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Journal articles on the topic 'Nursing – Job stress'

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Published: 4 June 2021

Last updated: 6 February 2022

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1

Crawford, Susan Lee. "Job Stress and Occupational Health Nursing." AAOHN Journal 41, no. 11 (November 1993): 522–28. http://dx.doi.org/10.1177/216507999304101102.

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Job stress is a condition or event in the workplace that induces strain (a physical, psychological, or behavioral response to a stressor). The outcome of unrelieved job stress can be burnout, characterized by emotional exhaustion, depersonalization, and reduced personal accomplishment. Identification and treatment of job stress falls into four conceptual models: medical, clinical/ counseling psychology, engineering psychology, and organizational psychology. Occupational health nurses can experience job stress in the areas of intrinsic job factors, organizational structures, reward systems, human resource systems, and leadership. Because occupational health nurses promote stress reduction strategies in worker populations, modeling these behaviors is important to enhance the credibility of those promoting such strategies.

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Lusk, Sally L., and Mary K. Salazar. "Job Stress." AAOHN Journal 41, no. 12 (December 1993): 601. http://dx.doi.org/10.1177/216507999304101207.

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Baker, Omar Ghazi, and Bandar Dhafer Alshehri. "The Relationship between Job Stress and Job Satisfaction among Saudi Nurses: A Cross-Sectional Study." Nurse Media Journal of Nursing 10, no. 3 (December 19, 2020): 292–305. http://dx.doi.org/10.14710/nmjn.v10i3.32767.

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Background: The productivity of nurses and patient healthcare is highly influenced by nurses’ stress-related factors and job satisfaction. Nursing is the least preferred career opportunities for Saudi residents as compared to other options. Nurses’ perceptions of intention to quit contributes to their shortage in Saudi health care institutions.Purpose: The study aimed to examine the relationship between work-related stress and job satisfaction among Saudi nurses working at a public hospital.Methods: The research used a cross-sectional design that collected data from samples of 297 nurses working at a specified public hospital and aged over than 20 years old. Convenient sampling was employed to recruit the samples. Data were collected using the Expanded Nursing Stress Scale (ENSS) and Job Satisfaction Scale (JSS). The Statistical Package for Social Sciences (SPSS) version 20.0 was applied, and Pearson’s correlation test was to identify the relationship between variables.Results: The results indicated that the nurses at the hospital where the study took place experienced low levels of stress with a mean value of 2.1995. Besides, the nature of work indicated maximum job satisfaction with a mean value of 15.666, whereas minimum job satisfaction levels (11.569), were related to benefits provided to nurses. A positive correlation was found between the level of stress and satisfaction with a p-value of 0.041.Conclusion: The stress factors were highly correlated with job satisfaction. The identification of stress factors is important as it may create a negative impact on patients’ care and their well-being. It is suggested that changes in managerial affairs and policies are essential for implementing beneficial strategies that may assist in resolving the issue.

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Sok, Sohyune, Hyebeen Sim, Bokhee Han, and Se Joung Park. "Burnout and Related Factors of Nurses Caring for DNR Patients in Intensive Care Units, South Korea." International Journal of Environmental Research and Public Health 17, no. 23 (November 30, 2020): 8899. http://dx.doi.org/10.3390/ijerph17238899.

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This study examined the factors related to burnout, depression, job stress, and job satisfaction in intensive care unit (ICU) nurses caring for do not resuscitate (DNR) patients, as well as analyzed any differences. A cross-sectional descriptive design was employed. Study participants involved a total of 115 nurses caring for DNR patients in ICUs in South Korean hospitals. Measures involved a demographic form, Copenhagen Burnout Inventory (CBI), Center for Epidemiologic Studies Depression Scale, Nursing Job Stress Scale (Korean version), and Nursing Job Satisfaction Scale (Korean version). Data were collected from February to March 2017. The analyses illustrated a higher level of burnout, a slightly lower level of depression, a slightly lower level of nursing job stress, and a very slightly higher level of nursing job satisfaction compared with the median value of the score range for each scale. Burnout had a significant, positive relationship with depression and nursing job stress, and depression had a significant, positive relationship with nursing job stress. This study illuminates preliminary evidence that ICU nurses who are caring for DNR patients have a higher level of burnout compared with the median value of the score range in the CBI (Korean version). Burnout, depression, job stress, and job satisfaction were interrelated in ICU nurses.

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Yasin, Nurul Hafizah Mohd, Marlisa Abdul Rahim, Hasif Rafidee Hasbollah, Razli Che Razak, Ahmad Faezi Ab Rashid, Mohad Anizu Mohd Nor, and Muhamad Ridwan Jamaludin. "Job Demands, Job Resources and Job Stress among Staff in Malaysia Nursing Home." Indian Journal of Public Health Research & Development 10, no. 11 (2019): 2298. http://dx.doi.org/10.5958/0976-5506.2019.03947.0.

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Chung, Catherine E., and Susan Kowalski. "Job Stress, Mentoring, Psychological Empowerment, and Job Satisfaction Among Nursing Faculty." Journal of Nursing Education 51, no. 7 (May 9, 2012): 381–88. http://dx.doi.org/10.3928/01484834-20120509-03.

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MUTO, Shigeki, Takashi MUTO, Akihiko SEO, Tsutomu YOSHIDA, Kazushi TAODA, and Misuzu WATANABE. "Job Stressors and Job Stress among Teachers Engaged in Nursing Activity." Industrial Health 45, no. 1 (2007): 44–48. http://dx.doi.org/10.2486/indhealth.45.44.

