DISPOSITIONAL FACTORS INFLUENCING VULNERABILITY TO PERCEIVED WORKPLACE VIOLENCE AMONG NURSES IN ONDO AND OSUN STATES, NIGERIA

multi - stage sampling technique. A structured questionnaire which focused on socio - demographic characteristics, perceived workplace violence ( α = 0.91), trait anger (TA) ( α = 0.67), negative affectivity (NA) ( α = 0.96), self control (SC) ( α = 0.83) was used. Data was analysed using multiple regression, one - way ANOVA

Workplace violence has become one of greatest health and safety concerns in the 21st century (Escribano, Beneit & Luis Garcia, 2019;Emmerik Euwema, Bukker & Bukler 2007). The global picture shows that violence is widespread in the health sector. Nursing profession is one of occupations the most exposed to high incidence of workplace violence. International studies reports that the violence rate among nurses varied from 10% to 50% and even up to 87% in some places (Adedayo & Ishola, 2018). In Nigeria the incidence of workplace violence against nurses is on the increase (Adedayo & Ishola, 2018). Nurses are the people who are charged with providing care to the citizens of the state. They are the essential personnel needed for maintaining a healthy nation. They ensure speedy recovery from sickness to continue living healthy life. Unfortunatedly, in most of the hospitals, nurses are exposed to series of verbal abuses, bullying, mobbing, sexual harassment from patients, patients' relatives, supervisors and co-workers (Adedayo & Ishola, 2018). The incidence of workplace violence is high in public nursing sector and patients/ patient relations/ co-workers are the major perpetrators of workplace violence, while the existing workplace violence policy does not decrease the levels of workplace violence (Adedayo & Ishola, 2018).
Nurses' presence in situation such as accidents, patient's death, long queue to see a doctor, or transfer of patients to a ward or another exposes them to harsh behaviour from patients or their companion and other hospital staff. Some issues such as long working hours, having to continually control conditions, hospital overcrowding, repeated request by patients and their companions for special privileges, lack of personnel, are situations which can also expose nurses to harsh and insulting situations in hospitals and can sometimes can cause illogical and tense reactions among nurses, other staff, patients and their companies. Some literature notes numerous dispositional factors that may account for individual differences that are associated with the incidence of workplace violence. These factors include trait anger, negative affectivity, impulsivity, selfcontrol, hostile attribution bias, Type A behaviour, agreeableness (Barling, Dupré, & Kelloway, 2009;Douglas & Martinko, 2001). While other studies note that dispositional factors play a role in workplace violence, but this process is not well articulated (Kuin, Masthoff, Munafò, & Penton-Voak, 2017).). In a recent thesis (Adedayo, 2018), the role of anger trait, negative affectivity, self-control, organizational attribution is discussed.
such that they have a stable dispositional characteristic of anger (Pease, 2016). Numerous people are associated to express anger more as often than others (Schultz, Grodack, & Izard, 2010). Montoya et al, (2012) identified that in order to maintain social dominance, individuals with high anger trait attempt to detect anger and threat it quickly, easily perceive this threat as challenging and allocate more processing resources to these faces. These interpretational biases may simply reflect tendencies for individuals with anger trait to expect that others will have feelings and motivations similar to theirs. Based on these, it is expected that nurses with high anger trait are more likely to perceived violence or threat it whether real or intended. They may tend to act provocatively based on their perceptions (Montoya et al, 2012).
Negative affectivity is defined as the extent to which individuals experience distressing emotions such as hostility, fear and anxiety (Hershcovis et. al., 2007). Individual who are high in negative affectivity are more sensitive and more reactive to negative events (Hershcovis et. al., 2007). Research evidences that negative affectivity correlates positively with detection of threat or violence behaviour. Bauer and Spector (2015); Meier and Semmer (2013) have shown that negative affectivity relates to both violence behaviour towards organization and detection of threat toward persons. Penney and Spector (2002) asserted that when confronted with stressful conditions, high negative affectivity individuals may ascribe more malicious motives to the actor leading to increased emotional arousal which may lead to violent behaviour. Individuals low in negative affectivity, on the other hand may give the actor the benefit of doubt and attribute the behaviour to more benign causes, enabling them to proceed without feeling the need to respond or retaliate with violence. Research findings have indicated that persons under stressful condition who report high levels of negative affectivity are more likely to report violent behaviour (Fortunato, & Harsh, 2006;Rydstedt, et al., 2013). This study also hypothesised that negativity affectivity will be associated with incidence of perceived workplace violence. Tangney, et al. (2004) indicated that self-control is related to the individual's ability to manage his or her frustrations. They argue that individuals with low self-control detect violent behaviours more often than individuals with high self-control because low-self-control individuals lack strong inhibitions, which is characteristic of high-self-control individuals. Tangney et al. (2004) propose that individuals with better selfcontrol are likely to remain calm during provocative situations. In contrast, people with low-selfcontrol can be described as those who have a "stable tendency to react offensively to minimal provocations" (Adedayo, 2014). This study as-sumes that nursing staff with reporting low selfcontrol will report on violence provoking situations more often than those with high self-control.
This will also be tested in the present study. Specifically, studies suggest that the likelihood of individuals responding violently to negative situations depends partly on their judgments of causality (i.e. to what they attribute the cause of the negative situations). Moreover, within the workplace context, Aquino, Douglas and Martinko (2004) affirm that when individuals exhibit tendencies to attribute negative workplace outcomes to other persons or the employment organization (i.e. external attributions) and believe that these outcomes were controllable, intentional, and stable and that there were no mitigating circumstances, anger and subsequent violence are more likely to be demonstrated than if individuals exhibit tendencies to attribute the causes to factors that are internal, uncontrollable, unintentional, or unstable. This study theorises that nursing staff, who frequently make subjective negative attribution of co-workers and patients, will likely report more exposure to workplace violence.
These assumptions were empirically tested in this study.

