Thèses : « Nursing – Job stress »

1

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.

Texte intégral

Résumé :

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

Styles APA, Harvard, Vancouver, ISO, etc.

2

Douglas, Amelia L. « Job satisfaction in nursing homes ». Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/902478.

Texte intégral

Résumé :

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

Styles APA, Harvard, Vancouver, ISO, etc.

3

Decker, Catherine H. « Job redesign in nursing : a descriptive comparative study ». Virtual Press, 1993. http://liblink.bsu.edu/uhtbin/catkey/879845.

Texte intégral

Résumé :

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

Styles APA, Harvard, Vancouver, ISO, etc.

4

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.

Texte intégral

Styles APA, Harvard, Vancouver, ISO, etc.

5

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.

Texte intégral

Résumé :

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.

Styles APA, Harvard, Vancouver, ISO, etc.

6

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.

Texte intégral

Styles APA, Harvard, Vancouver, ISO, etc.

7

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.

Texte intégral

Résumé :

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

Styles APA, Harvard, Vancouver, ISO, etc.

8

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.

Texte intégral

Résumé :

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

Styles APA, Harvard, Vancouver, ISO, etc.

9

Thomas, Cynthia M. « Issues of concern for directors of nursing in long term care ». Virtual Press, 1999. http://liblink.bsu.edu/uhtbin/catkey/1154778.

Texte intégral

Résumé :

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

Styles APA, Harvard, Vancouver, ISO, etc.

10

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.

Texte intégral

Résumé :

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.

Styles APA, Harvard, Vancouver, ISO, etc.

11

Scott, Marcia L. « A descriptive correlational study of perceived stress and perceived health problems in baccalaureate nursing students in small private colleges ». Virtual Press, 1996. http://liblink.bsu.edu/uhtbin/catkey/1014845.

Texte intégral

Résumé :

The purposes of this study were to describe perceived health problems and perceived stress and examine the relationship between perceived health problems and perceived stress in nursing students in five small religiously affiliated colleges with schools of nursing in Indiana.The Neuman Systems Model (Neuman, 1989) was the theoretical framework for the study. Health problems were examined using the Health Problems Inventory (Jones, L. H., 1988) and stress was measured by the Perceived Stress Scale (Cohen, Kamarck, & Mermelstein, 1983).Findings included a moderate level of perceived health problems and a moderate level of perceived stress for the 150 study participants. The relationship between perceived health problems and perceived stress was strongly positive at a significant level (r= .69, p< .001). These findings were consistent with other studies that showed a relationship between stress and health problems in college students. These findings support Neuman's model of the effect of stressors on the system (disrupting the stability).Conclusions were that there is a level of stress that is unmanaged and perceived health problems which may be interfering with the students' education. The study findings have implications for students, nursing faculty, and those who provide health care to college students. Implications are organized into Neuman's three modes of prevention: primary, secondary, and tertiary. Implications included assessment of students to determine the presence of stress, stress management education for students, alerting nursing faculty and health care providers to the health problems identified by students, and increasing faculty awareness concerning the stressful nature of nursing school.
School of Nursing

Styles APA, Harvard, Vancouver, ISO, etc.

12

Bostwick, Paula Manuel. « Job satisfaction of registered nurses employed in nursing homes ». Virtual Press, 1996. http://liblink.bsu.edu/uhtbin/catkey/1020154.

Texte intégral

Résumé :

The nursing home industry has low registered nurse retention rates. Low retention rates can be related to job satisfaction. The nursing home industry needs qualified registered nurses (RNs) who are satisfied with all aspects of their jobs. The purpose of this study was to examine factors affecting job satisfaction of RNs currently employed in nursing homes using Herzberg's (1968) Dual Factor Theory.Herzberg (1968) has identified internal factors that motivate employees on the job. If intrinsic factors are met, the employee is satisfied. Extrinsic factors, if present, will not satisfy the employee, but will prevent dissatisfaction (Herzberg, 1968). The Minnesota Satisfaction Questionnaire - Short Form, was used to determine the intrinsic, extrinsic and general satisfaction scores of 48 (480) RNs currently employed in ten nursing homes from the midwest. Confidentiality and anonymity of the subjects were maintained as questionnaires contained no identifying information.Findings supported previous studies on job satisfaction of RNs employed in nursing homes. Participants did not identify intrinsic factors as being fully satisfactory, but responses were closer to satisfied than dissatisfied. Extrinsic factors were not sources of dissatisfaction, but responses were closer to dissatisfied than satisfied. General satisfaction scores determined respondents were not fully satisfied, but were closer to neutral scores. Responses were closer to being satisfied than not. Conclusions were that extrinsic and intrinsic factors influence job satisfaction.Implications call for examination of factors effecting job satisfaction. Managers should increase job security, social services, activites, independence and variety. Human relations, company policies and technical supervision should be open to input from staff as to how the extrinsic motivational factors can be improved. Recommendations include replication of this study with a large sample size; assuring nurses under 40 years of age participate in further studies and the need for nursing home administrators to address intrinsic and extrinsic factors that affect job satisfaction.
School of Nursing

Styles APA, Harvard, Vancouver, ISO, etc.

13

Barbosa, Manuel. « Authentic Leadership Behaviors and Job Satisfaction and Stress among ICU Staff Nurses ». Thesis, University of Phoenix, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13426920.

Texte intégral

Résumé :

Stress in the Intensive Care Unit (ICU) and the leadership style of the nurse manager are predictors of job satisfaction, which is linked to intent-to-leave and increased turnover rates among ICU registered nurses. This quantitative correlational study determined that authentic leadership behaviors of transparency, self-awareness, balanced processing, and internalized moral perspective of the nurse manager significantly correlated with job satisfaction and predictor of stress among ICU RNs. A Pearson correlation was used to analyze the data from a stratified random sampling of ICU RNs from the four different not-for-profit hospitals in the northwestern United States. The positive relationship between the nurse authentic leadership behaviors of transparency, self-awareness, balanced-processing, and ethical/moral behaviors and job satisfaction and stress among ICU registered nurses recommends for the nursing leaders to have an authentic leadership training. The information gathered through this study provided the nursing leaders a better understanding of authentic leadership theory to promote a healthy work environment. Thus, a satisfying leadership behavior fosters trust, enhance job satisfaction, and supports a less stressful working situation for the ICU staff nurses.

Styles APA, Harvard, Vancouver, ISO, etc.

14

Yeh, Tzu-Pei. « The relationship between personality and job stress, burnout, satisfaction and resilience in Taiwanese cancer nurses ». Thesis, University of Hull, 2016. http://hydra.hull.ac.uk/resources/hull:13642.

Texte intégral

Résumé :

Aim The aim of this study is to test the relationship between personality, job stress, burnout, satisfaction and resilience in Taiwanese cancer nurses. Background The retention of nurses is a global issue which is closely related to patients’ safety and the quality of nursing care. Job stress, burnout and satisfaction influence nurses’ intentions to leave their jobs. Job stressors, levels of stress and burnout, coping strategies selection, and influential factors of job satisfaction such as leadership type have been broadly investigated. Personality is the deciding factor in how people perceive the environment and events, and it affects an individual’s stress and behaviour in an organization. Resilience has been noted as a mediator of stress. Nurses possessing certain personality characteristics may adapt to their jobs better than others by showing less stress and burnout, and higher job satisfaction. The difficulties of nursing care vary across different specialised contexts; therefore, further research should emphasise specific nursing specialists such as cancer nurses. Design Mixed research methods with questionnaire survey and in-depth interview was used. Methods The NEO Five Factor Inventory-3 (Coast and McCare, 1992), the Nurse Stress Checklist ; (Benoliel, 1990; translated into Chinese by Tsai, 1993), the MBI-Human Services Survey (Maslach et al., 2001), the Nurse’s Job Satisfaction Scale (Lin et al., 2007b) and the Brief Resilience Scale (Smith et al., 2008) were selected as the measurement tools in this research. An interview guideline was developed based on the components of selected questionnaires to check the validity of the questionnaires and to investigate significant relationships in the statistical results. T-test, Pearson’s correlation, ANOVA (analysis of variance) and structural equation modelling (SEM) were used to test the relationships between variables; content analysis was used to analyse interviews. Results Cancer nurses’ personality successfully predicted their resilience, stress, burnout, job satisfaction and intention to stay. Personality especially explained resilience, stress and burnout. Nurses’ resilience acted as a negative mediator to burnout, while stress mediated burnout positively. Conclusion A personality test could be used in recruiting nurses, making nursing career plan and proposing effective interventions to increase nurses’ resilience and diminish nurses’ stress and burnout. Further studies in other nursing professionals are needed.

