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Academic literature on the topic 'Nurses Job stress Malaysia'

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Published: 10 December 2022
Last updated: 29 January 2023

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Journal articles on the topic "Nurses Job stress Malaysia"

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Paneerselvam, Aletha, Nurul Izzah Abdul Samad, Norliza Hussin, and Nurul Ainun Hamzah. "The Overview of Job Stress and Patient Safety Culture among Nurses in the East Coast Teaching Hospital, Malaysia." Asian Journal of Medicine and Biomedicine 6, S1 (November 4, 2022): 37–38. http://dx.doi.org/10.37231/ajmb.2022.6.s1.517.

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Patient safety is attributed to the responsibility of each component that exists in the healthcare system in an organization. Accidents may happen based on as a result of lack of attention, mistaken perception, or improper cognition or attention such as distraction [1]. Nurses are considered to carry high job stress, and low sleep quality problems due to uneven working shifts compared to other occupations [2]. Nurses are often associated with overwhelming workloads and busy schedules, and this situation could compromise their work performance and patient safety [3]. This study aims to determine the prevalence of job stress and the patient safety culture among the nurses in the East Coast Teaching Hospital, Malaysia. There were 188 nurses who were randomly selected and agreed to participate in this study. The assessment was conducted using validated questionnaires, comprised of Expanded Nursing Stress Scales and Safety Attitude Questionnaire. The data were analyzed using descriptive analysis and Pearson’s correlation test. The study showed that 61.5% of the respondents suffered mild job stress, while 1.4% experienced severe job stress (Table 1). More than half of the respondents (74.1%) gave negative responses towards patient safety culture at their workplace showing their low awareness on patient safety culture (Table 2). Stress recognition factor (80.4%) was reported as the main factor for the negative response on patient safety culture among respondents. There was a significant inverse linear relationship between job stress and patient safety culture (r=-0.338, p<0.001). The result revealed that the majority of the nurses enrolled in this study experienced unsatisfactory patient safety culture levels. Most of the respondents expressed appreciation for their job, however, several other domains received less positive responses. The overall patient safety culture can be improved by providing measures to correspond with the stress factors experience by the nurses.
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Nurumal, Mohd, Sachiko Makabe, Farah Ilyani Che Jamaludin, Hairil Fahmi Mohd Yusof, Khin Thandar Aung, and Yanika Kowitlawakul. "Work-Life Balance among Teaching Hospital Nurses in Malaysia." Global Journal of Health Science 9, no. 9 (July 10, 2017): 81. http://dx.doi.org/10.5539/gjhs.v9n9p81.

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Extreme workload and poor working environment have a negative impact on the emotional and physical statuses among nurses. The study has contributed to evaluate work-life balance and its related factors among teaching hospital nurses. It was aimed to examine the work-life balance and its related factors among teaching hospital nurses. A cross-sectional study using a universal sampling technique was conducted. 1002 nurses were included from the Teaching hospital of Klang Valley, Malaysia. The instrument was adapted from NIOSH Generic Job Stress Questionnaire and QoL questionnaire from WHO, and it was used to measure the quality of work-life balance. Non-work activities, job requirement, supervisor support, job satisfaction, manageability, social and environmental variables have independently influenced work-life balance among nurses. Furthermore, quality of life variables has positively influenced the work-life balance (P&lt;0.050). Work life balance and organizational commitment can have a positive relationship. Whereas, Nurses working in fixed shifts were observed with greater work-life balance as compared to the nurses working in multiple shifts. A friendly environment in the professional sector plays a major role for developing motivation and enthusiasm among workers.
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Yusuf, Zaima Mat, Yee, and Bit-Lian. "The Impact of Work Environment on Job Satisfaction and Stress among Haemodialysis Nurses in Malaysia: A Concept Paper." International Journal of Psychosocial Rehabilitation 24, no. 04 (February 28, 2020): 888–97. http://dx.doi.org/10.37200/ijpr/v24i4/pr201062.

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Leong KaWen, Areen Natasha Azizol Rozaimie, Faris Aiman Sarifulnizam, Tan Rong Sheng, NurKamilahMustapha, Roszita Ibrahim, Hayati Binti Kadir @Shahar, and Aniza I. "MEDICAL PERSONNEL PERCEPTION ON SAFETY ATTITUDE IN A TERTIARY TEACHING HOSPITAL IN MALAYSIA." Malaysian Journal of Public Health Medicine 22, no. 2 (August 20, 2022): 187–96. http://dx.doi.org/10.37268/mjphm/vol.22/no.2/art.1573.