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8

Hutchinson, Sally. "Self-care and Job Stress." Image: the Journal of Nursing Scholarship 19, no. 4 (December 1987): 192–96. http://dx.doi.org/10.1111/j.1547-5069.1987.tb00006.x.

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Urbanetto, Janete de Souza, Priscila Costa da Silva, Eveline Hoffmeister, Bianca Souza de Negri, Bartira Ercília Pinheiro da Costa, and Carlos Eduardo Poli de Figueiredo. "Workplace stress in nursing workers from an emergency hospital: Job Stress Scale analysis." Revista Latino-Americana de Enfermagem 19, no. 5 (October 2011): 1122–31. http://dx.doi.org/10.1590/s0104-11692011000500009.

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This study identifies workplace stress according to the Job Stress Scale and associates it with socio-demographic and occupational variables of nursing workers from an emergency hospital. This is a cross-sectional study and data were collected through a questionnaire applied to 388 nursing professionals. Descriptive statistics were applied; univariate and multivariate analyses were performed. The results indicate there is a significant association with being a nursing technician or auxiliary, working in the position for more than 15 years, and having low social support, with 3.84, 2.25 and 4.79 times more chances of being placed in the ‘high strain job' quadrant. The study reveals that aspects related to the workplace should be monitored by competent agencies in order to improve the quality of life of nursing workers.

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Amanda, Novi, Rina Anindita, and M. Reza Hilmy. "Compensation, Job Stress, and Job Satisfaction on Nurse Turnover Intention at Ananda Bekasi Hospital." Jurnal Manajemen Kesehatan Indonesia 9, no. 1 (April 30, 2021): 38–44. http://dx.doi.org/10.14710/jmki.9.1.2021.38-44.

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One of the high turnover rates in the hospital occurs in nurses. More attention is needed because turnover can be detrimental to the organization, in terms of cost, resources, and effectiveness of nursing. The research objective is to obtain empirical evidence whether there is an effect of compensation, job stress and job satisfaction on turnover intention at Ananda Bekasi Hospital in 2020. The research method is to use causality design based on the time dimension of one short study. The sample used was saturated sampling, that is, the entire population was sampled for 100 inpatient nurses. The data analysis method uses Multiple Linear Regression Analysis. The results found no negative and significant effect between compensation for turnover intention. There is a positive and significant effect between work stress on turnover intention. There is a negative and significant effect between job satisfaction on turnover intention, and there is an influence between compensation, job stress and job satisfaction on turnover intention. Research findings, that the variable that most influences turnover intention is work stress variable. Managerial implications are expected Ananda Bekasi Hospital to calculate salaries based on the remuneration system, the appropriate assignment system, conduct workload analysis and nurse career development

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Bratt, MM, M. Broome, S. Kelber, and L. Lostocco. "Influence of stress and nursing leadership on job satisfaction of pediatric intensive care unit nurses." American Journal of Critical Care 9, no. 5 (September 1, 2000): 307–17. http://dx.doi.org/10.4037/ajcc2000.9.5.307.

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BACKGROUND: High levels of stress and the challenges of meeting the complex needs of critically ill children and their families can threaten job satisfaction and cause turnover in nurses. OBJECTIVE: To explore the influences of nurses' attributes, unit characteristics, and elements of the work environment on the job satisfaction of nurses in pediatric critical care units and to determine stressors that are unique to nurses working in pediatric critical care. METHOD: A cross-sectional survey design was used. The sample consisted of 1973 staff nurses in pediatric critical care units in 65 institutions in the United States and Canada. The following variables were measured: nurses' perceptions of group cohesion, job stress, nurse-physician collaboration, nursing leadership, professional job satisfaction, and organizational work satisfaction. RESULTS: Significant associations (r = -0.37 to r = -0.56) were found between job stress and group cohesion, professional job satisfaction, nurse-physician collaboration, nursing leadership behaviors, and organizational work satisfaction. Organizational work satisfaction was positively correlated (r = 0.35 to r = 0.56) with group cohesion, professional job satisfaction, nurse-physician collaboration, and nursing leadership behaviors. Job stress, group cohesion, job satisfaction, nurse-physician collaboration, and nursing leadership behaviors explained 52% of the variance in organizational work satisfaction. Dealing with patients' families was the most frequently cited job stressor. CONCLUSIONS: Job stress and nursing leadership are the most influential variables in the explanation of job satisfaction. Retention efforts targeted toward management strategies that empower staff to provide quality care along with focal interventions related to the diminishment of stress caused by nurse-family interactions are warranted.

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Packard, John S., and Stephan J. Motowidlo. "Subjective stress, job satisfaction, and job performance of hospital nurses." Research in Nursing & Health 10, no. 4 (August 1987): 253–61. http://dx.doi.org/10.1002/nur.4770100408.

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Choe, Myeong Hui, Joo Hyun Kim, Eun Sook Nam, Yong Mi Lee, Ju Hee Hwang, Mi Kyung Lee, Sung Ja Yoon, and Hyunju Park. "Factors Affecting Job-Seeking Stress in Nursing Students." Korean Journal of Occupational Health Nursing 24, no. 2 (May 30, 2015): 122–31. http://dx.doi.org/10.5807/kjohn.2015.24.2.122.

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14

Norbeck, Jane S. "Perceived job stress, job satisfaction, and psychological symptoms in critical care nursing." Research in Nursing & Health 8, no. 3 (September 1985): 253–59. http://dx.doi.org/10.1002/nur.4770080307.