Styles APA, Harvard, Vancouver, ISO, etc.

15

Beymer, Toni M. « The tenure of directors of nursing in rural acute care hospitals ». Virtual Press, 1995. http://liblink.bsu.edu/uhtbin/catkey/935945.

Texte intégral

Résumé :

Rural health care has been affected by health care changes. Twenty-seven percent of the U.S. population live in rural areas (Adams, 1993; Weinert & Long, 1991). The purpose of this study was to examine the tenure of rural Directors of Nursing (DONs) in the DON position, to examine the tenure of rural DONs in the organization, and to profile the personal system of the DON in a rural hospital. The significance of the study was that little is known about rural DONs.The Neuman Systems Model (Neuman, 1989) provided the theoretical. framework for the study using the personal system level. The sample included all rural acute care DONs in one midwestern state. The Assessment of DON Tenure Questionnaire (Rowles, 1992) was the instrument used to collect data. Thirty-three questionnaires were mailed to rural acute careDONs with a return rate of 100%.Rural DONs were found to have a longer tenure in the DON position than the tenure data in the nursing literature. Tenure in the organization was also found to be longer. The typical DON was found to be female, married, with children,45 years old, with a BSN in nursing. The rural DONS were found to be slightly dissatisfied with the job.The return rate of questionnaires demonstrated the rural DONs interest in nursing education, practice and research. The research implication called for further investigation into the tenure measure of rural DONs in other geographic location along with urban DONs tenure measure for comparative analysis. Rural DONs have limited education opportunities based on geographic location. Continuing education programs in nursing administration and practice that are accessible in the rural setting via TVs or computers would be beneficial.
School of Nursing

Styles APA, Harvard, Vancouver, ISO, etc.

16

Pinner, Relaine. « A replication study of neonatal intensive care unit nurses participation in ethical decision making ». Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/917042.

Texte intégral

Résumé :

The purpose of this study was to determine the extent to which Neonatal Intensive Care Unit (NICU) nurses participate in ethical decision making, and to describe the role NICU nurses have in the ethical decision making process.This study replicated a 1991 study conducted by Elizondo. According to Lowe, 1991, replication research is the repeating of a study for the purposes of validating the findings of the original investigation. The traditional theory of utilitarianism provides the theoretical framework for this study, a goal-based approach to ethical decison making that focuses on consequences of actions. Findings provide information about satisfaction and conflicts related to nurse participation in ethical deecision making in the NICU.The Nurse Participation in Ethical Decision Making (NPEDM) questionnaire (Elizondo, 1991) was used for data collection. Of fifty NICU nurses, seventeen (34%) of the sample completed the questionnaire. Confidentiality was maintained. Results showed that all respondents were able to identify methods that are used for participation in ethical decision making. Informal conversations with physicians was identified as the primary method of participation. Forty-one percent of respondents were satisfied with the nurse's role in ethical decision making. Forty-seven percent were only somewhat satisfied.An indication of satisfaction demonstrated by 100% of the study sample was that nurses' ideas are respected by other health care professionals.Findings indicated that a significant positive relationship exists between role satisfaction and study variables. Eighty-eight percent of respondents stated that conflicts related to participation were experienced. Overwhelmingly, respondents felt that the primary source of conflicts were with physicians. These findings are consistent with results reported in the original study.When asked what factors impact on how decisions are made, 40% of respondents indicated that ethical decisions are often impacted by generalized decisions based on viability of the neonate as determined by the gestational age, and "quality of life."Seventy-six percent of respondents believed nurses should be more involved in the ethical decision making. Conferences with physicians and parents was identified by 69% of the study sample. This study found that the older the nurse, the more satisfied with role in the ethical decison making process. Length of employment also contributed positively to satisfaction in ethical decision making. The more educated the nurse, the more satisfied with role in the ethical decision making process. Nurses were less satisfied if conflicts were experienced or identified.Findings suggest that collaborative relationships exist between nurses and other health team members and that nurses feel some sense of fulfillment with their role in the ethical decision making process. It was concluded that many issues were unsolved and need to be discussed.
School of Nursing

Styles APA, Harvard, Vancouver, ISO, etc.

17

Prusky, Sharon, et University of Lethbridge Faculty of Education. « The impact of employing a clinical nurse educator on a nursing uni ». Thesis, Lethbridge, Alta. : University of Lethbridge, Faculty of Education, 1994, 1994. http://hdl.handle.net/10133/62.

Texte intégral

Résumé :

The issues of job satisfaction for nurses and nurses' continuing clinical competence have become major concerns for the nursing profession as evidenced by a growing volume of research into these areas. Both job satisfaction and clinical competence of nurses can affect quality of care (of which patient satisfaction is one facet). This study focussed on the concepts of job satisfaction and clinical competence of nurses, and patient satisfaction-their interelationships, and how they were affected by the implementation of a Staff Development Nurse on one nursing unit in an active treatment hospital. A hospital-based Job Enhancement Project provided a unique opportunity to combine a dynamic real-life situation with an additional case study approach to examining the issues though interviews and documentation of the relationships among the nursing staff over an 18-month period of time. Both quantative and qualitative methods were used to gather pertinent information in addressing the research questions. Focus unit nursing staff questionnaires returned initially (13 of 27) and at the one-year mark (six of 27) of the Project, and interviews with six key participant nursing staff were used to survey nurses' perceptions of their own job satisfaction and clinical competence as well as their perceptions of their peers' job satisfaction and clinical competence. The patients admitted to the focus unit during the Project time frame were also invited to complete patient satisfaction surveys. The Staff Development Nurse and the Nursing Unit Manager were interviewed to give their perspectives. The Staff Development Nurse kept a journal of her work for the 18 month period, and so did the researcher. Frequencies, percentages, and content analysis of qualitative data provided the statistical and descriptive information for inerpretation. One finding in this study was that the Staff Development Nurse did have a positive influence on the clinical competence of some of the nursing staff on the focus unit, which may have in turn had a positive influence on nurses' perceptions of job satisfaction. The Staff Development Nurse was an immense support for the Nursing Unit Manager. However, the major finding in this study was that there were many other factors which influenced nurses' perceptions of job satisfaction, many of them which were beyond the control of the SDN. The SDN actually became a mitigating factor or a buffering agent in helping the nursing staff cope with these other factors. This study contributes to the growing body of research on nurses'quality of working life and some of the influecing factors. It may also provide insights into the realtionships between nurses and patients, and the role definition of a nurse educator on one nursing unit.
xiii, 246 leaves : ill. ; 29 cm.

Styles APA, Harvard, Vancouver, ISO, etc.

18

Lee, Irene University of Ballarat. « An Investigation into the experiences of occupational stress of graduate nurses in Hong Kong ». University of Ballarat, 2006. http://archimedes.ballarat.edu.au:8080/vital/access/HandleResolver/1959.17/12749.

Texte intégral

Résumé :

"The major criticism by hospital trained clinical nurses is that university graduates are perceived as not being competent practioners as a result of limited time spent in clinical areas. This lack of clinical experience is thought to contribute to new graduates' sense of occupational stress."--leaf xii.
Doctor of Philosophy

Styles APA, Harvard, Vancouver, ISO, etc.

19

Lee, Irene. « An Investigation into the experiences of occupational stress of graduate nurses in Hong Kong ». University of Ballarat, 2006. http://archimedes.ballarat.edu.au:8080/vital/access/HandleResolver/1959.17/14588.

Texte intégral

Résumé :

"The major criticism by hospital trained clinical nurses is that university graduates are perceived as not being competent practioners as a result of limited time spent in clinical areas. This lack of clinical experience is thought to contribute to new graduates' sense of occupational stress."--leaf xii.
Doctor of Philosophy

Styles APA, Harvard, Vancouver, ISO, etc.

20

Salsamendi, Noreen. « Stress, job satisfaction, and related outcomes in intensive care unit nurses and labor and delivery unit nurses ». Honors in the Major Thesis, University of Central Florida, 2009. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/1332.

Texte intégral

Résumé :

This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.
Bachelors
Sciences
Psychology

Styles APA, Harvard, Vancouver, ISO, etc.

21

Damit, Abd Rahim. « Identifying sources of stress and level of job satisfaction amongst registered nurses within the first three years of work as a registered nurse in Brunei Darussalam ». Queensland University of Technology, 2007. http://eprints.qut.edu.au/16608/.

