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Littérature scientifique sur le sujet « Nursing – Job stress »

Auteur : Grafiati
Publié le 4 juin 2021
Mis à jour le 6 février 2022

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Articles de revues sur le sujet "Nursing – Job stress"

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Crawford, Susan Lee. « Job Stress and Occupational Health Nursing ». AAOHN Journal 41, no 11 (novembre 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., et Mary K. Salazar. « Job Stress ». AAOHN Journal 41, no 12 (décembre 1993) : 601. http://dx.doi.org/10.1177/216507999304101207.

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Baker, Omar Ghazi, et 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 (19 décembre 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 et 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 (30 novembre 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 et 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., et Susan Kowalski. « Job Stress, Mentoring, Psychological Empowerment, and Job Satisfaction Among Nursing Faculty ». Journal of Nursing Education 51, no 7 (9 mai 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 et 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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Hutchinson, Sally. « Self-care and Job Stress ». Image : the Journal of Nursing Scholarship 19, no 4 (décembre 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 et 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 (octobre 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 et M. Reza Hilmy. « Compensation, Job Stress, and Job Satisfaction on Nurse Turnover Intention at Ananda Bekasi Hospital ». Jurnal Manajemen Kesehatan Indonesia 9, no 1 (30 avril 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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Thèses sur le sujet "Nursing – Job stress"

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Rhoton, Carolyn. « The relationship between stress perceived by oncology nurses and the mastery of stress ». Virtual Press, 1995. http://liblink.bsu.edu/uhtbin/catkey/941377.

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The healthcare industry is undergoing rapid changes. Nursing is in the midst of this dynamic process and is experiencing increased stress as a result. This is especially true of the oncology nurse speciality. The responsibilities of the oncology nurses are becoming more complex. Methods to intervene or master the stress are needed. If mastery of the stress is not achieved, oncology nurses may abandon their speciality and enter another field of nursing or leave the nursing profession. The purpose of this study was to examine the relationship of the stress perceived by oncology nurses and the mastery of this stress.The conceptual framework used in this study was the theory of mastery developed by Younger. The Mastery of Stress Instrument (MSI) developed by Younger was used to measure the stress component and the mastery component. A descriptive correlational study design was used. The population for this study was a convenience sample of the responding members of a midwestern chapter of the oncology nursing society (n= 39). Participation in the study was voluntary, with the MSI and the demographic data being returned by self-addressed postage-paid envelope. The MSI was identified by number only. No names were assigned to the numbers to insure anonymity of the subjects. The data was discussed as group data. No risks to the participants were identified in this study. The benefit of this study was to contribute to the data base for the MSI and to increase the awareness of stress and mastery.The research question was analyzed using the Pearson Moment Correlation Coefficient. A small but significant correlation coefficient was found between the acceptance and the growth subscales of the Mastery of Stress Instrument (r=.33, p <.05). No other significant correlation were found.Rapid changes are occurring in the healthcare environment of today. Nurses are in the center of this change and must master the increased stress experienced. The author concluded that the oncology nurses in this sample have mastered the stress they experienced possibly due to the length of time in the oncology nursing speciality. Also, the high level of education in this sample of oncology nurses indicates that the oncology nurses are more efficient at the mastery of the stress they experience.
School of Nursing
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Douglas, Amelia L. « Job satisfaction in nursing homes ». Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/902478.