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McGee, Gail W., Myron D. Fottler, Richard M. Shewchuk, and Carole W. Giardina. "Corporate Structure and Administrators' Job Stress: The Case of Nursing Homes." Health Services Management Research 5, no. 1 (March 1992): 54–65. http://dx.doi.org/10.1177/095148489200500106.

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This paper examined the relationship between the job-related stress of nursing home administrators and the structure of their work setting. Multivariate analysis of covariance (MANCOVA) was used to test the hypothesis that nursing home administrators who are employed in multi-unit, corporate-owned facilities experience more job-related stress than do administrators employed in independent, free-standing organizations. The results indicated that, when controlling for other potential stressors, administrators in corporate-owned nursing homes reported more general job stress and greater role ambiguity than their counterparts in single-unit, autonomous organizations. Recommendations for management strategies and for future studies in this area are discussed.

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Yau, Sui Yu, Xiu Ying Xiao, Linda Yin King Lee, Alan Yat Kwan Tsang, Suet Lai Wong, and Ka Fai Wong. "Job stress among nurses in China." Applied Nursing Research 25, no. 1 (February 2012): 60–64. http://dx.doi.org/10.1016/j.apnr.2011.07.001.

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Rafi, Alireza, Azita Bandani, Sima Sadat Ghaemi Zade, Pouriya Darabiyan, Zeinab Jamshidi, Mina Hasanzadeh, and Nasrin Kheibar. "Evaluation of Nursing stress and its effective factors in nurses of Shahidzadeh Hospital in Behbahan in 2019: Challenges in Nursing." International Journal of Ayurvedic Medicine 11, no. 3 (October 2, 2020): 419–25. http://dx.doi.org/10.47552/ijam.v11i3.1620.

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Background and Aim: Nursing is one of the occupations that face a lot of stress in medical settings, especially hospitals. Job stress can negatively affect a nurse's performance and how she cares for her patient. Therefore, the present study was performed to evaluate the level of job stress in nurses of Shahidzadeh Hospital in Behbahan. Materials and Methods: The present study was a descriptive cross-sectional analytical study. The instruments used in the study included demographic information and an expanded nursing stress scale questionnaire. The study was performed on 220 nurses of Shahidzadeh Hospital in Behbahan by census method. Statistical data were performed using SPSS software version 22 using descriptive and inferential statistics at a significant level of p <0.05. Results: The mean age of participants was 31.02 ± 06.68. The mean scores of participants in occupational stress and its subscales showed that about half of the subjects (55.9%) in the study had poor job stress. There was no significant relationship between job stress and demographic variables of gender and marital status using independent t-test and there was no significant relationship between job stress and the above variables. Conclusion: Due to the existence of stress as a negative factor in patient care and the gap between discrimination between physicians and nurses as one of the factors aggravating stress, it is recommended that nursing managers take measures to prevent and support nurses.

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Nelson, H. Wayne, Bo Kyum Yang, Cyrus Y. Engineer, and Mary W. Carter. "NURSING HOME ADMINISTRATOR STRESS, SATISFACTION, AND INTENTIONS TO LEAVE." Innovation in Aging 3, Supplement_1 (November 2019): S504. http://dx.doi.org/10.1093/geroni/igz038.1864.

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Abstract Previous studies reported that high Nursing Home Administrator (NHA) turnover correlates with low staff morale and poorer care outcomes. The purpose of this study was to assess how NHA job satisfaction (JS) (in five subscales: job content, coworkers, work demands, work load, work skills, and rewards) interacts with role conflict and ambiguity, autonomy, work conflict, and influence and to estimate the odds of having NHA’s intent to quit by degree of job satisfaction. A total 208 responses were collected from the online survey in 2017 among NHAs currently working in nursing homes in 5 states. We analyzed the data using descriptive statistics and ordinal logistic regression models. The findings suggested that NHAs were generally satisfied in all JS subscales and expressed moderately high levels of autonomy, neutral levels of work conflict, role conflict and role ambiguity. NHAs with good coworker relations (adjusted odds ratio [AOR]=0.67), fair job demands (AOR=0.68) and rewards (A0R=0.8), were less likely to harbor quitting intents. Interestingly, NHAs reporting higher job skills were more likely to consider leaving nursing homes (AOR=1.46). Overall, study findings are consistent with previous JS research with the exception that higher perceived skill efficacy was found to be associated with greater likelihood of quitting in the near future. This suggests perhaps that more highly skilled NHAs may now have less tolerance for work discomfort. These findings are presented in the context of earlier studies on NHA turnover as well as likely implications of changing market conditions.

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McGilton, Katherine S., Linda McGillis Hall, Walter P. Wodchis, and Ursula Petroz. "Supervisory Support, Job Stress, and Job Satisfaction Among Long-term Care Nursing Staff." JONA: The Journal of Nursing Administration 37, no. 7 (July 2007): 366–72. http://dx.doi.org/10.1097/01.nna.0000285115.60689.4b.

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Singh, GurvinderPal. "Job stress among emergency nursing staff: A preliminary study." Indian Journal of Psychiatry 55, no. 4 (2013): 407. http://dx.doi.org/10.4103/0019-5545.120574.

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Huang, Shan, Yu-Hua Lin, Chia-Chan Kao, Hsing-Yu Yang, Ya-Li Anne, and Cheng-Hua Wang. "Nursing Job Rotation Stress Scale development and psychometric evaluation." Japan Journal of Nursing Science 13, no. 1 (October 13, 2015): 114–22. http://dx.doi.org/10.1111/jjns.12095.

