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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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.
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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.
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Decker, Catherine H. "Job redesign in nursing : a descriptive comparative study." Virtual Press, 1993. http://liblink.bsu.edu/uhtbin/catkey/879845.
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Job redesign could significantly impact the efficiency was obtained. This survey was comprised of nineteen scales with of the organization. The purpose of this descriptive, comparative study was to describe and compare job characteristics, general job satisfaction, and motivation potential of the job in order to diagnose the job profile of registered nurses, licensed practical nurses, and nursing assistants.The convenience sample consisted of all staff nurses, licensed practical nurses, and nursing assistants working at a 515 bed Department of Veterans Affairs Medical Center in the midwest who voluntarily agreed to complete the Job Diagnostic Survey. A response rate of 36.8% (n = 118) to measure the degree of job characteristics, motivating potential of the job, psychological states, growth need strength, general job satisfaction, and satisfaction context factors present in the current job.Mean scores were computed to measure each variable. All means for each job category were found to be over the midpoint (3.5). Growth need strength was significantly lower than the normative data for RN's and LPN's. Task identity and experienced responsibility for work outcomes were significantly lower than the norm for LPN's assigned to the acute medical area. Motivating potential was significantly lower for nursing assistants assigned to the acute medical and the long term psychiatric area.Adjusting staff assignments to encourage continuity and observation of patient outcomes, and providing direct feedback regarding performance to staff members from nurse managers were implications. Implications include combining tasks to provide a more identifiable job and enable the worker to visualize patient outcomes to a greater degree. Recommendations included further research utilizing the JDS, including comparison of various types of nurse jobs. Statistical analysis in future studies should include comparisons of these different groups.School of Nursing
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Maphangela, Tabby. "Factors associated with occupational stress among nurses working in clinics in Gaborone,Botswana." Thesis, University of Limpopo, 2015. http://hdl.handle.net/10386/1700.
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Thesis ( MPH.) -- University of Limpopo, 2015The purpose of the study was to find out factors associated with occupational stress among nurses working in clinics in Gaborone. The study was conducted in Gaborone district targeting all primary healthcare clinics. The specific focus was drawn to all registered nurses working in clinics in Gaborone. The objective of the study was to investigate factors associated with occupational stress among nurses working in clinics in Gaborone. A quantitative study was carried out in this study. A sample of 106 respondents was used in the study. Purposive sampling was employed to select respondents that were included in the study. Data was collected through a self-administered questionnaire which comprised of close and open ended questions. Informed consent was obtained from the participants who participated in the study. The study revealed that a higher percentage (74%) of nurses have ever experienced occupational stress. The results also revealed that females 80 percent respondents experienced stress compared to their male counterparts. The results also show that all of the respondents mentioned that they had experienced stress related to work. Respondents also mentioned that work relationship, shortage of staff, and workload contribute to stress among the nurses. On the other hand, the results of the study also found that staff welfare issues also contribute to stress among the nurses. These include lack of recognition, no personal growth, lack of support and unfriendly work environment. From the results most of the respondents indicated that there are no interventions dealing with stress in the workplace therefore the study recommends that interventions in the workplace needs to be introduced to address occupational stress among the nurse. Furthermore there is a need to create wellness programs, reduce work overload and motivate staff by promotions and other means in order to increase level of job satisfaction.
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Bostwick, Paula Manuel. "Job satisfaction of registered nurses employed in nursing homes." Virtual Press, 1996. http://liblink.bsu.edu/uhtbin/catkey/1020154.
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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
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Carnevale, Franco A. "Striving to care : a qualitative study of stress in nursing." Thesis, McGill University, 1994. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=28431.
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This study advances current explanations of stress in nursing. Research reports have documented a broad range of stressors experienced by nurses. This study was motivated by the scarce agreement across studies regarding how these stressors affect nurses and how they are managed by nurses. Virtually all studies of stress in nursing have been based exclusively on self-report data. As well, no studies have been documented regarding the enrichments of nursing that may serve to offset the effects of stress among nurses. A phenomenological method was used in this study in order to obtain rich descriptions of nurses' experience of stress and enrichment within their workplace. Twelve nurses were recruited, six from an intensive care unit and six from a medical unit, in a university-teaching general hospital. These nurses were observed while working on their units and then subsequently interviewed. The principal sources of stress reported were "conflict with the physicians," "complex patient care situations," and "shortstaffing." The coping strategies employed to manage these were "drawing on support" and "stressor-specific strategies." The principal sources of enrichment observed were "the patient" and "the team." A central developmental phenomenon was uncovered that described the nurses' overall attempts to manage their work stress, which has been named "striving to care." The informants' early career was characterized by reports of self-sacrifice, followed later by reports of disenchantment, which sometimes led to a discovery of "relational mutuality." This process resembles the psychological development of women described by Carol Gilligan. Implications for counselling research and practice are outlined in relation to the experience of nurses. These are also related to the broader counselling literature that addresses issues in the work of women and female-dominated occupations.
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Ruggerio, Christine Marie. "The relationship between stress and coping mechanisms among critical care nurses." Virtual Press, 1992. http://liblink.bsu.edu/uhtbin/catkey/845963.
