which they agreed or disagreed with the statement, "I believe that residents act aggressively because they have unmet needs." Participants were asked to indicate their level of agreement/disagreement on a 7‐point Likert scale (1 = completely disagree; 7 = completely agree). Study authors reported the mean values for control and intervention groups before intervention and at eight weeks' follow‐up. For the present analyses, we used the SMD in change in scores between baseline and follow‐up scores to evaluate the efficacy of intervention in changing worker attitudes for them to be more understanding of the causes of aggression.

Ming 2019 measured the effects of intervention on worker attitudes using seven items from the Management of Aggression and Violence Attitude Scale (Duxbury 2002; Duxbury 2008). Each of these items contains a statement regarding the causes of aggression (e.g. "It is largely situations that can contribute toward the expression of aggression by patients"). Participants were asked to indicate their level of agreement/disagreement with each item using a 5‐point Likert scale ranging from 1 (i.e. "strongly disagree") to 5 (i.e. "strongly agree"). For each participant, individual test item response values were summed to yield a global score from 7 to 35. Study authors reported the mean global score values for intervention and control groups at baseline and at follow‐up three months later. We calculated the SMD in change in scores between intervention and control groups to establish the effectiveness of the intervention in improving attitudes toward patient aggression.

Needham 2005 assessed effects of an intervention on worker attitudes using the short version of the Perception of Aggression Scale and the Tolerance Scale, respectively (Needham 2004; Whittington 2002). Each of the 12 items on the short Perception of Aggression Scale asks participants to indicate their level of agreement with a statement (e.g. "aggression is an emotional outlet") on a 5‐point Likert scale (1 = strongly disagree; 5 = strongly agree). The Tolerance Scale is derived from the long version of the Perception of Aggression Scale (Jansen 1997). Because this scale stemmed from the Perception of Aggression Scale, we retained only the short version of the Perception of Aggression Scale for this review. Needham 2005 reported mean Perception of Aggression (POAS‐S) "positive" scale results for intervention and control groups at baseline and at follow‐up 90 days later. Individual scores were calculated by adding the response value of the items on each scale. For the present analyses, we calculated the SMD in change in scores between intervention and control groups to establish the effectiveness of the intervention in changing workers' attitudes toward patient aggression.

Skills related to workplace aggression

Irvine 2012a used four items from the Personal Accomplishment Scale to assess effects of intervention on the empathy of participants toward residents (Ray 1994). Irvine 2012b assessed caregiver empathy with a single item from the Personal Accomplishment Scale (Ray 1994): "even if a resident sometimes is verbally or physically aggressive toward me, I can easily understand how he/she feels about things." In both studies, participants were asked to rate their level of agreement/disagreement using a 7‐point Likert scale (1 = completely disagree; 7 = completely agree). Irvine 2012a calculated a composite score for each participant by computing the average response across the four test items. In both studies, study authors reported the group mean for participants in control and intervention groups before intervention and at follow‐up eight weeks later. For the present analysis, the SMD in the change in mean between baseline and follow‐up was compared for participants in intervention and control groups to assess effectiveness of the intervention.

Adverse personal outcomes

Needham 2005 examined the impact of the intervention in mitigating adverse outcomes of aggression using the Impact of Patient Aggression on Carers Scale (Needham 2005a). Each item on this 10‐item instrument starts with the statement "After dealing with patient aggression ..." followed by a reaction that could occur following aggression (e.g. "I avoid contact with this patient"). Participants were instructed to give their response using a 5‐point Likert scale indicating frequency of their reaction to aggression (i.e. "never," "rarely," "sometimes," "often," and "always"). This instrument was used to measure adverse outcomes before intervention and at follow‐up 90 days later. Study authors reported the mean score on the three subscales (i.e. adverse moral reactions; adverse feelings to external sources; and impairment of the relationship between patient and carer) of this instrument for intervention and control group participants. For the present analyses, we selected "adverse moral reactions" as this reflected median scores across the three scales and fitted better the definition of personal outcome. We used the SMD in changes in this score between baseline and follow‐up for control and intervention groups to assess the efficacy of an intervention in preventing or mitigating the adverse outcomes of aggression.

Follow‐up
Short term

These included studies provided short‐term follow‐up: Anderson 2006 (six months); Fitzwater 2002 (two weeks); Irvine 2007 (one day); Irvine 2012a (eight weeks); Irvine 2012b (two weeks for aggression outcomes, eight weeks for other reported outcomes); Ming 2019 (three months); Needham 2005 (90 days); and Whittington 1996 (28 days).

Medium term

No included studies provided medium‐term follow‐up.

Long term

Only one study in the present review was considered to provide long‐term follow‐up (Arnetz 2000; one‐year follow‐up).