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The recruitment, hiring, and retention of registered nurses (RNs) is of critical concern for nursing home administrators. Many times, nursing homes unsuccessfully compete with hospitals and staff relief agencies for available RNs (Braddy, Washburn, & Carroll, 1991). Understanding the factors that influence nurses to seek a particular employer is significant in recruitment and hiring. Factors related to nursing decisions to choose employment in nursing homes were identified in this descriptive study.Price and Mueller's (1981) Causal Model for Turnover (CMT) provided a conceptual framework for the study. The investigator used a revised form of an instrument developed by Price and Mueller for a 1981 study of hospital turnover. The instrument contained 67 items presented in a combination of 59 multiple choice items and 8 five-point Likert-type items. The reliability for each of the seven subscales was equal to or greater than .70.A sample of 300 full-time RNs with tenure of at least 6 months employment with a large for profit corporation was selected for this study. Questionnaires were mailed to participants with a letter of introduction from the investigator and the divisional vice president of the corporation. Subjects were provided with a self-addressed, stamped envelope to be used to return completed questionnaires. A follow-up call was done one week after the mailing requesting return of all completed questionnaires.There were no risks or ill effects from participating in this study. Respondents were free to ask any questions during the study. The agency and respondents were not identified in the sampling and the results of the study. Completion of the questionnaire was interpreted as the respondent's agreement to participate in the study.Results should help administrators understand the factors that influence registered nurses to seek employment in nursing homes. The results of the study should be utilized in reviewing current recruitment, hiring, and retention strategies.
School of Nursing
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Decker, Catherine H. « Job redesign in nursing : a descriptive comparative study ». Virtual Press, 1993. http://liblink.bsu.edu/uhtbin/catkey/879845.

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Job redesign could significantly impact the efficiency was obtained. This survey was comprised of nineteen scales with of the organization. The purpose of this descriptive, comparative study was to describe and compare job characteristics, general job satisfaction, and motivation potential of the job in order to diagnose the job profile of registered nurses, licensed practical nurses, and nursing assistants.The convenience sample consisted of all staff nurses, licensed practical nurses, and nursing assistants working at a 515 bed Department of Veterans Affairs Medical Center in the midwest who voluntarily agreed to complete the Job Diagnostic Survey. A response rate of 36.8% (n = 118) to measure the degree of job characteristics, motivating potential of the job, psychological states, growth need strength, general job satisfaction, and satisfaction context factors present in the current job.Mean scores were computed to measure each variable. All means for each job category were found to be over the midpoint (3.5). Growth need strength was significantly lower than the normative data for RN's and LPN's. Task identity and experienced responsibility for work outcomes were significantly lower than the norm for LPN's assigned to the acute medical area. Motivating potential was significantly lower for nursing assistants assigned to the acute medical and the long term psychiatric area.Adjusting staff assignments to encourage continuity and observation of patient outcomes, and providing direct feedback regarding performance to staff members from nurse managers were implications. Implications include combining tasks to provide a more identifiable job and enable the worker to visualize patient outcomes to a greater degree. Recommendations included further research utilizing the JDS, including comparison of various types of nurse jobs. Statistical analysis in future studies should include comparisons of these different groups.
School of Nursing
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Lynn, Priscilla P. « The effect of job stress and social interactions on nursing job performance a replication study / ». Muncie, Ind. : Ball State University, 2008. http://cardinalscholar.bsu.edu/362.

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Carnevale, Franco A. « Striving to care : a qualitative study of stress in nursing ». Thesis, McGill University, 1994. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=28431.

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This study advances current explanations of stress in nursing. Research reports have documented a broad range of stressors experienced by nurses. This study was motivated by the scarce agreement across studies regarding how these stressors affect nurses and how they are managed by nurses. Virtually all studies of stress in nursing have been based exclusively on self-report data. As well, no studies have been documented regarding the enrichments of nursing that may serve to offset the effects of stress among nurses. A phenomenological method was used in this study in order to obtain rich descriptions of nurses' experience of stress and enrichment within their workplace. Twelve nurses were recruited, six from an intensive care unit and six from a medical unit, in a university-teaching general hospital. These nurses were observed while working on their units and then subsequently interviewed. The principal sources of stress reported were "conflict with the physicians," "complex patient care situations," and "shortstaffing." The coping strategies employed to manage these were "drawing on support" and "stressor-specific strategies." The principal sources of enrichment observed were "the patient" and "the team." A central developmental phenomenon was uncovered that described the nurses' overall attempts to manage their work stress, which has been named "striving to care." The informants' early career was characterized by reports of self-sacrifice, followed later by reports of disenchantment, which sometimes led to a discovery of "relational mutuality." This process resembles the psychological development of women described by Carol Gilligan. Implications for counselling research and practice are outlined in relation to the experience of nurses. These are also related to the broader counselling literature that addresses issues in the work of women and female-dominated occupations.
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Williams, Annette. « Job stress, job satisfaction and intent to leave employment among maternal-child health nurses ». Huntington, WV : [Marshall University Libraries], 2003. http://www.marshall.edu/etd/descript.asp?ref=262.

