Nurses Job Research Articles

Occupational stress trajectories and metabolic dysfunction-associated steatotic liver disease among female nurses: a prospective Cohort Study.

Metabolic dysfunction-associated steatotic liver disease (MASLD) is a prominent cause of chronic liver disease, and occupational stress may serve as a potential risk factor. This study aims to assess the association between occupational stress trajectories and incident MASLD among Chinese female nurses. We conducted a prospective longitudinal study using data from the Nurse' Health Cohort Study, involving 1,113 female nurses, free of MASLD at baseline (2018). Occupational stress was measured using the Chinese Nurse Job Stress Scale at four time points. Group-based trajectory modeling was used to identify distinct stress trajectories. Through doctors' diagnoses, we assessed incident MASLD over a subsequent 6-year period from 2019 to 2024. Cox proportional hazards regression models evaluated the association of stress trajectories and MASLD risk, adjusting for demographics, work-related factors, and medical conditions. During follow-up, 256 nurses reported incident physician-diagnosed MASLD. Three occupational stress trajectories were identified: moderate decreasing (36.4%), moderate stable (55.9%), and moderate increasing (7.7%). Participants in the moderate increasing stress trajectory had a significantly higher risk of developing MASLD (adjusted HR: 3.14, 95% CI: 2.19-4.49, p < .001) compared to those in the moderate stable trajectory. This association between stress trajectory and MASLD risk was not modified by age or BMI (pinteraction>0.50). The study concludes that increasing stress levels over time are associated with a higher incidence of MASLD. These findings underscore the importance of stress management interventions in reducing the risk of MASLD progression. Further research is needed to explore the underlying mechanisms and to develop targeted strategies for stress reduction in clinical settings.

Generalized anxiety disorder and job performance can predict job stress among nurses: A latent profile analysis.

Nursing is a stressful profession that can impact the physical and mental health of nurses as well as the safety of patients. Furthermore, various factors may affect the job stress of nurses. However, recent studies mainly focused on the overall level of job stress and its related factors, ignoring the population heterogeneity of nurses' job stress. A total of 440 nurses participated in the questionnaire survey between March 2023 and April 2023. Data were collected using the Demographic Characteristics Questionnaire, the Nursing Job Stressor Inventory, the Generalized Anxiety Disorder 7-item Scale, and the Nurse Job Performance Scale. A latent profile analysis was used to identify the latent profiles of job stress. Kruskal-Wallis H test and ordinal logistic regression were used to explore the predictors of different profiles. The job stress of nurses could be classified into four profiles: relatively low job stress, relatively high job stress, high job stress, and the highest job stress. Generalized anxiety disorder, job performance, health status, and dislike of nursing as a career were predictors of different profiles. The majority of nurses were classified into profile 2, and their job stress was relatively high. Lowering anxiety levels, enhancing job performance, improving nurses' health status, and changing professional attitudes toward nursing may be effective ways to reduce nurses' job stress.

The Relationship Between Missed Nursing Care and Nurse Job Satisfaction: A Systematic Review and Meta-Analysis.

Missed nursing care is a global issue that refers to any aspect of patient care that is partially or entirely omitted or delayed. Although many studies have examined the relationship between missed nursing care and nurse job satisfaction, there is no synthesized evidence of these findings. To evaluate the relationship between missed nursing care and nurse job satisfaction. A systematic review and meta-analysis was carried out by searching the following databases: Web of Science, Scopus, EBSCO, PubMed, Science Direct, Cochrane, and Springer Link. The risk of bias was assessed using the Quality Assessment and Validity Tool for Correlational Studies. A random-effects model was used in the meta-analysis. Out of 13 619 identified reports, 8 studies involving 10 418 nurses were identified as eligible for the meta-analysis. A significant negative relationship between missed nursing care and nurse job satisfaction was identified, with the summary effect size of r = -0.294 (95% CI: -0.364 to -0.219, P < .001). The meta-analysis presented evidence regarding the significance of missed care in influencing nurse job satisfaction. As missed nursing care decreases, nurses' job satisfaction may increase.

