C U Ollawa, E Iweka, B N Ezenwuba, R Eteng, N Julka-Anderson, R M Meertens, O Lawal
WBH is commonly reported among UK radiographers and is characterised predominantly by indirect, work- and person-related behaviours. The absence of strong individual-level predictors suggests that WBH may be driven more by organisational and cultural factors than by specific demographic risk profiles. Additionally, given the non-probability recruitment strategy and demographic skew, prevalence estimates may be interpreted as sample-specific rather than representative of the wider UK radiography workforce.
INTRODUCTION: Workplace bullying and harassment (WBH) are persistent psychosocial hazards in healthcare, linked to psychological harm, increased staff turnover, and compromised patient safety. Although the profession has been extensively studied in nursing and medicine, evidence specific to radiographers in the UK remains limited.
METHODS: Ethical approval was obtained. A national cross-sectional survey of HCPC-registered radiographers practising in the UK was conducted (n = 385). WBH exposure was assessed using the Negative Acts Questionnaire-Revised (NAQ-R). Descriptive statistics summarised the prevalence. Associations were examined using chi-square tests and multivariable logistic regression.
RESULTS: Behavioural WBH exposure was reported by 41.8% (n = 161), while 58.2% (n = 224) self-labelled as having experienced bullying or harassment. Witnessing WBH was reported by 67.5% (n = 260). Agreement between behavioural and self-labelled measures was fair (κ = 0.328). In multivariable analysis, no demographic or occupational variable independently predicted WBH exposure. Significant variation was observed across NAQ-R dimensions [χ2 (2) = 110.98, p < 0.001], with work-related and person-related behaviours being more common than threat-related behaviours. Perpetrators of WBH were mostly senior colleagues, peers, and line managers.
CONCLUSION: WBH is commonly reported among UK radiographers and is characterised predominantly by indirect, work- and person-related behaviours. The absence of strong individual-level predictors suggests that WBH may be driven more by organisational and cultural factors than by specific demographic risk profiles. Additionally, given the non-probability recruitment strategy and demographic skew, prevalence estimates may be interpreted as sample-specific rather than representative of the wider UK radiography workforce.
IMPLICATIONS FOR PRACTICE: Interventions should prioritise organisational-level strategies, such as leadership accountability, behavioural standards, and psychosocial risk management, rather than relying solely on individual-level approaches.