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The purpose of this study was to investigate the relationship among perceived stress, stressors, and coping mechanisms of nurses in the areas of the intensive care unit, coronary care unit, cardiac recovery unit, and the emergency room. It was proposed that nurses in these areas perceive environmental and job stressors for which they developed specific copingmechanisms. It was further proposed that a relationship exists between levels of stress and coping mechanisms used by nurses.All registered nurses (RN's) and licensed practical nurses (LPN's) in each of the above units at Ball Memorial Hospital who agreed to participate were included in the study. The nurses were surveyed by questionnaires which they completed during their leisure time and placed in a drop box on their unit. No names or signatures were asked for. Informed consent was implied by the completion and return of the questionnaire which included, the Nurse Stress Scale by Gray-Toft & Anderson (1981), a coping mechanism scale by Kelly & Cross (1985), and a demographic questionnaire. Demographic characteristics included age, gender, educational level, marital status, years of experience, and type of nurse (manager or staff and RN or LPN). No risks were foreseen to the participants. However, it is hoped that participants in the study were able to develop a greater awareness of job related stress and coping mechanisms employed.The design of the study was nonexperimental, descriptive, and correlational. The independent variable was work related stress and the dependent varible was coping mechanisms. Pearson's product moment correlation, t-test, and multivariate analysis of variance were used to analyze the data.The results indicated that there were sigificant relationships between five of the stress subscales, and selected coping mechanisms. Total stress was also found to have significant posititve correlations with four of the coping mechanisms. There were no significant differences between RNs and LPNs in general level of stress and in the seven subscales of stressors.School of Nursing
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Ditzel, Elizabeth Mary, and n/a. "A study of perceived occupational stress, burnout and sense of community among New Zealand nurses." University of Otago. Department of Management, 2008. http://adt.otago.ac.nz./public/adt-NZDU20080313.094654.
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This research shows that sense of community reduces the effect of job stress on burnout among a sample of 672 New Zealand nurses. Sense of community - a feeling that members matter to one another (and to the group) and a shared faith that members� needs will be met through their commitment to be together - consists of four elements: membership, integration and fulfilment of needs, influence and shared emotional connection. Results indicate that nurses have a moderate to high level of sense of community. Apart from the influence element, subscale reliabilities for the other three elements were acceptably high on the Nurse Sense of Community Index, an instrument that was developed for use in this study.
In relation to occupational stress, the study results indicate that high workload, rather than any difference in the practice requirements of various types of nursing work is the most important factor contributing to nurses� job stress. Public hospital nurses experience significantly higher levels of perceived job stress than their private sector counterparts because high workloads and problems of recruiting and retaining nurses are more typical of the public sector. Nurses who work full-time experience more job stress than those who work part-time, and those in the 20 to 30 age group experience the highest frequency of perceived job stress.
Burnout is a syndrome of high emotional exhaustion and high depersonalisation in the presence of a lack of personal accomplishment. Nurses who work full-time experience significantly higher levels of emotional exhaustion and depersonalisation than those who work part-time. Accident and emergency nurses have the highest level of burnout and intensive care unit nurses the lowest level of burnout among public hospital nurses.
Overall, the majority of nurses experience a low to moderate degree of burnout. Yet, a substantial proposition of the sample population acknowledge experiencing some aspect of burnout, and as has been found by other nursing studies, a nurse�s age influences burnout levels, with younger nurses experiencing more burnout than older nurses. A clear relationship between an increased frequency of perceived job stress and burnout was identified. Results suggest that nurses with a high level of sense of community have lower frequencies of perceived job stress, experience lower burnout than those with low and moderate levels of sense of community. Findings demonstrate that burnout remains a serious issue for nurses the nursing profession and, as the demands on professional workers increase, the health care sector.
The theoretical and practical implications of the study�s findings for management practice are postulated in the conclusion of this thesis.
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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.
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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
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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.
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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
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Daniels, Anne. "Listening to New Zealand nurses a survey of intent to leave, job satisfaction, job stress, and burnout : a thesis submitted to Auckland University of Technology in partial fulfilment of the degree of Master of Health Science, July 2004." Full thesis. Abstract, 2004.
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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.
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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
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Dinwiddie, Jo R. "The relationship between hardiness and burnout in medical- surgical staff nurses." Virtual Press, 1992. http://liblink.bsu.edu/uhtbin/catkey/845962.
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The purpose of the study was to examine the relationship between hardiness and burnout in medicalsurgical staff nurses at a midwestern hospital. The conceptual framework used in the study was hardiness, developed by Kobasa (1979).The population selected for the study was medicalsurgical staff nurses at a midwestern hospital. The convenience sample consisted of responding staff nurses (n=41). Subject confidentiality was maintained by indicating respondents by number instead of name.The research design for the study was a descriptive correlational design. The research question was analyzed using the Pearson Moment Correlation Co-efficient. Findings of the study indicated a negative, significant correlation between Emotional Exhaustion Burnout subscale and hardiness (p=.001). A positive significant correlation was supported-between the Personal Accomplishment Burnout subscale and hardiness (p=.000). The Depersonalization Burnout Subscale and the overall Burnout Score did not support significant correlations in sample subjects studied.Conclusions from the study were that nurses need opportunities for increasing personal development and decreasing exhaustion. The depersonalization of the environment did not seem to be a factor related to hardiness, and remains to be examined. The study was significant because it was determined that certain subscalBall State UniversityMuncie, IN 47306School of Nursing
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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.
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"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
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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.
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"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
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Mohadien, Shenaaz. "The Factors influencing job satisfaction of nurses working in a Provincial Psychiatric hospital in the Western Cape." Thesis, University of the Western Cape, 2008. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_6766_1276460517.