The Effect of Laughter Yoga Applied to Intensive Care Nurses on Their Perceived Stress, Job Motivation, and Mental Well-being: Randomized Controlled Study.

The aim of this study was to examine the effect of laughter yoga applied to intensive care nurses on perceived stress, job motivation, and mental well-being. This study was a randomized controlled trial. The study was conducted with nurses working at the university hospital's surgical intensive care and anesthesia intensive care units of the third-level intensive care unit in Turkey. Data obtained from 30 participants in the intervention group and 33 participants in the control group were analyzed. The Nurse Introduction Form, Nurse Job Motivation Scale, Perceived Stress Scale, and Warwick-Edinburgh Mental Well-being Scale were used to collect data. Data obtained from the study were evaluated using the SPSS 22.0 package. It was determined that there was no statistically significant difference in the average scores of the pretest/posttest 1/posttest 2 of the Perceived Stress Scale (13.70 ± 3.33 to 14.57 ± 4.57, P > .05; 13.50 ± 3.15 to 13.48 ± 4.59, P > .05; and 13.56 ± 3.15 to 13.15 ± 3.49, P > .05, respectively) and Work Motivation Scale (59.70 ± 7.58 to 59.69 ± 7.98, P > .05; 60.30 ± 8.07 to 58.48 ± 8.94, P > .05; and 60.56 ± 7.86 to 57.93 ± 9.54, P > .05, respectively) for both the intervention and control groups of nurses. A statistically significant difference was found in the average scores of the Warwick-Edinburgh Mental Well-Being Scale pretest/posttest 1/posttest 2 for the intervention group of nurses (50.90 ± 7.60, 51.50 ± 7.80, and 53.70 ± 7.08, respectively; F = 3.330, P = .043). However, the difference was found to be insignificant in pairwise comparisons in the further analysis (a = b = c). It was determined that there was no statistically significant difference in the average scores of the Warwick-Edinburgh Mental Well-Being Scale pretest/posttest 1/posttest 2 for the control group of nurses (52.21 ± 9.89, 51.93 ± 10.45, and 51.03 ± 9.63, respectively; P > .05). The application of laughter yoga on intensive care nurses did not result in a significant change in perceived stress levels and work motivation. However, statistically significant differences were observed in the average mental well-being scores among the intervention group.

HUBUNGAN AUTHENTIC LEADERSHIP DENGAN KEPUASAN KERJA PERAWAT DI RUMAH SAKIT AKADEMIK UNIVERSITAS GADJAH MADA

Background: The low level of satisfaction of health professionals in hospitals is one of the most common problems in various parts of the world, including in Indonesia. Health care organizations are increasingly relying on the nursing profession to manage dynamic and complex health care by providing effective leadership. Authentic leadership gained considerable recognition as a new form of leadership style. Authentic leadership able to increase trust and encourage employees to follow the directions needed to achieve the vision and mission of the organization. This also leads to a significant positive influence on the commitment of subordinates to their superiors so that employees feel satisfied with the organization where they belong. Objective: Analyze relationships of authentic leadership with job satisfaction of nurses at RSA UGM. Method: This research is a mixed method sequential explanatory which aims to use qualitative results to assist in explaining and interpreting quantitative research findings. The design of this research is a cross sectional survey. The quantitative research population consisted of 205 nurses working at the UGM RSA and the qualitative research population consisted of the management of the UGM RSA with four people. Quantitative research measuring tool using Authentic Leadership Questionnaire (ALQ) and McCloskey/Mueller Satisfaction Scale (MMSS). Qualitative research uses in-depth interviews. Results: Research produces a relationship between authentic leadership with job satisfaction of nurses at RSA UGM. Level Authentic leadership UGM RSA nurses are classified into three namely very low, low and high. While the job satisfaction of nurses at RSA UGM is at moderate and high levels. Conclusion: There is a relationship between authentic leadership and job satisfaction of nurses at RSA UGM. The dimensions of Authentic leadership that is dominant is balanced processing. The most influential factor in nurse job satisfaction is nurse colleagues. Keywords: Authentic Leadership, Nurse Job Satisfaction, Authentic Leadership Questionnaire (ALQ), McCloskey/Mueller Satisfaction Scale (MMSS).