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Evaluation of the perception of safety attitudes among physicians and nurses in hospitals is important to ensure optimum patient care. The objectives are to assess the perception of medical personnel on safety attitudes at their workplace and to measure the correlation between domains and factors studied. A cross-sectional study involving 160 physicians and 304 nurses is conducted at a teaching hospital. A validated Safety Attitudes Questionnaire (SAQ) consisting of 6 domains is used to measure the perception of medical personnel on safety attitude at their workplace. The Mann-Whitney test was performed for the comparison of the mean scores between two categorical variables and Spearman’s correlation coefficient was used to evaluate the relationship between two numerical variables in terms of strength and direction. Job satisfaction (73.4 ± 17.6) and management perception (56.1 ± 12.9) domains recorded the highest and lowest mean scores respectively. Doctors showed the highest perceived positive attitudes towards stress identification (57.5%) whereas perception of management (9.4%) has the lowest score, and the nurses showed the highest perceived positive attitudes towards job satisfaction (74.3%), and a low score of perception of management (10.9%). Overall, climate safety and stress recognition domains showed significant correlations with age, level of education, years in specialty, and history of attending safety training. The study results indicated that the medical personnel had low positive safety attitudes towards the management perceptions domain. However, they reported a high level of job satisfaction domain. It is imperative for the management team to take the necessary steps to ensure the personnel develops a positive safety attitude.
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Ling, Kui Siang, and Azlina Yusuf. "Work-Related Stress and Turnover Intention during Covid-19 among Nurses in Hospital Universiti Sains Malaysia." Asian Journal of Medicine and Biomedicine 6, S1 (November 12, 2022): 119–20. http://dx.doi.org/10.37231/ajmb.2022.6.s1.554.

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The outbreak of COVID-19 had significantly impacted the healthcare system, placing it under tremendous strain. Nurses were shown to have suffered the impact of the pandemic, suggested traumatization and estimated a mass turnover intention among nurses globally due to the pandemic [1]. The objective of this cross-sectional study is to assess the prevalence of work-related stress and turnover intention among nurses in the Hospital Universiti Sains Malaysia (Hospital USM). This hospital is a teaching hospital with 830 beds that offers various specialties recognized as Hybrid COVID Hospital in managing patients. This study utilized multi-stage sampling. The population was stratified into three strata which were, Medical-Surgical wards, Specialty wards (Pediatric, Obstetrics and Gynecology), and Critical Care wards. Next, the wards were selected through a simple random method. The nurses from the selected wards who follow inclusion criteria; nurses with grade U29 or U32 (KUP) with at least one year of working experience [2] were invited to join the study. A total of 365 nurses participated in this study by answering a self-administered questionnaire through Google Forms sent to them. The questionnaire included three parts; Part A sociodemographic data, Part B Nurse Stress Index (NSI) with scoring ranging from 30-150 and Part C Turnover Intention Scale (TIS-6) with a scoring of 9-18[3]. The NSI is categorized into four categories: 30-60= no pressure, 61-90= very little pressure, 91-120= moderate pressure and 121-150=extreme pressure[3]. As for TIS-6, a score <18 indicates a desire to stay whereas ≥18 indicates a desire to leave [3]. The collected data were analyzed using SPSS version 26.0. Sociodemographic characteristics, the prevalence of work-related stress and turnover intention were analyzed descriptively. Pearson correlation test was used to analyze the correlation between work-related stress and turnover intention. Nearly half of the nurses experienced little (40.8%) to moderate (42.5%) level of work-related stress however 73.3% of the nurses reported that they did not have the intention to leave (Table 1 and Table 2). The mean score of work-related stress and turnover intention showed that the nurses were in a moderate level of stress (90.78), with low turnover intention (16.42). Next, the findings showed a significant and positive correlation between work-related stress and turnover intention (r= 0.559, p< 0.001) (Table 3). This study found that work-related stress was significant among nurses although the data were collected towards the end of the pandemic approaching endemic phase. This could be explained by the uncertainty of the disease which was among the factors that could contribute to stress among frontliners [4]. Although the stress level is significant, the nurses in this study have low intention to leave. This could be possibly due to the job security working in government sector as this study was done in a semi-government hospital where the nurses receives benefits and securities such as salary remuneration and pension scheme[5]. Findings of the study shows a positive correlation between work-related stress and turnover intention. It is known that prolonged stress causes negative impact towards the physical and mental health of nurses, subsequently being the contributing factor towards turnover intention[6]. Nevertheless, this study implies that healthcare personnel should be alert regarding the issues and consequences related to work-related stress and turnover intention. Appropriate strategies or recommendations should be done to improve nurses’ satisfaction and addressing issues related that surround the nursing practice environment to improve the quality of work life among nurses and thus, improve the quality of care delivered and patient safety, thus retaining highly skilled nurses.
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Zakaria, Mohd Idzwan, Ruzaina Remeli, Mohd Fitri Ahmad Shahamir, Mohd Hafyzuddin Md Yusuf, Mohammad Aizuddin Azizah Ariffin, and Abdul Muhaimin Noor Azhar. "Assessment of burnout among emergency medicine healthcare workers in a teaching hospital in Malaysia during COVID-19 pandemic." Hong Kong Journal of Emergency Medicine 28, no. 4 (February 15, 2021): 254–59. http://dx.doi.org/10.1177/1024907921989499.