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Much evidence exists that nurses are leaving the public health sector for the private sector, or leaving the country to seek better working conditions and higher salaries. Studies conducted on the job satisfaction of nurses are proof that there is a need to know more about the factors that influence their sense of job satisfaction. Most of these studies focus on the general nursing context. Due to its unique circumstances, many studies abroad have identified the field of psychiatric mental health nursing to investigate job satisfaction of nurses. The minithesis is an attempt to fill the gap that exists in job satisfaction studies in South Africa of nurses in a provincial psychiatric hospital. The study was a cross sectional, correlational, survey design study. The instrument was a self-administered questionnaire, combining a quantitative questionnaire with one qualitative open-ended question. The study was conducted on nurses of all categories in a provincial psychiatric hospital in the Western Cape. Sixty- eight nurses participated in the study. The data was analyzed statistically using the SAS v9 statistical software and Statistical Package for Social Sciences (SPSS). The open-ended question was analyzed qualitatively. The results revealed that the participating nurses were dissatisfied with remuneration, recognition and appreciation, training and development, as well as benefits and incentives. Nurses were most satisfied with supervision and support, interpersonal relationships, and rendering patient care. The study identified the factors influencing job satisfaction and job dissatisfaction of nurses in a provincial psychiatric hospital. Recommendations were made based on the results of the research.
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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.
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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.
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Boyce, Dorothy. "The relationship between hardiness and coping effectiveness among nurse middle managers." Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/917041.
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In balancing the divergent needs of staff, patients, families, support services and upper management, the nurse middle manager (NMM) in the acute care hospital faces daily stresses in dealing with the demands of the management role. The purpose of the study was to identify the relationship between hardiness, a stress resistance buffer, and coping effectiveness among NMMs. The conceptual framework used in the study was Lazarus' theory of stress and coping. The study was based on a descriptive correlational comparative design. The instruments used were: (a) the Health Related Hardiness Scale (HRHS), measuring hardiness; (b) the .Jalowiec Coping Scale (-JCS), measuring coping mechanisms and coping effectiveness; and (c) a demographic data form, describing the sample. A convenience sample of 201 (37.2X) NMMs representing 31 Indiana acute care hospitals participated in the study. Confidentiality of the subjects was maintained throughout the study. A Pearson r correlation, used to analyze the data of the HRHS and .JCS, indicated a weak: positive relationship at a significant level (r=.2S; p=':.OO1) between hardiness and coping effectiveness. Descriptive statistics wereused to determine that the most frequently used coping mechanisms were confrontive, optimistic, and self-reliant. No relationship was identified between hardiness and age (r=-.07; p=.33). No differences were identified between: (a) hardiness and present level of NMM educational preparation, and (b) hardiness and NMMs that reported 'adequate' and 'inadequate' social support (work and family). It was concluded that NMMs in the study had a high level of hardiness. A lower level of coping effectiveness (mean ;: effectiveness score, 3.30) indicated the use of a limited number of coping mechanisms, which may be the result of limitations in the work setting. The low correlation between hardiness with coping effectiveness may be the result of: (a) a low level of coping effectiveness, or (b) the use of a limited number of coping mechanisms resulting from limitations in the work setting. Confrontive, optimistic, and self-reliant coping mechanisms may be the most appropriate styles in the work setting for NMMs. The use of healthy coping mechanisms by the NMMs may be the result of the programs supporting the transition from clinician to manager provided by the participating hospitals. Organizations should plan strategies to help NMMs (both established and those new to the position) develop a sense of commitment to the organization, a feeling of challenge from the job demands, and a plan to provide control of the responsibilities of the position in order to sustain the present high levels of hardiness for the NMMs.School of Nursing
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Mo, Man-yuen Jacky, and 毛文源. "The impact of adverse work schedules on nurses' fatigue." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2011. http://hub.hku.hk/bib/B4694090X.
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Gunther, Angela Price. "A study of occupational stress and smoking among hospital nurses." Thesis, This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-01312009-063612/.
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Hawes, Katheleen A. "Nurse job stress, burnout, practice environment and maternal satisfaction in the neonatal intensive care unit /." View online ; access limited to URI, 2009. http://0-digitalcommons.uri.edu.helin.uri.edu/dissertations/AAI3367992.
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Alomani, Qamra Faris. "The mediating role of emotional exhaustion and work engagement on the relationship between job demands/resources and nurses' anxiety, turnover intention, and happiness in Saudi public hospitals." Thesis, Brunel University, 2016. http://bura.brunel.ac.uk/handle/2438/15192.