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Dewi, Yulis Setiya, Rachmat Hargono, and Ainur Rusdi. "Factors Correlated to Job Stress among ICU Nurses in Surabaya Indonesia." Jurnal Ners 14, no. 1 (April 1, 2019): 23. http://dx.doi.org/10.20473/jn.v13i2.12125.

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Introduction: Job stress is a major barrier to the attainment of safety, health, andwellness among nurses. Understanding factors job stress among nurses is veryimportant to provide alternatives solution to ease the stress in the future. However,there are limited studies with respect to factors related to stress in Intensive CareUnit (ICU) nurses particularly in Indonesian context. This study aimed to identifyfactors correlated to job stress among ICU nurse in three public hospitals.Methods: A correlational study was carried on ICU nurses who hands-on ICUnursing care. Data were collected using questionnaires. Descriptive statistic andSpearman correlation were used to analyze the correlation between perceived jobburden, working condition, quality of nursing work life, perceived organizationalsupport, and stress among ICU nurses.Results: A total of 91 respondents (32 male and 59 female) were involved to thestudy comprises of two different educational backgrounds (59 Diploma III and 32Bachelor degree). The statistical analysis using Pearson correlation found thatworkload (0.003), working condition (0.000), quality of nursing work life (0.000),perceived organizational support (0.000) significantly correlated to job stressamong ICU nurses.Conclusion: All studied factors correlated to job stress among ICU nurses. Allfactors had moderate correlation with nurses’ job stress and working condition hashighest strong correlation compare to the other factors. Its implies from the resultthat management of the hospital may provide more attention to job stress amongnurses to maintain optimum performance to provide nursing care for patientsparticularly critically ill patients in ICU.

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Dewi, Yulis Setiya, Rachmat Hargono, and Ainur Rusdi. "Factors Correlated to Job Stress among ICU Nurses in Surabaya Indonesia." Jurnal Ners 14, no. 1 (April 1, 2019): 23. http://dx.doi.org/10.20473/jn.v14i1.12125.

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Introduction: Job stress is a major barrier to the attainment of safety, health, andwellness among nurses. Understanding factors job stress among nurses is veryimportant to provide alternatives solution to ease the stress in the future. However,there are limited studies with respect to factors related to stress in Intensive CareUnit (ICU) nurses particularly in Indonesian context. This study aimed to identifyfactors correlated to job stress among ICU nurse in three public hospitals.Methods: A correlational study was carried on ICU nurses who hands-on ICUnursing care. Data were collected using questionnaires. Descriptive statistic andSpearman correlation were used to analyze the correlation between perceived jobburden, working condition, quality of nursing work life, perceived organizationalsupport, and stress among ICU nurses.Results: A total of 91 respondents (32 male and 59 female) were involved to thestudy comprises of two different educational backgrounds (59 Diploma III and 32Bachelor degree). The statistical analysis using Pearson correlation found thatworkload (0.003), working condition (0.000), quality of nursing work life (0.000),perceived organizational support (0.000) significantly correlated to job stressamong ICU nurses.Conclusion: All studied factors correlated to job stress among ICU nurses. Allfactors had moderate correlation with nurses’ job stress and working condition hashighest strong correlation compare to the other factors. Its implies from the resultthat management of the hospital may provide more attention to job stress amongnurses to maintain optimum performance to provide nursing care for patientsparticularly critically ill patients in ICU.

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Draper, Jan, Debbie Halliday, Sandra Jowett, Ian Norman, Roger Watson, Jenifer Wilson-Barnett, Charles Normand, and Kieran O'Brien. "NHS cadet schemes: student experience, commitment, job satisfaction and job stress." Nurse Education Today 24, no. 3 (April 2004): 219–28. http://dx.doi.org/10.1016/j.nedt.2003.12.008.

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Foley, Marcia, Julie Lee, Lori Wilson, Virginia Young Cureton, and Daryl Canham. "A Multi-Factor Analysis of Job Satisfaction Among School Nurses." Journal of School Nursing 20, no. 2 (April 2004): 94–100. http://dx.doi.org/10.1177/10598405040200020701.

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Although job satisfaction has been widely studied among registered nurses working in traditional health care settings, little is known about the job-related values and perceptions of nurses working in school systems. Job satisfaction is linked to lower levels of job-related stress, burnout, and career abandonment among nurses. This study evaluated the level of job satisfaction among a convenience sample of school nurses practicing in California. The Index of Work Satisfaction (IWS) was the instrument used. Although the sampled school nurses rated autonomy and interaction as the most important and satisfying factors contributing to job satisfaction, the overall findings indicated that school nurses are relatively dissatisfied with their jobs.

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Chien, Wai-Tong, and Sin-Yin Yick. "An Investigation of Nurses’ Job Satisfaction in a Private Hospital and Its Correlates." Open Nursing Journal 10, no. 1 (May 27, 2016): 99–112. http://dx.doi.org/10.2174/1874434601610010099.