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Introduction: Burnout is a syndrome occurring from an overwhelming workplace stress. The study was done at a large teaching hospital identified as a COVID-19 treating hospital. During COVID-19 pandemic, the country was in Movement Control Order since 18 March 2020 to contain the spread of the virus, and thus, it has increased the job workload and responsibility. The purpose of this study was to identify the prevalence of burnout among emergency healthcare worker in this hospital and to identify the factors contributed to the burnout. Methods: A cross-sectional study was conducted using a questionnaire among emergency healthcare worker from 8 May 2020 to 15 May 2020 during the Conditional Movement Control Order. The questionnaire was adapted from Michelle Post, Public Welfare, Vol. 39, No. 1, 1981, American Public Welfare Association and distributed via Google Forms. It consisted of 28 questions and was rated based on a five-point Likert-type scale. The questions were then summed up to determine the burnout levels. Results: There were 216 respondents with 65.7% were nurses, 17.1% were doctors, and the rest were assistant medical officer. 51.3% of the respondents had burnout with 61.2% of nurses, 35.1% of doctors, and 29.6% of assistant medical officer. There was weak correlation ( r = 0.148) with the years of experience working in emergency department and the level of burnout ( p = 0.03). Among the burnout features were fatigue with 52.2% and frequent physical illness and feel unappreciated with 48.6% and 45.9%, respectively. The job-related issues which predisposed to burnout were demand coping with an angry public with 70.2%, job overload 63.9%, lack clear guideline or rapid program changes 54%, and pay too little 53.1%. Conclusion: Emergency healthcare worker has a high rate of burnout especially among the nurses. The factors leading to burnout were frequent exposure to angry public, job overload, lack of clear guidelines, and perception of underpaid.
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Bai, JHepsi, and Vinitha Ravindran. "Job stress among nurses." Indian Journal of Continuing Nursing Education 20, no. 2 (2019): 92. http://dx.doi.org/10.4103/ijcn.ijcn_11_20.

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Laal, Marjan. "Job Stress Management in Nurses." Procedia - Social and Behavioral Sciences 84 (July 2013): 437–42. http://dx.doi.org/10.1016/j.sbspro.2013.06.581.

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Saroj B. Patil, Saroj B. Patil, and Dr P. T. Choudhari Dr. P. T. Choudhari. "Job Stress amongst Nurses: An Investigation." Indian Journal of Applied Research 1, no. 2 (October 1, 2011): 89–90. http://dx.doi.org/10.15373/2249555x/nov2011/28.

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Summers, Sharon. "Job Stress in Critical Care Nurses." Nurse Educator 14, no. 3 (May 1989): 26–33. http://dx.doi.org/10.1097/00006223-198905000-00013.

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Dissertations / Theses on the topic "Nurses Job stress Malaysia"

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Lynn, Priscilla P. "The effect of job stress and social interactions on nursing job performance a replication study /." Muncie, Ind. : Ball State University, 2008. http://cardinalscholar.bsu.edu/362.

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Williams, Annette. "Job stress, job satisfaction and intent to leave employment among maternal-child health nurses." Huntington, WV : [Marshall University Libraries], 2003. http://www.marshall.edu/etd/descript.asp?ref=262.

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Hayes, Bronwyn J. "Job satisfaction, stress and burnout in haemodialysis nurses." Thesis, Queensland University of Technology, 2015. https://eprints.qut.edu.au/84620/8/Bronwyn_Hayes_Thesis.pdf.