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This study examines the determining factor of nurses' occupational stress in public hospitals in Saudi Arabia. Despite the increasing number of occupational stress studies in the healthcare industry, occupational stress studies are still at an early stage of development in Saudi Arabia, and further research is recommended. The objectives of this research are: (1) to identify the occupational stress levels among nurses in public-sector hospitals in Saudi Arabia; (2) to examine the influence of job demands on the anxiety and turnover intention of nurses working in public-sector hospitals in Saudi Arabia; (3) to investigate the influence of job resources on the turnover intention and happiness of nurses working in public-sector hospitals in Saudi Arabia; (4) to determine the mediating effects of emotional exhaustion on the relationship between job demands and anxiety and turnover intention on nurses working in public-sector hospitals in Saudi Arabia; and (5) to ascertain the mediating effects of work engagement on the relationship between job resources and the turnover intention and happiness of nurses working in public-sector hospitals in Saudi Arabia. The study was conducted as a two-stage empirical study employing sequential exploratory mixed-methods approach starting with interviews with 15 nurses, analysing the data then revising the questionnaire and distributing to a sample of nurses at five hospitals. The study used thematic analysis to analyse the qualitative data and the Statistical Package for the Social Sciences (SPSS) and AMOS to analyse the 512 questionnaires. The conceptual model was validated through Structural Equation Modelling (SEM), which includes two kinds of models: the measurement model or confirmatory factor analysis (CFA), and the structural model which is conducted to approve the hypotheses and the performance of the suggested conceptual framework. The study findings indicated that the level of nurses' stress is very high and has negative outcomes if the job demands (stressors) exceed the nurses' abilities. Emotional demands, work-family conflict and workload are the main job demands identified. Procedural fairness and perceived organizational support are identified as the main job resources. This study also examines the mediation role of emotional exhaustion and work engagement. More specifically, its shows that emotional exhaustion mediates the relationship between emotional demands, work-family conflict, workload and anxiety, whereas emotional exhaustion only mediates the relation between work-family conflict and turnover intention. Conversely, work engagement mediates the relation between procedural fairness and turnover intention and happiness. Contributions of the study, research and practical implications, and future research directions are also discussed.
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Maphangela, Tabby. "Factors associated with occupational stress among nurses working in clinics in Gabarone, Botswana." Thesis, University of Limpopo, 2015. http://hdl.handle.net/10386/1612.
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Thesis (MPH.) --University of Limpopo, 2015The purpose of the study was to find out factors associated with occupational stress among nurses working in clinics in Gaborone. The study was conducted in Gaborone district targeting all primary healthcare clinics. The specific focus was drawn to all registered nurses working in clinics in Gaborone. The objective of the study was to investigate factors associated with occupational stress among nurses working in clinics in Gaborone. A quantitative study was carried out in this study. A sample of 106 respondents was used in the study. Purposive sampling was employed to select respondents that were included in the study. Data was collected through a self-administered questionnaire which comprised of close and open ended questions. Informed consent was obtained from the participants who participated in the study. The study revealed that a higher percentage (74%) of nurses have ever experienced occupational stress. The results also revealed that females 80 percent respondents experienced stress compared to their male counterparts. The results also show that all of the respondents mentioned that they had experienced stress related to work. Respondents also mentioned that work relationship, shortage of staff, and workload contribute to stress among the nurses. On the other hand, the results of the study also found that staff welfare issues also contribute to stress among the nurses. These include lack of recognition, no personal growth, lack of support and unfriendly work environment. From the results most of the respondents indicated that there are no interventions dealing with stress in the workplace therefore the study recommends that interventions in the workplace needs to be introduced to address occupational stress among the nurse. Furthermore there is a need to create wellness programs, reduce work overload and motivate staff by promotions and other means in order to increase level of job satisfaction.
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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.
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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.
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Tyler, Judith Mary. "Job satisfaction, occupational stress and opportunities for continuing professional education among second level (enrolled) nurses." Thesis, University of Hertfordshire, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.259617.
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Teague, James B. "The relationship between various coping styles and burnout among nurses." Virtual Press, 1992. http://liblink.bsu.edu/uhtbin/catkey/833472.
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Stress is a construct that has received a great deal of attention in both the scientific and popular literature. particular type of job related stress experienced by human service professionals is burnout. If effective coping strategies to minimize or avoid burnout are present, one's job can remain interesting and challenging. However, if coping strategies are ineffective or absent, the consequences can negatively affect job performance and satisfaction. This study used the Maslach Burnout Inventory, the Coping Inventory for Stressful Situations, and a demographic questionnaire to assess perceived burnout, the relative utilization of three coping styles (Task, Emotion, and Avoidance), and general background information, respectively, among 163 nurses in a 600+ bed midwestern, urban hospital. Hierarchical multiple regression analysis was used to examine the relationship between these three coping styles and the perception of burnout. The results showed no significant differences in burnout for any of the demographic variables studied. However, there were significant differences in burnout among the 14 hospital units evaluated. In addition when specific demographic variables and unit of primary assignment were controlled statistically, those nurses who utilized more emotion oriented coping styles reported the highest amount of burnout. There were no unit by coping style interactions found. Finally, suggestions for future research and recommedations for trainers and employers of nurses are provided.Department of Counseling Psychology and Guidance Services
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Ruegg, Richard L. "Reported anxiety on work shifts for coronary care nurses." Virtual Press, 1987. http://liblink.bsu.edu/uhtbin/catkey/536289.