Texte intégral

Résumé :

Method This study used a descriptive correlational study design to examine new nurses within the first three years of work as a registered nurses' perception of stress and level of job satisfaction in today's complex clinical nursing working environment. Data was collected through distribution of self administered questionnaires, which comprised 59 items of Expanded Nursing Stress Scale (French, Lenton, Walters and Eyles, 1995) and the two part measurement tool of Index of Work Satisfaction Survey (Stamps, 2001). This questionnaire was distributed to 120 new registered nurses working in Raja Isteri Pengiran Anak Saleha Hospital (R.I.P.A.S.), the main referral hospital in Brunei Darussalam. The sample consisted of both male and female registered nurses (RN) who had less than three years working experience in nursing. Results Responses to the Expanded Nursing Stress Scale (ENSS) identified that the new registered nurses rated their Uncertainty Concerning Treatment as highly stressful events that frequently occurred in the workplace. The study findings also revealed that the level of stress and the common stressors in new registered nurses within the first three years of work as a registered nurses were similar irrespective of whether they were working in the speciality units or in general wards. Results for Index Work Satisfaction Survey (IWSS) Part A and B also suggested that there was no significant difference on the levels of job satisfaction in both groups of new registered nurses, with the majority of nurse choosing Professional Status as the most important component. Conclusion Results of this study are likely to have important implications for nursing education, administration, management, organisation, practice, knowledge, and research. The study findings have the potential to make a significant contribution to determining coping strategies that might help in reducing the amount of stress experienced by the new registered nurses in day to day challenging and demanding nursing roles. The study also has the potential to have wider benefits to nursing practice not just at Brunei Darussalam.

Styles APA, Harvard, Vancouver, ISO, etc.

22

Brophy, Deborah Marilyn. « Occupational challenges faced by nursing personnel at a state hospital in Cape Town, South Africa ». Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/2082.

Texte intégral

Résumé :

Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2015.
Occupational challenges exist in all working environments, and affect all levels of organisational personnel from top management to employee levels. State hospitals in South Africa place occupational demands mainly upon registered nurses who make up most of the hospital staff. The focus of the research investigation concentrated mainly on a population of three groups of registered nurses at a state hospital in Cape Town. They are staff nurses, professional nurses and enrolled nursing assistants. These nurses are experiencing a decline in morale, due to staff shortages, a lack of resources and a perceived lack of leadership. They experience various levels of stress, which affect their personal health and morale. The objective of the research was to analyse the impact on the state registered nurses of three main contributors of occupational challenges faced by these nurses, namely a lack of resources, staff shortages and a perceived lack of good leadership. The nurses are employed to provide quality care for patients in state hospitals.

Styles APA, Harvard, Vancouver, ISO, etc.

23

Löfgren, Marie. « Stress i det dagliga arbetet - Sjuksköterskors upplevelser och erfarenheter : En litteraturstudie ». Thesis, Högskolan i Borås, Akademin för vård, arbetsliv och välfärd, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-24016.

Texte intégral

Résumé :

Stress i arbetet, stress hemma, stress i livet, överallt finns stress, detta är en naturlig del i livet. Vid långvarig stress eller negativ stress blir den sjuklig. När det föreligger obalans mellan arbetsuppgifter och tid, kan detta ge upphov till stress hos sjuksköterskor För att inte utveckla symtom på utmattning eller andra sjukdomar måste det på allvar göras något åt stressen som finns, i detta fall på sjuksköterskors arbetsplats. Tidigare studier visade att sjuksköterskor upplevde och hade erfarenhet av stress av för låg bemanning och när de fick dåligt stöd av chefer. Att bibehålla de professionella etiska reglerna upplevdes också svårt. Syftet med denna litteraturstudie var att belysa sjuksköterskors upplevelse och erfarenhet av stress i arbetet. Metodval gjordes genom att följa Fribergs (2017, ss. 141–143) modell för litteraturöversikt. Databaserna Cinahl, PubMed och PsychInfo användes för litteratursökningen. Detta resulterade i åtta artiklar. Fem kvantitativa, två kvalitativa och en med både kvantitativ och kvalitativ metod. Litteraturstudien påvisar att sjuksköterskor upplever eller erfar stress i arbetet. Stressen orsakades inte av samma stressorer för alla, men många orsaker till stress hade artiklarna gemensamt. Detta var att särskilt hög arbetsbelastning som ofta orsakades av underbemanning och bristande arbetsledning var vanligaste orsaken till stress. Ett bra socialt nätverk kunde mildra stressupplevelserna. Med ständig underbemanning eller överbeläggning, är det svårt att upplevelser och erfarenheter av stress för sjuksköterskor kommer att minska. När sjukvården ibland bedrivs som företag som inte får kosta för mycket, kan en del av glädjen i arbetet tappas men också omtänksamhet och omvårdnad från personalen.

Styles APA, Harvard, Vancouver, ISO, etc.

24

Weber, William C. « How new graduate nurses learn to practice in a trauma setting : a grounded theory approach ». Virtual Press, 1993. http://liblink.bsu.edu/uhtbin/catkey/865948.

Texte intégral

Résumé :

This study describes how new graduate nurses learn to practice in a trauma setting. The research questions focused on how new graduate nurses learn the skills necessary to work in a trauma setting, what were the best methods of introducing new graduate nurses to performing nursing interventions in a trauma setting, and how can this learning be facilitated. The grounded theory research approach was used. The sample was drawn from a population of emergency room nurses working in a level one trauma center. The core category that emerged from the data was overcoming anxiety. Working in a trauma setting is an anxiety provoking experience. New graduate nurses used learning as a method of overcoming the anxiety faced in this setting. Learning methods included observing, discussing, practicing, and rehearsing. Preceptors, mentors, and models helped new graduates learn. Learning took place in three areas: psychomotor learning, conceptual learning, and self-learning.
School of Nursing

Styles APA, Harvard, Vancouver, ISO, etc.

25

Marker, Jan Robey. « Perceptions and practices of nurse educators in recognizing and addressing student nurse stress ». Virtual Press, 2001. http://liblink.bsu.edu/uhtbin/catkey/1221275.

Texte intégral

Résumé :

Three hundred and eight nurse educators, who teach in NLN Accredited Bachelor of Science in Nursing Programs in the Midwest, were requested to complete a three-page survey concerning their perceptions and practices concerning student stress. The study demonstrated that nurse educators, in this study, were aware of the level of stress among students who were pursuing undergraduate degrees in nursing. The study found that most nurse educators understood that the sources of stress were a combination of the many roles and responsibilities of students. They were aware that most students needed services/interventions to assist them in coping with stress. Most nurse educators thought that they were responsible, to some degree, for intervening to assist students in decreasing their stress level. However, they expressed frustration at their attempts to help students. They indicated that many of the sources of stress were not within faculty control and that there was low participation when services/interventions were offered. Finally, the study found that most nurse educators thought that stress management for nursing students was included in the nursing curriculum. However, very little time was actually spent on stress management in the nursing program. Nurse educators indicated that they relied on other institutional services/interventions to provide stress management skills. However, many nurse educators indicated that they were willing to make changes to assist students. Nurse educators need to reconsider the amount of time that is spent facilitating students in reducing stress and helping them build coping skills that will continue to help them become competent nurses. Given the predicted nursing shortage that is estimated to last until 2020, the low application rate to nursing school, and the graying of America, it would seem prudent that nurse educators assist students who are in nursing programs become successful. The health of our nation may be at stake. The task for nurse educators is to help students recognize the signs of stress, understand the effects that unmanaged stress can produce, and teach the techniques that students can use in coping with stress.
Department of Educational Leadership

Styles APA, Harvard, Vancouver, ISO, etc.

26

Lanz, Julie J. « Examining the Impact of Resilience on Work Stress and Strains in Nurses ». FIU Digital Commons, 2015. http://digitalcommons.fiu.edu/etd/2232.

Texte intégral

Résumé :

To address commonly cited organizational and personal outcomes in the nursing industry, it is important to identify factors that may mitigate the relationship between workplace stressors and strains such as turnover intentions, job satisfaction, burnout, and injuries. The purpose of the current study is to explore the role of trait resilience on the emotion-centered model of job stress in a sample of U.S. nurses. The study uses a multiwave design to examine the mitigating role of trait resilience on work strains in nurses. In a sample of 185 nurses and 97 multiwave pairs, resilience was found to be significantly related to job-related affect, turnover intentions, job satisfaction, emotional exhaustion, and personal accomplishment. Using multiple regression analyses, the relative effects of four common stressors affecting nurses were compared: interpersonal conflict at work, quantitative workload, emotional labor, and traumatic events. After accounting for the common workplace stressors that nurses experience, interpersonal conflict at work was the only significant predictor of emotional and behavioral strains among nurses. Moreover, resilience was found to moderate the relationship between interpersonal conflict at work and job-related negative affect such that nurses that were high on resilience reported lower job-related negative affect. Given these significant relationships, resilience in the nursing industry should be further explored, as well as the potential for resilience training in the health care sector.

