Workplace IncivilityNCT05595057
Coping, Perceived Meaning, Joy, Horizontal Civility at Work
An observational study of Workplace Incivility and Joy, run by Methodist Health System.
Trial summary
The aim of this study is to assess and describe employee characteristics associated with perceived horizontal inter-collegial workplace uncivil behavior within nursing services, and identify any relationships with meaning and joy in work (MJW), and assess job satisfaction. Read more about this study
- Who is it for?
- Any age
- Conditions the study is for
- Workplace Incivility, Joy, Self Efficacy
- How many people
- 0 participants
- Where
- No sites listed yet
- Study dates
- 15 Dec 2021to 24 Aug 2023
- Phase
- Observational
- Are there results?
- None posted in the registry
Key requirements
Who can take part, as listed by the sponsor. Only the study team can confirm whether you are eligible, so take this list to your doctor.
- Ages Any age
- All sexes
- Child, Adult, Older adult
Study population: A power analysis using the G*Power 3.1 [1] indicated that a total sample of 84 people would be needed to detect a medium effect (Cohen's ρ= 0.30) with 80% power using exact correlation-difference from constant (one sample case) with alpha at 0.05. We plan to enroll 105 people to account for the 20% attrition rate (Faul, Erdfelder, Buchner, \& Lang, 2009). Participants will be asked to respond online to a questionnaire launched via Survey Monkey® and provide demographic information and information related to coping, perceived meaning, joy, and horizontal civility at work.
Who may be able to join
- The sample of participants will include all willing individuals who are registered nurses (full time, part time, and per-diem) or nursing para-professionals employed by MHS and working at the MDMC, MCMC, MLMC, or MMMC campuses.
- Provide direct patient care for more than 50% of work hours.
- All participants must be able to read and understand English.
Who cannot join
- Excluded from the study will be employees who do not provide direct patient care for at least 50% of the time, educators, managers, leaders, advanced practice nurses, and non-nursing service personnel.
About this study
The aim of this study is to assess and describe employee characteristics associated with perceived horizontal inter-collegial workplace uncivil behavior within nursing services, and identify any relationships with meaning and joy in work (MJW), and assess job satisfaction.
Read the detailed description
Workplace incivility in the nursing profession interferes with the establishment of a culture of safety, places patient safety at risk, and erodes job satisfaction and a positive staff environment (Kile, Eaton, deValpine, \& Gilbert, 2019). Contemporary research among nurses in Magnet and Pathway to Excellence-designated hospitals reflects that 'nurse coworker incivility is sporadic on average but varies considerably across nurses (Smith, Morin, \& Lake, 2018). However, there needs to be more administrative focus and attention on nurses' work environments to support civil workplaces where the nurses focuses on and provide patient care (Smith et al., 2018). Hence, the proposed study aims to examine intra-organizational incivility, that is incivility 'originating from within the organization' (Cortina, Magley, Williams, \& Langhout, 2001), and will examine nurses' intrapersonal resourcefulness to support or promote proactive self-management in a self-efficacious manner, thus ameliorating workplace incivility, dissatisfaction, and detrimental outcomes. For this study, nursing staff will include registered nurses and other para-professionals employed under nursing services. The para-professionals employed under nursing services are Mental Health Technicians (MHT), Patient Care Technicians (PCT), Surgical Technicians (ST), and Emergency Medical Services (EMS).
- Conditions
- Workplace Incivility, Joy, Self Efficacy
- Medical subject headings
- Incivility
What is being measured
The primary outcome is the main question the study is designed to answer.
Self-efficacy
Self-efficacy is directly related to job satisfaction
Measured: Dec 2021 - Dec 2022
Perceived self-efficacy
Perceived self-efficacy is inversely related to incivility
Measured: Dec 2021 - Dec 2022
MJW
MJW is inversely related to perceived incivility [Rutledge et al, 2018]
Measured: Dec 2021 - Dec 2022
Nursing staff in high-stress levels clinical areas and high sense of urgency (e.g., critical care and the emergency department (ED))
Nursing staff in high-stress levels clinical areas and high sense of urgency (e.g., critical care and the emergency department (ED)) are more likely to be exposed to incivility
Measured: Dec 2021 - Dec 2022
Years of experience in this hospital predicts staff's perception of incivility
Years of experience in this hospital predicts staff's perception of incivility
Measured: Dec 2021 - Dec 2022
Years of experience in nursing services at any facility predicts report of coping self-efficacy
Years of experience in nursing services at any facility predicts report of coping self-efficacy
Measured: Dec 2021 - Dec 2022
Timeline
From the start of the study to its completion; the mark is today. Estimated dates are the sponsor’s plan.