Excluded studies

Following screening of search results, review authors excluded 28 articles from the systematic review. Some studies were excluded due to research design considerations. Eleven studies were excluded because they did not include a control group (Beech 2006; Beech 2003; Cailhol 2007; Casalino 2015; Fernandes 2002; Gerdtz 2012; Gertz 1980Lipscomb 2004a; Meehan 2006; Peek‐Asa 2002; Shah 1998). In addition, two studies were excluded because they included no control groups and the education/training interventions were part of a multi‐intervention program (Gillespie 2013; Gillespie 2014). One study was excluded because it did not have a concurrent control group, with control group participants selected after the intervention (Ore 2002). One study was excluded because control group measures were taken only once, as opposed to measures both before and after intervention (Ishak 2002).

One study was excluded because it used "a before and after study" research design with no comparison group (Adams 2017). One study was excluded because it was reported as an abstract duplicating other material (Kowalenko 2014). One publication was excluded because it described a grant application for a multi‐program intervention, and its results were reported elsewhere (Gates 2013). Two studies were excluded because the education/training intervention was only one component of a multi‐component intervention, and the contribution of education component effects could not be assessed in the analysis (Lipscomb 2004b; Lipscomb 2006).

Another reason for exclusion was lack of relevance of the study to the objective of the present study. One study was excluded because it investigated effects of an intervention aimed at patients rather than at healthcare workers (Cooper 2006). Another study was excluded because it investigated effects of an intervention on aggression between colleagues (Kang 2017). One study was excluded because its reported outcomes were not deemed relevant to the present review (McIntosh 2003).

Finally, some studies were excluded because they provided no data pertaining to an intervention. Two studies were excluded because they did not report on an intervention (Kim 2018; Li 2018). One study was excluded because it did not report on an intervention and did not appear to provide any data (McElaney 2008). One paper was excluded because it was a literature review (Rittenmeyer 2013). Finally, one paper was rejected because it was a descriptive report rather than a report on an intervention study (Vousden 1987). 

Risk of bias in included studies

The risk of bias of the included studies as assessed by the authors of this review is shown in Figure 2 and on an individual study basis in Figure 3. Details are provided in the section Characteristics of included studies


Figure 2. Review author's judgement about Risk of bias by Cochrane Collaboration's tool for assessing risk of bias within and across randomized trials. Risk of bias across studies.

Figure 2. Review author's judgement about Risk of bias by Cochrane Collaboration's tool for assessing risk of bias within and across randomized trials. Risk of bias across studies.


Figure 3. Review author's judgement about Risk of bias by Cochrane Collaboration's tool for assessing risk of bias within and across randomized trials. Risk of bias within studies.

Figure 3. Review author's judgement about Risk of bias by Cochrane Collaboration's tool for assessing risk of bias within and across randomized trials. Risk of bias within studies.

Allocation

Three studies were judged to have high risk of selection bias due to lack of allocation concealment (Anderson 2006Fitzwater 2002Whittington 1996). Two studies did not provide enough details about allocation concealment to allow determination of risk of selection bias (Arnetz 2000; Needham 2005). Finally, four studies were found to have taken enough precautions regarding allocation concealment to represent low risk of introducing bias (Irvine 2007; Irvine 2012a; Irvine 2012b; Ming 2019). 

Three of the included studies were deemed to be at high risk for selection bias due to lack of random assignment (Anderson 2006; Fitzwater 2002; Whittington 1996). One study performed random assignment of participants in the experimental and control groups and thus was assessed to have low risk of selection bias (Ming 2019). The risk of selection bias due to lack of randomization was deemed unclear for the remaining included studies because they did not provide enough information to permit this assessment (Arnetz 2000; Irvine 2007; Irvine 2012a; Irvine 2012b; Needham 2005).

Blinding

Performance bias

Two studies were deemed to have high risk of performance bias due to lack of blinding of participants (Fitzwater 2002; Whittington 1996). Two studies did not blind participants regarding which cohort they belonged to, but we did not deem this to be a likely source of bias as education interventions were delivered online (Irvine 2007; Irvine 2012a). The other included studies did not provide enough information to permit determination of the risk of performance bias (Anderson 2006; Arnetz 2000; Irvine 2012b; Ming 2019; Needham 2005).

The research design of the included studies involved comparing those who underwent intervention with those who did not. As a result, there was no blinding of the person(s) giving the intervention in face‐to‐face interventions (Arnetz 2000; Fitzwater 2002; Ming 2019; Needham 2005; Whittington 1996). Lack of blinding of research personnel in studies that used an online intervention was not deemed an issue, given the absence of interactions between people delivering the intervention and those receiving it (Anderson 2006; Irvine 2007; Irvine 2012a; Irvine 2012b).

Detection bias

The included studies relied primarily on self‐assessment to determine the effects of education and training interventions on outcome measures, thereby potentially inserting a source of bias inherent to these methods. For instance, participants in Arnetz 2000 were asked questions regarding changes in their awareness of high‐risk situations of aggression. A number of other factors may contribute to a report on increased awareness, including underestimation of one's prior awareness, overestimation of one's awareness at the time responses were provided, and social desirability bias leading participants to respond in a manner that would be viewed favorably. This poses a significant risk of bias for studies in which participants were not blinded (Fitzwater 2002; Irvine 2007; Irvine 2012a; Whittington 1996). The risk of bias for the remaining studies was deemed unclear due to insufficient information about blinding (Anderson 2006; Arnetz 2000; Irvine 2012b; Ming 2019; Needham 2005).