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Haemodialysis nurses provide health care for people with end stage kidney disease leading to a unique, intense and complex interaction between nurses and patients. This study involved the development of a model which explains the relationships between the work environment, job satisfaction, stress and burnout of haemodialysis nurses in Australia and New Zealand. Results from this study identified that haemodialysis nurses, while being satisfied by their jobs, were also experiencing high levels of burnout. This study's novel contribution could lead to improving the retention of the nursing workforce which is crucial due to the growing global burden of chronic disease.
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Rhoton, Carolyn. "The relationship between stress perceived by oncology nurses and the mastery of stress." Virtual Press, 1995. http://liblink.bsu.edu/uhtbin/catkey/941377.

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The healthcare industry is undergoing rapid changes. Nursing is in the midst of this dynamic process and is experiencing increased stress as a result. This is especially true of the oncology nurse speciality. The responsibilities of the oncology nurses are becoming more complex. Methods to intervene or master the stress are needed. If mastery of the stress is not achieved, oncology nurses may abandon their speciality and enter another field of nursing or leave the nursing profession. The purpose of this study was to examine the relationship of the stress perceived by oncology nurses and the mastery of this stress.The conceptual framework used in this study was the theory of mastery developed by Younger. The Mastery of Stress Instrument (MSI) developed by Younger was used to measure the stress component and the mastery component. A descriptive correlational study design was used. The population for this study was a convenience sample of the responding members of a midwestern chapter of the oncology nursing society (n= 39). Participation in the study was voluntary, with the MSI and the demographic data being returned by self-addressed postage-paid envelope. The MSI was identified by number only. No names were assigned to the numbers to insure anonymity of the subjects. The data was discussed as group data. No risks to the participants were identified in this study. The benefit of this study was to contribute to the data base for the MSI and to increase the awareness of stress and mastery.The research question was analyzed using the Pearson Moment Correlation Coefficient. A small but significant correlation coefficient was found between the acceptance and the growth subscales of the Mastery of Stress Instrument (r=.33, p <.05). No other significant correlation were found.Rapid changes are occurring in the healthcare environment of today. Nurses are in the center of this change and must master the increased stress experienced. The author concluded that the oncology nurses in this sample have mastered the stress they experienced possibly due to the length of time in the oncology nursing speciality. Also, the high level of education in this sample of oncology nurses indicates that the oncology nurses are more efficient at the mastery of the stress they experience.
School of Nursing
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Mohd, Nor Mohd Nazli. "Auditor Stress: Antecedents and Relationships to Audit Quality." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2011. https://ro.ecu.edu.au/theses/403.

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Research on Reduced Audit Quality Practices (RAQP) has consistently shown serious negative consequences in the auditing profession. It has found that under certain pressure levels, auditors tend to engage in RAQP. However, most of the previous studies that had investigated RAQP failed to examine RAQP from a stress model perspective which incorporates stressors, stress measures and stress consequences into the model and to measure the interactions among these constructs. Previous research has mainly focused on the direct effect of stressors (e.g., time budget pressure, leadership styles, individual personality etc.) on RAQP; there is no single investigation that has simultaneously examined RAQP from a stress model perspective. In addition, research in RAQP is relatively scarce in emerging and newly industrialised countries, and most of the relevant literature is derived from developed countries. This study, therefore, addresses this void by investigating how job stress and stressors in the auditors’ workplace affect RAQP, thus enhancing the explanatory power of stressors on outcome variables. The premise for this investigation is that the auditing workplace has been acknowledged as a high stress environment and studies in job stress provide support for negative consequences on auditors’ job outcomes. This study examined the impact of eight stressors (workload, budget attainability, budget emphasis, role ambiguity, role conflict, type A behaviour pattern, considerate and structure leadership) along with job stress, on outcome variables (job performance and RAQP). The stressors were chosen based on the previous studies in RAQP and stress in the accounting environment. The RAQP examined in this study were premature sign-off, reduction of standards of work below levels considered reasonable, failure to research an accounting principle, superficial review of documents and acceptance of weak client explanations. This study assesses the extent to which job stress and job performance are associated with key stressors and RAQP among auditors in Malaysia.
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Akinwolere, Oladele Augustine Odunayo. "Psychological Stress in Critical Care Nurses." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3134.