- First posted26 Oct 2022
- Study start15 Dec 2021
- Primary completion24 Aug 2023
- Study completion24 Aug 2023
Why it stopped: PI no longer at institution
Resources
- Official record on ClinicalTrials.govThe registry entry this page is built from, with its full change history.
- Other trials for Workplace IncivilityStudies of the same condition, open and under way.
- What the trial phases meanHow a treatment moves from first tests in people to approval.
More details
For doctors and researchers: how the study is designed, who runs it, and its registry IDs.
Study design
- Study type
- Observational
- Observational model
- Cohort
- Time perspective
- Prospective
- Enrolment
- 0 participants (actual)
Sponsor and investigators
- Lead sponsor
- Methodist Health System
- Sponsor type
- University, hospital or other
- Responsible party
- Sponsor
- Investigators
- Anne-Gret Friedrich-Cuntz, EdD, Principal investigator, Methodist Charlton Medical CenterCheyenne Ruby, MSN, Principal investigator, The Methodist Hospital Research InstituteLaura Sweatt, MSN, Principal investigator, Methodist Mansfield Medical CenterJulie Vinson, BSN, Principal investigator, Methodist Midlothian Medical Center
IDs, dates and publications
- ClinicalTrials.gov ID
- NCT05595057
- Sponsor's protocol ID
- 069.NUR.2021.A
- Status last verified
- Aug 2023
- First submitted
- 3 Feb 2022
- Last updated
- 23 Mar 2026
- Results posted
- No
- Data monitoring committee
- No
- FDA-regulated drug
- No
- FDA-regulated device
- No
Study at a glance
From the registry record, last updated by the sponsor on 23 Mar 2026. Recruitment status is as the sponsor reported it: confirm with the study team.
- Official title
- Coping, Perceived Meaning, Joy, Horizontal Civility at Work
- ClinicalTrials.gov ID
- NCT05595057
- Acronym / sponsor ID
- 069.NUR.2021.A
- Conditions
- Workplace Incivility, Joy, Self Efficacy
- Study type
- Observational
- Recruitment status
- WithdrawnReason stopped: PI no longer at institution
- Enrolment
- 0 participants (actual)
- Lead sponsor
- Methodist Health SystemUniversity, hospital or other
- Study start
- 15 Dec 2021 (actual)
- Primary completion
- 24 Aug 2023 (actual)
- Study completion
- 24 Aug 2023 (actual)
- First posted
- 26 Oct 2022 (actual)
- Results
- Not posted in the source record
Clinical summary
The research question as the sponsor registered it. This describes what the study plans to test, not what it found.
The aim of this study is to assess and describe employee characteristics associated with perceived horizontal inter-collegial workplace uncivil behavior within nursing services, and identify any relationships with meaning and joy in work (MJW), and assess job satisfaction.
Detailed description
Workplace incivility in the nursing profession interferes with the establishment of a culture of safety, places patient safety at risk, and erodes job satisfaction and a positive staff environment (Kile, Eaton, deValpine, \& Gilbert, 2019). Contemporary research among nurses in Magnet and Pathway to Excellence-designated hospitals reflects that 'nurse coworker incivility is sporadic on average but varies considerably across nurses (Smith, Morin, \& Lake, 2018). However, there needs to be more administrative focus and attention on nurses' work environments to support civil workplaces where the nurses focuses on and provide patient care (Smith et al., 2018). Hence, the proposed study aims to examine intra-organizational incivility, that is incivility 'originating from within the organization' (Cortina, Magley, Williams, \& Langhout, 2001), and will examine nurses' intrapersonal resourcefulness to support or promote proactive self-management in a self-efficacious manner, thus ameliorating workplace incivility, dissatisfaction, and detrimental outcomes. For this study, nursing staff will include registered nurses and other para-professionals employed under nursing services. The para-professionals employed under nursing services are Mental Health Technicians (MHT), Patient Care Technicians (PCT), Surgical Technicians (ST), and Emergency Medical Services (EMS).