Incomplete outcome data

Five studies detailed loss of participants and were deemed to be at low risk of attrition bias (Arnetz 2000; Irvine 2012a; Irvine 2012bMing 2019Whittington 1996). Two studies reported high attrition rates and thus were determined to be at high risk for attrition bias (Anderson 2006; Needham 2005). Finally, two studies did not provide sufficient information to permit assessment of the risk of attrition bias (Fitzwater 2002; Irvine 2007).

Selective reporting

Four studies were judged to have low risk of reporting bias (Arnetz 2000; Irvine 2012a; Ming 2019Needham 2005). The risk of selective reporting bias was deemed unclear for the remainder of the studies due to insufficient information to permit judgment (Anderson 2006; Fitzwater 2002; Irvine 2007; Irvine 2012b; Whittington 1996). 

Other potential sources of bias

Categorization of interventions based on duration and types of delivery may have an impact on study results as they are considered to have the same potential for effect. The categorization of follow‐up may also hinder time to detect differences between short‐ and long‐term effects.

Effects of interventions

See: Summary of findings 1 Summary of findings

Education only

No studies reported on an education only program.

Education combined with training

Primary outcome—episodes of aggression
Short‐term follow‐up CRCTs

Evidence provided by CRCTs was very uncertain concerning effects of education and training on episodes of aggression at short‐term follow‐up. Results of two CRCTs were combined in a meta‐analysis (Fitzwater 2002; Irvine 2012b), which did not show a statistically significant effect of the intervention on the number of episodes of aggression (SMD ‐0.33, 95% CI ‐1.27 to 0.61; Analysis 1.1). No significant subgroup differences between these studies based on type and duration of the intervention were found (P = 0.18; I² = 44.4%).

Short‐term follow‐up CBAs

The two CBAs provided very uncertain evidence about effects of education and training on the number of workers reporting episodes of aggression at short‐term follow‐up. Whittington 1996 did not find a statistically significant effect of intervention on the risk ratio of aggression against workers (RR 2.30, 95% CI 0.97 to 5.42; Analysis 1.2).

Anderson 2006 reported a significant reduction in the mean number of reported episodes of aggression at follow‐up (SMD ‐1.24, 95% CI ‐2.16 to ‐0.33; Analysis 1.3).

Long‐term follow‐up (CRCTs)

Low‐certainty evidence suggests that education and training does not reduce the number of workers reporting episodes of aggression at short‐term follow‐up. A long‐term follow‐up CRCT revealed no statistically significant effect of an extended face‐to‐face education intervention on the probability of reporting being the target of aggression (RR 1.14, 95% CI 0.95 to 1.37; Analysis 1.4) (Arnetz 2000).

Secondary outcome—personal knowledge about aggression
Short‐term follow‐up (RCT)

See Analysis 2.1.

Low‐certainty evidence suggests that education and training interventions improved knowledge about aggression at short‐term follow‐up. One RCT reported short‐term follow‐up data regarding knowledge about aggression following an online education intervention (Irvine 2007). Analysis revealed a statistically significant effect favoring the intervention group (SMD 0.86, 95% CI 0.34 to 1.38).

Long‐term follow‐up (CRCT)

See Analysis 2.2

Low‐certainty evidence suggests that education and training interventions did not improve knowledge about aggression at long‐term follow‐up. Arnetz 2000 assessed the impact of an education intervention on enhancing awareness of risk situations and found no statistically significant effect of training on personal knowledge about aggression (RR 1.26, 95% CI 0.90 to 1.75).

Secondary outcome—attitudes
Short‐term follow‐up (RCT/CRTC)—general attitudes

See Analysis 3.1.

Very low‐quality evidence suggests that education/training interventions improved attitudes among healthcare workers at short‐term follow‐up. Two CRTCs and three RCTs measured effects of education interventions on the attitudes of participants toward patient aggression in short‐term follow‐up (Irvine 2007; Irvine 2012a; Irvine 2012b; Ming 2019; Needham 2005). Results of the meta‐analysis revealed a statistically significant small effect on attitudes favoring the education group (SMD 0.59, 95% CI 0.24 to 0.94).

Subgroup differences were statistically significant (P < 0.001; I² = 78.3%), suggesting that type and duration of an intervention accounted for different effects. Ming 2019 found a statistically significant moderate effect favoring the education group (SMD 0.78, 95% CI 0.58 to 0.99). Irvine 2007 found a statistically significant large effect favoring the education group (SMD 1.23, 95% CI 0.69 to 1.78). Irvine 2012a and Irvine 2012b found a statistically significant small effect favoring the education group (SMD 0.33, 95% CI 0.05 to 0.61). Needham 2005 found no statistically significant effect of intervention on attitudes toward aggression (SMD ‐0.03, 95% CI ‐0.68 to 0.73).

Secondary outcome—skills
Short‐term follow‐up (RCT/CRCT)—empathy

See Analysis 4.1.