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Background:Nurses’ job satisfaction and job stress are important issues regarding their turnovers. While there are some recent descriptive studies on job satisfaction in public hospitals, very limited research was found on this topic in private hospital setting. It is worth to examine the job satisfaction of nurses and its correlates in such a specific hospital context in Hong Kong, by which the findings can be compared with those in public hospitals, and across countries.Aims:To investigate nurses’ job satisfaction, job stress and intention to quit of nurses in a private hospital, and the correlates of the nurses’ job satisfaction.Design:A cross-sectional, descriptive survey study was conducted.Methods:By using stratified random sampling in terms of nature of wards/units and working ranks, 139 full-time nurses who were working in the 400-bed private hospital for at least 6 months and provided direct nursing care were recruited in this study. Data were collected by employing a set of self-administered structured questionnaires, consisting of the Index of Work Satisfaction (job satisfaction), Anxiety-Stress Questionnaire (job stress), Michigan Organizational Assessment Questionnaire (intention to quit), and socio-demographic data.Results:With a response rate of 74.3%, the results of the 139 respondents showed that the nurses in the private hospital had an overall moderate level of satisfaction with their work and rated the professional status as the highest satisfied domain. The nurses also reported moderate levels of job stress and intention to quit. The nurses’ job satisfaction was negatively correlated with their job stress and intention to quit; whereas, the nurses’ job stress was positively correlated with their intention to quit. The nurses with older in age and more post-registration experience and/or working experience in the private hospital indicated a higher level of job satisfaction, particularly with ‘Pay’ and ‘Autonomy’.Conclusion:The findings suggest that the nurses in the private hospital are moderately stressful and satisfied with their work environment and relationships. A few socio-demographic characteristics of these nurses such as their age and years of clinical experiences were associated with their levels of job satisfaction and/or stress. The findings provided information for private hospitals and healthcare organizations about the need and areas for improvement of nurse’s job satisfaction, thus strengthening their recruitment and retention.

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Keil, Shauna, and Christine Hober. "Nurse Leader Initiatives to Decrease Job Stress on the Acute Care Unit." International Journal for Innovation Education and Research 6, no. 12 (December 31, 2018): 167–75. http://dx.doi.org/10.31686/ijier.vol6.iss12.1266.

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Nurses are expected to provide high quality, safe healthcare in working environments where limited resources and increasing responsibilities are common. An imbalance between providing high quality care and managing or minimizing the assault of stressors can lead to increased job stress. Nurses on the Acute Care Unit (ACU) of a Midwestern, rural hospital utilized the Nursing Stress Scale (NSS) developed by Gray-Toft & Anderson (1981) to analyze aggregated mean data self-reported scores for job stressors before and after focused change initiatives. Nurses selected and led change initiatives for the top five scoring stressors that nurses concurred were modifiable using interprofessional interventions. Multidisciplinary teams collaborated to choose educational sessions, updated resources, and revised communication tools in an attempt to decrease job stress on the unit. The results of the second NSS when compared to the first survey overall demonstrated decreased stress mean scores in six of the seven subscales. The specific nurse led unit initiatives decreased self-reported job stress in four of the five areas. This project found encouraging results in decreasing job stress by implementing nurse led change initiates on the ACU. Keywords: nursing, job stress, leadership, change initiatives

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Lim, Hyunjung, Moonhee Gang, and Kyongok Oh. "Nursing Activity, Job Stress, and Job Satisfaction of Nurses in Community Mental Health Facilities." Journal of Digital Policy and Management 11, no. 12 (December 28, 2013): 507–13. http://dx.doi.org/10.14400/jdpm.2013.11.12.507.

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Safi Keykaleh, Meysam, Hamid Safarpour, Shiva Yousefian, Farshad Faghisolouk, Ehsan Mohammadi, and Zohreh Ghomian. "The Relationship between Nurse’s Job Stress and Patient Safety." Open Access Macedonian Journal of Medical Sciences 6, no. 11 (November 23, 2018): 2228–32. http://dx.doi.org/10.3889/oamjms.2018.351.

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BACKGROUND: Patient safety is a key element of the quality of health services. Nurses are the largest group that care for patients, observing safe in nursing care would reduce injuries, disability, morbidity and mortality. However, high stress can lead to a decline in the quality of nursing care. AIM: This study aimed to investigate the relationship between job stress of the nurses and patient safety in a teaching hospital of Hamadan in 2017. MATERIAL AND METHODS: This is a cross-sectional study. The data was gathered by a questionnaire of Nurse’s job stress prepared by the researcher that after confirming the validity and reliability was completed by 198 nurses of three teaching hospitals of Hamadan city that were selected by simple random sampling and the checklist of patient safety that was collected by the researcher. Data analysis was done in the two levels of descriptive and analysis statistics. RESULTS: The results showed that the job stress of the nurses and patient safety (mean = 1.75 and SD = 0.114) have been at an average level. There was no statistically significant relationship between Nurse’s job stress and patient safety because the Spearman correlation coefficient showed that r = 0.007 and p = 0.919. Among the demographic factors, there was only a significant relationship between marital status and Nurse’s job stress (p < 0.05). CONCLUSION: Because of nursing job stress is affected by different working conditions, further studies in the many hospitals are needed. Moderate levels of patient safety are not acceptable; Therefore, heath’s policymakers should focus on providing the safety of all patients at the optimal level, with more effort to reduce the stress of their nurses at the lowest level. e optimal level, with more effort to reduce stress of their nurses at the lowest level.

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Chen, Yao-Mei, Sue-Hui Chen, Chiu-Yueh Tsai, and Liang-Yueh Lo. "Role stress and job satisfaction for nurse specialists." Journal of Advanced Nursing 59, no. 5 (September 2007): 497–509. http://dx.doi.org/10.1111/j.1365-2648.2007.04339.x.