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The purpose of the study was to investigate the perceived anxiety experienced by coronary care nurses working eight- and 12-hour work shifts. It was hypothesized that length of shift work affects the before- and after-shift anxiety for nurses working eight- or 12-hour work shifts. Anxiety differences between the eight- and 12-hour work shifts were examined as well as differences between the before- and after-shift anxiety for each length of shift.Thirty-two (32) coronary care nurses from a general medical and surgical hospital in the Midwest volunteered to participate in the research. The sample consisted of all females (18 Registered Nurses, nine Licensed Practical Nurses, three charge nurses, a supervisory nurse, and a rehabilitation nurse). The nurses had voluntarily selected the eight- or 12-hour length of shift work and understood that they would be committed towork that shift for one year. Twelve nurses worked the eight-hour shift; 20 nurses chose the new 12-hour shift.The State Anxiety Inventory (SAI) was used to measure the nurses' before- and after-shift anxiety. Baseline data were collected from the nurses prior to the initiation of the 12-hour shift. The Box-Jenkins Time Series Analysis was used to analyze the daily before- and after-shift anxiety scores and to establish a forecasted trend for both the eight- and 12-hour shifts.The first finding was that the before-shift anxiety scores for the eight-hour workers declined, while the anxiety scores for the 12-hour workers increased, following the implementation of the 12-hour shift. The same trend was forecast for the after-shift anxiety scores. The eight-hour nurses' after-shift anxiety scores declined while the 12-hour nurses' anxiety scores increased. A transfer function was conducted for both the eight-hour and 12-hour before- and after-shift anxiety scores. No predictive trend could be established for the eight-hour anxiety scores; however, the 12-hour after-shift anxiety scores were found to be consistently higher than before-shift anxiety scores.Department of Counseling Psychology and Guidance Services
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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.
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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.
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Jacobs, Laurie Marie. "Work Stress Reactivity and Health Outcomes: A Study of Nurses." PDXScholar, 2013. https://pdxscholar.library.pdx.edu/open_access_etds/1515.
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Negative events encountered in daily life influence individual well-being. Individuals vary in their reactivity to these events, the extent to which they are behaviorally, physiologically, and psychologically influenced by them (Almeida, 2005; Neupert, Almeida, & Charles, 2007). Reactivity to events in the form of changes in health behavior could represent either an attempt at coping (Cooper, Frone, Russell, & Mudar, 1995) or a stressor-related failure of self-control (Muraven & Baumeister, 2000). Such changes in behavior could have later effects on health.
Although a great deal of attention has been paid to both the immediate and long-term effects of stressors on individuals, little is understood about the potential relationship between these immediate and long-term consequences. Exploration of this connection could not only expand the understanding of the relationships between stressors, behavior, and well-being, but also inform intervention strategies.
One important domain in which stressors occur is work; certain occupations such as nursing expose individuals to a greater likelihood of experiencing stressors simply by nature of the tasks and/or environment involved. As a nursing shortage continues, stress is in fact one of the most-often cited reasons for nurses to leave the profession (Cangelosi, Markham, & Bounds, 1998). Using a sample drawn from the Oregon Nurse Retention Project and the relatively novel statistical method of slopes-as-predictors, I examined the relationships between work stressors and nurses' health behaviors (alcohol consumption, diet, exercise) and then used those relationships as predictors of follow-up outcomes (depression, life satisfaction, perceived health).
Significant variability was found for five combinations of stressors and health behaviors, indicating that varying patterns of health behavior reactivity were indeed present in this sample; moreover four of those five stressor-behavior (reactivity) slopes emerged as significant predictors of later health and well-being. Notably, reactivity in the form of increased days of exercise during weeks of greater demands or negative events was associated with lower depression scores, and reactivity in the form of increased days of exercise during weeks of greater conflicts was associated with greater satisfaction with life. Implications of these findings, including the importance of exercise in maintaining well-being, are discussed.
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Prusky, Sharon, and 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.
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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.
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Lam, Ting-chee, and 林庭芝. "Workplace stressors, ways of coping & demographic characteristics as predictors of psychological well-being of HK hospital nurses." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B45011874.
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Lin, Hsin-Tsui, and 林欣翠. "Job Stress and Reproductive Health in Nurses." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/95756542070266279197.
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碩士國立陽明大學
社區護理研究所
92
Approximately 10-15% of all couples have experienced infertility problems. Some of them are related to abnormalities of the reproductive system, including prematurity, abnormal fetus, stillbirth, low-birth weight newborns, which may be caused by specific occupational exposures. Shift work, high level of self-perceived job stress, contact with anti-neoplastic agents, radiation and chemical exposures have been reported to be responsible for the dysfunctional reproductive systems of health care workers. As most of the nursing staff are in their reproductive age, thus the potential reproductive hazardous in this group should be highlighted. The aim of this study was to assess the association between self-reported stress and reproductive health of the nurses. A total of 907 nurses, including 460 from psychiatric hospitals and 447 from general hospitals, were enrolled in this study. To ensure the suitability and validity of the questionnaire, the self-report of the job stress was evaluated according to Karasek's Job Content Questionnaire (JCQ) and a focus group was also conducted. Data analysis included the personal analysis of all of cases and odds ratios were analyzed using multiple logistic regression. The results have demonstrated that 63.9% of the psychiatric nurses reported to have high level of job stress, which was associated with irregular menstrual cycles (AOR=5.04, 95% CI: 2.90-8.75), and longer menstruation period (more than 7 days) (AOR=2.08, 95% CI: 1.24-3.51). Of the general hospitals, 79.6% of the nurses reported to have high level of self-perceived job stress, which was associated with irregular menstrual cycles (AOR=5.11, 95% CI: 2.69-9.71), and longer menstruation period (more than 7 days) (AOR=3.18, 95% CI: 1.67-6.07). 'Time-to-pregnancy' (TTP) was used to evaluate subfertility in this study, and data were obtained from 195 psychiatric nurses and 147 nurses of general hospitals. The TTP of the psychiatric nurses with high–stress level was longer than that of those with low-stress, and a decreased fecundibility ratio was found (fecundibility ratio=0.63, 95% CI: 0.53-0.76). The TTP differences between the general-hospital nurses with the high-stress level and those with low-stress level was not statistically significant, nor was there an increase risk in fecundibility in this group. Furthermore, this study identified that nurses of either psychiatric or general hospitals with self-reported high level of job stress would be at risk for menstrual dysfunction. In addition, high level of self-perceived job stress might be an indicating factor for the reduced fertility of the nurses in both types of hospitals. Nevertheless, the impact of high level of job stress on fertility was more prominent in psychiatric nurses, while being compared to those of the general hospitals. The underlying pathophysiologic mechanism regarding the infertility induced by high level of job stress in nurses requires further clarification. Further laboratory examinations are recommended to determine the association between job stress and any physical alteration of the reproductive system.