Very low‐quality evidence suggests that healthcare workers who underwent education interventions did not show more empathy than those in the control group at follow‐up. One RCT and one CRCT assessed the impact of an online education intervention on workers' empathy toward patients (Irvine 2012a; Irvine 2012b). Combined results of short‐term follow‐up revealed a small effect favoring the intervention that was not statistically significant (SMD 0.21, 95% CI ‐0.07 to 0.49).

Secondary outcome—adverse impact
Short‐term follow‐up (CRCT)—adverse personal impact

See Analysis 5.1.

Very low‐quality evidence suggests that education and training interventions did not help mitigate the adverse outcomes of patient aggression for healthcare workers. One CRCT tested the impact on adverse moral reactions at short‐term follow‐up (Needham 2005). These results revealed a small negative effect in favor of the control group that was not statistically significant (SMD ‐0.31, 95% CI ‐1.02 to 0.40).

Discussion

We included nine studies—four cluster‐randomized controlled trials (CRCTs), three randomized controlled trials (RCTs), and 2 controlled before and after studies (CBAs)—with a total of 1688 participants. Five studies reported episodes of aggression, and six studies reported secondary outcomes. Seven studies were conducted among nurses or nurse aides, and two studies among healthcare workers in general. Three studies took place in long‐term care, two in the psychiatric ward, and four in hospitals or health centers. Studies were reported from the United States, Switzerland, the United Kingdom, Taiwan, and Sweden.

All included studies reported on education combined with training interventions. Four studies evaluated online programs, and five evaluated face‐to‐face programs. Five studies were of long duration (up to 52 weeks), and four studies were of short duration. Eight studies provided short term follow‐up (< 3 months) and one study long‐term follow‐up (> 1 year). Seven studies were rated as being at "high" risk of bias in multiple domains, and all had "unclear" risk of bias in a single or multiple domains. Effects of education and training interventions in aggression prevention in healthcare settings are shown in summary of findings Table 1.

Summary of main results

Effects of education and training interventions in aggression prevention on reduction of episodes of aggression

The evidence is very uncertain about effects of education and training interventions on aggression, compared to no intervention, at short‐term follow‐up (standardized mean difference [SMD] 0.33, 95% confidence interval [CI] ‐1.27 to 0.61, 2 CRCTs; risk ratio [RR] 2.30, 95% CI 0.97 to 5.4, 1 CBA; SMD ‐1.24, 95% CI ‐2.16 to ‐0.33, 1 CBA; very low‐quality evidence). Education may not have an effect on aggression compared to no intervention in the long term (RR 1.14, 95% CI 0.95 to 1.37, 1 RCT; low‐quality evidence). The primary outcome findings of this review may be explained by different factors. First, increased knowledge about aggression may lead to increased awareness of aggression incidents, thereby offsetting actual reductions in aggression. As such, participants may have been more willing to report these episodes, which are normally under‐reported (Arnetz 2015). Further, the self‐reported nature of data on the number of aggression incidents in some studies complicates interpretation, as it is unclear whether the increases are due to greater awareness of aggression or willingness to report it, or whether they represent a genuine increase in the number of events of aggression. Another possible explanation is that training healthcare workers in aggression management and raising their self‐efficacy in dealing with such situations renders them more willing to engage in, instead of avoiding, situations in which there is high risk of aggression. Second, the heterogeneity of the ways in which episodes of aggression were recorded and reported made it impossible to combine all included studies into a single measure. Moreover, the use of dichotomous measures in some included studies may not have captured effects of the intervention, as they represent only the proportion of healthcare workers who experienced aggression before and after the intervention—not the reduction or increase in the number of episodes of aggression for each participant. For example, a participant may experience fewer episodes of aggression at follow‐up compared to baseline but would still answer "yes" if asked a dichotomous question, thereby not reducing the proportion of workers who experience these acts. Third, the statistical power of certain studies may not have been sufficient to reject the null hypothesis. Thus, we cannot determine whether education and training interventions in aggression prevention result in reduction of episodes of aggression toward healthcare workers.

Effects of education and training interventions in aggression prevention on secondary outcomes

Education may result in increased personal knowledge about workplace aggression at short‐term follow‐up (SMD 0.86, 95% CI 0.34 to 1.38, 1 RCT; low‐quality evidence) but may not be effective at long‐term follow‐up (RR 1.26, 95% CI 0.90 to 1.75, 1 RCT; very low‐quality evidence). Education may improve attitudes among healthcare workers at short‐term follow‐up, but the evidence is very uncertain (SMD 0.59, 95% CI 0.24 to 0.94, 2 CRCTs and 3 RCTs; very low‐quality evidence) and the type and duration of interventions produced effects of different sizes. The evidence is very uncertain about effects on skills related to workplace aggression (SMD 0.21, 95% CI ‐0.07 to 0.49, 1 RCT and 1 CRCT; very low‐quality evidence) or on adverse personal outcomes (SMD ‐0.31, 95% CI ‐1.02 to 0.40, 1 RCT; very low‐quality evidence). Still, the heterogeneity of measurements of the concepts made it impossible to combine outcomes in a single measure, and the statistical power for some secondary outcomes was low.