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Norman, Jennifer A. « The relationship between job satisfaction, work values, and stress in nursing home aides ». Virtual Press, 2004. http://liblink.bsu.edu/uhtbin/catkey/1293377.

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This study was designed to examine the relationship between job satisfaction, work stress, and work value orientation in a sample of nursing home aides. It was hypothesized that 1) organizational stress would impact job satisfaction in a curvilinear manner in such a way to form an inverted U-shape; 2) job risk, a second element of work stress, would also share the same curvilinear relationship with job satisfaction; 3) work value orientation would be significantly related to job satisfaction. Data were analyzed by conducting Curve Estimations and a bivariate regression. Results did not provide support for the hypotheses. Regressions analyzing work stress did provide support for a linear relationship between work stress and job satisfaction. Implications and limitations of the findings were discussed as were recommendations for future research.
Department of Counseling Psychology and Guidance Services
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Rehnström, Karin, et Pia Sundberg. « Moralisk stress hos sjuksköterskor : en littearturöversikt ». Thesis, Högskolan Väst, Avd för vårdutbildningar på grundnivå, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-3476.

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Background: Moral distress is an increasing concern among nurses in their workplace. Previous research has suggested that moral distress is associated with ethical climate and job dissatisfaction. Economic restraints in the organization have led to loss of nurses from the workplace. Aim: To examine nurses experience of moral distress and their causes. Method: The study was a literature review. Twelve articles were used in the study. They had both qualitative and quantitative approaches. The articles were published between 2000-2011. Results: Three themes emerged from the articles: Powerlessness, meaninglessness and feeling unsafe. The main cause of these feelings was due to understaffing and working with nurses I consider unsafe. Another cause was to perform tasks that I consider meaningless for the patient and cause more harm than good. Conclusion: Moral distress is common among nurses in health care. It can be elicited from different kinds of situations encountered in the work environment. Keywords:  experience, job satisfaction, moral distress, nursing, occupational stress
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Thomas, Cynthia M. « Issues of concern for directors of nursing in long term care ». Virtual Press, 1999. http://liblink.bsu.edu/uhtbin/catkey/1154778.

