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Author: Grafiati

Published: 10 December 2022

Last updated: 29 January 2023

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1

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

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Patient safety is attributed to the responsibility of each component that exists in the healthcare system in an organization. Accidents may happen based on as a result of lack of attention, mistaken perception, or improper cognition or attention such as distraction [1]. Nurses are considered to carry high job stress, and low sleep quality problems due to uneven working shifts compared to other occupations [2]. Nurses are often associated with overwhelming workloads and busy schedules, and this situation could compromise their work performance and patient safety [3]. This study aims to determine the prevalence of job stress and the patient safety culture among the nurses in the East Coast Teaching Hospital, Malaysia. There were 188 nurses who were randomly selected and agreed to participate in this study. The assessment was conducted using validated questionnaires, comprised of Expanded Nursing Stress Scales and Safety Attitude Questionnaire. The data were analyzed using descriptive analysis and Pearson’s correlation test. The study showed that 61.5% of the respondents suffered mild job stress, while 1.4% experienced severe job stress (Table 1). More than half of the respondents (74.1%) gave negative responses towards patient safety culture at their workplace showing their low awareness on patient safety culture (Table 2). Stress recognition factor (80.4%) was reported as the main factor for the negative response on patient safety culture among respondents. There was a significant inverse linear relationship between job stress and patient safety culture (r=-0.338, p<0.001). The result revealed that the majority of the nurses enrolled in this study experienced unsatisfactory patient safety culture levels. Most of the respondents expressed appreciation for their job, however, several other domains received less positive responses. The overall patient safety culture can be improved by providing measures to correspond with the stress factors experience by the nurses.

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Nurumal, Mohd, Sachiko Makabe, Farah Ilyani Che Jamaludin, Hairil Fahmi Mohd Yusof, Khin Thandar Aung, and Yanika Kowitlawakul. "Work-Life Balance among Teaching Hospital Nurses in Malaysia." Global Journal of Health Science 9, no. 9 (July 10, 2017): 81. http://dx.doi.org/10.5539/gjhs.v9n9p81.

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Extreme workload and poor working environment have a negative impact on the emotional and physical statuses among nurses. The study has contributed to evaluate work-life balance and its related factors among teaching hospital nurses. It was aimed to examine the work-life balance and its related factors among teaching hospital nurses. A cross-sectional study using a universal sampling technique was conducted. 1002 nurses were included from the Teaching hospital of Klang Valley, Malaysia. The instrument was adapted from NIOSH Generic Job Stress Questionnaire and QoL questionnaire from WHO, and it was used to measure the quality of work-life balance. Non-work activities, job requirement, supervisor support, job satisfaction, manageability, social and environmental variables have independently influenced work-life balance among nurses. Furthermore, quality of life variables has positively influenced the work-life balance (P<0.050). Work life balance and organizational commitment can have a positive relationship. Whereas, Nurses working in fixed shifts were observed with greater work-life balance as compared to the nurses working in multiple shifts. A friendly environment in the professional sector plays a major role for developing motivation and enthusiasm among workers.

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Yusuf, Zaima Mat, Yee, and Bit-Lian. "The Impact of Work Environment on Job Satisfaction and Stress among Haemodialysis Nurses in Malaysia: A Concept Paper." International Journal of Psychosocial Rehabilitation 24, no. 04 (February 28, 2020): 888–97. http://dx.doi.org/10.37200/ijpr/v24i4/pr201062.

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

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Evaluation of the perception of safety attitudes among physicians and nurses in hospitals is important to ensure optimum patient care. The objectives are to assess the perception of medical personnel on safety attitudes at their workplace and to measure the correlation between domains and factors studied. A cross-sectional study involving 160 physicians and 304 nurses is conducted at a teaching hospital. A validated Safety Attitudes Questionnaire (SAQ) consisting of 6 domains is used to measure the perception of medical personnel on safety attitude at their workplace. The Mann-Whitney test was performed for the comparison of the mean scores between two categorical variables and Spearman’s correlation coefficient was used to evaluate the relationship between two numerical variables in terms of strength and direction. Job satisfaction (73.4 ± 17.6) and management perception (56.1 ± 12.9) domains recorded the highest and lowest mean scores respectively. Doctors showed the highest perceived positive attitudes towards stress identification (57.5%) whereas perception of management (9.4%) has the lowest score, and the nurses showed the highest perceived positive attitudes towards job satisfaction (74.3%), and a low score of perception of management (10.9%). Overall, climate safety and stress recognition domains showed significant correlations with age, level of education, years in specialty, and history of attending safety training. The study results indicated that the medical personnel had low positive safety attitudes towards the management perceptions domain. However, they reported a high level of job satisfaction domain. It is imperative for the management team to take the necessary steps to ensure the personnel develops a positive safety attitude.

