Decrease Job Stress Research Articles

Clinical Pearls

Most patients with traumatic brain injury (TBI) suffer secondary brain injury that results in higher mortality rates, additional cognitive and physical impairments, and a longer intensive care unit (ICU) stay. ICU nurses are a critical part of the team in detecting and preventing this injury. Is your care based on the guidelines for managing these patients?In this issue, McNett and colleagues describe which physiological and situational variables influenced ICU nurse judgments regarding secondary brain injury.The Brain Trauma Foundation and the American Association of Neurological Surgeons have published guidelines for this care. Nurses should do the following:See Article, pp 250–260Adherence to ventilator-associated pneumonia (VAP) prevention guidelines is variable and reported to be affected by lack of training, lack of an adequate infection control program, and lack of guideline knowledge. In this issue, El-Khatib and colleagues evaluated ICU providers’ knowledge of VAP guidelines and found the following:The authors emphasized that the model of Lebanese ICU care delivery includes respiratory therapists, who are not used in European countries where knowledge of VAP prevention practices has been studied previously.See Article, pp 272–277What does AACN certification mean for bedside nurses? We already know that certification leads to empowerment, but this study by Fitzpatrick and colleagues showed that certification also leads to increased autonomy and job satisfaction, decreased job stress and burnout, and a higher job commitment.Institutions need to consider ways to retain experienced and knowledgeable certified registered nurses at the bedside for better patient outcomes and decreased financial stress on the facility. They also need to devise ways to allow such nurses to step away from the highly demanding environment for short periods.—Alethea Sment, RN, BS, CCRN-CSCSee Article, pp 218–227

Factors Influencing Job Stress in Work Experience of employees with Mentally Disabled

Purpose:This studywas done toidentify thedegreeof job stressfor workerswith mentally disabled and factors influencing their job stress. Methods: The participants in this study were employees with mental disabilities employedin jobprogramssponsoredbycommunity mental health centersand social rehabilitation centers. For this study, researchers conducted a survey with structured questionnaires with 221 employees. Data were analyzed using t-tests, ANOVA, Pearson's correlation coefficients and multiple regression analysis with SPSS/WIN 14.0. Results: There were no significant differences in job stress according to general characters. However, thereweresignificant differences in job stress according to typeof employment andmonthly-income. Multi-regression analysis showed that type of employment and social support affected job stress. Conclusion: The findings of this study indicate that following should be emphasized: conditions of employment such as type of employment and social support should be improved to decrease job stress and help the employee to remain in the job.

The Effect of Emotional Intelligence on Self-efficacy and Job Stress of Nurses - Mediating Role of Self-efficacy -

Purpose: This study was to investigate the relationship among emotional intelligence, self-efficacy and job stress of nurses. Method: Data was collected from convenient sample of 265 nurses who work for a university hospital in a city. The Questionnaire measured the level of emotional intelligence, self-efficacy and job stress of nurses. The data were analyzed using descriptive statistics, t-test, ANOVA, scheffe' test, pearson's correlation coefficient and hierarchical multiple regression. Result: The mean score of emotional intelligence was 3.41(), self-efficacy was 3.27() and job stress was 3.35(). There were significant differences on self-efficacy according to age, marital status and education level. And there were significant differences on job stress according to age, working unit. It was a significant positive correlation between emotional intelligence and self-efficacy. The emotional intelligence and self-efficacy were significantly negative correlation with job stress. The emotional intelligence explained 24.8% of self-efficacy and 1.9% of job stress and self-efficacy explained 2.7% of job stress. And the self-efficacy was showed a mediate variable between emotional intelligence and job stress. Conclusion: To decrease job stress, nursing managers ought to develop the emotional intelligence and self-efficacy of nurses, reinforce as a mediating role between emotional intelligence and job stress

Emotional Intelligence and Job Stress of Clinical Nurses in Local Public Hospitals

Purpose: This study was done to identify the relationship between emotional intelligence (EI) and job stress of clinical nurses in small to medium-sized hospitals. Methods: Data were collected from a convenience sample of 152 nurses working in 4 local public hospitals in one district. EI was measured with the scale developed by Law, Wong, & Song (2004), and job stress with the scale by Choi, Kang, & Woo (2006). Data were analyzed with PASW (SPSS) 18.0, using descriptive statistics, t-test, ANOVA, Scheffe' test, Pearson correlation coefficients, and multiple regression. Results: There were significant differences in EI according to work time, in self-emotional appraisal according to salary, in regulation of emotion according to marital status, age, work time, and salary. There were also significant differences in job stress including somatization, depression and anger according to marital status, work time, and salary. Correlation between EI and job stress was negative. EI explained 17.3% of variance in job stress. Conclusion: The findings indicate that to decrease job stress, nursing managers need to develop EI, especially self-emotional appraisal and regulation of emotion for nurses in their twenties and for unmarried nurses.

The Impact of the Work Environment on Prison Staff: The Issue of Consideration, Structure, Job Variety, and Training

Correctional staff are instrumental in ensuring the success of any correctional institution; therefore, investigating how the work environment impacts correctional workers is essential. To determine the effects of supervisory consideration, supervisory structure, job variety, and perceptions of training on correctional staff job stress, job satisfaction, and organizational commitment, data from a survey of staff at a Midwestern private correctional facility were examined. The Ordinary Least Squares regression results indicate that each of the work environment factors had a significant impact on one or more of the three outcomes. Specifically, supervisory consideration and perceptions of training decreased job stress. Supervisory consideration, job variety, and perceptions of training had positive effects on job satisfaction. Finally, supervisory consideration, supervisory structure, job variety, and perceptions of training had positive relationships with organizational commitment.