Overall completeness and applicability of evidence

The search strategy that we used to find studies for the present review sought to detect as many relevant articles as possible. To do this, we used several terms that are semantically close or related to aggression, such as violence and assault. We also did not restrict the search to any single category of healthcare worker nor filter out search results based on language. We included several types of research design assessing effects of education and training interventions that allowed comparison between those who received intervention and those who did not. This included RCTs, CRCTs, and CBAs. We also searched a wide array of databases to maximize the number of hits. This search returned 4744 potential articles for us to screen for the present review. We pursued additional search results from the reference sections of retrieved papers and sought papers from experts in the field. Given this search strategy, we are confident that we did not miss many studies investigating the outcomes of education and training interventions for dealing with aggression among healthcare workers.

Participant occupations included certified nurse assistants or nurse aides (Fitzwater 2002; Irvine 2007; Irvine 2012a; Irvine 2012b), nurses (Needham 2005Ming 2019Whittington 1996), and non‐specific healthcare workers (Anderson 2006; Arnetz 2000). The settings in which these studies took place include a small community hospital (Anderson 2006), psychiatric wards (Needham 2005; Whittington 1996), long‐term care facilities or nursing homes (Fitzwater 2002; Irvine 2007; Irvine 2012a; Irvine 2012b), a medical center (Ming 2019), and healthcare workplaces (Arnetz 2000). All of these studies were conducted in high‐income countries, namely, Great Britain, the United States, Taiwan, and Sweden. Thus, several healthcare workers were missing in studies from low‐ and middle‐income countries, as were other types of healthcare workers such as physicians and first aid workers.

Our search failed to find any study investigating organizational outcomes such as absenteeism or employee turnover. Further, the studies on individual outcomes focused on variables such as knowledge, attitudes, and self‐efficacy regarding aggression. No study was found that investigated effects of intervention on physical and mental health issues, nor professional difficulties. 

Another obstacle to the generalizability of review findings is the fairly short follow‐up period reported by most of the included studies. Consequently, caution must be exercised in extrapolating the long‐term impact of education and training programs in aggression prevention based on currently available data. 

Quality of the evidence

We found the quality of evidence for primary and secondary outcomes to be very low to low due to the bias implicit in self‐reporting and the heterogeneity of outcome measurement approaches across the small body of included studies. In light of the very low to low quality of the existing research, additional research findings from high‐quality studies are likely to have a significant impact on our confidence related to the effects of education and training programs in aggression prevention and minimization.

Potential biases in the review process

One of the limitations of this review is the scarcity of studies on the topic, as the lack of studies did not allow us to perform sensitivity analyses to evaluate optimal intervention parameters (e.g. face‐to‐face, online, duration) to reduce the frequency of episodes of aggression and mitigate their impact. Adjustment of the sample size in CRCTs reduced the statistical power of the analysis, thereby increasing the chance of type II error. Effects on episodes of aggression became insignificant for Fitzwater 2002 and Irvine 2012b, and effects on personal knowledge became insignificant for Arnetz 2000.

Categorization of interventions based on duration and type of delivery may also have biased this review and impacted the results. Because we found no evidence on differences in effectiveness of online or face‐to‐face programs, short to long duration, or single to multiple sessions, we started with the assumption that they have the same effect on our outcomes. Still, we computed subgroups to assess differences according to duration and type of delivery. In the same vein, our categorization of follow‐up may have hindered our capacity to detect differences between short‐term and long‐term effects.

Agreements and disagreements with other studies or reviews

Our search revealed one review related to the effectiveness of education and training for preventing workplace aggression in healthcare settings (Rittenmeyer 2013). The scope of the review was limited to workplace aggression between healthcare workers. We did not discover any studies that examined the effectiveness of interventions aimed at preventing workplace violence or ameliorating its effect.

Figure 1. Prisma flow diagram of search and screening results.

Figuras y tablas -
Figure 1

Figure 1. Prisma flow diagram of search and screening results.

Figure 2. Review author's judgement about Risk of bias by Cochrane Collaboration's tool for assessing risk of bias within and across randomized trials. Risk of bias across studies.

Figuras y tablas -
Figure 2

Figure 2. Review author's judgement about Risk of bias by Cochrane Collaboration's tool for assessing risk of bias within and across randomized trials. Risk of bias across studies.

Figure 3. Review author's judgement about Risk of bias by Cochrane Collaboration's tool for assessing risk of bias within and across randomized trials. Risk of bias within studies.

Figuras y tablas -
Figure 3

Figure 3. Review author's judgement about Risk of bias by Cochrane Collaboration's tool for assessing risk of bias within and across randomized trials. Risk of bias within studies.