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Ling, Kui Siang, and Azlina Yusuf. "Work-Related Stress and Turnover Intention during Covid-19 among Nurses in Hospital Universiti Sains Malaysia." Asian Journal of Medicine and Biomedicine 6, S1 (November 12, 2022): 119–20. http://dx.doi.org/10.37231/ajmb.2022.6.s1.554.

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

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Zakaria, Mohd Idzwan, Ruzaina Remeli, Mohd Fitri Ahmad Shahamir, Mohd Hafyzuddin Md Yusuf, Mohammad Aizuddin Azizah Ariffin, and Abdul Muhaimin Noor Azhar. "Assessment of burnout among emergency medicine healthcare workers in a teaching hospital in Malaysia during COVID-19 pandemic." Hong Kong Journal of Emergency Medicine 28, no. 4 (February 15, 2021): 254–59. http://dx.doi.org/10.1177/1024907921989499.

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

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Bai, JHepsi, and Vinitha Ravindran. "Job stress among nurses." Indian Journal of Continuing Nursing Education 20, no. 2 (2019): 92. http://dx.doi.org/10.4103/ijcn.ijcn_11_20.

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8

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

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9

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

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

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11

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

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12

Stechmiller, JK, and HN Yarandi. "Job satisfaction among critical care nurses." American Journal of Critical Care 1, no. 3 (November 1, 1992): 37–44. http://dx.doi.org/10.4037/ajcc1992.1.3.37.

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OBJECTIVE: To develop a conceptual path model to explain the effects of a set of personal and work-related independent variables and the dependent variables of situational stress, job stress and job motivation on job satisfaction among critical care nurses. DESIGN: A prospective descriptive study using a conceptual path model. SETTING: Nine hospitals licensed for at least 250 beds in the northeastern, northwestern, northcentral, and southern regions of Florida. SAMPLE: Three hundred female critical care nurses employed in the nine hospitals who had worked full-time for at least 3 months. MEASUREMENTS: Subjects were administered a demographic and work survey questionnaire, Daily Hassles Instrument, Psychological Hardiness Test and the Job Diagnostic Inventory. MAIN OUTCOME MEASURES: A conceptual path model was constructed to illustrate the effects of a set of personal and work-related independent variables and the dependent variables of situational stress, job stress and job motivation on job satisfaction. MAIN RESULTS: Path analysis of a job satisfaction model resulted in a causal progression of situational stress leading to either job stress or job motivation, both affecting job satisfaction. The results showed that job stress, job motivation, job expectations, meaningful work, knowledge of work results, commitment to career, health difficulties, task identity, supervision, dealing with others at work, opportunity for advancement, pay and job security had a significant effect on job satisfaction. CONCLUSION: Thirteen variables had a significant effect on job satisfaction and explained 63% of the variance. The four most significant effects on job satisfaction were opportunities for advancement, meaningfulness of work, pay and supervision. Commitment to the career, task identity and job security had a modest effect on job satisfaction.

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Dousin, Oscar, Ngan Collins, and Balvinder Kaur Kler. "Work-Life Balance, Employee Job Performance and Satisfaction Among Doctors and Nurses in Malaysia." International Journal of Human Resource Studies 9, no. 4 (November 21, 2019): 306. http://dx.doi.org/10.5296/ijhrs.v9i4.15697.

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In this era, the concepts of human resource management (HRM) practices have evolved to the implementation of work-life balance (WLB) practices, such as: flexible working hours and supportive supervision. WLB practices have shown a great influence on employee attraction, retention, motivation and development. This study examines the relationship between WLB practices on employee job performance as well as the mediating effect of job satisfaction in the relationship between work-life balance practices and employee job performance among doctors and nurses in East Malaysia. The study surveys 491 doctors and nurses in the East Malaysia states of Sabah and Sarawak in 2016-2017. Four hypotheses were tested with validated measures of WLB practices (flexible working hours and supportive supervision), job satisfaction and job performance. Findings revealed that flexible working hours and supportive supervision has a significant and positive impact to job performance. Job satisfaction positively mediates the relationship between flexible working hours and supportive supervision towards job performance. An effective WLB practices will improve employees’ job satisfaction which eventually increase their job performance and productivity. This study’s findings aim to assist the Malaysian healthcare industry in improving doctors’ and nurses’ attraction, retention and motivation.

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

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El-Ghabbour, Ghada. "The Relationship Between Job Stress and Head Nurses Job Performance." Port Said Scientific Journal of Nursing 2, no. 2 (December 1, 2015): 156–73. http://dx.doi.org/10.21608/pssjn.2015.34443.

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AbuAlRub, Raeda Fawzi. "Job Stress, Job Performance, and Social Support Among Hospital Nurses." Journal of Nursing Scholarship 36, no. 1 (March 2004): 73–78. http://dx.doi.org/10.1111/j.1547-5069.2004.04016.x.

