Factors leading to disruptive behaviours at central hospitals in Harare Metropolitan Province: Radiography managers perspectives.

BACKGROUND: The negative consequences of disruptive behaviours involving healthcare workers threatens the institution's image, staff morale, finances, and patient safety. While all kinds of health organisations or settings are potentially exposed to disruptive behaviours, some are at higher risk than others because of both environmental and cultural factors. Such risk should be assessed having regard to the specific situation and conditions in which each healthcare organization operates. AIM: The aim of this study was to explore radiography manager's perspectives on the environmental and cultural factors leading to DBs involving radiographers at central hospitals in Harare Metropolitan Province. METHODS: An exploratory qualitative study employing in-depth interviews with 11 radiography managers across five departments at three central hospitals selected by criterion purposive sampling was done. The interview data were analysed using Tesch's method of qualitative analysis. RESULTS: The key environmental and cultural factors identified included three themes: power hierarchy, work environment and reporting framework. Power hierarchy comprised categories, superiority, professional boundaries and representation. The work environment incorporated categories, trust in leadership, burnout and fatigue and remuneration. Lastly, reporting framework included categories, lack of protocol and reporting culture. CONCLUSION: Radiography managers believe that environmental factors play a bigger role in leading to disruptive behaviours that involve radiographers at central hospitals in Harare Metropolitan Province. This underscores the need for hospital and radiography managers to pay particular emphasis on these when formulating policies and procedures to address these behaviours. Addressing DBs ensures that healthy work environments are promoted which in turn ensures that patients receive optimum and safe care. IMPLICATIONS FOR PRACTICE: The paper provides an insight into the environmental and cultural dynamics that may trigger disruptive behaviours involving radiographers. This information is invaluable in formulating policies and procedures for addressing these unprofessional behaviours.

Antecedents of disruptive behaviours involving radiographers at central hospitals in Harare Metropolitan Province, Zimbabwe.

INTRODUCTION: Although disruptive behaviours (DBs) are universal in healthcare, each healthcare setting, profession or department presents unique DBs antecedents. Gaining better insights into the antecedents of DBs is crucial in order to put together a tailor-made program designed to raise awareness, establish accountability, and provide resources to mitigate their impact. There are, however, a few studies exploring antecedents of DBs involving radiographers, more so in low resource settings like Africa. The aim of the study was to determine the antecedents of DBs involving radiographers employed by central hospitals in Harare Metropolitan Province, Zimbabwe. METHODS: A descriptive cross-sectional survey was carried out from January to March 2021 at central hospitals in Harare Metropolitan Province, Zimbabwe. A self-administered questionnaire was used to capture the views of 100 randomly selected radiographers. RESULTS: There was a significant agreement that the following are antecedents of DBs: frustration due to poor working conditions (Mean = 3.93.p < .0005); long waiting times for patients (Mean = 3.91.p < .0005); a sense of privilege and status for those at the top (Mean = 3.87.p < .0005); burnout or fatigue (Mean = 3.79.p < .0005); narcissism (Mean = 3.79.p < .0005); differences in communication styles (Mean = 3.68.p < .0005); divergence of opinions or thoughts (Mean = 3.59.p < .0005); personal conflicts or family problems (Mean = 3.57.p < .0005); self-protection against feelings of inadequacy (Mean = 3.42.p < .0005); dysfunctional organizational culture (Mean = 3.38.p < .0005) and cultural, generational or gender bias (Mean = 3.32.p < .0005). CONCLUSION: This study identifies the antecedents of DBs involving radiographers at central hospitals in Harare Metropolitan Province. It is crucial that any attempts at finding solutions to address the behaviours should be based on evidence of the antecedents in the setting concerned. IMPLICATIONS FOR PRACTICE: This will help in the understanding of the antecedents of DBs involving radiographers so that context specific interventions to address these behaviours are formulated.