ArticleBMJ open2021
Sexual harassment and organisational silencing in nursing: a cross-sectional study in Greece.
Article in BMJ open, 2021. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 9 papers, 1 of them a synthesis that pooled it.
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Who cites it
9 citing papers in PubMed, 1 synthesis or guideline pooled it, 16 citations in OpenAlex.
- A situation ignored in the healthcare: a systematic review of sexual harassment against healthcare professionals.Revista da Escola de Enfermagem da U S P · 2026Pooled it
- Impact of hospital safety culture and workplace sexual harassment on turnover intention of nursing professionals in Upper East Region, Ghana.BMC nursing · 2026Article
- Prevalence and experiences of sexual harassment among Saudi female nursing students: a cross-sectional study.BMC nursing · 2025Article
- Article
- Current status and factors associated with sexual harassment among operating room nurses: a multi-center cross-sectional study.BMC nursing · 2024Article
- [Development of the Hospital Nurses' Silence Behavior Scale].Journal of Korean Academy of Nursing · 2024Article
- Prevalence and predictors of workplace sexual harassment of nurses in the Central Region of Ghana: a cross-sectional online survey.BMJ open · 2024Article
- Sexual Harassment Among Chinese Psychiatrists and Its Impact on Quality of Life: A Cross-Sectional Survey.Risk management and healthcare policy · 2024Article
- Sexual Harassment at the Workplace is Still a Hindrance among Midwives and Nurses Working in Northwestern Ethiopia Referral Hospitals: A Multicenter Cross-Sectional Study.Journal of multidisciplinary healthcare · 2022Article
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Authors and funding
1 author at 1 institution in 1 country.
Funding
No grant is acknowledged in the PubMed record.
Abstract
objectiveThis study investigates the frequency of sexual harassment among female nurses in the Greek health system and the nurses' reluctance to report their experiences.
designCross-sectional study.
settingGreece.
participants1264 female nurses of working age across different settings responded to the Sexual Experiences Questionnaire (SEQ) web-based format between October 2020 and February 2021. The period investigated by the SEQ was the participant's entire professional life. The final sample consisted of 1217 nurses with valid data on the frequency of sexually harassing behaviours (gender harassment, unwanted sexual attention, sexual coercion) and the reasons for not reporting sexual harassment.
main outcome measuresThe frequency of sexual harassment was measured in a 5-point Likert Scale (1: very often, 2: often, 3: occasionally, 4: rarely, 5: never), the decision to report/not report sexual harassment was measured in a yes/no format and the impact of sexual harassment on the physical, mental and job-related performance was measured in a 5-point Likert Scale (1: very positively, 2: positively, 3: moderately, 4: negatively, 5: very negatively).
results70% of the nurses have experienced sexual harassment at least once in their working lives, while the most frequent type is gender harassment. Male doctors are the most common perpetrators. T-tests and analysis of variance showed that private and younger nurses were more likely to experience sexual harassment while divorced nurses with 1-5 years of experience dealt with sexually coercive behaviours more frequently. 30% did not report sexual harassment because of the fear of negative consequences and beliefs that no action will be taken against the perpetrator. Multiple regression analyses showed that unwanted sexual attention and sexual coercion explain the victim's physical and job-related adverse outcomes. Cronbach's α was 0.939.
conclusionsThe results show that sexual harassment rates are high in the Greek health system, while many victims do not report their experiences to the authorities. This emphasises the need to implement drastic measures on behalf of the National Health Service (NHS) policy makers towards helping victims speak up without the fear of negative consequences. Nurse managers are called to implement effective policies against sexual harassment.
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