Mothers' Health and Work-Related Factors at 11 Weeks Postpartum

Many new mothers return to work soon after childbirth. This study examines personal and work-related factors associated with the postpartum health of employed women 11 weeks after childbirth. Using a prospective cohort design, we recruited 817 Minnesota mothers into the study while they were hospitalized for childbirth in 2001. Telephone interviews were conducted at 5 and 11 weeks postpartum. Eligible women were 18 years or older, employed, and spoke English and gave birth to a singleton infant. Multivariate models using instrumental variables (2-stage least squares) were used to estimate personal and employment characteristics associated with women's physical and mental health and postpartum symptoms. At 11 weeks postpartum, 661 participants (81% of enrollees) completed a full interview, and 50% of participants had returned to work. On average, women reported 4.1 (SD 3.2) childbirth-related symptoms, most frequently fatigue (43%). Factors significantly associated with better health outcomes included better preconception health, the absence of prenatal mood problems, more control over work and home activities, more social support at work and home, and less job stress. The findings suggest postpartum women need to be evaluated regarding their fatigue levels and mental and physical symptoms. Women whose fatigue or postpartum symptoms limit daily role function may find it helpful to have health care clinicians counsel them on strategies to decrease job stress, increase social support at work and home, and certify their use of intermittent family and medical leave to help them manage their symptoms.

Work‐related stress, burnout, and job satisfaction of dialysis nurses in association with perceived relations with professional contacts

AbstractOBJECTIVEWe set out to determine levels of job‐related stress, burnout, and job satisfaction in dialysis nurses and their association with nurses' perceptions regarding relations with co‐workers, and co‐worker opinions on the nursing profession. The subjects compared in this study were employed in the dialysis units, intensive care units (ICUs) and the most preferred (cardiology, general surgery and orthopedics wards) of three different hospitals.METHODSThis descriptive and cross‐sectional study was conducted in April 2003, and included 180 nurses: 31 working in dialysis units, 100 in ICUs, and 49 in the most preferred wards of the same hospitals. The study candidates were assessed with the use of a questionnaire regarding their socio‐demographic characteristics, work places, and views concerning their relations with and the opinions of their professional contacts. Other means of data collection were the Work‐Related Strain Inventory (WRSI), the Maslach Burnout Inventory (MBI) and the Minnesota Work Satisfaction Questionnaire (MWSQ). Percentage estimations, the chi‐square test, and variance analysis were used for statistical evaluation of the data; p > 0.05 was accepted as significant.RESULTWhen compared with ICU and ward unit nurses, dialysis nurses had evidence of decreased job stress and burnout as well as increased job satisfaction, accompanied by decreased intention to leave the profession and higher levels of positive views concerning their relationships with physician co‐workers and the opinions of their professional contacts toward the nursing profession.CONCLUSIONThis study confirmed some established predictors of job satisfaction, work‐related stress, and burnout and provided data on an unexplored area. Dialysis nurses appear to be at a decreased risk for job stress, burnout and premature retirement from nursing, with higher levels of job satisfaction. Further. the quality of relationships with physician co‐workers and the opinions of professional contacts regarding the nursing profession as perceived by nurses may be related to job stress, burnout and work satisfaction.

Management of job stress in consideration of gender and age

The management of job stress is reviewed in consideration of gender and age. Although these two factors are very important in the management of job stress, it is very difficult to decrease job stress from the point of view of these broad aspects. That there are presence of only a few articles in Japan and overseas describing these two factors in job stress reflects the difficulty. We reviewed articles including large scale but unpublished papers, and found some characteristics of stress according to gender and generation. In this paper we have discussed gender and generation gaps in the stress of life, the gender gap in job stress. We have also reviewed several measures for decreasing job stress in male and female workers on the basis of reviewed articles. We have proposed measures for controlling job stress in each gender and generation. It is essential to study and control job stress taking gender and generation into consideration.

Managers' leadership and critical care nurses' intent to stay

Cyclical fluctuations in turnover of critical care nurses are a large and complex problem. Managers' leadership characteristics may be a determinant of critical care nurses' intent to stay in the job. To examine the direct and indirect effects of nurse-managers' characteristics of power, influence, and leadership style on critical care nurses' intent to stay in the nurses' employment positions. The sample was 255 staff nurses in intensive care units at 4 urban hospitals. Established instruments with sound reliability and validity were used to assess the predictor, intervening, and outcome variables. Path analysis was used to examine the relationships in a conceptual model of intent to stay. The model explained 52% of the variance in intent to stay, and managers' characteristics were significant at each stage. Managers' position power and influence over work coordination had a direct link to intent to stay; structuring expectations and consideration contributed indirectly through the variables of instrumental communication, autonomy, and group cohesion. Instrumental communication, autonomy, and group cohesion decreased job stress and thus increased job satisfaction. Job satisfaction was directly linked with intent to stay. Inclusion of nurse-managers' characteristics explained more variance in intent to stay than did previous models. Managers with leadership styles that seek and value contributions from staff, promote a climate in which information is shared effectively, promote decision making at the staff nurse level, exert position power, and influence coordination of work to provide a milieu that maintains a stable cadre of nurses.

Healthy Hospital: Toward a Better Tomorrow: A Demonstration Project to Promote Culture Change through Participatory Decision Making

The three-year “Healthy Hospital” project was designed to increase participatory decision making, thereby decreasing job stress and increasing job satisfaction. Evaluation methods included employee surveys, focus groups and key informant interviews. Overall stress levels, job satisfaction and self-esteem generally improved. The diverse types of evaluation converge on a conclusion that the project achieved modest but significant gains throughout the organization. Lessons for future research and applications are discussed.