New nurses’ practice environment, job stress, and patient safety attitudes: a cross-sectional study based on the job demands-resources model

BackgroundPatient safety is paramount for all healthcare agencies. Health professionals' lack of patient safety competencies threaten patients’ lives, and increase patients, families, hospitals, and social burdens. The new nurse-related patient safety issues have particularly attracted much attention. The aim of this study was to examine the impacts of practice environment and job stress on new nurses' patient safety attitudes by employing the job demands–resources model.MethodsThe study used a cross-sectional structural equation modeling (SEM). A convenience sample of 370 new nurses was recruited from seven tertiary hospitals in Anhui province, China, from April 2022 to August 2022. Data were collected using self-report questionnaires including the Chinese version of the Nurse Job Stressors Scale, the Practice Environment Scale, and the Safety Attitudes Questionnaire.ResultsNew nurses' patient safety attitudes scores were moderate (126.99 ± 14.39). Practice environment had a significant direct effect on job stress (β = -0.337, t = 6.120), patient safety attitudes (β = 0.604, t = 13.766), practice environment had an indirect effect on patient safety attitudes through job stress (β = 0.066, t = 3.690), and the indirect effect accounted for 9.9% of the total effect. This model was able to explain 48.3% of patient safety attitudes with moderate prediction accuracy.ConclusionsThis study emphasizes the importance of improving new nurses' attitudes toward patient safety. Hospital administrators should develop policies and strategies to address job characteristics, and establish a favorable work environment to reduce new nurses' job stress as well as to improve patient safety.

Using Job Demand, Control, and Support Model to study Nurses Job Stress and its Relations with their Quality of Work Life at Magdy Yacoub Foundation

Using Job Demand, Control, and Support Model to study Nurses Job Stress and its Relations with their Quality of Work Life at Magdy Yacoub Foundation

The relationship between job satisfaction and motivation levels of nurses working in burn units

BackgroundFor nurses working in specialized units such as burn units, having adequate levels of job satisfaction and motivation is crucial for enhanced productivity in order to maintain quality nursing care. MethodsA cross-sectional, descriptive, correlational design was used in the study. The study aimed to investigate the job satisfaction and motivation levels of nurses working in burn units, the relationship between job satisfaction and motivation levels, and the influencing factors. The study sample consisted of 73 nurse managers/clinicians who worked in burn services or intensive care units in September and December 2023. The data were collected with “Demographic and work characteristics form,” “Job Satisfaction Scale for Nurses (JSSN)”, “Nurse Job Motivation Scale (NJMS)”. Data were analyzed using Independent Samples T-test, One-Way ANOVA, and Mann-Whitney U tests to compare the descriptive characteristics of nurses and the scale scores. Correlation and regression analyses were conducted to reveal the relationship between the descriptive characteristics and scale scores of the nurses. ResultsThe mean age of the nurses was 30.26 ± 7.99 years, and 60.3 % were bachelor's degree graduates. The nurses had an average of 8.64 ± 8.25 years of experience in the profession and an average of 4.77 ± 5.39 years in the burn unit. The total score average for the NJMS was found to be 66.49 ± 5.56, and the JSSN score average was 3.46 ± 0.58. A weak negative relationship was found between the JSSN subscale "Suitable Support from Seniors" and age (p < 0.05), "Perceived importance at the job" and the working years in the burn unit (p < 0.05). ConclusionsA positive correlation was observed between job satisfaction and job motivation of the nurses. If older nurses cannot get support from their supervisors, their satisfaction will be decreased. In addition, if more experienced nurses in the burn unit do not feel importance on the job, their satisfaction will be decreased.

Stress and Coping in Emergency Nurses Following Trauma Patient Care: A Qualitative Grounded Theory Approach.