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Brokalaki, H., V. Matziou, J. Thanou, P. Zirogiannis, U. Dafni, and D. Papadatou. "Job-related stress among nursing personnel in Greek dialysis units." EDTNA-ERCA Journal 27, no. 4 (October 12, 2001): 181–86. http://dx.doi.org/10.1111/j.1755-6686.2001.tb00174.x.

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Søndenaa, Erik, Richard Whittington, Christian Lauvrud, and Kåre Nonstad. "Job stress, burnout and job satisfaction in staff working with people with intellectual disabilities: community and criminal justice care." Journal of Intellectual Disabilities and Offending Behaviour 6, no. 1 (March 9, 2015): 44–52. http://dx.doi.org/10.1108/jidob-04-2015-0007.

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Purpose – The purpose of this paper is to examine and compare levels of burnout, traumatic stress and resilience amongst Norwegian nursing care staff in two intellectual disability (ID) services. Design/methodology/approach – This was a cross-sectional survey in which 137 staff completed questionnaires measuring work-related stress, burnout, compassion and resilience. Two groups were compared; staff in the national forensic ID services and staff in the community ID caring services. Findings – Nursing staff in the community ID caring services had significantly more signs of stress and burnout compared to the other group. At the same time they were more compassionate. Originality/value – The different caring cultures examined in this study indicated that the forensic ID staff tended to focus on the physical aspects of the caring role whilst the community ID staff tended to focus on the relational issues. The impact of serious events resulted in a higher level of stress and burnout symptoms, however the community carers showed more compassion to their work.

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Yoshimatsu, Keiko, and Hisae Nakatani. "Home Visiting Nurses’ Job Stress and Error Incidents." Home Health Care Management & Practice 32, no. 2 (January 13, 2020): 110–17. http://dx.doi.org/10.1177/1084822319899392.

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The current study examined the relationship between home visiting nurses’ job stress and error incidents to provide a better understanding of risk management for home visiting nursing services. Home visiting nurses often perform patient care alone, under great mental and physical stress, increasing the risk of human error when executing tasks. A mail survey was distributed to 437 home visiting nurses working at agencies in 71 locations in Japan. The questionnaires were anonymously completed and included items on career history, experiences of job stress, and experiences of incidents. Answers were collected from 230 participants. After eliminating incomplete responses, 146 questionnaires were included in the analyses. Participants’ average age was 48.5 ± 9.3 years, and they had an average of 7.2 ± 5.6 years of experience in home visiting nursing services. In total, 21 (14.4%) were administrators, and 125 (85.6%) were staff nurses. Administrators experienced more no-harm incidents in which an error occurred but did not result in client injury than did staff nurses ( p < .05) and scored higher on three items of job stress (quantitative overload, fit to the job, and supervisor support) ( p < .05). Harmful incidents were positively associated with quantitative overload ( p < .05) and work environment ( p < .01). These results suggest that there is a limit to the extent to which an administrator can offer safe care. A less stressful working environment and active information exchange rooted in a culture of medical safety should reduce the number of incidents.

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Lee, Jae Woon, and Jae-Hyun Ha. "The Effect of a Job Stress Management Program Based on Acceptance-Commitment Therapy for Firefighting Paramedics." Journal of Korean Academy of Fundamentals of Nursing 28, no. 1 (February 26, 2021): 56–66. http://dx.doi.org/10.7739/jkafn.2021.28.1.56.

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Purpose: The purpose of this study was to develop an acceptance-commitment therapy (ACT) based job stress management programs for firefighting paramedics and to examine the effects on the psychological flexibility, job stress (i.e. psychological, physiological and behavioral areas) and quality of life.Methods: This study consisted of a pre-test-posttest for a nonequivalent control group design. Participants were 45 firefighting paramedics working at two fire stations located in specific areas (experimental group: 22, control group: 23). The experimental group received the ACT based job stress management program twice a week for a total of 3 weeks. The study was carried out from August 12 to 31, 2019, and data were analyzed using IBM SPSS/WIN 25.0 with a x2 test, Fisher's exact test, and independent t-test.Results: The differences between experimental and control groups were statistically significant for psychological flexibility (t=4.91, p<.001), psychological job stress (t=-6.10, p<.001) and quality of life (t=3.78, p<.001). However, physiological stress (t=-1.91, p=.063) and behavioral stress (t=-1.18, p=.243) were not significantly different between the two groups.Conclusion: The results of this study suggest that ACT based job stress management program can be used as an effective community mental health nursing intervention to improve the psychological flexibility, psychological job stress and quality of life of firefighting paramedics.

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Lee, Eunsook, and Insil Jang. "Nurses’ Fatigue, Job Stress, Organizational Culture, and Turnover Intention: A Culture–Work–Health Model." Western Journal of Nursing Research 42, no. 2 (April 21, 2019): 108–16. http://dx.doi.org/10.1177/0193945919839189.

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We examined the factors affecting clinical nurses’ turnover intention and constructed a structural equation model based on the Culture–Work–Health Model. This cross-sectional study utilized self-administered questionnaires. Registered nurses ( N = 252) from four tertiary hospitals participated. Factors affecting nurses’ turnover intention included the organizational culture, job stress, and fatigue (explanatory power = 56.7%), and the model showed acceptable goodness of fit. In the final turnover intention model, fatigue and job stress had direct effects and the organizational culture had indirect effects. The organizational culture also had indirect effects on turnover intention through job stress and fatigue. This model, therefore, effectively explained how nursing organizational culture, job stress, and fatigue affect their turnover intention. The results provide support for theory-driven interventions to address developing intention to stay at work among experienced nurses.