Styles APA, Harvard, Vancouver, ISO, etc.

27

Al-Nusair, Hussam. « Percieved work related stress, job performance, social support and intention to stay among immigrant nurses in a culturally diverse setting ». Thesis, University of Nottingham, 2017. http://eprints.nottingham.ac.uk/43218/.

Texte intégral

Résumé :

This thesis measures and explores the perceived work related stress (WRS), job performance, social support and intention to stay among immigrant nurses in a multicultural nursing workforce in a diverse cultural setting at Sultan Bin Abdul-Aziz Humanitarian City (SBAHC), Riyadh region. The present research addresses gaps in the empirical literature by investigating the key work stressors experienced by immigrant nurses working in the Kingdom of Saudi Arabia (KSA) and by establishing nurses’ referent levels of work stress, social support, job performance and intention to stay in their current job. In addition, the research explores the complex relationships between work stress, social support, intention to stay and job performance. The job demand control-support (JDC-S) theory (Johnson and Hall 1988) provides the theoretical background for the thesis. This theory proposes that strain (i.e., work stress) occurs when demands (i.e., work stressors) exceed coping resources (e.g. social support). This research utilizes the case study mixed methodology approach incorporating a quantitative questionnaire survey and qualitative semi structured interviews. The eligible participants comprised 321 nurses 246 (76%) of whom returned their completed questionnaires. For the qualitative component of the study, a purposive sampling strategy was used; 20 nurses were interviewed using a semi-structured interview technique. The quantitative data revealed that nurses’ perception of WRS was occasional. The most common stressful event was Treatment” and “Death and Dying”. The reported mean for the overall job performance scale was high. The highest reported mean of the job performance subscale was for “Professional Development” and “Critical Care”, and the lowest mean was for “Leadership”. Moreover, male nurses reported higher level of stress than female nurses; the higher the number of patients, the higher the reported mean of stress by nurses. The reported mean of the Intention to Stay Scale [McCain Behavioural Commitment Scale (MBCS)] was moderate indicating that most nurses reported that they have a neutral perception of willingness to stay in their current placement. The qualitative phase indicated that the nurses within this environment were experiencing high levels of WRS and struggling to achieve cultural competence; consequently, they were having difficulties in meeting the patient’s cultural and spiritual needs as well as maintaining a high standard of care. Importantly, there was inadequate support by the organisation or supervisor to manage WRS. Nurses perceived their job performance as high, and they intended to stay at work due to the financial benefits they get compared to their home country. Immigrant nurses felt discriminated due to the pay difference. In conclusion, the present research further contributes to our understanding of WRS, social support, job performance and intention to stay among immigrant nurses in KSA. The present study demonstrates that immigrant nurses in KSA are stressed; there was a significant difference between the qualitative and quantitative results.

Styles APA, Harvard, Vancouver, ISO, etc.

28

Arvidsson, Ida, et Anna Törne. « Sjuksköterskors erfarenheter av stress i arbetslivet : En litteraturstudie ». Thesis, Uppsala universitet, Institutionen för folkhälso- och vårdvetenskap, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-225424.

Texte intégral

Résumé :

Bakgrund: Sjuksköterskan har en central roll i omvårdnadsarbetet inom hälso- och sjukvården och är skyldig att ge god och kvalitetssäker omvårdnad. Stress är ett sätt förmänniskan att öka sin beredskap för att hantera krävande situationer, men vid långvarig stress sker en negativ påverkan på individen. Sjuksköterskor är bland de mest stressade yrkesgrupperna i Sverige och stressen kan i sin tur ha inverkan på sjuksköterskans omvårdnadsarbete. Syfte: Syftet med denna studie var att undersöka sjuksköterskors erfarenheter av stress i arbetslivet. Metod: Denna studie är en deskriptiv litteraturstudie. Sökningar gjordes i databaserna PubMed och PsycINFO. Artikelgranskning gjordes genom modifierad granskningsmall medpoängsystem. Femton artiklar inkluderades och 7 exkluderades. Nyckelord identifierades och sammanställdes i kategorier och kategorier. Resultat: Sjuksköterskor var en stressad yrkesgrupp och stress påverkade omvårdnadsarbetet och vårdkvaliteten negativt. Faktorer som upplevdes som stressande var arbetsmiljöfaktorer, etisk stress, engagemang och motivation, arbetserfarenhet och utbildning, arbetstillfredsställelse, krav, kontroll och belöning. Slutsats: En stressad sjuksköterska är varken förenligt med god och kvalitetssäkeromvårdnad, eller med svensk lagstiftning. Genom att förbättra förutsättningarna och förhållandet för sjuksköterskan kan förhållandet för patienten förbättras.
Background: Nurses have a central role in the nursing care context within the healthcare system and is required to provide nursing care of good quality. Stress is a way for the human beings to increase their preparedness to deal with demanding situations, but stress during a prolonged period of time has a negative impact on the individual. Nurses are among the most stressed out professionals in Sweden and stress may in turn have an impact on the nursing care. Aim: The aim of this study was to examine nurses’ experiences of stress in the workplace. Methods: The present study is a descriptive literature review. The searches were preformed in the databases PubMed and PsycINFO. Quality appraisal was done with a modified template with a scoring system. Fifteen articles were included and 7 articles were excluded. Keywords were identified and compiled into themes and categories. Results: Nurses were exposed to a lot of stress which negatively affected the nursing care and the quality of care. Stress was affected by stressors such as working environment, ethical stress, engagement and motivation, working experience and education, job satisfaction, demand, control and reward. Conclusion: A nurse that is stressed out is neither compatible with care of good quality nor with the Swedish law. By improving the working conditions for nurses the conditions for the patient may be improved.

Styles APA, Harvard, Vancouver, ISO, etc.

29

Menzani, Graziele. « Stress entre enfermeiros brasileiros que atuam em pronto socorro ». Universidade de São Paulo, 2006. http://www.teses.usp.br/teses/disponiveis/7/7139/tde-03102006-085602/.

Texte intégral

Résumé :

A enfermagem é considerada uma profissão que sofre o impacto do stress, que advém do cuidado constante com pessoas doentes e situações imprevisíveis, principalmente na unidade de pronto socorro. A finalidade deste estudo foi de levantar os estressores dos enfermeiros atuantes em unidades de pronto socorro nas cinco regiões brasileiras. A população do estudo constituiu-se de uma amostra de 143 enfermeiros atuantes em unidades de pronto socorro das regiões brasileiras e que estavam inseridos em instituições de alta complexidade de assistência prestada. Os dados foram coletados utilizando-se a Escala Bianchi de Stress, constituída por caracterização sócio-demográfica e por 51 itens, que versavam sobre as atividades desempenhadas pelos enfermeiros. A análise estatística dói descritiva e inferencial, usando análise de variância ANOVA. Com a finalidade de promover a comparação e estudo dos dados, foi realizado o escore de stress, em seis domínios, englobando o relacionamento(A), funcionamento da unidade(B), administração de pessoal(C), assistência de enfermagem(D), coordenação da unidade(E) e condições de trabalho(F). Os níveis obtidos foram classificados em baixo (até 3,0), médio (de 3,1 a 4,0) alerta (de 4,1 a 5,9) e alto (acima de 6,0).A amostra foi eminentemente feminina (90,9%), jovem (71,1% com menos de 40 anos), com 2 a 5 anos de formação, atuantes na unidade de pronto socorro há aproximadamente 36 meses, sendo 82,5% dos enfermeiros com cargos assistenciais, 73,2% com pós-graduação latu sensu, e 46,2% dos enfermeiros atuavam em instituições da região Sudeste. Verificou-se que, os enfermeiros obtiveram escore individual de stress entre 3,1 e 5,9, o que denota médio nível a alerta para alto nível de stress. Considerando-se o escore de stress por região obtive-se que SE > NE > S > CO > N. Na análise dos seis domínios, obteve-se, em ordem decrescente, F > C > E > D > B > A, independentemente da região geográfica a que pertencia o enfermeiro. O cargo de \"gerência\" foi a variável com relação estatisticamente significante (p < 0,05), demonstrando que \"ser gerente\", é estressante e aumenta à medida que aumenta também o tempo de formado. Pode-se inferir que tanto a estrutura organizacional da instituição hospitalar tem responsabilidade no nível de stress dos enfermeiros de pronto socorro como também o próprio enfermeiro, na procura de estratégias para enfrentamento da situação, que pode interferir no âmbito pessoal e profissional.
The nursing is considered as stressed work due to treating sick people and improvable situations as in Emergency Department (ED). The goal of this study is to search stressors among Brazilian nurses who work at ED. The sample was constituted by 143 nurses who work at high complexity hospitals. Data was obtained using a \"Bianchi Stress Inventory\" that enclosed socio-demographic data and 51 activities developed by nurses. Statistical analyses was descriptive and inferential using ANOVA. In order to compare data, there was used a score of stress and classified into six areas: relationship(A), unit functioning(B), staff administration(C), nursing assistance(D), unit coordination(E) and work conditions(F). The stress level was determined as low (under 3,0), medium (from 3,1 to 5,9) and high (above 6,0). The sample was feminine (90,9%); young (71,1% under 40 years old); from 2 to 5 years after finishing of undergraduate course; has worked at ED for 36 months as staff nurse (82,5%), concluded graduate course latu sense (73,2%) and 46,2% work in Southeast States. The individual score of nurses varied from 3,1 to 5,9 considered medium level. The stress score among states, in decrescent order, was: Southeast > Northeast > South > Center-West > North. After analyzing the six areas, the classification was: F > C > E > D > B > A and was independent of geographical localization. The \"management\" nurses were more stressed than the others and the result was statistically significant (p < 0,05) and increased with the period after finished undergraduation. The consequences of those results are that the hospital has the responsibility to offer work conditions for nurses and, on the other hand, nurses must know their stress reaction and stressors and improve the use of coping strategies, to diminish personal and professional interferences.