Experiencing symptoms of traumatic stress may be the cost of caring for trauma patients. Emergency nurses caring for trauma patients are at risk for traumatic stress reactions. This study explored the stress and coping behaviors experienced by emergency nurses who provide trauma care. Focus groups were held at three urban trauma centers in the Midwestern United States: a Level I pediatric trauma center, a Level I adult trauma center, and a Level III adult trauma center. Data were collected between December 2009 and March 2010. Data analysis was guided by the principles of grounded theory. Line-by-line coding and constant comparative analysis techniques were used to identify recurring constructs. A total of 48 emergency nurses participated. Recurring constructs emerged in the data analysis and coding, revealing four major themes: care of the trauma patient, professional practice, personal life, and support. Nurse job engagement, burnout, and professional and personal relationships are influenced by trauma patient care. The study's resulting themes of care of the trauma patient, professional practice, personal life, and support resulted in the development of the "trauma nursing is a continual experience theory" that can be used as a framework to address these effects. Intentional support and timely interventions based on this new theory can help mitigate the effects of traumatic stress experienced by trauma nurses.

The Relationship between SBAR Method during Handover and Nurse Job Satisfaction at RSUD Lembang

SBAR communication is a communication method used when nurses carry out handovers to patients. This study aims to analyze the relationship between the application of the SBAR method during handover and the level of job satisfaction of nurses in the Lembang Hospital inpatient room. This research was carried out by taking 35 respondents involving all nurses in the Lembang Regional Hospital's inpatient room. The results of this research stated that Ha was accepted with (p = 0.033), which means there is a significant relationship between SBAR communication and nurses' job satisfaction. The conclusion of this research is that the application of the SBAR method during handover has a positive relationship with nurses' job satisfaction at Lembang Regional Hospital, confirming the importance of communication training and the use of structured communication methods such as SBAR in nursing practice to increase job satisfaction and potentially improve safety and the quality of patient care.

Nurse Staffing, Work Hours, Mandatory Overtime, and Turnover in Acute Care Hospitals Affect Nurse Job Satisfaction, Intent to Leave, and Burnout: A Cross-Sectional Study.

Objectives: This study examined the impact of nurse staffing, working hours, mandatory overtime, and turnover on nurse outcomes in acute care hospitals. Previous studies have focused on the single characteristics of sub-optimal nurse staffing but have not considered them comprehensively. Methods: Data were collected in July-September 2022 using convenience sampling and an online survey (N = 397). For the analysis, 264 nurses working as staff nurses at 28 hospitals met the inclusion criteria. Univariate analysis and multivariable generalized estimating equation (GEE) were performed. Results: Both nurse staffing (β = -0.036, standard error [SE] = 0.011) and turnover (β = -0.006, SE = 0.003) were significant factors affecting job satisfaction. In the multivariable GEE, only mandatory overtime (β = 0.395, SE = 0.116) was significantly related to intent to leave. Nurse staffing, work hours, mandatory overtime, and turnover were not significantly related to burnout. Subjective health status and workload were significantly associated with burnout. Conclusion: Nurse staffing policies and improvement programs in hospitals should be implemented to improve nurses' job satisfaction. Labor policy should ban mandatory overtime.

The Association of Nurse Burnout with Patient Satisfaction from Nurse Perspective Mediated by Nurse Job Satisfaction and Caring Behavior

The Association of Nurse Burnout with Patient Satisfaction from Nurse Perspective Mediated by Nurse Job Satisfaction and Caring Behavior

An Analysis of Orientation and Preceptorship Influence on Nurse Job Satisfaction Across Two States.

A large public nursing data set was used to determine whether orientation and/or preceptor programs impact job satisfaction among registered nurses in Maine and Massachusetts. There was no association between orientation and preceptor programs and satisfaction, nor evidence that new nurse status modified the relationship. There is a need for evaluation of orientation and preceptor programs' structure and effectiveness, and innovation is needed in promoting job satisfaction, thereby increasing nurse retention.

The impact of job stress on perceived professional benefits among Chinese nurses caring for patients with gynecological cancer: mediating effects of perceived social support and self-efficacy.