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Owen, Bernice D., and Arun Garg. "Back Stress Isn't Part of the Job." American Journal of Nursing 93, no. 2 (February 1993): 48. http://dx.doi.org/10.2307/3427000.

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Owen, Bernice D., and Arun Garg. "Back Stress Isnʼt Part of the Job." AJN, American Journal of Nursing 93, no. 2 (February 1993): 48–51. http://dx.doi.org/10.1097/00000446-199302000-00018.

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Wanninayake, Indika, and Sumal Nandasena. "REDUCING THE JOB-RELATED STRESS AMONG NURSING OFFICERS IN A BASE HOSPITAL, SRI LANKA." International Journal of Advanced Research 9, no. 01 (January 31, 2021): 573–80. http://dx.doi.org/10.21474/ijar01/12330.

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Introduction: Stress is a one of risk factors affecting all health categories including nursing officers. Objective: To implement a Mindfulness Base Stress Reduction (MBSR) intervention for nursing officers at base hospital Horana Sri Lanka. Methodology: Intervention study with randomizing nursing officers for two groups (i.e., control group and intervention group) was conducted in Base hospital, Horana. A sample of 96 nursing officers was randomized to two groups. Prior to randomization, baseline stress level was assessed by Expanded Nursing Stress Scale (ENSS). A six-week mindfulness-based stress reduction (MBSR) package was implemented for intervention group. Similar to the baseline assessment, effectiveness of the MBSR package was assessed following the implementation in both groups. Student t test was used to compare intervention and non-intervention group. Initially, 48 participants were selected for each arm. Out of the remaining participants, 42 in non-intervention group and 41 in the intervention group were completed the post intervention assessment, successfully. Results: Several aspects of stress were improved with the intervention. As examples, perception of stress due to issues of inpatient care including procedure painful to patient (p =001), The death of a patient with whom you develop with a close relationship ( p<0.001)), Physician(s)not being present when patients dying ( p =0.001), watching the patient suffer( p <0.001), were significantly improved in the intervention group. Conclusion: Result of present study shows benefits of MBSR intervention to reduce perception of stress among nursing officers. The MBSR package is recommended for other hospitals.

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Theme Filha, Mariza Miranda, Maria Aparecida de Souza Costa, and Maria Cristina Rodrigues Guilam. "Occupational stress and self-rated health among nurses." Revista Latino-Americana de Enfermagem 21, no. 2 (April 2013): 475–83. http://dx.doi.org/10.1590/s0104-11692013000200002.

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OBJECTIVE: To analyze the association between job stress and self-rated health among nurses in public hospital emergency units. METHODS: This is a cross-sectional study undertaken through the administration of a self-administered questionnaire in a sample of 134 health professionals, using the brief version of the Job Stress Scale. Descriptive analyses of the socio-demographic, health and work variables were undertaken, as was multivariate analysis through unconditional logistic regression for adjustment of the association between job stress and poor self-rated health, in accordance with potential confounding variables, with a level of significance of 5%. RESULTS: 70% of the interviewees were classified as passive workers or as with high strain. Poor self-rated health was significantly greater among health professionals with high demand and low control, compared to those with low strain, after adjusting for co-variables. CONCLUSIONS: Low control, allied with low demand, can serve as a demotivating factor, contributing to the increase in professional dissatisfaction. It is recommended that institutions should adopt a policy of planning and managing human resources so as to encourage the participation of health professionals in decision-making, with a view to reducing job stress among nurses.

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Ameen, Kamal, and Saman Faraj. "Effect Of Job Stress On Job Satisfaction Among Nursing Staff In Sulimani Mental Health Hospitals." Mosul Journal of Nursing 7, no. 2 (December 25, 2019): 109–19. http://dx.doi.org/10.33899/mjn.2019.164132.

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Heeb, Jean-Luc, and Véronique Haberey-Knuessi. "Health Professionals Facing Burnout: What Do We Know about Nursing Managers?" Nursing Research and Practice 2014 (2014): 1–7. http://dx.doi.org/10.1155/2014/681814.

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Objective. To address the degree of burnout in nursing managers in hospitals of Western Switzerland, including comparison with medical managers, and its relationship with personal, work-related, and organizational characteristics.Methods. Statistical analysis of the scores of the Maslach Burnout Inventory-Human Services Survey from 257 nursing managers who answered a standardized electronic questionnaire.Results. Nursing managers showed a low degree of burnout, which was similar to that of medical managers. Most of them had a low level of emotional exhaustion and a low level of depersonalization, while personal accomplishment was contrasted. Only 2.3% had a high degree of burnout. These findings challenge the hypothesis of high stress being associated with high burnout, as nursing managers can be supposed to have a highly demanding job due to their intermediary position within the hospital hierarchy. Variations of burnout by personal, work-related, and organizational characteristics mainly concerned emotional exhaustion.Conclusion. Though nursing managers face a highly demanding job, they may benefit from resources (including coping strategies and empowerment) which help counterbalance job stress. Unequal distribution of resources may play a central role when facing burnout.

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Zaini, Achmad, and Ari Prasetyo. "Stres Kerja Dengan Kinerja Islam Rumah Sakit Aisyiyah." Jurnal Ekonomi Syariah Teori dan Terapan 2, no. 6 (December 4, 2015): 521. http://dx.doi.org/10.20473/vol2iss20156pp521-530.