Styles APA, Harvard, Vancouver, ISO, etc.

30

Makie, Veronica Vatiswa. « Stress and coping strategies amongst registered nurses working in a South African tertiary hospital ». Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_3285_1189147984.

Texte intégral

Résumé :

A survey of the literature revealed that althougth a great deal of research has been carried out relating to stress and coping internationally, little has been written about nurses in South Africa. The aim of this study was to identify the possible causes and frequency of stress experienced by registered nurses working in a hospital, to identify the coping strategies used, to assess the relationship between stress and coping mechanisms of registered nurses, to compare stress and adopted coping strategies among registered nurses in the different units/wards, to identify the support systems that minimize stress and to address stress amongst nurses in South Africa.

Styles APA, Harvard, Vancouver, ISO, etc.

31

Moss, Rita J. « The relationship of staff nurse job satisfaction and head nurse management style ». Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/935941.

Texte intégral

Résumé :

America's health care industry is in a state of crisis. Nursing administrators are in the position to facilitate change in institutions. One aspect of nursing which has remained constant is high turnover rates. The high turnover rates have been linked to job dissatisfaction. One method of reducing turnover is to provide greater job satisfaction to staff nurses. Job satisfaction has been connected with management style (Lucas, 1991; Price & Mueller, 1981; Volk & Lucas, 1991).This study described the impact of head nurse management style on staff nurse job satisfaction. Likert's (1967) System 4 management theory was utilized as the framework in the study. All staff nurses and head nurses from three Central Indiana hospitals were given the opportunity to participate in the study. Participants completed two questionnaires, one from Price and Mueller's (1981) work on turnover to determine job satisfaction and one from Likert and Likert's (1976) work to determine management style.Data analysis was conducted to describe any variations between staff nurse experience of head nurse management style and staff nurse job satisfaction. Differences between head nurse and staff nurse description of management style were also examined. There were no identified risks as participation was voluntary and did not affect the employment status of any individual.Results of the study demonstrated agreement with previous research findings. When management style is closer to participative (system 4), greater job satisfaction is expressed. Recommendations are to provide management training and training in communication and self-awareness for head nurses, and to form unit based committees designed to achieve greater staff input in decisions affecting the unit functioning.Benefits of the study include identification of the management style which leads to improved staff nurse job satisfaction. Equipping nurse administrators with information regarding desirable management style to employ for staff nurses to experience greater job satisfaction, and training present managers in that management style are also possible benefits from the study.
School of Nursing

Styles APA, Harvard, Vancouver, ISO, etc.

32

Humphries, Mary Paulette. « Social support, perceived threat, coping response and coping effectiveness among psychiatric nurses ». Virtual Press, 1990. http://liblink.bsu.edu/uhtbin/catkey/722443.

Texte intégral

Résumé :

The present study, based on Lazarus' cognitive theory, identified coping strategies utilized by psychiatric nurses, and examined correlations between social support, perceived threat and coping effectiveness. The correlational design utilized a convenience sample of registered nurses holding membership in the Indiana State Nurses' Association Council on Psychiatric and Mental Health Nursing Practice. Subjects completed a demographic sheet, Interpersonal Support Evaluation List, Jalowiec Coping Scale, McNett Coping Effectiveness Questionnaire, and a one-item threat evaluation scale. Problem-focused coping was preferred by the sample. There was a statistically significant positive correlation between social support and coping effectiveness, a significant negative correlation between threat and coping effectiveness, and a non-significant negative correlation between social support and threat. Conclusions were psychiatric nurses utilize problem-focused coping strategies, there was a significant relationship betweeen social support and coping effectiveness, and threat and coping effectiveness, and a nonsignificant relationship between social support and threat.
School of Nursing

Styles APA, Harvard, Vancouver, ISO, etc.

33

Graham, Ruth M. « The effect of work specialty, demographic variables, and social support upon the perceived job stress of military nurses ». Scholarly Commons, 1989. https://scholarlycommons.pacific.edu/uop_etds/3455.

Texte intégral

Résumé :

The present study sought: (a) to investigate differences in the type of stressors and level of job stress reported by nurses working in ICU/CCU, Medicine/Surgery, and other specialty areas; (b) to examine the relationship between perceived job stress and social support; and (c) to determine whether the demographic characteristics, age, sex, marital status, level of educational training, and military rank, had any moderating effects upon job stress. A sample of 231 military nurses completed a demographic inventory, the Nursing Job Stress Instrument, and the Social Support Questionnaire. Social support, clearly the most important variable examined by this study, was negatively correlated with job stress. All nurses seemed to experience the most stress as a result of inadequate staffing. However, no support was found for the idea that critical care nurses experience greater or different stressors than ward nurses. All of the demographic variables were unrelated to job stress.

Styles APA, Harvard, Vancouver, ISO, etc.

34

Brand, Tamari. « An exploration of the relationship between burnout, occupational stress and emotional intelligence in the nursing industry ». Thesis, Stellenbosch : University of Stellenbosch, 2007. http://hdl.handle.net/10019.1/2647.

Texte intégral

Résumé :

Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2007.
The aim of this study was to explore the relationship between burnout, occupational stress and emotional intelligence (EI) in the nursing industry and to determine whether emotional intelligence is a moderator in the occupational stress and burnout relationship. The existence of these relationships was explored through a non-experimental controlled inquiry. The constructs were defined as follows: burnout, as a syndrome consisting of three components: Emotional Exhaustion, Depersonalisation and a Reduced sense of Personal Accomplishment (Maslach & Jackson, 1986); EI, as the capacity to effectively perceive, express, understand and manage emotions in a professional and effective manner at work (Palmer & Stough, 2001); and Occupational Stress, as an interaction of variables, which involve the relationship between a person and the environment, which is appraised by the individual as taxing or exceeding coping resources and threatening well-being (Schlebusch, 1998). A sample of 220 individuals was randomly selected from a specialist employment agency (in the medical industry) and consisted of two groups, overtime and contract staff, which included those that are contracted to a private hospital group through the employment agency or alternatively, individuals who are permanently employed by the hospital group, but work additional overtime through the agency (contract workers and overtime workers). Three levels were included (1) Registered Nurses, (2) Enrolled Nurses and (3) Auxiliary Nurses. The Maslach Burnout Inventory – Human Services Survey, the Sources of Work Stress Inventory and Swinburne University Emotional Intelligence Test were administered. A hundred and twenty two (122) respondents completed and returned the questionnaires...

Styles APA, Harvard, Vancouver, ISO, etc.

35

Krušinskaitė, Dalė. « Slaugytojų su darbu susijusio streso, pasitenkinimo darbu ir ketinimų keisti darbą vertinimas ». Master's thesis, Lithuanian Academic Libraries Network (LABT), 2013. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2013~D_20130618_134211-57971.