Nurses caring for patients with gynecological cancer experience significant job stress, which adversely impacts their mental health. Previous studies have indicated that perceived professional benefits serves as a protective factor for nurses' mental health, and factors such as job stress, perceived social support and self-efficacy influence their perceived professional benefits. However, the relationships between these factors and the associated mechanisms have remained incompletely understood. This study explored the role of perceived social support and self-efficacy in job stress and perceived professional benefits among nurses caring for patients with gynecological cancer. During June and July 2023, an investigation was conducted in Anhui Province. The Nurse Job Stressors Scale, Perceived Social Support Scale, Nurses' Perceived Professional Benefits Questionnaire and General Self-Efficacy Scale were administered to 311 nurses caring for patients with gynecological cancer. A chained-mediated effect model was constructed and validated. Job stress negatively affected nurses' perceived professional benefits. Perceived social support was a mediator in job stress and nurses' perceived professional benefits, with a mediating effect value of -0.093. Additionally, perceived social support and self-efficacy functioned as sequential mediators in this relationship, with a mediating effect value of -0.032. This study unveils the influencing mechanisms of job stress on perceived professional benefits of nurses caring for patients with gynecological cancer. It is essential for nursing managers to alleviate nurses' job stress, provide sufficient and effective social support and improve their self-efficacy, ultimately enhancing their perceived professional benefits.

The Relationship between Delegation of Medical Personnel Authority to Nurses and Nurse Job Satisfaction

The Relationship between Delegation of Medical Personnel Authority to Nurses and Nurse Job Satisfaction

Analysis of the Relationship Between Job, Life Satisfaction and Teamwork Attitudes of Intensive Care Nurses Working in a Turkish Public Hospital

Objective: The aim of this study was to determine the relationship between work, life satisfaction levels, and teamwork attitudes of intensive care nurses who work in a public hospital in Turkey.&#x0D; &#x0D; Methods: This was a descriptive and correlational study. The sample consisted of nurses working in intensive care units. Tools used to collect data were the “Sociodemographic Question Form,” “Nurse Job Satisfaction Scale” “Life Satisfaction Scale” and “Teamwork Attitudes Questionnaire” were used to collect the data.&#x0D; &#x0D; Results: A total of 217 nurses participated. In the study were a mean age of 35.32 ± 7.70. Most, 78.2% of the participants (n=170) were female, 65.90% (n=143) were graduates, 67.70% (n=147) were married, and 62.7% (n=136) had children. In this study, the LSS, NJSS, and T-TAQ scores for Intensive Care Nurses (ICNs) were determined to be 14.21 ± 4.28, 84.34 ± 16.71, and 99.11 ± 21.48, respectively. The respondents reported moderate and high scores on all three scales, and these scores positively correlated at the same time.&#x0D; &#x0D; Conclusion: In this study, which explores the interrelationships among these three distinct domains, is unusual in this regard. There was a positive correlation between the scores on the LSS, NJSS and T-TAQ in this study. It was determined that there was a positive relationship between LSS, NJSS and T-TAQ. Each scale score affects the scores of other scales. In our study, it can be said that ICNs' job satisfaction, life satisfaction and teamwork attitude levels are at medium level and above. Academicians, chief nurses, institution managers, and health system managers play important roles in the satisfaction of nurses whose satisfaction level is high.

The effect of conscience perception on job satisfaction and care behaviours in nurses

Conscience is a force capable of making judgments about one's own moral values during individual behaviour. Conscience in nursing is a concept that is perceived as authority and an inner voice, and it positively affects nursing care. Today, according to many research results, conscience is an indicator of professionalism that affects our personal and professional lives. This research was carried out to determine the effect of nurses' perceptions of conscience on job satisfaction and care behaviours. A cross-sectional study was performed in a training and research hospital. The sample size of 338 nurses was determined by power analysis, and the participants were selected using a simple random sampling method. The data were collected between June and November 2020. A “Personal Information Form”, the “Conscience Perception Scale (CPS)”, the “Nurse Job Satisfaction Scale (NJSS)” and the “Caring Behaviours Scale-30 (CBS-30)” were used to collect the data. The nurses obtained a score of 63.36 ± 12.13 on the CPS, indicating a high level of conscience perception; a total of 3.41 ± 0.69 points on the NJSS, revealing a high level of job satisfaction; and a total of 150.42 ± 21.22 points on the CBS-30, implying that care perceptions were found to be high. It was determined that the nurses' perceptions of conscience had an effect on their job satisfaction and care behaviours (R = 0.398, Adjusted R2 = 0.158, p = 0.000). The nurses who participated in the study had a high perception of conscience, which positively affected their job satisfaction and care behaviours.