Objective
The study focus is to examine the possible link between risk/vulnerability factors and an increased risk of workplace violence, because of a dearth of empirical research in this area in the Nigerian health care system. The study investigates dispositional factors predicting perceived workplace violence against nurses in Ondo and Osun States of Nigeria. Specifically the study examined: 1. The relationship between nurses' anger trait, negative affectivity, self-control, organizational attribution and perceived workplace violence.
2. The role of trait anger, negative affectivity, self-control and organizational attribution style as predictors of perceived workplace violence.

Design:
The study was a cross-sectional survey study conducted to the identified dispositional factors associated with workplace violence in some selected health facilities in Osun and Ondo states, Nigeria. Ethical approval for the study was obtained from the UI/UCH Ethical Review Committee with approval number UI/EC/14/230.

Participants
The study involved 415 participants across 14 public hospitals based in Ondo and Osun states, Nigeria from an estimated population of 1,481 employees. Using the sample size determination technique, 415 nurses were estimated using Kish (1965) sampling formula. The multi-stage sampling technique was used in se-for the study. Stratified random sampling was used to select 415 nurses from primary, secondary and tertiary health care facilities from Osun and Ondo states.

Instrument
The main instrument was a structured questionnaire contains items on socio demographic variables (age, sex, marital status, educational qualification, work setting, work experience) and standardized scales. Anger trait was measured with 10-items State Trait Anger Scale developed by Speilberger, (1996) Nurses' negative affectivity disposition was measured with Negative Affect Scale by Watson and Clark, (1984) (α = 0.82). Self-control was assessed in the study with the 13-items Self Control    Table 2.

Discussion
The results demonstrate that frequent experience of negative emotional states, possessing anger trait and subjective attribution errors makes nurses more vulnerable and sensitive to workplace violence. Nurses with high anger traits are more likely to be victim of workplace violence than those with low anger trait. Tendency to be Baumann (2012), believed that anger may make individuals to feel that they are more likely to encounter an anger-relevant stimuli compared to a neutral individual. It can therefore be deduced that Nigerian nurses with high anger trait detect workplace violence more often than nurses with low anger trait. However, if nurses have low trait anger, the influence of workplace violence for them would be reduced.
The findings also reveal that negative affectivity significantly predicts perceived workplace violence. This is in agreement with some previous studies (Wingrove & Bond, 2005), which elucidated that high trait-anger individuals are more likely to respond violently to particular situations than the low-trait anger individuals. This is because high trait anger individuals are assumed to perceive a wider range of situations as anger provoking than the low trait-anger individuals (Takebe, Takahashi & Sato 2016).This is in agreement with Penny and Spector (2005)