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Peterson, Jessica Zara. "Job Stress, Job Satisfaction and Intention to Leave Among New Nurses." Thesis, 2009. http://hdl.handle.net/1807/17817.
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The difficulties new nurses experience when first entering acute care work environments have been recognized since Kramer’s seminal work in the 1970s. Despite the implementation of interventions designed to help ease the transition, the literature continues to report that new graduates undergo stress when beginning their careers as nurses. The purpose of this study was to examine the effects of perceived demands, control, social support and self-efficacy on the job stress, job satisfaction and intention to leave of new nurses.
The conceptual framework used in the study was Karasek’s (1979) Job Demands-Control-Support (JDC-S) model. This model posits that job demands increase employee stress, but that increasing control can alleviate the negative effects of high demands. Social support and self-efficacy were included in this study as potential moderators of the relationships between demands and control and the outcome variables. This was an exploratory study that utilized a cross-sectional survey was used to gather data. Surveys were mailed to the homes of new nurses working in acute care hospitals across Ontario, Canada.
Data were received from 232 new nurses, a response rate of 23.8%. Nurses in the sample had an average of 18.2 months of experience. Data were analyzed using separate hierarchical regression models for each dependent variable. The results showed that the main effects of job demands, social support and self-efficacy provided partial support for the JDC-S model when examining job stress, job satisfaction and intention to leave the job. Only self-efficacy was significantly related to intention to leave the profession. There was no evidence of moderating effects of social support or self-efficacy. An understanding of factors in the work environment that influence new nurses may assist in supporting them during the transition. By exploring the effects of demands, control, social support and self-efficacy on new graduates’ job stress, job satisfaction and intention to leave, this study may provide direction to nursing leaders who are working new nurses in acute care.
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Chang, Yi-hsuan, and 張怡萱. "Personality, Job Stress, Workplace Bullying Climate, and Job Satisfaction among Nurses." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/64736139527642924298.
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碩士國立中山大學
企業管理學系醫務管理碩士班
103
A nursing manpower shortage has caused serious problems in the medical community, not only in Taiwan, but also internationally. A review of this medical crisis showed that nurses in Taiwan are less satisfied with their working environment, which increases the turnover rate. Meanwhile, the government has called attention to this issue in an effort to improve the nursing workplace environment. However, a bullying phenomenon is still growing, causing an unfriendly environment in the workplace. The purpose of this paper is to discuss the relationship among personality, job stress, a workplace bullying climate and job satisfaction. This study used a cross-sectional questionnaire surveying one hospital in south Taiwan. There were 261 of 300 completed questionnaires, a response rate of 87%. Descriptive statistics, independent sample t test, analysis of variance (ANOVA) and hierarchical regression are used for statistics analyses. The results show that (1) a neurotic personality is negatively related to job satisfaction (β=-0.155, p&;lt;0.001), (2) work stress is negatively associated with job satisfaction (β=-0.145, p&;lt;0.01), and (3) the positive relationship between a conscientious personality (very responsible, organized and achievement oriented) and job satisfaction would become negative association if under the high bullying climate. (β=-0.011, p&;lt;0.01). The paper also proposes academic and practical recommendations based on the findings. It is hoped that managers will pay more attention to the job satisfaction of nurses, and improve the quality of workplace.
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Wu, Miin-Feng, and 吳敏鳳. "The Study of Job Stress and Stress Coping of Clinical Nurses." Thesis, 1997. http://ndltd.ncl.edu.tw/handle/24741826588015064570.
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碩士國立中正大學
勞工研究所
85
The Study of Job Stress and Stress Coping of Clinical NursesAbstractThe main purpose of this study was to understand the job stresses and theirstress coping strategies for the clinical nurses.Secondly,the relationshipsamong personal characterisitics.Type A/B behavior pattern,organizational climate,role percepion,job stressors and stress coping strategies were investigated.The sample includes 561 nurses employed in the hospital ofsouthern area.Data was analyzed by the following methods:frequency,T-test,one-way ANOVA,the Pearson correlation,regression analyses,discriminant analyses.The major findings of this study were as follow:First,the subjests''public/ private hospital,position,education,age,tenure,nursing tenure and departmenthave significant effects in job stresses.Besides, the subjests''age,tenure and nursing tenure have significant effects in stress responses.Second,the Type Anurses have a higher job stresses and more frequent stress responses than theType B nurses.Meanwhile,the Type A nurses tend to use the emotion-focusedcoping strategies,and the Type B nurses tend to use the problem-focused copingstrategies.Third,those subjests who have more positive organizational climateand role perception use problem-focused approach to cope their job stresses.In contrast,those subjests who have more negative organizational climate androle perception use emotion-focused approach to cope their job stresses.Consequently,the higher subjects''job stresses,the higher subjects''stress responses,and the negative organizational climate and role perception of nurses.At last,in predicting measures of job stresses and stress responses,the subjects'' Type A/B behavior pattern,organizational climate,role perceptionof nurses can significantly explain about 30% of varience in their job stressesThe subjects''age,tenure,Type A/B behavior pattern,organizational climate,roleperception can significantly explain about 24% of varience in their stress responses.The subjects''job stresses inclued medical knowledge, work itself, work enviornment,interpersonal relationships can significantly explain about36% of varience in their stress responses.The subjects''role perceptions(ex:profession) and job stresses (ex:medical knowledge) can correctly classifyabout 62% of varience in their stree coping strategies.
