Journal of nursing management · 2026
Association Between Workplace Sexual Harassment Experiences and Disclosure Attitudes Among Iranian Nurses: A Cross-Sectional Analysis.
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Behzadi Fard Samaneh, Askari Zahra, Farzadnia Reyhaneh, Dehghan Mahlagha
Аннотация
INTRODUCTION: Workplace sexual harassment (WSH) represents a significant global issue within the nursing profession. This study aimed to examine the association between nurses' experiences of WSH and their attitudes toward disclosure.
METHODS: This cross-sectional study was conducted in Kerman, the largest city in southeastern Iran. Of the 338 eligible nurses invited to participate, 330 completed the survey (response rate: 97.63%). The nurses completed a demographic questionnaire, the Nurses Sexual Harassment Scale (NSHS), and a previously developed and psychometrically validated questionnaire assessing nurses' attitudes toward disclosing sexual harassment. Data were collected from April to October 2024 and analyzed using SPSS Version 26. Descriptive statistics were used to describe demographic characteristics and mean scores. Data were analyzed using descriptive statistics, an independent samples t-test, ANOVA, and multiple linear regression analysis.
RESULTS: The mean score of nurses' attitudes toward disclosing WSH was 47.62 ± 8.31. The mean WSH score was 14.46 ± 7.02, which was below the midpoint of the scale. Based on the descriptive analyses, the highest mean WSH scores were observed among company-employed nurses, nurses working fixed shifts, those employed in pediatric wards, and nurses working in Hospital B. Higher mean disclosure attitude scores were observed among nurses working fixed shifts and those employed in Hospital D. In the adjusted linear regression model, higher WSH scores were positively associated with higher disclosure attitude scores (β = 0.540, p < 0.0001). Older age (β = -0.089, p = 0.033), female sex (β = -0.081, p = 0.046), rotating shift work (β = -0.156, p < 0.0001), and employment in psychiatric wards (β = -0.179, p < 0.0001) were independently associated with lower disclosure attitude scores, whereas employment in pediatric wards was independently associated with higher disclosure attitude scores (β = 0.130, p = 0.002).
IMPLICATIONS FOR NURSING MANAGEMENT: Nurse managers should promote safe disclosure environments by establishing confidential reporting systems, preventing retaliation, providing education on reporting procedures, and offering targeted support for nurses working in clinical settings and shift patterns associated with lower disclosure-attitude scores.
CONCLUSION: WSH experiences, age, sex, work shift, and clinical ward were independently associated with nurses' attitudes toward WSH disclosure. These findings highlight the importance of addressing both individual- and organizational-level factors to foster a supportive reporting environment and strengthen workplace safety in healthcare settings.
METHODS: This cross-sectional study was conducted in Kerman, the largest city in southeastern Iran. Of the 338 eligible nurses invited to participate, 330 completed the survey (response rate: 97.63%). The nurses completed a demographic questionnaire, the Nurses Sexual Harassment Scale (NSHS), and a previously developed and psychometrically validated questionnaire assessing nurses' attitudes toward disclosing sexual harassment. Data were collected from April to October 2024 and analyzed using SPSS Version 26. Descriptive statistics were used to describe demographic characteristics and mean scores. Data were analyzed using descriptive statistics, an independent samples t-test, ANOVA, and multiple linear regression analysis.
RESULTS: The mean score of nurses' attitudes toward disclosing WSH was 47.62 ± 8.31. The mean WSH score was 14.46 ± 7.02, which was below the midpoint of the scale. Based on the descriptive analyses, the highest mean WSH scores were observed among company-employed nurses, nurses working fixed shifts, those employed in pediatric wards, and nurses working in Hospital B. Higher mean disclosure attitude scores were observed among nurses working fixed shifts and those employed in Hospital D. In the adjusted linear regression model, higher WSH scores were positively associated with higher disclosure attitude scores (β = 0.540, p < 0.0001). Older age (β = -0.089, p = 0.033), female sex (β = -0.081, p = 0.046), rotating shift work (β = -0.156, p < 0.0001), and employment in psychiatric wards (β = -0.179, p < 0.0001) were independently associated with lower disclosure attitude scores, whereas employment in pediatric wards was independently associated with higher disclosure attitude scores (β = 0.130, p = 0.002).
IMPLICATIONS FOR NURSING MANAGEMENT: Nurse managers should promote safe disclosure environments by establishing confidential reporting systems, preventing retaliation, providing education on reporting procedures, and offering targeted support for nurses working in clinical settings and shift patterns associated with lower disclosure-attitude scores.
CONCLUSION: WSH experiences, age, sex, work shift, and clinical ward were independently associated with nurses' attitudes toward WSH disclosure. These findings highlight the importance of addressing both individual- and organizational-level factors to foster a supportive reporting environment and strengthen workplace safety in healthcare settings.