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Health care delivery has changed and the long term care facility has residents with more complex medical problems. The director of nursing (DON) faces many problems and stressors, is often dissatisfied and leaves the position within the first two years. This turnover is associated with increased cost to the facility, decrease in the quality of care provided to residents and an increase in the turnover rate of the nursing staff. While the turnover problem is significant to the agency and the industry, little has been accomplished to correct the situation.The purpose of this descriptive study was to examine the stressors and emotions that are associated with the tenure and job satisfaction of directors of nursing in long term care. The theoretical framework for this study was the revised causal model of job satisfaction developed by Agho, Mueller and Price (1993).Participants were obtained from a current list from the National Association of Director's of Nursing Administration/Long Term Care (NADONA/LTC). The population was 400 directors of nursing currently employed in long term care. The sample of 134 (34%) was obtained from the completed questionnaires. Participants completed two questionnaires about the stressors of the director's position and demographics. The procedures for the protection of human subjects were followed.Findings supported Agho, Mueller and Price's (1993) revised causal model of job satisfaction. In this study (39.6%) of the DONs reported they would not leave the position even if there were other opportunities elsewhere. This was in spite of 67 (50%) who stated the area they worked in had other nursing opportunities. DONs (77.7%) had a great deal of freedom to make decisions in the job, supporting Agho et al., (1993) findings that autonomy was important to job satisfaction as an abstract concept. Role overload was also cited by Agho et al., (1993) to effectjob satisfaction. The majority of respondents ( n = 123; 92.5%) believed the job to be stressful yet 78 (58.6%) did not leave work with feelings of failing, as well as 119 (88.8%) saw their work as having a greater purpose. This finding did not support Agho et al. (1993) model.In spite of being stressed and dealing with a high degree of repetition 83 (62.4%) of the DONs had a high degree of job satisfaction with the current position and 94 (70.2%) felt fulfilled. Believing DONs could make a positive change in the career was expressed by 115 (85.9%) which supports Agho et al. (1993) work motivation or the belief in the centrality of the work role in one's life. Findings did not support the current trend for advanced education as preparation for the position. The DONs (61.6%) in this study believed that an associate degree or diploma was adequate preparation for the position.In conclusion the DONs participating in the study were able to identify areas of stress and issues of concern which impact job satisfaction and tenure. Findings suggested that to retain a DON in long term care the administrator and staff must be supportive of decisions made while managing the department. DONs indicated jobs were stressful, required long hours, and involved dealing with staff conflict which created stressors. However, individuals loved the work, because individual believed some good was being accomplished and making a difference in people's lives which made the stress tolerable. Findings suggest the majority of the DONs remain in the position for personal satisfaction.Implications from this study suggested that the tenure and job satisfaction of the DON in long term care can be lengthened and strengthened to improve and stabilize long term care facilities and the industry as a whole. Quality of care, staffing turnover and negative/positive cost to the facility hinges on the tenure of the DON. Long term care directors may need advanced education to manage stress and handle complex daily decisions. Directors need a sense of support from the administrator and the staff to develop autonomy. Directors need to be involved in nursing organizations and hold certifications that support and provide some stature to the position. Directors may need to unite and lobby to create change in the long term care industry.
School of Nursing
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Rana, Pongruengphant Hines Edward R. « The relationship between role stress and job satisfaction of academic nursing administrators in Thailand ». Normal, Ill. Illinois State University, 1991. http://wwwlib.umi.com/cr/ilstu/fullcit?p9203034.

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Thesis (Ph. D.)--Illinois State University, 1991.
Title from title page screen, viewed December 12, 2005. Dissertation Committee: Edward R. Hines (chair), Patricia H. Klass, John R. McCarthy, Thomas W. Nelson, George Padavil. Includes bibliographical references (leaves 90-99) and abstract. Also available in print.
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Livres sur le sujet "Nursing – Job stress"

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Massachusetts. General Court. Legislative Special Commission on Nursing and Nursing Practice. The nursing crisis in Massachusetts : Report of the Legislative Special Commission on Nursing and Nursing Practice, May 2001. Boston, Mass : The General Court of Massachusetts, 2001.

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Stress in the nursing profession. Springfield, Ill., U.S.A : Thomas, 1988.

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Bailey, Roy D. Stress and coping in nursing. London : Chapman and Hall, 1989.

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Hospital Council of Metropolitan Toronto. Nursing Manpower Task Force. Report of the HCMT Nursing Manpower Task Force. Toronto : The Council, 1988.

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Northrop, Lynn Marie Emer. Stress, social support, and burnout in nursing home staff. Morgantown, VA : West Virginia University, 2000.

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L, Cooper Cary, dir. Stress and the nurse manager. Chichester : Wiley, 1986.

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Stress and self-awareness : A guide for nurses. Oxford : Butterworth Heinemann, 1986.

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Stress and self-awareness : A guide for nurses. Rockville, Md : Aspen Publishers, 1986.

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Frisina, Angela. What do nurses want ? : A review of job satisfaction and job turnover literature. Toronto : Hospital Council of Metropolitan Toronto, Nursing Manpower Task Force, 1988.

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Davies, Celia. Gender and the professional predicament in nursing. Buckingham : Open University Press, 1995.

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Chapitres de livres sur le sujet "Nursing – Job stress"

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Khamisa, Natasha. « Nursing Environments : Nurses Perspectives ». Dans Nursing - New Perspectives. IntechOpen, 2020. http://dx.doi.org/10.5772/intechopen.89087.