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Chuang, Tzu-Hsuen, and 莊子萱. "A Study of Job Stressors and Job Stress Responses among Hospital Nurses." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/5a96p8.
Full textAbstract:
碩士輔仁大學
公共衛生學系碩士班
97
Background Job stress is a crucial issue of medical care facilities. Hospital nurses are the first-line workers who provide the medical care to the patients. And job stress may cause the physical, mental health problems and poor job performance of them, and affect the quality of health care. Thus, it is essential to understand the source of job stress of hospital nurses. Aim The aim of this study was to understand and to compare the job stressors of hospital nurses from different hospitals and distinct work experience. And to realize the physiological and psychological responses and job performance caused by the work pressure. Methods There were twenty-six hospital nurses as our research subjects including nine head nurses of two hospitals, nine senior clinical nurses, and eight junior clinical nurses. Twelve in-depth interviews and four focus group interviews were held for our research. All interviews were tape-recorded, transcribed, and coded. Matrices were constructed based on grounded theory to identify themes and evolving concepts. Results In this study, all hospital nurses from different hospitals indicated that the hospital policies increased the work loads. The specific job stressor of a hospital was unnecessary hospital policy and that in B hospital was bad benefit system. We investigated various positions of these hospital nurses, and we found that the job stressor of head nurses were overtime working on holidays, management of the nursing department, limited allocation of human resources, excessive requests of commanders and physicians, and difficult communication with clinical nurses. In addition, the job stressors of clinical nurses included that they were unable to finish their work on duty; they had night shift or shift work, excess patients, fast step nursing work, and unfriendly relationship between colleagues and physicians; they encountered the improper language or behavior of family members and hazard exposure in their work environment. We also reported that the job stressors of senior clinical nurses were to direct the new members, to prepare promotion examination in free time, and difficult communication with head nurses. In contrast, the job stressors of junior clinical nurses were to take in-service training courses and skill deficiency of medical care. The physiological responses caused by job stressors of hospital nurses were endocrine disruption, gastrointestinal tract disease, increased blood pressure, sleeplessness, and tiredness. The psychological responses included nervousness, depression, anxiety, and tiredness. In the part of work behavior were resignation and poor work efficiency. Conclusions There are indeed several job stressors in the nursing work of hospital nurses and job stress may induce negative influences of physiology, psychology, and work behavior. Therefore, hospital could provide benefit to reduce the resignation rate and the loading of hospital nurses, improve the operating flow, and supply sufficient protective equipment to lower the hazard exposure in the work environment. Keywords: hospital nurses, job stressor, response of job stress, qualitative research
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Bishop, Stephen Richard. "Nurses and conflict : workplace experiences." 2004. http://hdl.handle.net/1828/669.
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Yu, Yueh-Li, and 余月里. "Job Stress, Burnout, and Physical-Mental Health among Clinical Nurses." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/ye93hg.
Full textAbstract:
碩士高雄醫學大學
護理學研究所
102
Background: Clinical nurses have encountered increasing workload and job stress due to the cost containment of the national healthcare insurance policies and the societal changes of patient demands. Purpose: This study explored the clinical nurses’ job stress, burnout and physical-mental health in a medical center and a regional hospital and job stress and burnout degree of influence on physical and mental health. Methods: It is a cross-sectional descriptive correlatioal study design. A stratified random sampling by work unit was selected, at the ende a total of 498 full-time employed registered nurses were surveyed. The instruments included personal and work-related characteristics, Effort-Reward Imbalance questionnaire (ERI), Copenhagen Burnout Inventory (CBI), and General Health scale (GH), all of which are in Chinese version. Through SPSS 19.0 software, descriptive statistics, bivariate analyses, chi-square test , one-way ANOVA, t-test, Pearson correlation, and hierarchical regression analyses were used to analyze the data. Results: The results showed that nursing work was perceived as laborious and highly responsible. Also, there were no statistically significant difference, between the medical center and the regional hospital, on either ERI, CBI, or GH scales. Hierarchical regression analyses demonstrated that demographics (namely, on-job schooling, religion, work days per month), overcommitment, effort-reward imbalance, and burnout were predictors of physical and mental health of clinical nurses. For nurses’ physical-mental health, the independent explained variances among the predictors, were 9.9% by demographic variables, 24.4% by job stress (including 17.9% from overcommitment and 6.5% from effort-reward imbalance) and 12.5% by burnout. Conclusions: The results of the study provided important strategic suggestions for human resources management and hospital management.
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HSU, Yu-Chun, and 許玉春. "Job Stress and Coping Behaviors of Nurses Caring Cancer Patients." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/63727563934366167882.