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

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Gun, Mi-Sook, Yeon-Hee Choi, and Kum-Hwa Park. "Job Stress and Presenteeism of Clinical Nurses." Korean Journal of Occupational Health Nursing 20, no. 2 (August 31, 2011): 163–71. http://dx.doi.org/10.5807/kjohn.2011.20.2.163.

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Sortet, Judith P., and Steven R. Banks. "Hardiness, Job Stress, and Health in Nurses." Hospital Topics 74, no. 2 (April 1996): 28–33. http://dx.doi.org/10.1080/00185868.1996.11736054.

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McAbee, Roberta. "Job Stress and Coping Strategies among Nurses." AAOHN Journal 42, no. 10 (October 1994): 483–87. http://dx.doi.org/10.1177/216507999404201005.

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Suni, M. S., V. Nirmala, and Shani Sikkandar. "Stress and Job Satisfaction among Staff Nurses." Asian Journal of Nursing Education and Research 7, no. 1 (2017): 31. http://dx.doi.org/10.5958/2349-2996.2017.00008.8.

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Kikuchi, Y., M. Nakaya, M. Ikeda, M. Takeda, and M. Nishi. "Job stress and temperaments in female nurses." Occupational Medicine 63, no. 2 (December 23, 2012): 123–28. http://dx.doi.org/10.1093/occmed/kqs212.

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KING, KEITH A., REBECCA VIDOUREK, and MICHELLE SCHWIEBERT. "Disordered eating and job stress among nurses." Journal of Nursing Management 17, no. 7 (November 2009): 861–69. http://dx.doi.org/10.1111/j.1365-2834.2009.00969.x.

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Yada, Hironori, Hiroshi Abe, Hisamitsu Omori, Yasushi Ishida, and Takahiko Katoh. "Job-related stress in psychiatric assistant nurses." Nursing Open 5, no. 1 (October 17, 2017): 15–20. http://dx.doi.org/10.1002/nop2.103.

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Hayat, Fariha, Dr Neelam Ehsan, Dr Adam Khan, and Dr Amna Khan Shahid. "Role of Emotion Regulation as a Buffer against Workplace Stress among Nurses during COVID-19." Journal of Professional & Applied Psychology 2, no. 2 (December 30, 2021): 206–17. http://dx.doi.org/10.52053/jpap.v2i2.68.

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The present study examined the relationship between workplace stress and job satisfaction among nurses along with exploring the moderating role of emotional regulation during the COVID-19 pandemic. A sample of 120 (n=60 male, n=60 female) nurses were approached from different public and private hospitals of Islamabad and Rawalpindi, Pakistan. The Workplace Stress Scale, The Minnesota Satisfaction Questionnaire-Short Form, and Emotion Regulation Questionnaire were used to assess workplace stress, job satisfaction, and emotion regulation abilities among nurses. Pearson product-moment correlation and Linear regression analysis were carried out to measure the relationship of workplace stress with job satisfaction and the moderating effect of emotion regulation, respectively. Findings of the study revealed that workplace stress is negatively associated with job satisfaction among nurses. Moreover, moderation analysis indicated that cognitive reappraisal significantly moderated the relationship between workplace stress and job satisfaction. Other key findings of the study indicated that female nurses were higher on workplace stress and used cognitive reappraisal as compared to male nurses who used expressive suppression. Moreover, married nurses were higher on workplace stress as compared to unmarried nurses. Public sector nurses were higher on job satisfaction. The findings of the study suggest that there is a strong need to reduce workplace stress by developing healthy emotion regulation strategies to increase the level of job satisfaction among nurses, especially during this pandemic environment.

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Aladah, Rawan A. M., Nahed M. A. Morsi, and Shadia A. Yousf. "Job Stress and Self-Efficacy Among Nurses Working in Al-Amal Psychiatric and Addiction Hospital." Evidence-Based Nursing Research 2, no. 2 (April 29, 2020): 11. http://dx.doi.org/10.47104/ebnrojs3.v2i2.122.

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Context: Nurses act as patients' first caregivers who help them manage their physical needs, control, and treat health conditions through their early nursing interventions and critical decision-making. The critical factor for nurses that help to raise their feeling of confidence is self-efficacy. Psychiatric nurses as long as they are protected, they will become more productive, creative, and supported. Aim: This study aimed to identify the relation between job stress and self- efficacy among nurses working in psychiatric and addiction hospital. Methods: A descriptive-correlational design was utilized. The study was conducted at Al-Amal Psychiatric and Addiction Hospital in Jeddah, Saudi Arabia. A convenience sample of 133 nurses voluntarily participated. Data were collected by using two tools; psychiatric nurse job stress scale used to assess nurses' socio-demographic data and clinical experiences, besides, to measure psychiatry nurses' job stress. General self-efficacy scale to assess self-beliefs to cope with stressful life events and capture individuals' general beliefs about their capabilities to handle different situations. Results: The results showed that about half of the participants (47%) have high job stress, and approximately three-quarters of participants (74.44%) have high self-efficacy. Middle-aged nurses had less job stress than young nurses. It was found that non-Saudi were experience job stress less than Saudi. Conclusion: The analysis of the collected data revealed that there is a statistically significant negative relationship between overall job stress and self-efficacy. Nurses need to be trained in coping strategies to deal with job stress. Workshops regarding stress management, communication skills are a must for those nurses working in a psychiatric hospital. Develop training programs on self-efficacy to help nurses heighten their stress management capability and also increase their job achievements.

