Aim: To document the incidence, sources and effects of workplace verbal abuse and sexual harassment against Ghanaian nurses.Methods: A cross‐sectional study was conducted in Ghana from 2013–2014 which surveyed 592 professional nurses and midwives working in public hospitals in Ghana using the health sector violence questionnaire.Results: The majority of participants were females (80%). The average age of participants was 31·76 years and the average number of years practising as nurse was 7·38. Twelve per cent of the participants experienced at least one incident of sexual harassment and 52·2% were exposed to verbal abuse. The majority of perpetrators of sexual harassment were medical doctors (50%). Relatives of patients emerged as the most frequent verbal abusers (45·5%). Chi‐square test showed statistically significant associations between gender and workplace violence and between workplace violence and intention to quit the nursing profession. The effects of workplace violence ranged from having disturbing memories about the incident to being ‘super alert’ and vigilant.Establishing the incidence of workplace violence is a necessary step towards addressing the problem. It is concluded that educational programs must be designed for healthcare workers and the general public to foster awareness of the effects of workplace violence. Clear policies must also be instituted to address the problem.

Studies have established the negative effects of workplace disrespect and violence on the personal and professional well-being of nurses. In spite of this, only a few have directly investigated the effects of these issues on nurses’ job satisfaction. In Africa, research on nurses’ job satisfaction continues to focus largely on economic factors. The aim of this paper was, therefore, to investigate the impact of the non-economic factors of workplace violence and respect on the job satisfaction levels of nurses in Ghana. The study employed a cross-sectional questionnaire survey. It involved 592 qualified practising nurses working in public hospitals in Ghana. Data were collected between September 2013 and April 2014. The results showed that, overall, nurses were neither satisfied nor dissatisfied with their jobs (M = 3.19, SD = .54). More than half (52.7%) of the participants had been abused verbally, and 12% had been sexually harassed in the 12 months prior to the study. The majority of nurses, however, believed they were respected at the workplace (M = 3.77, SD = .70, Mode = 4). Multiple regression analyses showed that verbal abuse and perceived respect were statistically significant predictors of nurses’ job satisfaction. Nurses who experienced verbal abuse and low level of respect were more likely to report low job satisfaction scores. It is concluded that non-financial strategies such as safe work environments which are devoid of workplace violence may enhance nurses’ job satisfaction levels. A policy of “zero tolerance” for violence and low tolerance for disrespect could be put in place to protect nurses and healthcare professionals in general.

The aim of this study was to document the incidence, sources, and effects of workplace physical violence against Ghanaian nurses. Self-report questionnaires were completed by 592 nurses employed in public general hospitals in Ghana. Participants were selected using a combination of purposive and random sampling techniques. Nine percent of the participants experienced physical violence in the 12 months preceding the study. The majority of perpetrators were relatives of patients. Chi-square tests suggested significant relationships between type of hospital and workplace physical violence, and between intention to quit the nursing profession and workplace physical violence. Workplace violence had several negative effects on nurses including having disturbing memories about the incident and being “super alert” and vigilant. Strategies to curb workplace violence could include awareness creation among health care workers and the general public. Policies and legislations must also be put in place to address this social problem.

Assisted Reproductive Technology (ART) is increasingly becoming a viable option for infertile couples in Ghana. There exists significant literature that explores the gender, legal, religious and socio-cultural implications of ART usage. In this paper, we expand the discourse on the nexus between religion and ART usage by looking at how the former is used as a frame of reference in the decision-making process, as well as how it is employed to explain treatment successes and failures. Irrespective of religious orientation, there was a general acceptance of ART by participants in the study-with exceptions only when it came to some aspects of the procedure. Even here, participants’ desperate desire to have children, tended to engender some accommodation of procedures they were uncomfortable with because of their religious beliefs. Thus, in contrast to some studies that suggest religion as interfering with ART use, we posit that religion is not an inhibiting factor to ART usage. On the contrary, it is an enabling factor, engendering the agentic attitude of participants to find a solution to their infertility in ART; as well as providing the strength to endure the physical and emotional discomfort associated with the biomedical process of conception and childbirth. In this context, religion thus provides participants with a frame of reference to navigate the spaces between decision-making, treatment processes and outcomes, and attributions of responsibility for the outcomes whatever they may be.

This study is part of a larger project aimed at exploring the workplace experiences of nurses working in public general hospitals in Ghana. The current paper explores the causes of workplace violence against nurses in Ghana. Twenty-four semi-structured in-depth interviews were conducted with professional nurses working in five regions of Ghana. They were selected through purposive and participant-to-participant snowball sampling techniques. Data was analysed through thematic analyses. The findings of the study suggest that nurses are not (always) passive recipients of violence. Workplace violence can be instigated by either of the parties to the nurse-patient/relative interaction. Nurses’ accounts of the causes of violence suggest that violence could be instrumental or reactive. The study further suggests that the causes of violence may differ depending on which party instigated the violence. The main causes of violence identified include ineffective communication, long waiting times and perceived unresponsiveness, and enforcement of visiting hours. It is concluded that workplace violence could be reduced through the provision of adequate information to patients and their relatives. Nurses could also be trained in effective communication and interpersonal skills; and on how to identify and avoid potentially violent situations. It is also imperative that policies and measures aimed at addressing workplace violence are instituted to address the problem. Mass education may also be carried out to sensitise the general public on the adverse effects of violence against nurses.

Breast cancer mortality in sub-Saharan Africa is comparatively high largely because of low levels of knowledge and late presentation at hospitals. Breast self-examination (BSE) provides an important way of early detection of breast cancer, particularly for resource constrained countries. This study therefore examined the factors which influence the performance of BSE among female undergraduate nonmedical students of the University of Ghana. A cross-sectional survey was conducted between April and May 2018. It involved 308 students drawn from the University of Ghana. The instrument was based on the Health Belief Model and the Breast Cancer Knowledge questionnaires. The results suggest that about a quarter (23.4%) of the participants performed BSE at least once every month, despite 75.3% believing that checking the breast every month helps in early detection of breast cancer. As expected, those who had ever performed BSE had higher knowledge of breast cancer (M = 6.722, standard deviation [SD] = 2.090) compared with those who had never performed BSE (M = 4.850, SD = 1.982), p = . 000. Similarly, they perceived barriers to performing BSE to be lower (M = 17.900, SD = 5.733) compared with nonperformers (M = 19.850, SD = 6.976), p < .05. Results of logistic regression analysis indicated that knowledge level, self-efficacy, and level at the university were statistically significant predictors of BSE. Educational and training programs that focus on equipping women with the skill to perform BSE are therefore recommended.