Comparison 1: Number of episodes of aggression, Outcome 1: CRCT short‐term follow‐up

Figuras y tablas -
Analysis 1.1

Comparison 1: Number of episodes of aggression, Outcome 1: CRCT short‐term follow‐up

Comparison 1: Number of episodes of aggression, Outcome 2: CBA short‐term follow‐up

Figuras y tablas -
Analysis 1.2

Comparison 1: Number of episodes of aggression, Outcome 2: CBA short‐term follow‐up

Comparison 1: Number of episodes of aggression, Outcome 3: CBA short‐term follow‐up

Figuras y tablas -
Analysis 1.3

Comparison 1: Number of episodes of aggression, Outcome 3: CBA short‐term follow‐up

Comparison 1: Number of episodes of aggression, Outcome 4: CRCT long‐term follow‐up

Figuras y tablas -
Analysis 1.4

Comparison 1: Number of episodes of aggression, Outcome 4: CRCT long‐term follow‐up

Comparison 2: Personal knowledge about aggression, Outcome 1: Knowledge about aggression (RCT/CRCT)—short‐term follow‐up

Figuras y tablas -
Analysis 2.1

Comparison 2: Personal knowledge about aggression, Outcome 1: Knowledge about aggression (RCT/CRCT)—short‐term follow‐up

Comparison 2: Personal knowledge about aggression, Outcome 2: Knowledge about aggression (RCT/CRCT)—long‐term follow‐up

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Analysis 2.2

Comparison 2: Personal knowledge about aggression, Outcome 2: Knowledge about aggression (RCT/CRCT)—long‐term follow‐up

Comparison 3: Attitudes, Outcome 1: Attitudes (RCT/CRCT)—short‐term follow‐up

Figuras y tablas -
Analysis 3.1

Comparison 3: Attitudes, Outcome 1: Attitudes (RCT/CRCT)—short‐term follow‐up

Comparison 4: Skills, Outcome 1: Skills (RCT/CRCT)—short‐term follow‐up

Figuras y tablas -
Analysis 4.1

Comparison 4: Skills, Outcome 1: Skills (RCT/CRCT)—short‐term follow‐up

Comparison 5: Adverse personal outcomes, Outcome 1: Adverse personal (RCT/CRCT)—short‐term follow‐up

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Analysis 5.1

Comparison 5: Adverse personal outcomes, Outcome 1: Adverse personal (RCT/CRCT)—short‐term follow‐up

Summary of findings 1. Summary of findings

Education and training compared with no training for preventing and minimizing workplace aggression directed toward healthcare workers

Patients or population: healthcare workers

Setting: workplace

Intervention: violence prevention training

Comparison: no training

Outcomes

Illustrative comparative risks* (95% CI)

Relative effect
(95% CI)

No. of participants
(studies)

Certainty of the evidence
(GRADE)

Comments

Assumed risk

Corresponding risk

No training

Violence prevention training

1.1 Number of episodes of aggression (CRCT)short‐term follow‐up

Assessed with: Assault logs (lower scores = better outcomes)

Follow‐up at 2 weeks

SMD 0.33 SD lower (1.27 lower to 0.61 higher)
 

49 (2 CRCTs)
 

⊕⊝⊝⊝a,b,c

very low

1.2 Number of episodes of aggression (CBA)short‐term follow‐up

Assessed with: Reports of incidents of aggression (lower outcomes = better outcomes)

Follow‐up at 28 days

8 per 100
 

19 per 100
 

RR 2.30 (0.97 to 5.42)
 

155 (1 CBA)
 

1.3 Number of episodes of aggression (CBA)short‐term follow‐up

Assessed with: Workplace Violence Questionnaire and Demographics tool (lower outcomes = better outcomes)

Follow‐up at 6 months

SMD 1.24 SD lower (2.16 lower to 0.33 lower)

23 (1 CBA)

1.4 Number of episodes of aggression (CRCT)long‐term follow‐up

Assessed with: Percentage of participants who reported having been the victim of aggression (yes/no) at follow‐up

Follow‐up at 12 months

58 per 100

66 per 100 (54 to 76)

RR 1.14 (0.95 to 1.37)

291
(1 CRCT)
 

⊕⊕⊝⊝d

low

2.1 Knowledge about aggression (RCT/CRCT)short‐term follow‐up

Assessed with: Knowledge test (higher outcomes = better outcomes)

Follow‐up at 1 day to 8 weeks

SMD 0.86 SD higher (0.34 higher to 1.38 higher)

62
(1 RCT)

⊕⊕⊝⊝b,f
low

2.2 Knowledge about aggression(RCT/CRCT)long‐term follow‐up

Assessed with: Questions regarding self‐perceived improvements in knowledge

Follow‐up at 12 months

63 per 100
 

71 per 100
(65 to 77)
 

RR
1.26 (0.90 to 1.75)
 

291 (1 CRCT)

⊕⊝⊝⊝b,d,g
very low
 

3. Attitudes (RCT/CRCT)short‐term follow‐up

Assessed with: Perception of Aggression Scale, Tolerance to Aggression Scale, responses to questions about attitudes toward aggression (higher = better outcomes)

Follow‐up range: 1 day to 3 months

SMD 0.59 SD higher (0.24 higher to 0.94 higher)
 