Texte intégral

Résumé :

Stresas darbe apibrėžiamas, kaip emocinė būsena ar nuotaika, kurios priežastis – prieštaravimas tarp darbe keliamų reikalavimų ir asmens sugebėjimo atlikti juos, arba asmens suvokimas, jog nesugebės atlikti darbo pagal keliamus jam reikalavimus. Vyraujanti pakeliamo lygmens įtampa darbe suteikia energijos ir motyvuoja kovoti su iššūkiais, tačiau per dideli reikalavimai ir per didelė įtampa sukelia stresą, kuris turi neigiamą poveikį darbuotojams ir jų organizacijoms. Nustatytos streso darbe, jį sukeliančių veiksnių ir simptomų sąsajos nuo slaugytojų amžiumi, šeimine padėtimi, pamaina. Tikslas – Ištirti slaugytojų su darbu susijusio streso, pasitenkinimo darbu ir ketinimų keisti darbą pasireiškimą bei sąsajas Tyrimo metodas – 2012 m. gegužės mėn. 1-31 d. atlikta anoniminė anketinė apklausa. Tyrime dalyvavo keturių Kauno miesto poliklinikų bendrosios praktikos ir bendruomenės slaugytojai (n=280, atsako dažnis - 87,5 proc.). Visos respondentės buvo moterys. Tyrimui naudota Išplėstinė slaugos streso skalė (56 teiginiai). Tyrimui atlikti Lietuvos Sveikatos mokslų universiteto Medicinos akademijos Bioetikos centras 2012-04-16 išdavė leidimą Nr. BC- KS (M)-260. Rezultatai: Dažniausiai stresą darbe slaugytojams sukelia situacijos, kai jie susiduria su paciento mirtimi ar mirimo procesu bei situacijos, susijusios su pacientų slauga ir bendravimu su pacientų artimaisiais; rečiausiai stresą keliantis veiksnys yra diskriminacija kolektyve. Nustatyta, kad slaugytojos dirba... [toliau žr. visą tekstą]
Work related stress is described as emotional state or mood, emerging from contradiction between work requirements and personal ability to fullfil them; this is personal perception of inability to perform the work tasks that are expected from him. Moderate strain at work acts as motivator and supply with energy to accept the challenges, although very high expectations and strong pressure results stress that negatively affects personell and organisation. There is the data about relationship of stress, its factors and symptoms with nurses age, family status and shift. The purpose – to investigate nurses‘ work related stress, satisfaction with work and intent to leave, and the relationship between these variables. Methods. Anonymous questionnairing was performed on 1-31 of May, 2012. Nurses of general practice and community care from four primary care centers of Kaunas city participated in the survey (N=280, response rate was 87,5%). All the respondents were females. The Extended Nursing Stress Scale with 56 items was used. Commettee on Bioethics at Lithuanian University of Health Sciences provided permission to perform this survey. Results: The most often stressful situation for nurses are related to patient‘s death and dying, also to situations of patient care and communication with his relatives. Discrimination was the rearest stresfull factor for nurses. Nurses are enthusiastic at work and the negative item that nurses dislike their work was scored with the lowest value... [to full text]

Styles APA, Harvard, Vancouver, ISO, etc.

36

Holbrook, Susan. « Burnout in the critical care setting : level of expertise and social support ». Virtual Press, 1991. http://liblink.bsu.edu/uhtbin/catkey/834612.

Texte intégral

Résumé :

The purpose of this study was to examine burnout in the critical care nurse. One hundred-eighty eight nurses employed at Community Hospitals of Indiana were surveyed to determine the relationship between burnout, level of expertise and social support systems. Frequency and intensity of burnout was measured by the Maslach Burnout Inventory. Social support systems were measured by the Norbeck Social Support Questionnaire. Level of expertise was determined by question 1 of the demographic questionnaire length of time employed as a critical care nurse.Findings of this study revealed no significant differences in level of expertise related to intensity and frequency of burnout (F= .232). Results of ANOVA indicated the sampled nurses experienced a low to average degree of burnout for both frequency and intensity of burnout. Similarly using Pearson correlate there was no relationship between level of support systems and frequency also concluded that level of support systems did not and intensity of burnout (novice, p= -.23; competent, p= .11; expert, p= .07). Conclusions of this study indicated level of expertise was not a factor in determining intensity and frequency of burnout.It was burnout need to be readily available for all nurses in influence intensity and frequency of burnout in the novice, competent or expert critical care nurse.Implications indicate that preventative measures for critical care settings. Other implications were that nursing support systems may not be an effective strategy for burnout prevention and resources may need to focus on other strategies.
School of Nursing

Styles APA, Harvard, Vancouver, ISO, etc.

37

Plumb, Sarah. « A positive clinical psychology approach to developing resilience among state employed nurses ». Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/d1018879.

Texte intégral

Résumé :

Nurses are confronted with numerous work-related stressors that can result in burnout. This can contribute to absenteeism and high turn-over rates in the nursing profession. A review of the literature indicated that psycho-educational interventions to increase resilience could be an effective way of addressing this problem. The study aimed to develop a positive clinical-psychology approach to increasing resilience in State employed nurses. The study used a mixed-method approach to determine the current psychological functioning of a sample of 87 nurses. Quantitative data on personality traits, character strengths and levels of resilience were obtained, using the NEO PI-R, VIA – IS, and Resilience Scale. Qualitative data on the coping responses of nurses were obtained through the thematic analysis of focus groups. These data were integrated to create a positive clinical psychology conceptualisation of resilience and to develop therapeutic guidelines for a group psycho-educational intervention. The results of the study indicated a struggling psychological profile. This was defined as the ability to deal with work-related stressors – but with the potential risk of developing symptoms of burnout. The moderate levels of resilience were attributed to elevated character strengths in the sample. The distribution of personality traits indicated that the nurses in the sample were at risk of developing burnout; and this prevented them from flourishing. These data were synthesised to create therapeutic guidelines for developing resilience aimed: (1) increasing emotional stability and invulnerability; (2) increasing agreeableness; and (3) increasing conscientiousness. These guidelines were based on the personality traits that were deemed to negatively impact the resilience of the nurses. These personality traits were correlated with several character strengths that displayed strong relationships with resilience. This indicated that resilience could be developed through the cultivation of the following character strengths: perspective; perseverance; fairness; forgiveness; leadership; love; zest; hope; curiosity; and appreciation of beauty and excellence. These character strengths were identified to facilitate the positive adaptation of the personality traits identified in the therapeutic guidelines. A group psycho-educational intervention was developed, using the positive clinical psychology conceptualisation of resilience. The literature was reviewed to identify techniques to cultivate the ten character strengths specified in the therapeutic guidelines. These techniques were adapted to create experiential learning processes for the intervention. This psycho-educational programme can be applied as a secondary and tertiary intervention. It can be used to increase resilience to prevent burnout among nurses. It can also be used to psychologically empower nurses that have existing symptoms of burnout.

Styles APA, Harvard, Vancouver, ISO, etc.

38

Spies, Jennifer. « The relationship between occupational stressors, occupational stress and burnout among trauma unit nursing staff ». Diss., Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-03162005-152554.

Texte intégral

Styles APA, Harvard, Vancouver, ISO, etc.

39

Yang, Ya-li, et 楊雅莉. « The Research of Nursing Teachers’ Job Stress ». Thesis, 2006. http://ndltd.ncl.edu.tw/handle/85825721089979855223.

Texte intégral

Résumé :

碩士
明道大學
教學藝術研究所
94
Because of the educational need, the nursing teachers, selected or appointed, have been in demand in the middle schools or upper levels since the 1950s. Now this system will become a history by reason of the educational reform, because of the implement of “ post-middle school education mutual core lesson” at the present. Until the new system is fully established, the job stress of nursing teachers hasn’t been decreased but been increased. This study is to discuss the current situation of nursing teachers’ job stress. This paper focused on nursing teachers in Taiwan as its object, and employed a paper survey. The title of the survey is “The Magnitude of Nursing-Teachers’ Job Stress”. The content of the survey is divided into three major parts. The first part contains the personal information of the teacher; the second part contains my nursing teacher’s job stress survey; the third part is designed as open questions, which mainly focus on applicable strategies for the largest stress of the teachers and how to face it. Here are the results of the survey: 1.The job stress of the nursing teacher is average. 2. The nursing teachers show variations among each job stress dimension. 3. The job stress of the nursing teachers differs because of differences in background. 4. The job stress of the nursing teachers differs because of differences in environment. 5. The largest stress of the nursing teachers comes from: the military nursing system is deficient, job right is insecure; the retirement system is incomplete, there’s no job protection; and the way of using “problem solution” and “group support” when facing job stress.

Styles APA, Harvard, Vancouver, ISO, etc.

40

Shen, Hsiu-Chuan, et 沈秀娟. « Job Stress in Nursing Staff in Psychiatric Institutions ». Thesis, 2002. http://ndltd.ncl.edu.tw/handle/27r95b.