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Nurses have been found to experience higher burnout levels compared with other health professionals owing to the nature of their work. High burnout levels among nurses have been attributed to their stressful working environments. Prolonged exposure to work-related stress leading to burnout has negative consequences for job satisfaction and general health of nurses. This has wider implications on the health system, such as high turnover rates and compromised patient care. There is a significant gap in research focusing on the relationship between work-related stress, burnout, job satisfaction and general health of nurses in developing countries such as South Africa. A study exploring the relationships between work-related stress, burnout, job satisfaction and general health among South African nurses over time was conducted in order to inform how best to improve nursing environments while enabling quality nursing practice and patient care. A total of 895 nurses participated in the study at baseline and 277 of these individuals were followed up with a year later. Findings showed that although stress related to security risks in the workplace predicts job satisfaction as well as general health, stress related to patient care and nursing shortages better predict job satisfaction and general health over time. Burnout better predicts job satisfaction than general health over time.
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Lorber, Mateja, Sonja Treven et Damijan Mumel. « Leadership Behavior Predictor of Employees' Job Satisfaction and Psychological Health ». Dans Advances in Human Resources Management and Organizational Development, 323–47. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2480-9.ch017.

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Research about relationship between the leadership behavior and the psychological health is still limited. The effect of job dissatisfaction on health is important not only from medical but also from the economic perspective. The association between leadership behavior, job satisfaction and psychological health in nursing was tested. 640 hospital nurses from surgery and internal medicine departments in Slovenian hospitals participated. Data analysis was carried out by using SPSS, 20.0. The transformational leadership style, leaders' characteristics, job satisfaction predicted better psychological health. More frequent exposure to stress and the lack of stress management was associated with poor psychological health. Job satisfaction is at a medium level. The results indicated that 85% of employees in nursing had good psychological health. The psychological health of employees does not affect only on individual, but also on the quality and effectiveness. It is important to monitor employees' job satisfaction and take care for health by providing a healthy work environment.
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Actes de conférences sur le sujet "Nursing – Job stress"

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Kong, Yu-Kyeong, et Sung-Ju Park. « Job Stress, Self Efficacy and Job Satisfaction of Nurse Practitioner ». Dans 10th International Workshop on Healthcare and Nursing 2016. Global Vision School Publication, 2016. http://dx.doi.org/10.21742/asehl.2016.7.13.

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Park, Sang-young, et Sung-Je Cho. « Effects of journalists' job stress factors on physical conditions ». Dans Healthcare and Nursing 2014. Science & Engineering Research Support soCiety, 2014. http://dx.doi.org/10.14257/astl.2014.72.03.

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Han, Joo Hee, et Eun Kwang Yoo. « A Study on Job Stress and Mental Health of Caregiver's ». Dans Healthcare and Nursing 2016. Science & Engineering Research Support soCiety, 2016. http://dx.doi.org/10.14257/astl.2016.128.44.

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Jang, Hae-Kyung, et Bong-Sil Choi. « The Effects of Communication Type, Job Stress, and Stress Coping on Nurses’ Turnover Intention ». Dans 10th International Workshop on Healthcare and Nursing 2016. Global Vision School Publication, 2016. http://dx.doi.org/10.21742/asehl.2016.7.29.

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Choi, Jung Im, et Myung Suk Koh. « Differences of Job stress, Burnout, and Mindfulness according to General Characteristics of Clinical Nurses ». Dans Health Care and Nursing 2015. Science & Engineering Research Support soCiety, 2015. http://dx.doi.org/10.14257/astl.2015.88.40.

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Kang, Hyun Kyung. « Study on Job Stress and Status of Pain by Body Part according to Work Career of Dental Hygienists ». Dans Health Care and Nursing 2015. Science & Engineering Research Support soCiety, 2015. http://dx.doi.org/10.14257/astl.2015.88.31.

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Koh, Myung Suk, Nam Suk Lee et Hyeon Cheol Jeong. « Comparison of the Influence of Work Satisfaction and Job Stress on the Turnover Intention of Nurses in the General Ward and the Comprehensive Nursing Service Ward ». Dans Healthcare and Nursing 2015. Science & Engineering Research Support soCiety, 2015. http://dx.doi.org/10.14257/astl.2015.116.27.

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