683 (2 CRCTs and 3 RCTs)

⊕⊝⊝⊝e,h

very low

4. Skills (RCT/CRCT)short‐term follow‐up

Assessed with: Unspecified questionnaire measuring empathy (higher score = better outcomes)

Follow‐up at 8 weeks

SMD 0.21 SD higher
(0.07 lower to 0.49 higher)

198
(1 RCT and 1 CRCT)

⊕⊝⊝⊝b,j
very low

5. Adverse personal outcomes (RCT/CRCT)short‐term follow‐up

Assessed with: IMPACS Questionnaire (lower scores = better outcomes)

Follow‐up at 3 months

SMD 0.31 SD lower
(1.02 lower to 0.40 higher)

31 (1 RCT)

⊕⊝⊝⊝b,k

 very low

*The basis for the assumed risk (e.g. the median control group risk across studies) is provided in footnotes. The corresponding risk (and its 95% confidence interval) is based on the assumed risk in the comparison group and the relative effect of the intervention (and its 95% CI).
CBA: controlled before and after study; CI: confidence interval; CRCT: cluster‐randomized clinical trial; MD: mean difference; RCT: randomized controlled trial; RR: risk ratio; SMD: standardized mean difference.

GRADE Working Group grades of evidence.
High quality: further research is very unlikely to change our confidence in the estimate of effect.
Moderate quality: further research is likely to have an important impact on our confidence in the estimate of effect and may change the estimate.
Low quality: further research is very likely to have an important impact on our confidence in the estimate of effect and is likely to change the estimate.
Very low quality: we are very uncertain about the estimate.

aDowngraded two levels for high risk of performance and selection bias (Fitzwater 2002). Unclear risk of selection and performance bias (Irvine 2012b).
bDowngraded one level for imprecision due to small sample size and the resulting estimate including little to no effect.
cEvidence from CBA studies was downgraded two levels for high risk of performance and selection bias (Whittington 1996; Anderson 2006), and by one level for imprecision due to the resulting estimate including little to no effect and small sample size.
dDowngraded two levels due to unclear risk of performance and selection bias (Arnetz 2000).
eDowngraded one level for inconsistency and significant heterogeneity.
fDowngraded one level due to unclear risk of performance bias (Irvine 2007).
gDowngraded one level due to indirectness.
hDowngraded two levels due to high risk of attrition bias (Needham 2005), as well as unclear risk of performance bias (Irvine 2007; Irvine 2012a; Irvine 2012b).
iDowngraded one level for high risk of performance and selection bias (Fitzwater 2002), as well as unclear risk of performance bias (Irvine 2007; Irvine 2012a; Irvine 2012b).
jDowngraded two levels due to unclear risk of selection bias (Irvine 2012aIrvine 2012b), as well as performance bias (Irvine 2012b).
kDowngraded two levels due to high risk of attrition bias (Needham 2005).

Figuras y tablas -
Summary of findings 1. Summary of findings
Table 1. Characteristics of excluded studies

Study

Reason for exclusion

Adams 2017
 

Means not reported

Beech 2003

No control group

Beech 2008

No control group

Cailhol 2007 

No control group

Casalino 2015

No control group

Cooper 2006

Study participants were not workers, but patients

Fernandes 2002

No control group

Gates 2013

Grant application for multi‐program intervention. Results reported elsewhere

Gerdtz 2012

No control group

Gertz 1980

No control group

Gillespie 2013

No control group; multi‐intervention program

Gillespie 2014

No control group; multi‐intervention program

Ishak 2002

No pre‐intervention or post‐intervention measures reported

Kang 2017

Intervention aimed at preventing aggression between workers

Kim 2018

Did not evaluate en intervention

Kowalenko 2014

Conference abstract reporting on a multi‐intervention program

Li 2018

Did not evaluate an intervention

Lipscomb 2004a

No control group

Lipscomb 2004b

Multi‐intervention program reported with no specific findings related to education alone

Lipscomb 2006

Multi‐intervention program reported with no specific findings related to education alone

McElaney 2008

Did not report on an intervention among healthcare workers

McIntosh 2003

Outcomes not relevant

Meehan 2006

No control group

Ore 2002

No concurrent control group: control participants were selected after intervention

Peek‐Asa 2002

Cross‐sectional surveys before and after legislation enactment

Rittenmeyer 2013

Literature review

Shah 1998

No control group

Vousden 1987

Descriptive report—not an intervention study 

Figuras y tablas -
Table 1. Characteristics of excluded studies
Table 2. Intervention properties

Study

Delivery

Length of intervention

Design

Follow‐up

Outcomes

Anderson 2006

Online

One session (3 hours)

CBA

short term

  • aggression

Arnetz 2000

Face‐to‐face

Reflective practice

Multiple sessions (as needed over 12 months)

CRCT

long term

  • aggression

  • knowledge

Fitzwater 2002

Face‐to‐face

Two sessions (2 hours each)

CRCT

short term

  • aggression

  • confidence

Irvine 2007

Online

Self‐paced

RCT

short term

  • knowledge

  • self‐efficacy

  • attitudes

Irvine 2012a

Online

Multiple sessions (2 weeks)