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Ahmad, Rohana, Wan Naqiyah Wan Abdul Majid, Md Aris Safree Md Yasin, Suhaili Arifin, and Siti Hajar Kamaruddin. "Stress among staff in public service organizations: Mapping the relationship between team conflict, personality, and job demands towards job stress." International Journal of ADVANCED AND APPLIED SCIENCES 9, no. 12 (December 2022): 152–61. http://dx.doi.org/10.21833/ijaas.2022.12.019.

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Since the beginning of time, we have had to deal with stress. Stress has been reported to be on the rise in the public sector because of new work strategies and a demand for excellence. According to the Congress of Unions of Employees in the Public and Civil Service of Malaysia (CUEPACS), nearly 400,000 civil servants in Malaysia have been identified as experiencing many types of stress. This study investigated the influence of team conflict and personality on job stress, as well as the mediating role of job demands in the context of stress in public service organizations (PSOs). The data for this study was gathered using a questionnaire survey administered to 656 public officials in seven PSOs in Putrajaya, Kuala Lumpur, Malaysia. The findings suggested a statistically significant association between personality and job demands and job stress. Additionally, this research exposes the mediating role of task demands in the relationship between team conflict, personality, and employee job stress in the public sector.

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Eskandari, Mahdi, and Mohammad Ali Heidari Gorji. "Can work-related stress and job satisfaction affect job commitment among nurses? A cross-sectional study." F1000Research 7 (February 22, 2018): 218. http://dx.doi.org/10.12688/f1000research.12595.1.

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Background: Considering the significant role of nurses in health care and the importance of commitment in public health, the aim of this study was to examine the association between work-related stress, and job satisfaction and commitment among nurses. Methods: This cross-sectional study has been performed among 100 nurses working in a teaching hospital affiliated to Mazandaran University of Medical Sciences, northern Iran, in 2015. The participants were assessed by standard questionnaires on work-related stress, and job satisfaction and commitment. Descriptive indexes were analysed via regression and correlation. Results: The participants were aged between 25 and 45 years. In total, 85% of nurses held a bachelor degree and the rest were postgraduates. Most of the nurses (77%) had experience in their job for more than 10 years. Total score of mean job commitment showed a high score among nurses (102.9±8.9); job satisfaction also showed a mean of (261.6±27.44). Total score of work-related stress was (112.0±11.99). The results indicated that job satisfaction and work-related stress explained 54% of variance in job commitment. The overall job satisfaction (Beta = 0.471, p<0.05) and overall work stress (Beta = -0.635, p<0.102) influenced job commitment. Conclusion: The results of the present study showed that work stress and job satisfaction affects job commitment among nurses. Therefore, it is advisable to pay more attention to job satisfaction and stress in these sensitive occupations, to promote commitment and job efficacy.

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

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

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Joshi, Krupal, Kishor Sochaliya, Bhautik Modi, Lokesh Sharma, Snehil Singh, and Girija P. Kartha. "A study on the effect of occupational stress on job performance in the nursing staff of a tertiary care teaching hospital in Surendranagar district." Indian Journal of Community Health 33, no. 1 (March 31, 2021): 139–45. http://dx.doi.org/10.47203/ijch.2021.v33i01.019.

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Introduction: Occupational stress is a health hazard to the individual worker both physically and psychologically. Research for the past years shows that, signs of occupational stress appear to be rising amongst nursing profession. The ability of nurses to appropriately handle stress while on duty may have a significant impact on individual outcomes, especially job performance. Objective: This study was conducted to measure the work-related stress and its association with the job performance among nurses. Methods: A pilot study was done and prevalence of work related stress was 13 % on the basis of which sample size was calculated which was 102 (in open epi). The 102 nurses were selected randomly from a tertiary care teaching hospital of Surendranagar district. The data was collected using a structured self-administered questionnaire which included questionnaires on demographic variables, level of work stress and job performance. Results: The findings of the study revealed that moderate and severe level of work stress was present in 53% and 45% of nurses respectively. The mean job stress score was found to be higher among younger nurses than those of more than 40 years. There was a negative relationship between job stress and job performance (r = −0.01) among staff nurses. Conclusion: Based on study findings, it was concluded that all the nurses were suffering from mild to severe level of work stress. and it was negatively correlated with the job performance of the nurses. Hence, it is recommended that corrective measures may be planned by the authority to reduce the work stress of nurses to improve the job performance.