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Increased levels of stress in the workplace have led the American Psychological Association to predict a looming public health crisis. Critical care nurses (CCNs) are highly exposed to stressors in the workplace, more than other nurses. Tens of billion dollars were reported lost in productive work time yearly due to ill health from depression alone. An important gap remains in understanding the relationships of stressors with the amount of stress. Supported by the biopsychosocial stress theory, the purpose of this study was to determine the relationship between frequencies of perceived stressors (IVs) as a source of perceived levels of stress (DV) or allostasis. The mixed-methods study included an online questionnaire and an e-mail interview of 400 hospital-based CCNs from professional nurses' associations in the United States. The Nursing Stress Scale was used to determine the kinds and frequencies of IVs, while the Psychological Stress Measure was used to assess the DV. Multiple regression analysis assessed the strength and direction of the relationships between IVs and DV. Interviews fell short of the minimum sample size for saturation and were not analyzed. Quantitative findings indicated workload as the most frequently perceived stressor, correlating positively with allostasis (p = .0005). Death and dying, conflict with other nurses, and lack of support for CCNs were also statistically significant (p < .05). Implications to practice and social change include promoting changes in policy with management support to reduce workload, death and dying, conflict with other nurses, and lack of social support for CCNs. Personal behavior changes like relaxation and physical exercises as coping methods may also reduce levels stress.
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Douglas, Amelia L. "Job satisfaction in nursing homes." Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/902478.

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The recruitment, hiring, and retention of registered nurses (RNs) is of critical concern for nursing home administrators. Many times, nursing homes unsuccessfully compete with hospitals and staff relief agencies for available RNs (Braddy, Washburn, & Carroll, 1991). Understanding the factors that influence nurses to seek a particular employer is significant in recruitment and hiring. Factors related to nursing decisions to choose employment in nursing homes were identified in this descriptive study.Price and Mueller's (1981) Causal Model for Turnover (CMT) provided a conceptual framework for the study. The investigator used a revised form of an instrument developed by Price and Mueller for a 1981 study of hospital turnover. The instrument contained 67 items presented in a combination of 59 multiple choice items and 8 five-point Likert-type items. The reliability for each of the seven subscales was equal to or greater than .70.A sample of 300 full-time RNs with tenure of at least 6 months employment with a large for profit corporation was selected for this study. Questionnaires were mailed to participants with a letter of introduction from the investigator and the divisional vice president of the corporation. Subjects were provided with a self-addressed, stamped envelope to be used to return completed questionnaires. A follow-up call was done one week after the mailing requesting return of all completed questionnaires.There were no risks or ill effects from participating in this study. Respondents were free to ask any questions during the study. The agency and respondents were not identified in the sampling and the results of the study. Completion of the questionnaire was interpreted as the respondent's agreement to participate in the study.Results should help administrators understand the factors that influence registered nurses to seek employment in nursing homes. The results of the study should be utilized in reviewing current recruitment, hiring, and retention strategies.
School of Nursing
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Steenkamp, Jeanette Gwendoline. "Investigating the psychological and social predictors of burnout among nurses." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/86643.

