478). According to Chu (2013), employees treated in negative ways by their employer, including “[exhibiting] loud and angry tantrums, rudeness, impoliteness, humiliating or ridiculing someone in front of others, [and] coercion,” are “likely to react with unfavorable behavior” towards their own coworkers, continuing the cycle of abuse (p. 954). Toxic work environments can also impact the “physical and psychological health and well-being of victims” of the negativity, which inevitably affects an individual’s work performance. Over time, this may “impair… [an individual’s] ability to self-regulate their behaviours,” so they are essentially unable to control emotions or actions (Halbesleben et al., 2013, p. 479). This could be extremely dangerous in a high-stress environment in which employees need to be able to think and behave rationally, such as in nursing, in which negative relationships between nurses and supervisors is “widespread” (Chu, 2014, p. 953). Nurses in these environments have been proven to be “more likely to make errors in carrying out their duties” and “less tolerant and compassionate towards their patients” (Chu, 2014, p. 959). Obviously, the effects of negative relationships extend beyond the immediate relationship into all areas of an individual’s