RCT

short term

  • knowledge

  • self‐efficacy

  • attitudes

  • skills

Irvine 2012b

Online

Multiple sessions (2 weeks)

CRCT

short term

  • aggression

  • self‐efficacy

  • attitudes¸

  • skills

Ming 2019

Face‐to‐face

One session (3 hours)

RCT

short term

  • self‐efficacy

  • attitudes

Needham 2005

Face‐to‐face

Multiple sessions (20 times for 50 minutes over 1 week)

CRCT

short term

  • attitudes

  • adverse events

Whittington 1996

Face‐to‐face

One session (7 hours)

CBA

short term

  • aggression

CBA: controlled before and after study.

CRCT: cluster‐randomized controlled study.

RCT: randomized controlled study.

Figuras y tablas -
Table 2. Intervention properties
Comparison 1. Number of episodes of aggression

Outcome or subgroup title

No. of studies

No. of participants

Statistical method

Effect size

1.1 CRCT short‐term follow‐up Show forest plot

2

49

Std. Mean Difference (IV, Random, 95% CI)

‐0.33 [‐1.27, 0.61]

1.1.1 Short duration—face‐to‐face

1

10

Std. Mean Difference (IV, Random, 95% CI)

‐1.03 [‐2.40, 0.34]

1.1.2 Long duration—online

1

39

Std. Mean Difference (IV, Random, 95% CI)

0.00 [‐0.63, 0.63]

1.2 CBA short‐term follow‐up Show forest plot

1

155

Risk Ratio (IV, Random, 95% CI)

2.30 [0.97, 5.42]

1.2.1 Short duration—face‐to‐face

1

155

Risk Ratio (IV, Random, 95% CI)

2.30 [0.97, 5.42]

1.3 CBA short‐term follow‐up Show forest plot

1

23

Std. Mean Difference (IV, Random, 95% CI)

‐1.24 [‐2.16, ‐0.33]

1.4 CRCT long‐term follow‐up Show forest plot

1

291

Risk Ratio (IV, Random, 95% CI)

1.14 [0.95, 1.37]

1.4.1 Extended duration—face‐to‐face

1

291

Risk Ratio (IV, Random, 95% CI)

1.14 [0.95, 1.37]

Figuras y tablas -
Comparison 1. Number of episodes of aggression
Comparison 2. Personal knowledge about aggression

Outcome or subgroup title

No. of studies

No. of participants

Statistical method

Effect size

2.1 Knowledge about aggression (RCT/CRCT)—short‐term follow‐up Show forest plot

1

62

Std. Mean Difference (IV, Random, 95% CI)

0.86 [0.34, 1.38]

2.1.1 Self‐paced duration—online

1

62

Std. Mean Difference (IV, Random, 95% CI)

0.86 [0.34, 1.38]

2.2 Knowledge about aggression (RCT/CRCT)—long‐term follow‐up Show forest plot

1

291

Risk Ratio (M‐H, Fixed, 95% CI)

1.26 [0.90, 1.75]

Figuras y tablas -
Comparison 2. Personal knowledge about aggression
Comparison 3. Attitudes

Outcome or subgroup title

No. of studies

No. of participants

Statistical method

Effect size

3.1 Attitudes (RCT/CRCT)—short‐term follow‐up Show forest plot

5

683

Std. Mean Difference (IV, Random, 95% CI)

0.59 [0.24, 0.94]

3.1.1 Short duration—face‐to‐face

1

392

Std. Mean Difference (IV, Random, 95% CI)

0.78 [0.58, 0.99]

3.1.2 Self‐paced—online

1

62

Std. Mean Difference (IV, Random, 95% CI)

1.23 [0.69, 1.78]

3.1.3 Long duration—online

2

198

Std. Mean Difference (IV, Random, 95% CI)

0.33 [0.05, 0.61]

3.1.4 Long duration—face‐to‐face

1

31

Std. Mean Difference (IV, Random, 95% CI)

0.03 [‐0.68, 0.73]

Figuras y tablas -
Comparison 3. Attitudes
Comparison 4. Skills

Outcome or subgroup title

No. of studies

No. of participants

Statistical method

Effect size

4.1 Skills (RCT/CRCT)—short‐term follow‐up Show forest plot

2

198

Std. Mean Difference (IV, Random, 95% CI)

0.21 [‐0.07, 0.49]

Figuras y tablas -
Comparison 4. Skills
Comparison 5. Adverse personal outcomes

Outcome or subgroup title

No. of studies

No. of participants

Statistical method

Effect size

5.1 Adverse personal (RCT/CRCT)—short‐term follow‐up Show forest plot

1

31

Std. Mean Difference (IV, Random, 95% CI)

‐0.31 [‐1.02, 0.40]

5.1.1 Short duration—face‐to‐face

1

31

Std. Mean Difference (IV, Random, 95% CI)

‐0.31 [‐1.02, 0.40]

Figuras y tablas -
Comparison 5. Adverse personal outcomes