Texte intégral

Résumé :

碩士
國立成功大學
環境醫學研究所
90
Psychiatric service is especially a challenging task to nurses. The nurses are asked to have good attitude, patience, and passion, because a significant proportion of patients are unpredictable and unstable. It is important to determine the source of psychological stress in nursing staff in psychiatric institutions. The purpose of this study is to invest the associations among risk factors of work, self-reported stress, job satisfaction, self-reported health status and the symptoms of musculoskeletal discomfort. A cross-sectional study using structured Questionnaires was conducted with nurses from five psychiatric hospitals of department of health, Executive Yuan, from Oct to Dec. 2001. There were four parts within the questionnaire: (1) basic personal data, (2) feeling about the work, (3) working environment and safety, (4) personal health status. The stress questionnaire was based on JCQ (Job Content Questionnaire).The general health status will be evaluated based on IQOLA SF-36（International Quality of Life Assessment Short From -36）, Taiwan version. Data were analyzed by computerized SAS and JMP systems. A total of 573 questionnaires were disseminated to nurses and 544 (94.94%) completed the questionnaire satisfactorily. Work-related stress in past one month was reported in 17.21%. 7.14% claimed to have musculoskeletal discomfort in the past year. Assault episode was reported in 44.70% of nurses in last 6 months. The results shows: (1) Hight self-reported stress is associated with age<30, widowed/divorced/seperated marital ststus, high mental demand, and >60% time feeling to be attacked. (2) Hight work satisfaction is associated with married group, high work control, low mental demand, high soccial support, and the 0-20% time feeling to be attacked. (3) Better self-report health status is associated with no needle injury and low self-reported stress. (4) Better self-report mental health is associated with high work control, no needle injury experience, and low self-report stress. (5) Hight musculoskeletal discomfort is associated with night/evening shift and high self-report stress.

Styles APA, Harvard, Vancouver, ISO, etc.

41

Ping, Shih Ya, et 石雅萍. « The Relationship between Job Stress and Job Burnout among Psychiatric Nursing Staff ». Thesis, 2012. http://ndltd.ncl.edu.tw/handle/72429390672110479810.

Texte intégral

Résumé :

碩士
美和科技大學
健康照護研究所
100
Nursing work is under a high-pressure environment which not only affects the nurses physically, psychologically, and mentally, but also affects the caring quality. Due to the complexity and arduous of the psychiatric diseases, the psychiatric nurses face violent behavior and possible physical harm at their working environment which are the main reasons for working stress as well as burnout. The aim of this study was to investigate the relationship between job stress and burnout among psychiatric nurses. This study was a cross-sectional study. Study subjects were recruited from psychiatric nurses, working in hospitals in southern Ping-tung and Kaohsiung areas. From February to April 2012, we used the structured questionnaire to collect information including their personal information, work-related stress, as well as the Maslach Burnout Inventory. A total 217 nurses participated in the study. The results indicated that gender, education level, job title, employment status, age, hospital level, work unit, seniority, overtime work, and monthly income, were significantly related to their overall working pressure and other eight items. In addition, our study also demonstrated that age, hospital level, work unit, seniority, psychiatric, and overtime work were associated with their burnout and other three dimensions. According to our findings, there is positive correlation between work stress and burnout. The conclusion of our study could help the psychiatric nurses to be aware of their working stress. In order to improve the professional care quality, hospital management should provide psychiatric nurses positive and healthy coping strategies.

Styles APA, Harvard, Vancouver, ISO, etc.

42

Ciou, Tai-cian, et 邱太謙. « The Effect of Nursing Staffs'' Job Demand, Role Stress and Job Burnout on Turnover Intention--The Moderating Effect of Job Stress ». Thesis, 2013. http://ndltd.ncl.edu.tw/handle/fj2wyy.

Texte intégral

Résumé :

碩士
南華大學
企業管理系管理科學碩博士班
101
Healthcare Industry is closely related with our daily life. Due to rising national income, the healthcare quality is paid more attention gradually by people. The problem of nursing shortage is valued generally by the directorships of hospitals. The nurses shift work leads to nursing staffs’ health situation decline. The shortage of manpower also brings about the problems of working pressure. Nursing staffs are forced to leave their posts. In the case of that the workload do not decrease, the nursing staffs at work should assume the outgoing nursing staffs’ workload. This vicious circle will cause the secret worry of healthcare quality. Thereby, the aims of this study are to understand the current situation and to explore the effect of nursing staffs’ job demand, role stress, job stress, job burnout on turnover intention. Adopting questionnaire method, the study takes the working nurses in Local Community Hospitals, Metropolitan Hospitals and Academic Medical Centers located in the central section of Taiwan. 405 questionnaires were sended and the numbers of validity questionnaires were 362. The return rate of validity questionnaires was 89%. The result of this study shows：(1) Job demand positively affect job burnout. (2) Job burnout positively affect turnover intention. (3) Job demand positively affect turnover intention. (4) Job demand positively affect role stress. (5) Role stress positively affect job burnout. (6) Role stress positively affect turnover intention. (7) Job stress positively affect turnover intention. (8) Role stress had a meditating effect between job demand and turnover intention. (9) Role stress had a meditating effect between Job demand and job burnout. (10) Job burnout had a meditating effect between Job demand and turnover intention. (11) Job stress had a moderating effect between job demand and job burnout.

Styles APA, Harvard, Vancouver, ISO, etc.

43

Chen, Bing Chang, et 陳炳昌. « Study of Nursing Stuffs Job Stress in the Hemodialysis Clinic ». Thesis, 2009. http://ndltd.ncl.edu.tw/handle/20784714995545343366.

Texte intégral

Résumé :

碩士
長庚大學
APEMBA
97
According to the data from Taiwan Nephrology Association, The number of hemodialysis centers increased from 258 in 1995 to 510 in 2008 ( an 98% increase); hemodialysis patients from 16,231 in 1995 to 50,116 in 2008 (an308% increase); hemodialysis beds from 7,240 in 1999 to 13,504 in 2007 (an 87% increase). The increase rates in local clinics was much higher than those in hospitals. The environment has been more and more competitive for hemodialysis clinics. Clinics should hire more staffs and use high-level equipments to elevate service quality and attract more hemodialysis patients, The operation cost has been increasing progressively, however, insurance payment is getting less. All staffs receive higher pressure in maintaining daily normal operation. This study focuses on the working pressure of nurses in hemodialysis clincs. This study showed that the magnitude orders of pressure sources to hemodialysis nurses are doctors, environment,patients, personal factors,colleagues, workforce, head nurses, and the choice of equipments. Other factors including age,eduation,working experience,marital status,and children have nothing to do with pressure. The results of coreelation analysis showed (1) the assessment sheets in the working pressure assessment sheet showed positive correlation; (2) The health condition of nurses showed negative correlation with the pressure from patients, personal factors, and workforce. (3) More experienced nurses showed more pressure from environment.(4) The pressure from environment showed positive correlation to the pressure from personal factors. (5) The pressure from environment showed positive correlation to the pressure from workforce. The treatment for hemodialysis patients is different to that for other patients. Hemodialysis patients usually have long and close interaction with nurses. The performance of hemodialysis nurses is highly related with medical service quality and clinic operation. The pressure of nurses, however, has been paid little attention by people. This study can provide references for executives and doctors in operating hemodialysis clinics. People’s care to nursing staffs would encourage them to do their best in elevating medical care quality.

Styles APA, Harvard, Vancouver, ISO, etc.

44

Chen, Ching Yao, et 陳靜瑤. « Relationships among Cross-training, Job Stress and Nursing Professional Commitment ». Thesis, 2019. http://ndltd.ncl.edu.tw/handle/v336vu.

Texte intégral

Styles APA, Harvard, Vancouver, ISO, etc.

45

Eliadi, Carol Ann. « Nurse-physician collaboration and its relationship to nurse job stress and job satisfaction ». 1990. https://scholarworks.umass.edu/dissertations/AAI9101628.

Texte intégral

Résumé :

The primary purpose of this study was to determine if a relationship exists between the frequency that nurses and physicians believe they practice collaboratively and the frequency that nurses report job stress related to variables surrounding conflict with physicians. The study also compared nurse and physician responses to questions dealing with acceptance of a definition of collaborative practice, satisfaction with the degree of collaboration that is present in the test facility, and the significance of nurse/physician collaboration to the recruitment and retention of nurses. A proportionate sampling of 100 nurses and 50 physicians was selected randomly to participate in the study. A survey design was utilized which included; The Nursing Stress Scale and Nurse Collaborative Practice Scale (distributed to nurses) and The Physician Collaborative Practice Scale (distributed to physicians). Both groups were asked to complete demographic data sheets and respond to three independent questions concerning collaborative practice. Noteworthy findings of the study include that (a) conflict with physicians ranked third out of a total of seven stressful work related categories, (b) a significant correlation exists between the degree of dissatisfaction expressed by nurses concerning the present collaborative environment and the high degree of job stress resulting from nurse-physician conflict in the hospital setting, and (c) based upon self assessment, nurses report lower scores on collaborating with physicians than physicians report on collaborating with nurses. Implications of the study are presented and discussed and recommendations for further study are provided.

