Harassment among university hospital physicians in four European
cities. Results from a cross-sectional study in Norway, Sweden, Iceland and
Italy (the HOUPE study)
Affiliations: Department of Research and Development (AFFU), St
Olavs University Hospital, Trondheim, Norway | Norwegian University of Science and Technology (NTNU),
Institute of Neuroscience, Trondheim, Norway | NTNU, Department of Industrial Economics and
Technology Management, Trondheim, Norway | The Research Institute, The Norwegian Medical
Association, Oslo, Norway | Institute of Health Management and Health Economics,
University of Oslo, Oslo, Norway | Department of Psychology, Stockholm University,
Stockholm, Sweden | Center for Gender Medicine, Karolinska Institute,
Stockholm, Sweden
Note: [] Address for correspondence: Gunn Robstad Andersen, Department of
Industrial Economics and Technology Management, Alfred Getz veg 3, Sentralbygg
1, 12.etasje, N-7491 Trondheim, Norway. Tel.: +47 73596816; Fax: +47 97795198;
E-mail: Gunn.Robstad.Andersen@iot.ntnu.no
Abstract: Objectives: The objective of this cross-national study was to
identify work-related factors related to the prevalence of harassment, and
identify potential similarities and differences in harassment levels and
appointed perpetrators within the same professional group across four European
cities. Participants: 2078 physicians working in university hospitals in
Trondheim, Stockholm, Reykjavik, and Padova participated in the study. Methods: Questionnaire comprised items on direct and indirect experience of
workplace harassment, appointed perpetrators, psychosocial work environment and
basic socio-demographics. Results: Harassment was found to be a
relatively frequent work environment problem among physicians in all four
European cities, with particular high levels in Padova. Role conflict, human
resource primacy, empowerment leadership, and control over work pace were all
found to be significantly related to workplace harassment. Conclusions: Differences in harassment prevalence and perpetrators indicated a cultural
difference between the Italian and the Nordic hospitals. Harassment followed
the line of command in Padova in contrast to being a horizontal phenomenon in
the Scandinavian hospitals. This may be explained by national differences in
organizational systems and traditions. In order to decrease harassment level
and create a positive and productive work environment, each organization must
employ different strategies in accordance with their harassment patterns.
Keywords: Harassment, bullying, psychosocial work environment, physician working climate, role conflict
