Does Bystander Intervention Training Work? When Employee Intentions and Organisational Barriers Collide

Area of Science:

• Occupational Health Psychology
• Organizational Behavior
• Workplace Safety

Background:

• Workplace incivility and bullying are prevalent issues requiring effective intervention strategies.
• Bystander intervention training is a potential solution, but empirical evidence in occupational settings is limited.

Purpose of the Study:

• To evaluate the effectiveness of bystander intervention training in a large healthcare organization.
• To assess changes in psychological safety, bystander efficacy, intent, and behaviors over time.

Main Methods:

• A quasi-experimental study involving 140 healthcare employees in New Zealand.
• Three surveys administered at baseline, 2 weeks post-training, and 2 months post-training.
• Mixed-methods approach combining quantitative and qualitative data collection.

Main Results:

• Initial significant improvements in bystander attitudes and beliefs post-training.
• Decline in positive bystander beliefs, attitudes, and intervention intent in the months following training.
• Qualitative data indicated a need for ongoing support for training transfer.

Conclusions:

• Bystander intervention training can positively impact attitudes but requires reinforcement for sustained behavioral change.
• Organizational support, leadership modeling, and accountability systems are crucial for fostering a civility culture.
• Future interventions should focus on strategies to ensure long-term training transfer and impact.