How does gratitude relate to nurses' job satisfaction? The mediating role of resilience and stress.

Nurse job satisfaction is a critical area of study with far-reaching implications for healthcare organizations, patient care, and the retention of nursing staff. This study aimed to investigate the association of gratitude with job satisfaction among Chinese nurses and examine the potential mediating roles of resilience and stress in this relationship. Two separate studies were conducted to examine our research hypotheses. In Study 1, a total of 460 nurses completed the questionnaire related to gratitude, resilience, stress, and job satisfaction. A validation study was conducted in Study 2, which consisted of 709 nurses who also completed the same measures of gratitude, resilience, and stress to ensure the repeatability of the Study 1 results. Furthermore, a different scale was used to measure nurses' job satisfaction. The two studies consistently found that both resilience and stress mediated gratitude-job satisfaction independently among Chinese nurses. Furthermore, resilience was found to be a significantly stronger mediator than stress in the association of gratitude with job satisfaction. Finally, we found that gratitude predicted nurses' job satisfaction via the serial mediating effects of resilience and stress. These findings highlight the complex interplay between gratitude, resilience, stress, and job satisfaction by demonstrating that resilience and stress act as parallel and sequential mediators between nurses' gratitude and job satisfaction. The healthcare sector can improve nurses' job satisfaction by increasing gratitude, building resilience, and reducing feelings of stress. Nurse managers have the potential to enhance job satisfaction among nurses by implementing measures that increase gratitude, build resilience, and reduce stress levels.

Modeling Nurse Job Satisfaction Mediated Remuneration Supported Career Development and Transformational Leadership

Objective: The objective of this study is to examine and create a model that proposes that views of compensation, in conjunction with career development and transformational leadership, operate as a mediating factor in nurse job satisfaction. Methodology: 200 clinical nurses participated in the survey-based study, which was carried out at the Embung Fatimah Regional General Hospital in Batam City. Stratified random sampling was used for the sampling process. The structural model's results show that career development has a favorable and considerable impact on job satisfaction, which is higher than the effects of transformational leadership and compensation. Greater than the impact of transformational leadership on compensation is the direct and substantial influence of career development on compensation. There is an indirect influence of career development on job satisfaction through remuneration that is greater than the influence of transformational leadership on job satisfaction through remuneration. Conclusion: Since compensation is a mediating variable, our research introduces it. It is imperative for nurses to prioritize their professional career development and adhere to existing legislation when it comes to remuneration management in order to enhance job satisfaction.

The Relationship Between Nurse Career Development and Job Satisfaction at BIMC Kuta Hospital

Introduction: Quality of Health Services is the level of Health services provided to individuals and communities in an effort to improve outcomes. Nursing services are an integral part of health services so they can contribute to the quality of service in hospitals. Nurse job satisfaction can influence the nursing services provided, which in turn can influence patient satisfaction both directly and indirectly. Employee dissatisfaction can be influenced by organizations that do not have clear career development for employees, which has an impact on reducing overall effectiveness. The aim of this research is to analyze the relationship between career development and job satisfaction of nurses at BIMC Kuta Hospital. Methods: The research design used in this research is a correlational research design using a cross sectional approach. The type of sampling used nonprobability sampling with a total sampling technique with a sample size of 57 nurses. The data collection instrument uses a questionnaire. The bivariate analysis used in this research was the chi square test. Results: Majority of nurses believe that career development at BIMC Kuta Hospital is good, with 41 nurses (71.9%). The majority of nurses are satisfied with their jobs at BIMC Kuta Hospital, with 36 nurses (63.2%).From the results of the analysis, the value OR = 34,000 is also obtained, meaning that nurses with good career development have a 34 times chance of being satisfied with their work. Conclution: There is a significant relationship between career development and job satisfaction with a p-value of 0.000.