Full textAbstract:
碩士弘光科技大學
護理研究所
99
The purpose of this study was to examine the job stress and coping behaviors of nurses caring cancer patients. This study used a cross sectional research design and instruments were the "Job Stress Scale" and "Coping Strategies Scale". Sample was nurses from four regional and local teaching hospitals of the central and southern Taiwan. There were 203 valid questionnaires. Data were analyzed by t-test, one-way ANOVA, Pearson’ Correlation, and Stepwise regression. The results showed that: (1) The average score of job stress of nurses caring cancer patients was 3.38 (SD = 18.3). The job stress was between "moderate pressure" and "heavy pressure". (2) Nurses caring cancer patients used more often problem-focused coping behaviors (M = 3.63; SD = 0.47). Then, emotion-focused coping behaviors (M = 3.37; SD = 0.46) were used. (3) There were significant differences between age, the extent of loving work, quitting the job or not and job stress. (4) There were significant differences between age, religion, the extent of loving work, and coping behaviors. (5) Total job stress was respectively positively correlated with problem-focused and emotion-focused coping behaviors (r = .18; r = .15). (6) The extent of loving work predicted 5.8% of total variances in job stress. (7) Age, the extent of loving work, and job stress predicted 21.3% of total variances in problem-focused coping behaviors. (8) Job stress predicted 4% of total variances in emotion-focused coping behaviors. This study suggested that nurses should realize their job stress and take reasonable coping behaviors.
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KAO, YA-YU, and 高雅玉. "The Correlation Between Job Stress and Job Satisfaction Among Home Care Nurses of Taiwan." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/31019889952614164433.
Full textAbstract:
碩士臺北醫學大學
護理學研究所
93
The purpose of the study was to describe home care nurses’ perceptions on job stressors, job stress and job satisfaction; to explore the relationship between home care nurses’ characteristics and their perceived job stressor, job stress and job satisfaction; to examine the correlations among home care nurses’ perceived job stressors, job stress and job satisfaction; and finally to identify factors predicting their job stress and job satisfaction. The cross-sectional, correlational research design was used. Target population of this study were all qualified home care nurses who had made home visit at least once per month. Stratify sampling was used to mail 200 questionnaires to 194 home care agencies. A total of 163 valid returned (response rate: 81.5%). The research instruments were self developed with acceptable content validity (CVI ＞ .94) and internal consistency (α ＝ .80 - .94). The results revealed that home care nurses perceived highest on the professional technique as the job stressor. “Often oncerning that there are many things in the work can not finish” ranked highest on stressor perception. Home care nurses felt most satisfied on “geting along with unit's co-worker in the work” among job satisfaction items. Study also found stressors of working situation and professional knowledge were relate to participation of the training program and whether home care agencies offering the bonus system situation. Home care nurses characteristics of educational degree, marital status, agencies’ attribute, professional title, accredation by Taiwan Long-Term Care Professional Association and participation of home care nurses’ self- development group also had significant associations with their job stressors in patient care, working situation, professional knowledge, professional technique and professional attitude domains. Minor correlations between perceived job stress and home care agencies attribute and with bonus policy had also been identified. Home care nurses’ characteristics on pre job training, accredation by Taiwan Long-Term Care Professional Association and governmental body, in-service schooling were significantly relate to job satisfaction. Finally, there were positive correlation between job stress and all 6 domains of job stressors; and negative correlations between patient care, working situation and professional attitude job stressors and internal, external and general domains of the job satisfaction. Results of multiple regression identified the major factors predicting perceived job stress were professional attitude and working situation stressors and these two variables can explained 40.1% of variance. The training program of the home care nurses, proportion of home care cases and results of the counties or cities’ accreditation were 4 variables that predicting job satisfaction (21.8% of variance). In order to promote home care nurses’ job satisfaction, encourage home care nurses to attend home care nurses’ self-development group, hold a home care nurses’ related in-service training program periodically and to reinforce computerization of nursing record were recommended.
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CHANG, TING-SHUO, and 張庭碩. "The Effects of Job Stress and Emotional Management on Job Performance among Clinical Nurses." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/62154593971327793297.
Full textAbstract:
碩士長榮大學
護理學系碩士班
105
The purpose of this study is to explore the effects of job stress and emotional management on job performance among clinical nurses. A cross-sectional survey and convenience sampling were used to 1004 recruited clinical nurses who work in a teaching general hospital in southern Taiwan. The structured questionnaire, including job stress, emotion intelligence, and job performance was applied for this study. The response rate was 83.4%. Independent t-test, one-way ANOVA, Pearson’s correlation coefficient, and stepwise regression analysis were used to analyze subjects’ responses. The major findings of this study were as follows: 1. There are significant differences between gender, age, marriage, number of children, nurse position, working years, work section, education level, in-service education, and job stress. 2. There are significant differences between age, marriage, number of children, nurse position, working years, work section, education level, in-service education, and emotional management as well as job performance. 3. There is significant negative correlation between job stress and emotional management and job performance, indicating the higher job stress, the worse emotional management and lower job performance. 4. There is significant positive correlation between emotional management and job performance, indicating the higher emotional management, the higher job performance. 5. The effective factors to predict job performance are: emotional management, job stress, working years, work section, and nurse position , which accounted for 34.6% the variation of job performance. The findings of this study provide useful reference for school educators and hospital administrators in developing strategies to decrease job stress and emotional manage.