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Thesis (MA)--Stellenbosch University, 2014.
ENGLISH ABSTRACT: Burnout levels have been found to be high among nurses in both public and private hospitals in South Africa. Burnout is defined within the human services as a syndrome of emotional exhaustion, depersonalisation, and reduced personal accomplishment that can occur among individuals who work with people in some capacity. High levels of burnout have been linked to nurses’ intention to leave the profession, which places additional strain on an already struggling public health system characterised by a shortage of nurses in South Africa. The primary aim of the present cross-sectional correlational study was to determine the proportion of the variance in burnout among nurses accounted for by the linear combination of certain demographic characteristics and occupational stress factors. Secondary aims were to determine the relationship between such factors and burnout levels and to determine the average level of burnout and occupational stress factors reported. A convenience sample of 110 nurses was recruited from a public hospital located in the Western Cape. An analytical survey design for the collection of quantitative data was used. The results of hierarchical multiple regression analyses indicated that workload, interpersonal conflict at work, job status, organisational constraints, and HIV/AIDS stigma by association significantly predicted burnout levels. The linear combination of these variables accounted for 38% of the variance in emotional exhaustion, 32% of the variance in depersonalisation, and 12% of the variance in personal accomplishment. Death and dying-related stress and age did not predict burnout levels. Age was also the only predictor variable not significantly associated with burnout levels. Although burnout levels were not found to be high on average, 34% of the sample reported high levels of emotional exhaustion. A high average level of workload was also reported. It is recommended that future research should focus on the development and evaluation of interventions to ameliorate burnout among South African nurses.
AFRIKAANSE OPSOMMING: Hoë vlakke van uitbranding is bevind onder verpleegkundiges in beide openbare en private hospitale in Suid-Afrika. Uitbranding word binne die menslike dienste gedefinieer as 'n sindroom van emosionele uitputting, depersonalisasie en verminderde persoonlike vervulling wat kan voorkom onder individue wat werk met mense in een of ander hoedanigheid. Hoë vlakke van uitbranding is gekoppel aan verpleegkundiges se voorneme om die professie te verlaat, wat bykomende druk plaas op 'n reeds sukkelende openbare gesondheidstelsel gekenmerk deur 'n tekort aan verpleegkundiges in Suid-Afrika. Die primêre doel van die huidige deursnee- korrelasionele studie was om te bepaal hoeveel van die variansie in uitbranding onder verpleegkundiges voorspel word deur die lineêre kombinasie van sekere demografiese eienskappe en beroepstresfaktore. Sekondêre doelwitte was om die verhouding tussen sodanige faktore en uitbrandingsvlakke te bepaal en om die gemiddelde vlak van uitbranding en beroepstresfaktore soos gerapporteer te bepaal. ’n Gerieflikheidsteekproef van 110 verpleegkundiges is gewerf uit 'n openbare hospitaal geleë in die Wes-Kaap. 'n Analitiese opname-ontwerp vir die insameling van kwantitatiewe data is gebruik. Die resultate van hiërargiese meervoudige regressie-ontledings het aangedui dat werkslading, interpersoonlike konflik by die werk, werkstatus, organisatoriese beperkinge , en MIV/VIGS stigma deur assosiasie uitbrandingsvlakke beduidend voorspel het. Die lineêre kombinasie van hierdie veranderlikes was verantwoordelik vir 38% van die variansie in emosionele uitputting, 32% van die variansie in depersonalisasie, en 12% van die variansie in persoonlike vervulling. Dood en sterfte-verwante stres en ouderdom het nie uitbrandingsvlakke voorspel nie. Ouderdom was ook die enigste veranderlike wat nie beduidend geassosieer was met uitbrandingsvlakke nie. Alhoewel dit bevind is dat gemiddelde vlakke van uitbranding nie hoog is nie, het 34% van die steekproef hoë vlakke van emosionele uitputting gerapporteer. 'n Hoë gemiddelde vlak van werkslading is ook aangemeld. Dit word aanbeveel dat toekomstige navorsing toegespits behoort te word op die ontwikkeling en evaluering van ingrypings om uitbranding onder Suid-Afrikaanse verpleegkundiges aan te spreek.
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Norman, Jennifer A. "The relationship between job satisfaction, work values, and stress in nursing home aides." Virtual Press, 2004. http://liblink.bsu.edu/uhtbin/catkey/1293377.

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This study was designed to examine the relationship between job satisfaction, work stress, and work value orientation in a sample of nursing home aides. It was hypothesized that 1) organizational stress would impact job satisfaction in a curvilinear manner in such a way to form an inverted U-shape; 2) job risk, a second element of work stress, would also share the same curvilinear relationship with job satisfaction; 3) work value orientation would be significantly related to job satisfaction. Data were analyzed by conducting Curve Estimations and a bivariate regression. Results did not provide support for the hypotheses. Regressions analyzing work stress did provide support for a linear relationship between work stress and job satisfaction. Implications and limitations of the findings were discussed as were recommendations for future research.
Department of Counseling Psychology and Guidance Services
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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.

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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
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Books on the topic "Nurses Job stress Malaysia"

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Bush, Nancy Jo. Self-healing through reflection: A workbook for nurses. Pittsburgh, Pa: Hygeia Media, 2012.

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

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

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Stress and self-awareness: A guide for nurses. London: Heinemann Nursing, 1986.

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

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Seccombe, Ian J. Workloads, pay and moraleof qualified nurses in 1994. Brighton: Institute of Manpower Studies, 1994.

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Cherniss, Cary. Beyond burnout: Helping teachers, nurses, therapists andlawyers recover from stress and disillusionment. New York, NY: Routledge, 1995.

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

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

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Marshall, Rosalind C. Work stress and social support among women in helping professions: A longitudinal study. Wellesley, MA: Wellesley College, Center for Research on Women, 1991.