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Jang, Moon Jung, Eun Nam Lee, and Yong Hwan Lee. "Effect of Nurses' Job Stress on Job Satisfaction: Mediating Effect of Head Nurses' Emotional Leadership Perceived by Nurses." Journal of Korean Academy of Nursing Administration 21, no. 1 (2015): 133. http://dx.doi.org/10.11111/jkana.2015.21.1.133.

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Faudin, Mokhamad Afif, and Samiadji Samiadji. "PENGARUH STRES KERJA TERHADAP KINERJA PERAWAT MELALUI KEPUASAN KERJA (Studi pada Perawat Instalasi Rawat Inap Rumah Sakit Militer Kota Malang)." Manajemen & Bisnis Jurnal 6, no. 1 (April 1, 2020): 75–82. http://dx.doi.org/10.37303/embeji.v6i1.115.

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The purpose of this research is to determine the direct effect of work stress on performance, job stress on job satisfaction, job satisfaction on performance, and the indirect effect of job stress on performance through nurse job satisfaction. The research design used is explanatory research. The number of nurses in the Inpatient Installation of the Military Hospital of Malang City was 154 people, while the respondents in this study were 106 people. The data collection method in this study used a questionnaire measured by the linkert scale. While the data analysis used descriptive data analysis techniques and Path Analysis. The results of this study are: (1) Job Stress has a significant effect on Nurse Performance, (2) Job Stress has a significant effect on Nurse Job Satisfaction, (3) Job Satisfaction has no significant effect on Nurse Performance, (4) There is no indirect effect of Job Stress on Nurse Performance through Job Satisfaction. This shows that nurses who serve in the Inpatient Installation of Military Hospitals in Malang City are able to control work stress on nurses, so that the job satisfaction felt by nurses has no effect on nurse performance. Keywords: job stress, performance, job satisfaction

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Joshi, Krupal Jagdishchandra, Sochaliya Mansukhbhai Kishor, and Girija Prabhakar Kartha. "A cross-sectional study on the level of job stress among nursing staff and its relation with demographic variables and their work pattern in a tertiary care teaching hospital in Surendranagar, Gujarat." Indian Journal of Community Health 32, no. 2 (June 30, 2020): 404–10. http://dx.doi.org/10.47203/ijch.2020.v32i02.018.

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Introduction: The nursing profession is known to be stressful throughout the world. It contributes to various physical and psychological health problems in nurses, which ultimately influencing on their performance and efficiency of work. Objective: To measure the level of job stress among nurses and to find out its relationship with demographic variables and working pattern. Methods: Study was done among 102 nurses in a tertiary care hospital of Surendranagar district from February to March 2020. The level of job stress was measured by a set of 14 questions which are directly related to job stress and response was collected on a five-point Likert Scale. Results: This study revealed, moderate and severe level of job stress among 53% and 45% of nurses respectively. The job stress had no statistically significant association with demographic variables like age and gender. However, job stress had an inverse correlation with the factors like work experience, shift timings and working hours. Conclusion: All the study participants were suffering from mild to severe level of job stress. Younger age group and female nurses were commonly affected with job stress. Work stress was also found more prevalent in nurses with lesser experience, rotational shift and more working hours.

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Choong, Yuen-Onn, Thiam-Yong Kuek ., and Eng-Keong Lee . "Job Satisfaction of Malaysian Nurses: A Causal Model." Journal of Economics and Behavioral Studies 4, no. 12 (December 15, 2012): 723–29. http://dx.doi.org/10.22610/jebs.v4i12.372.

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Turnover intention is a challenging issue for most of the developed and developing countries. Past studies revealed that there were two common approaches to enhance nursesâ€™ retention. The first approach is focus on recruitment and selection activities as well as establishes more schools and colleges of nursing that will produce more nursing graduate. The second approach is to attract and retain more dedicated and quality professional nursing staff. Substantial studies have confirmed that job satisfaction as a major predictor of turnover intention. Therefore, this paper is mainly focus on identifying significant predictors of job satisfaction which will subsequently reduce turnover intention among staff nurses in Malaysia healthcare industry.

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

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

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Jenaabadi, Hossein, Mahmood Reza Miri, and Parviz Reza Mirlatifi. "Correlation of Workaholism with Job Stress and Job Burnout in Nurses." Journal of Health Promotion Managment 6, no. 4 (February 10, 2017): 20–25. http://dx.doi.org/10.21859/jhpm-06044.

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Shah, Rakhee. "Job stress, social support and job performance: A study on nurses." ACADEMICIA: An International Multidisciplinary Research Journal 7, no. 9 (2017): 72. http://dx.doi.org/10.5958/2249-7137.2017.00091.x.