Styles APA, Harvard, Vancouver, ISO, etc.

46

Huang, Jia-Li, et 黃嘉立. « The Relationship between Job Stress and Performance in Shift-Work Nursing ». Thesis, 2007. http://ndltd.ncl.edu.tw/handle/42457706133434798157.

Texte intégral

Résumé :

碩士
中臺科技大學
醫護管理研究所
95
Services provided in the hospital are running throughout day and night. Therefore, to ensure that the patient is always being attended, nurses have to swap around the shift work to cover the needs of the patients. A recent report conducted by three senior nurses showing that swift work is one of the main job stresses for nurses. As a result, this study group is having a higher chance in getting stress from work compared to other profession. Long exposure to job stresses will affect the nurses in both mental and psychological area. The nurses might suffer from insomnia, tiredness; reduce in working performance, repeated mistakes, health problems. It affects the willingness of the nurse to stay for the employer. It costs the hospital in looking for new blood for the nursing team and trainings for the new staff. Stress on nurses not only affects the nurses itself, but also the whole medical team.The main purpose of this study is to investigate what is the best solution in solving the shift work problems for the nurses to keep the job stress to a minimum whilst keeping an optimal performance. The study was to take the stratified purpose sampling. The sample size was about 280 which covered the main cities in Taiwan hospitals. The structured questionnaire posted to the hospital. There are 257 questionnaires collected (collect rate 93.3%), and 239 of them are valid. The collected sheets are analyzed by SPSS for windows 10.0, and statistical methodologies such as t-test、one-way ANOVA、hierarchical multiple regression are adopted in this work. This study reveals that the level of job stress has substantial difference (P<.05) with factors such as refresher course , department served, age of nursing experience, age of serving current position, and pattern of work shift. Job performance has substantial difference (P<.05) with factors such as marital status, number of children, age, work position, ability level , age of nursing experience, and age of serving current position. The shorter the duration of duty, the higher the job stress is. The job stress has substantial negative relevance with job performance. Meanwhile, substantial difference is also found between shift work and job performance under low job stress, and it is regarded as the interference which job stress may bring. Better job performance can be achieved by longer duty duration. Thus the reasonable allocation of human resource is a critical issue under the shortage of nursing human resource.

Styles APA, Harvard, Vancouver, ISO, etc.

47

Hou, You-Ru, et 侯宥如. « The effects of nursing workload and job stress on the commitment ». Thesis, 2014. http://ndltd.ncl.edu.tw/handle/ac5exu.

Texte intégral

Résumé :

碩士
高雄醫學大學
醫務管理暨醫療資訊學系碩士在職專班
102
Purpose Under a "low-cost, high-quality" concept pushed by the National Health Insurance, and in order to achieve high utilization of hospital beds, shorter length of stay and higher turnover of beds are implemented to accomplish cost-effectiveness of hospitals, while early discharge, immediate refilling and demanding multidisciplinary nursing are overwhelming to the existing shortage of nursing manpower. The purpose of this study aims to explore the impact of nursing workload and job stress on commitment, and identify significant predictors for commitment. Methods This study was a prospective, cross-sectional one, involving 554 nurses, who were enrolled from 35 general wards of a medical center in southern Taiwan. Data collection were made through survey by structured questionnaire; Scoring for questionnaire is based on Likert scale, either in five-point scale or in nine-point scale. Four dimensions of questionnaires comprise personal attributes, nursing workload, job stress, and commitments, where Cronbach''s αis 0.73-0.93. Time interval for data collection spanned from January to February in 2013.With a total of 600 subjects surveyed, we obtained 568 responses, of which 554 questionnaires were valid, the effective rate being 92.5%. SPSS for window 20.0 was employed for statistical analysis, covering frequency distribution, percentage, mean, and standard deviation for descriptive statistics, and then, independent t-test, one-way ANOVA with post hoc Scheffe’s test, Pearson product-moment correlation and hierarchical multiple regression analysis for inferential statistics. Result Compared with those who are unmarried and childless, those who are married with children have significantly higher job stress and significantly higher scoring, especially, in the questions about "personal response", "work concerns", "competency", but significantly lower scoring for professional commitment and organizational commitment. For nurses, seniority is positively associated with job stress. Level Three Nurse (N3) has significantly higher professional commitment than Level Two Nurse(N2), and N3 and Level One Nurse( N1) have significantly higher organizational commitment than N2. Working in wards where services of three or more disciplines are offered, nurses have significantly higher workload, "personal response", and "work concern" in dimension of job stress, and higher organizational commitment than those working in wards where services of two or less disciplines are needed. For professional commitments, there is no difference between them of different seniority. There are significant higher workload and job stress for those who have overtime work and lack of family support for their nursing work. There is no association between commitment with overtime work, but commitment is positively associated with family support. Personal attributes, nursing workload and job stress have significant impact on professional commitment and organizational commitment as well (p <0.001). Family support has significant positive impact on commitment, but job stress has significant negative impact on commitment. Through job stress as a moderator, workload has significantly negative impact on commitment. Conclusion The study found that through job stress as a moderator, workload has significantly negative impact on commitment. Family support has significantly negative impact on workload and job stress but significantly positive impact on commitment. Overtime work is worse in this study, compared to reports previously made, in Taiwan and abroad as well. Therefore, it is suggested that supervisors of medical institutions and nursing department actively investigate nurses'' workload of different disciplines in the organization, take appropriate steps to reduce overtime work and boost family support for nurses, reduce job stress, and encourage commitment in order to help nurses keep moving on.

Styles APA, Harvard, Vancouver, ISO, etc.

48

Wang, Yi-Hua, et 王藝華. « Job Stress and Coping Behavior Among Nursing Staff inIntensive Care Units ». Thesis, 2019. http://ndltd.ncl.edu.tw/handle/922ege.

Texte intégral

Résumé :

碩士
元智大學
管理碩士在職專班
107
This thesis aims to explore the work stress and coping process of nursing staff in intensive care unit of a regional hospital in Taoyuan city. This study used qualitative research methods by interviewing 10 nursing staff in 5 intensive care units. The results are as follows:1. Sources of stresses: the most common source of stress is from Personnel,patient care stress is second, and the third is being a nursing group leader.2. The stress from personnel factor: the major resource comes from doctors, the second is from patients, and the third is from unit colleagues.3. The stress of nursing staff who have worked for 2 years or less are mainly patient care; for those who more than 2years are being group leaders.4.Reasons for leaving in the past six months: Nurses work experience below 2 years expressed that the care stress and getting along with colleagues are the main reasons.5. Nurses in adult intensive care units have more stress from personnel, yet pediatric intensive care units are from patient care issue.6. Nurses who have worked for 2 years or less will use professional learning structure, and those who worked for more than 3 years tend to seek for medical staff support. Keywords: intensive care unit, nursing staff, work stress, coping

Styles APA, Harvard, Vancouver, ISO, etc.

49

McIntosh, Bryan, et B. Sheppy. « Effects of stress on nursing integrity ». 2013. http://hdl.handle.net/10454/6504.

Texte intégral

Résumé :

This article looks at the relationship between stress, nursing integrity and patient care. It has been argued that the professional integrity of nurses has been eroded and consequently they have become more susceptible to anxiety, stress and exhaustion, potentially affecting care delivery. The authors suggest that the goal of providing high professional standards is threatened by increased service demands, and there is therefore a need for nurses to develop effective coping strategies to manage stress resulting from competing tensions in the workplace.; � This article looks at the relationship between stress, nursing integrity and patient care. It has been argued that the professional integrity of nurses has been eroded and consequently they have become more susceptible to anxiety, stress and exhaustion, potentially affecting care delivery. The authors suggest that the goal of providing high professional standards is threatened by increased service demands, and there is therefore a need for nurses to develop effective coping strategies to manage stress resulting from competing tensions in the workplace.

Styles APA, Harvard, Vancouver, ISO, etc.

50

Bestenbier, Martha Cynthia. « Experience of stress by nursing students during psychiatric nursing clinical practical ». Thesis, 2014. http://hdl.handle.net/10210/11898.

Texte intégral

Styles APA, Harvard, Vancouver, ISO, etc.

Thèses sur le sujet « Nursing – Job stress »

Créez une référence correcte selon les styles APA, MLA, Chicago, Harvard et plusieurs autres