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Book chapters on the topic "Nurses Job stress Malaysia"

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Mokhtar, Noorzalyla, Megat Fadzil Megat Khairi Azman, Muna Kameelah Sauid, Zarina Begum Ebrahim, and Nurul Ain Mustakim. "Factors Affecting Job Satisfaction of Nurses at a Private Healthcare Center in Malaysia." In Proceedings of the Regional Conference on Science, Technology and Social Sciences (RCSTSS 2016), 391–99. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-0203-9_36.

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

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Nurses have been found to experience higher burnout levels compared with other health professionals owing to the nature of their work. High burnout levels among nurses have been attributed to their stressful working environments. Prolonged exposure to work-related stress leading to burnout has negative consequences for job satisfaction and general health of nurses. This has wider implications on the health system, such as high turnover rates and compromised patient care. There is a significant gap in research focusing on the relationship between work-related stress, burnout, job satisfaction and general health of nurses in developing countries such as South Africa. A study exploring the relationships between work-related stress, burnout, job satisfaction and general health among South African nurses over time was conducted in order to inform how best to improve nursing environments while enabling quality nursing practice and patient care. A total of 895 nurses participated in the study at baseline and 277 of these individuals were followed up with a year later. Findings showed that although stress related to security risks in the workplace predicts job satisfaction as well as general health, stress related to patient care and nursing shortages better predict job satisfaction and general health over time. Burnout better predicts job satisfaction than general health over time.
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Wolfgang, Alan P. "Job Stress, Coping, and Dissatisfaction in the Health Professions: A Comparison of Nurses and Pharmacists." In Occupational Stress, 193–204. CRC Press, 2020. http://dx.doi.org/10.1201/9781003072430-17.

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"Effect of continuous exercise on job stress among Japanese nurses." In Promotion of Work Ability towards Productive Aging, 313–16. CRC Press, 2008. http://dx.doi.org/10.1201/9780203882511-55.

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Yamada, Yasuyuki, Sumio Tanaka, Yujiro Kawata, Miyuki Sugiura, Motoki Mizuno, Yasunobu Nishi, and Masataka Hirosawa. "Effect of continuous exercise on job stress among Japanese nurses." In Promotion of Work Ability towards Productive Aging, 303–6. CRC Press, 2008. http://dx.doi.org/10.1201/9780203882511.ch46.

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"The Role of Psychological Capital on Job Stress of Nurses." In Education Innovation and Mental Health in Industrial Era 4.0, 18–24. Sciendo, 2019. http://dx.doi.org/10.1515/9783110679977-004.

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Lorber, Mateja, Sonja Treven, and Damijan Mumel. "Factors Affecting Employees' Job Satisfaction and Psychological Health." In Research Anthology on Changing Dynamics of Diversity and Safety in the Workforce, 516–42. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-2405-6.ch027.

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The aim of this study was to examine the level of psychological health and job satisfaction and to find out which predictors have an impact on nurses' psychological health and job satisfaction. Six hundred forty nurses from surgery and internal medicine departments from Slovenian hospitals participated in the research. Data analysis was carried out by using SPSS 25.0. With transformational leadership style, leaders' characteristics, leaders' emotional intelligence, leaders' communication skills, positive effectivity, and job satisfaction, one can explain 57% of nurses' psychological health. The results indicated that 85% of nurses had good psychological health. And also that more frequent exposure to stress and lack of stress management were associated with poor psychological health. The employees' psychological health does not affect only the individual, but also on the quality of care and on the effectiveness of hospitals. It is important to monitor employees' job satisfaction and take care for employees' health by providing a healthy work environment.
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Lorber, Mateja, Sonja Treven, and Damijan Mumel. "Factors Affecting Employees' Job Satisfaction and Psychological Health." In Recent Advances in the Roles of Cultural and Personal Values in Organizational Behavior, 213–39. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-1013-1.ch011.

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The aim of this study was to examine the level of psychological health and job satisfaction and to find out which predictors have an impact on nurses' psychological health and job satisfaction. Six hundred forty nurses from surgery and internal medicine departments from Slovenian hospitals participated in the research. Data analysis was carried out by using SPSS 25.0. With transformational leadership style, leaders' characteristics, leaders' emotional intelligence, leaders' communication skills, positive effectivity, and job satisfaction, one can explain 57% of nurses' psychological health. The results indicated that 85% of nurses had good psychological health. And also that more frequent exposure to stress and lack of stress management were associated with poor psychological health. The employees' psychological health does not affect only the individual, but also on the quality of care and on the effectiveness of hospitals. It is important to monitor employees' job satisfaction and take care for employees' health by providing a healthy work environment.
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Abdul Latif, Nurul Jannah, R. Zirwatul Aida R. Ibrahim, Jumadil Saputra, and Jasmi Abu Talib. "Determinants of Turnover Intentions of Malaysian Academicians." In Advances in Human Resources Management and Organizational Development, 131–47. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-3937-1.ch008.