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Yun, Soon-Young, and Dong-Choon Uhm. "Impact on Job Satisfaction to Job Stress of Physician Assistant Nurses." Journal of the Korea Academia-Industrial cooperation Society 12, no. 11 (November 30, 2011): 4914–23. http://dx.doi.org/10.5762/kais.2011.12.11.4914.

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lahcen, Fatima, and achou Ait Yassine. "THE IMPACT OF JOB STRESS ON THE JOB PERFORMANCE OF NURSES." Australian Journal of Business and Management Research 05, no. 05 (February 3, 2016): 18–36. http://dx.doi.org/10.52283/nswrca.ajbmr.20160505a02.

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This study aims to identify the impact of job stress on the job performance of the nurses working in the Jordanian public hospitals in city of Irbid, to investigate whether there is a relationship between job stress and job performance, and on check if there are any statistically significant discrepancies in the level of job stress attributed to the variable (gender, age, educational qualification, marital status, work experience, workplace). In order to achieve objectives of the study, a questionnaire has been designed and developed for the purpose of data collection, copies of this questionnaire were distributed to a sample of (306) individuals accounted for 50% of the study of the population of the study which equals to (612) nurses, the Statistical Package for Social Sciences (SPSS) has been used to analyze the questionnaire data, depending on the frequencies, percentages and averages, and Pearson correlation coefficient and regression analysis to test the validity of the model, the effect of the independent variable dimensions (job stress) on the independent variable dimensions (job performance), the test (T) was used as well. The study concluded a range of results, most notably: The job stress of the nurses working at the Jordanian public hospitals in the city of Irbid was of a moderate level. The job performance of the nurses working at the Jordanian public hospitals in the city of Irbid was of a high level. There is a statistically significant inverse relationship between job stress and job performance. There were no statistically significant discrepancies in the level of job stress attributed to the variable (gender, age, educational qualification, marital status, work experience, workplace).

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Baglioni, A. J., Cary L. Cooper, and Peter Hingley. "Job stress, mental health and job satisfaction among UK senior nurses." Stress Medicine 6, no. 1 (January 1990): 9–20. http://dx.doi.org/10.1002/smi.2460060104.

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Kayaoglu, Kubra, and Eren Aslanoglu. "Determining job satisfaction and job stress levels of nurses during the novel coronavirus (COVID-19) pandemic: A cross-sectional survey." Medicine Science | International Medical Journal 11, no. 4 (2022): 1420. http://dx.doi.org/10.5455/medscience.2022.06.139.

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This study aims to determine the job satisfaction and job stress experienced by nurses during the COVID-19 pandemic. This descriptive study was conducted with 129 nurses working in a pandemic hospital in a province in eastern Turkey. This study was carried out between June 2021 and January 2022, after obtaining ethical committee approval. "Nurse Information Form", "Minnesota Satisfaction Questionnaire (MSQ)", and "Perceived Job Stress Scale (PJSS)" was used to collect the data. The data were collected by the researchers using the online data collection method. Besides descriptive statistics (mean, standard deviation, frequency), Mann-Whitney U Test, Kruskal Wallis-H Test, and Spearman’s Correlation Analysis were used in the data assessment, and significance was evaluated at the level of p <0.05. It was found that the mean scores of the nurses were 3.07±0.82 for overall MSQ, 2.17±0.35 for the subscale of Intrinsic Satisfaction and 2.10±0.46 for the subscale of Extrinsic Satisfaction. They obtained a total mean score of 3.27±0.82 from the Perceived Job Stress Scale. A significant negative correlation was found between job satisfaction and job stress experienced by the nurses during the COVID-19 pandemic. It was found that during the pandemic, the nurses had a high level of job stress and a moderate level of job satisfaction. As their job stress increased, their job satisfaction decreased. In line with these results, attention should be paid to the mental status of nurses, and job stress management training should be given to obtain job satisfaction and reduce job stress.

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

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

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An, Minjeong, Seongkum Heo, Yoon Young Hwang, Jin Shil Kim, and Yeonhu Lee. "Factors Affecting Turnover Intention among New Graduate Nurses: Focusing on Job Stress and Sleep Disturbance." Healthcare 10, no. 6 (June 16, 2022): 1122. http://dx.doi.org/10.3390/healthcare10061122.