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This research was aimed to find out the effect of work stress against the Islamicperformance of nursing employees part Aisyiah Bojonegoro hospital. This research used questionmaires in primary data collection and quantitative approaches.Experiments were done using simple linear regression, where the dependent variable (Y) is islamic performance and the independent variable (X) is job stress. The research sample was taken by probability sampling with simple random sampling method. The research sample was 56 employees of Aisyiah Bojonegoro hospital.Based on the findings, it obtained simple linear regression equation: Y = 5,737 + (-0,640 X). The results of this research showed that the influence of job stress has positive effect and signifficant against the Islamic performance of nursing employees Aisyiah Bojonegoro hospital. The R2 on this research showed the number 0.473, which mean that 47.3% of islamic performance can be explained by the variables of job stress.

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Stacciarini, Jeanne-Marie R., and Bartholomeu Torres Troccoli. "Occupational stress and constructive thinking: health and job satisfaction." Journal of Advanced Nursing 46, no. 5 (June 2004): 480–87. http://dx.doi.org/10.1111/j.1365-2648.2004.03022.x.

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Lee, Seongjin. "The Effects of Job Stress on Job Consciousness and Job Satisfaction of Nursing Caregiver in Long-term Care Institutions." Journal of Humanities and Social sciences 21 10, no. 5 (October 30, 2019): 1491–502. http://dx.doi.org/10.22143/hss21.10.5.107.

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Cockerill, Rhonda, Linda L. O’Brien Palla, Michael Murray, Diane Doran, Souraya Sidani, Brenda Laurie Shaw, and Jacquelyn Lochhaas Gerlach. "Adequacy of Time per Visit in Community Nursing." Research and Theory for Nursing Practice 16, no. 1 (March 2002): 43–51. http://dx.doi.org/10.1891/rtnp.16.1.43.52997.

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This article is a study of the experiences of community based nurses; specifically, their ratings of the adequacy of time they had to complete treatment and prevention activities. Perception of adequacy of time to complete job functions is important because of its links to job satisfaction and job stress. The largest predictor of a sense of inadequate time was visit characteristics. Specifically, it was the mental health speciality team which was most likely to experience inadequate time to deliver treatment and prevention activities. Possible explanations include the time required to deliver care to this patient population, and/or the greater travelling distances and coordination activities linked to provision of services to this patient population. Nurse characteristics were also important in the analysis. Nurses with an RN designation were less likely to report stress with the time they had to complete their activities. Years of community nursing experience was also an important predictor; individuals with greater community experience were less likely to report inadequate time for their duties.

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Afsar, Bilal, Asad Shahjehan, Sadia Cheema, and Farheen Javed. "The Effect of Perceiving a Calling on Pakistani Nurses’ Organizational Commitment, Organizational Citizenship Behavior, and Job Stress." Journal of Transcultural Nursing 29, no. 6 (March 20, 2018): 540–47. http://dx.doi.org/10.1177/1043659618761531.

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Introduction. People differ considerably in the way in which they express and experience their nursing careers. The positive effects associated with having a calling may differ substantially based on individuals’ abilities to live out their callings. In a working world where many individuals have little to no choice in their type of employment and thus are unable to live out a calling even if they have one, the current study examined how perceiving a calling and living a calling interacted to predict organizational commitment, organizational citizenship behavior, and job stress with career commitment mediating the effect of the interactions on the three outcome variables. The purpose of the study is to investigate the mediating effect of career commitment between the relationships of calling and (a) nurses’ attitudes (organizational commitment), (b) behaviors (organizational citizenship behavior), and (c) subjective experiences regarding work (job stress). Design. Using a descriptive exploratory design, data were collected from 332 registered nurses working in Pakistani hospitals. Descriptive analysis and hierarchical regression analysis were used for data analysis. Results. Living a calling moderated the effect of calling on career commitment, organizational citizenship behavior, and job stress, and career commitment fully mediated the effect of calling on organizational commitment, organizational citizenship behavior, and job stress. Discussion and Conclusion. Increasing the understanding of calling, living a calling, and career commitment may increase nurses’ organizational commitment and organizational citizenship behavior and decrease job stress. The study provided evidence to help nursing managers and health policy makers integrate knowledge and skills related to calling into career interventions and help nurses discover their calling.

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Han, Suk-Jung, Oh-Soon Yoon, Myung-Soon Kwon, and Myung-Sun Song. "Comparison of Emotional Labor and Job Stress of Hospital Nursing Staff." Korean Journal of Occupational Health Nursing 20, no. 1 (May 31, 2011): 55–64. http://dx.doi.org/10.5807/kjohn.2011.20.1.055.

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Yeun, Young-Ran. "Job Stress, Burnout, Nursing Organizational Culture and Turnover Intention among Nurses." Journal of the Korea Academia-Industrial cooperation Society 15, no. 8 (August 31, 2014): 4981–86. http://dx.doi.org/10.5762/kais.2014.15.8.4981.

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Guppy, Andrew, and Tim Gutteridge. "Job satisfaction and occupational stress in UK general hospital nursing staff." Work & Stress 5, no. 4 (October 1991): 315–23. http://dx.doi.org/10.1080/02678379108257029.

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Cho, Wonsup, and Myoungsoon You. "Problems and Prospects of Nursing Research on Job Stress in Korea." Journal of Korean Academy of Nursing Administration 19, no. 1 (2013): 63. http://dx.doi.org/10.11111/jkana.2013.19.1.63.

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