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This study examines the relationship between stress and job satisfaction on the turnover intention among academic staff of private higher educational institutions (HEIs) in Malaysia. A total of 308 private HEIs academic staff have participated through multistage cluster sampling. The results showed a significant positive relationship between stress and turnover intention and a significant negative relationship between job satisfaction and turnover intention. Also, stress and job satisfaction predicted the turnover intention among academic staff in private HEIs. The study provides a clearer understanding and reference to employers about the issue of retrenchment, stress, and job satisfaction among the academic staff of private HEIs in Malaysia. Appropriate strategies can be taken by the organisations involved. For employees, appropriate initiatives can address the causes of turnover intention, such as stress and job satisfaction. Good handling from all parties can prevent the occurrence of retrenchment and further improve the individuals' well-being.
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Sumiyati, S., M. Masharyono, H. Yuliadi, and R. Purnama. "The effects of environmental work and individual characteristics on job stress among hospital nurses." In Advances in Business, Management and Entrepreneurship, 698–702. CRC Press, 2020. http://dx.doi.org/10.1201/9780429295348-148.

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Conference papers on the topic "Nurses Job stress Malaysia"

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Fanani, Erianto, Abdul Rohim Tualeka, and Tri Wahyu Sarwiyata. "Job Stress Level Among Islamic Hospital Nurses." In The 1st International Scientific Meeting on Public Health and Sports (ISMOPHS 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/ahsr.k.201203.014.

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Lee, Joohyun. "Job Stress and Stress Coping Strategies among Male and Female Korean Nurses." In Green and Smart Technology 2015. Science & Engineering Research Support soCiety, 2015. http://dx.doi.org/10.14257/astl.2015.120.138.

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Kim, Hye-Won, and Mi-Ran Kim. "Correlations Between Stress Perception, Exhaustion, and Job Satisfaction in Hospital Nurses." In Education 2013. Science & Engineering Research Support soCiety, 2013. http://dx.doi.org/10.14257/astl.2013.36.17.

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

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Zakiyah, Ana, Iswati Iswati, Ika Ainur Rofi’ah, and Sela Tri Cahyani. "Work Stress and Job Satisfaction of Nurses During The Covid-19 Pandemic." In International Conference on Health and Well-Being (ICHWB 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/ahsr.k.220403.018.

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

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Paul, Bishwadeep. "363 A study on job stress and related health problems among hospital nurses in india." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1645.

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Juanda and Ria Utami Panjaitan. "Correlation beetwen Characteristics and Workload with Nurses Job Stress In-patient Unit Gedung A of Cipto Mangunkusumo Hospital Jakarta." In The 1st International Conference of Indonesian National Nurses Association. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0008206701540162.

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Strategic Tool in Elderly Care, A. "Risk Management as." In Applied Human Factors and Ergonomics Conference. AHFE International, 2019. http://dx.doi.org/10.54941/ahfe100168.

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The aim of this two-year intervention study was to provide information on the work-related physical demands and risks among nurses working in elderly 24-hour care units and to determine what kind of measures and management means can reduce physical strain on nurses. A variety of measures were used. This paper presents the key findings of nurses' physical load and risks associated with nursing care (The Care Thermometer method) and perceived workload of nurses (job strain and satisfaction questionnaire).The level of working safety increased from 56% to 71.5%. High-risk tasks have been reduced from 22.5% to 13.9%.There were significant differences (p-value < .001) in perceived stress between physical and psychological stress and by activities (long term care; homes for elderly; service homes) and by professions (nurses; practical nurses; nursing aids; first-line managers). Both physical stress and psychological stress increased, but physical stress increased less than psychological stress. It can be assumed that the interventions in this study had a positive impact on physical stress. Additional tests are needed to explain the differences between physical and psychological stress and the measures and management means that can best reduce physical strain on nurses.
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Likdanawati, Marbawi, Hamdiah, Yurina, and Yuza Juanda. "The Influence of Work Stress, Work Load, and Job Satisfaction towards Work Performance of Civil Servants in Inspectorate North Aceh District." In Malaysia Indonesia International Conference on Economics Management and Accounting. SCITEPRESS - Science and Technology Publications, 2019. http://dx.doi.org/10.5220/0010437300002900.

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