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Despite the high prevalence of nurses’ turnover and the turnover intention of new nurses, there are insufficient studies examining turnover intention at the time when job orientation is completed and independent nursing commences. Thus, this study examined turnover intention levels and identified the factors affecting turnover intention of new Generation Z nurses, focusing on job stress and sleep disturbance, at the eighth week after completing job orientation. This was a cross-sectional descriptive correlational study. Using a convenient sampling method, 133 new nurses were recruited. Data were collected using a structured questionnaire consisting of demographic and occupational characteristics, job stress, sleep disturbance, and turnover intention. Descriptive statistics were computed to describe the sample and interest variables. Logistic regression analysis was performed to examine the association of job stress and sleep disturbance with turnover intention. Most nurses were women (91.7%) and approximately two-thirds worked in the surgical ward (n = 61, 45.9%). Turnover intention was 12.8%, average job stress was 40.11 ± 90.7, and average sleep disturbance was 42.39 ± 15.27. New graduate nurses’ turnover intention was associated with job stress (OR = 1.07, 95% CI = 1.02–1.12) and sleep disturbance (OR = 1.19, 95% CI = 1.05–1.35), and this model explained 47.7% of the variance. Study findings determine that job stress and sleep disturbance were significant predictors of turnover intention in new nurses at the eighth week after joining the hospital. Therefore, nursing administrators should focus on new nurses’ job stress and sleep disturbance, and provide them with timely assessment and management to reduce turnover intention.

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Erdius, Erdius, and Fatwa Sari Tetra Dewi. "HUBUNGAN BEBAN KERJA FISIK DAN MENTAL TERHADAP STRES KERJA PERAWAT DI RSUD DR. H. MOHAMAD RABAIN KABUPATEN MUARA ENIM." Berita Kedokteran Masyarakat 33, no. 9 (September 1, 2017): 439. http://dx.doi.org/10.22146/bkm.25551.

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Job stress among nurses in Muara Enim: physical and mental workloads analysisPurposeThis study aimed to determine the description of the level of job stress and identify related factors that include workload, job satisfaction and individual characteristics of nurses in hospital of dr. H. Mohamad Rabain Muara Enim. MethodsThis research was a quantitative study with a cross-sectional design. Research subjects were 63 nurses who were selected using proportional stratified random sampling. Independent variables were physical and mental workload. External variables were job satisfaction, gender, age, years of service as employee, and marital status. The dependent variable was job stress. Job stress due to work measurements used a stress scoring questionnaire as the scoring method. Statistical tests were conducted to determine the correlation of job stress with the job stress factors of respondents using chi-square tests on physical workload variable and Fisher's Exact tests for mental workload with Confidence Interval (CI) 95% and p-value < 0.05. ResultsThere was no correlation between physical workload towards job stress in hospital of dr. H. Mohamad Rabain District of Muara Enim (p = 0.69). There was also no correlation between mental workload towards job stress in hospital of dr. H. Mohamad Rabain of Muara Enim district (p = 0.77). ConclusionFactors affecting the physical and mental workload are the absence of percentage between direct, indirect and non-nursing actions, and the differences between young and capable nurses. The work stress experienced by nurses is more influenced by other job factors.

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Deswarta, Deswarta, Masnur, and Adil Mardiansah. "Pengaruh Stres Kerja dan Kepuasan Kerja Terhadap Turnover Intention Perawat Rumah Sakit Prima Pekanbaru." E-Bisnis : Jurnal Ilmiah Ekonomi dan Bisnis 14, no. 2 (September 27, 2021): 58–63. http://dx.doi.org/10.51903/e-bisnis.v14i2.476.

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This study aims to determine how much influence Job Stress and Job Satisfaction have on Turn Over Intention of Nurses at Prima Pekanbaru Hospital, namely by Testing and Analyzing the Significant Effect of Job Stress and Job Satisfaction on Turn Over Intention Simultaneously, then Testing and Analyzing the Significant Effect Between Job Stress and Job Satisfaction on Turnover Intention Partially. The population in this study were 206 primary hospital nurses. however, as the sample in this study, there were 67 nurses using the slovin formula. The method used is by using purposive sampling method. The research data were analyzed by multiple linear regression analysis and processed using the SPSS for windows version 20 application. The results of the study showed that job stress and job satisfaction had an effect on the turn over intention of nurses at the Pekanbaru Prima Hospital.

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Khanam, Riya. "Assessment of Job Induced Stress and Self-Competency among the Newly Joined Staff Nurses Working in the Selected Hospital, West Bengal." International Journal of Health Sciences and Research 11, no. 10 (October 9, 2021): 99–108. http://dx.doi.org/10.52403/ijhsr.20211013.

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Descriptive survey research was conducted to assess the job induced stress and self competency among the newly joined staff nurses in a government hospital, West Bengal with the objective to identify the level of job induced stress and level of self competency among newly joined staff nurses, to identify the relationship between job induced stress and self competency among the newly joined staff nurses, to identify the association between level of job induced stress and socio-demographic variables and level of self competency among newly joined staff nurses. The conceptual framework was based on the NIOSH model of job stress and health. Data were collected from 100 newly joined staff nurses by non-probability Convenience sampling technique with the help of standardized HSE job stress questionnaire and Professional Competency Self-Assessment Tool Adapted from Virginia Tech. Findings revealed that all of the newly joined staff nurses had below mean score of each area (demand- 2.15 controls- 2.17, support – 2.32 relationship- 2.5, role- 2.55, and change 2.24) which indicated that they had experienced a very high-risk stress level. And Majority (77%) newly joined staff nurses had experienced a moderate level of self competency. Statistically significant relationship t = 9.922, p < 0.05 was found between the level of job induced stress and self competency respectively. Statistically, a significant positive relation was found between job induced stress level and selected demographic variables like level of qualification, total family income, marital status, and place of living, and no significant association was found with age, job experience, and types of family. Statistically, a significant association was found between the level of self competency and selected demographic variables like level of qualification like the place of posting, marital status, and types of family, and no significant association was found with age, job experience, total family income, and place of living. Considering the findings, some recommendations were offered for future research. Key words: Job induced stress, Self competency, newly joined staff nurses,