Study design
- Observational model
- Cohort
- Time perspective
- Prospective
Who may qualify
- Sex
- All
- Age groups
- Child, Adult, Older adult
- Study population
- A power analysis using the G*Power 3.1 [1] indicated that a total sample of 84 people would be needed to detect a medium effect (Cohen's ρ= 0.30) with 80% power using exact correlation-difference from constant (one sample case) with alpha at 0.05. We plan to enroll 105 people to account for the 20% attrition rate (Faul, Erdfelder, Buchner, \& Lang, 2009). Participants will be asked to respond online to a questionnaire launched via Survey Monkey® and provide demographic information and information related to coping, perceived meaning, joy, and horizontal civility at work.
Key inclusion criteria (3 listed)
- The sample of participants will include all willing individuals who are registered nurses (full time, part time, and per-diem) or nursing para-professionals employed by MHS and working at the MDMC, MCMC, MLMC, or MMMC campuses.
- Provide direct patient care for more than 50% of work hours.
- All participants must be able to read and understand English.
Key exclusion criteria (1 listed)
- Excluded from the study will be employees who do not provide direct patient care for at least 50% of the time, educators, managers, leaders, advanced practice nurses, and non-nursing service personnel.
Eligibility is decided by the study team after screening; this overview does not establish that a patient qualifies. Full inclusion and exclusion criteria.
Primary outcome
Self-efficacy
Time frame: Dec 2021 - Dec 2022
Self-efficacy is directly related to job satisfaction
Perceived self-efficacy
Time frame: Dec 2021 - Dec 2022
Perceived self-efficacy is inversely related to incivility
MJW
Time frame: Dec 2021 - Dec 2022
MJW is inversely related to perceived incivility [Rutledge et al, 2018]
Nursing staff in high-stress levels clinical areas and high sense of urgency (e.g., critical care and the emergency department (ED))
Time frame: Dec 2021 - Dec 2022
Nursing staff in high-stress levels clinical areas and high sense of urgency (e.g., critical care and the emergency department (ED)) are more likely to be exposed to incivility
Years of experience in this hospital predicts staff's perception of incivility
Time frame: Dec 2021 - Dec 2022
Years of experience in this hospital predicts staff's perception of incivility
Years of experience in nursing services at any facility predicts report of coping self-efficacy
Time frame: Dec 2021 - Dec 2022
Years of experience in nursing services at any facility predicts report of coping self-efficacy
Results and safety
The study was withdrawn before enrolling participants, so there are no results.
Research links
- Official record on ClinicalTrials.govLast updated by the sponsor 23 Mar 2026.
Referral and contact
AzTrials does not enrol participants or take referrals. Contact the study team or a site listed below; they decide who can take part. This study is not recruiting at the moment.
Anne-Gret Friedrich-Cuntz, EdD principal investigator
Methodist Charlton Medical Center
Cheyenne Ruby, MSN principal investigator
The Methodist Hospital Research Institute
Laura Sweatt, MSN principal investigator
Methodist Mansfield Medical Center
Questions about this trial
What is this clinical trial studying?
An observational study of Workplace Incivility and Joy, run by Methodist Health System.
The full registered description is in the About this study section and the official record.
Who may be eligible to take part?
The sponsor lists 3 inclusion and 1 exclusion criteria. Eligibility is decided by the study team after screening, so read the full criteria and contact a listed site.
Is this clinical trial currently recruiting?
The record says: withdrawn, as of the sponsor's last update on 23 Mar 2026. Status can change between updates, so confirm with the study contact before making plans.
What are the possible benefits and risks?
They depend on the study and the treatment, and no study can promise a benefit. The study team explains the known risks during informed consent, before anyone joins; the record itself does not list them.
Are results available for this study?
The study was withdrawn before enrolling participants, so there are no results.
How can a doctor refer a patient or contact the research team?
The record lists no contact. The official record names the sponsor, who can be asked directly. AzTrials does not enrol participants or take referrals.
What does the primary outcome measure?
Self-efficacy (time frame: Dec 2021 - Dec 2022). The study lists 6 primary outcomes in all. It is what the study was designed to measure, not a finding.
Where can I read the original study information?
Does a listing mean the treatment is approved or proven to work?
No. A listing means the study is registered. It does not show that the treatment is safe, works, or is approved by a regulator.
How often is this information updated?
AzTrials copies changed records from ClinicalTrials.gov every night and reloads the whole registry every week. The sponsor last updated this record on 23 Mar 2026.