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Ranihusna, Desti, Nury Ariani Wulansari, Dikha Karuma Asiari, and Reza Enindra Syahputra. "NEGATIVE FACTORS AND ITS EFFECT TOWARDS JOB SATISFACTION OF NURSES." Jurnal Manajemen dan Pemasaran Jasa 12, no. 2 (October 31, 2019): 281. http://dx.doi.org/10.25105/jmpj.v12i2.5517.

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<p>The primary function of nurses in inpatient services is to provide optimal services for patients with serious illnesses.Therefore, nurses’ job satisfaction should not be taken for granted. The role overload can influence job satisfaction at workplaces. The role overloaand job stress have negative effect. However, the nurses can still have job satisfaction, if the role overload is at low level. The other factor that influences job satisfaction is role ambiguity. The aim of this study is to analyze the factors that determine job satisfaction of nurses, work at the hospital and the job stress impacts on job satisfaction. The samples of this study were 170 respondents. This study applied quantitative design with path analysis. The role overload and job stress have negative and significant influence on job satisfaction. The role overload and role ambiguity have a positive and significant impact on job stress. The role ambiguity does not influence job satisfaction. Job stress mediates the role ambiguity to job satisfaction. The next research can develop variables that can mediate the influence of role ambiguity and role conflict on job satisfaction, for example, burnout and performance variables.</p>

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Light C, Irin, and Bincy R. "Effect of Stress Management Interventions on Job Stress among Nurses working in Critical Care Units." Nursing Journal of India CIII, no. 06 (2012): 269–71. http://dx.doi.org/10.48029/nji.2012.ciii605.

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Stress in nurses affects their health and increases absenteeism, attrition rate, injury claims, infection rates and errors in treating patients. This in turn significantly increases the cost of employment in healthcare units. Proper management of stress ensures greater efficiency at work place and improved wellbeing of the employee. Therefore, a pre-experimental study was conducted among 30 Critical Care Unit nurses working in Medical College Hospital, Thiruvananthapuram, (Kerala) to assess the effect of stress management interventions such as Job Stress Awareness, Assertiveness Training, Time Management, and Progressive Muscle Relaxation on job stress. The results showed that caring for patients, general job requirements and workload were the major sources of stress for the nurses. The level of severe stress was reduced from 60 percent to 20 percent during post-test. The Stress Management Interventions were statistically effective in reducing the stress of nurses at p<0.001 level.

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Lim, Ji-Young, Geun-Myun Kim, and Eun-Joo Kim. "Factors Associated with Job Stress among Hospital Nurses: A Meta-Correlation Analysis." International Journal of Environmental Research and Public Health 19, no. 10 (May 10, 2022): 5792. http://dx.doi.org/10.3390/ijerph19105792.

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This study aims to investigate research trends concerning job stress among hospital nurses. Articles about job stress among hospital nurses published in English from 2008 to 2018 were searched. In the first search, 2673 articles were extracted from the MEDLINE, EMBASE, KoreaMed, KERIS, KISS, KISTI, and KMbase databases. Altogether, 154 articles were used in the systematic review and meta-analysis. Thirty-nine variables were explored regarding job stress. Among the major variables, insufficient job control, personal conflict, and burnout had a positive correlation. In contrast, intention to stay, job satisfaction, and personal accomplishment had a negative correlation. In the meta-analysis conducted in relation to a specific conceptual framework, the negative-outcome factors showed significant positive correlations with job stress, whereas the positive-outcome factors showed significant negative correlations with job stress. This study identified factors associated with job stress in nurses through a meta-correlation analysis, and the overall correlation coefficient was relatively high at 0.51. Job factors and moderators had significant meta-correlation coefficients. These results can be utilized in clinical practice and research to help develop intervention programs to relieve job stress among nurses.

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Afshari, Mahnaz, Parvaneh Isfahani, Monireh Shamsaie, Saeid Peirovy, and RasoulCorani Bahador. "Job Stress among Iranian Nurses: A Meta-Analysis." Nursing and Midwifery Studies 10, no. 1 (2021): 57. http://dx.doi.org/10.4103/nms.nms_28_20.

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