Stressful Work Environment Research Articles

MO890HOW CAN MODERN DIALYSIS TECHNOLOGIES HELP TO COUNTERACT STAFFING SHORTAGES IN HAEMODIALYSIS UNITS?

Abstract Background and Aims Dialysis units face an increasing shortage in qualified healthcare professionals (HCPs). Multiple studies1,2 have suggested that staffing shortages and the clinic work environment affect both patient and organizational outcomes, resulting in higher workloads and more stressful work environments. This may lead to staff disengagement, burnout, absenteeism, voluntary turnover, reduced patient satisfaction and potentially adverse patient outcomes. Nurses have a significant role in the delivery of haemodialysis (HD) therapy for end-stage renal disease patients. While supporting patients in navigating their everyday lives, including HD therapy, nurses balance a variety of challenges related to care and coordination. This study analyses how four main categories of dialysis technologies (HD machines, digital technologies, water treatment systems, and other medical devices) can reduce the complexity in daily haemodialysis process steps, relieving nurse workload and thus freeing up more time for patient care. Method This observational study was conducted in three phases. First, we analysed the process steps in a typical working day in a haemodialysis care facility, mapping them to the best practice standards3. In a second phase, we analysed the data via a Delphi panel of 19 experts (international multidisciplinary team). The initial mapping was discussed in 10 moderated rounds (2 moderators) to quantify the process step improvements resulting from four main categories of modern HD technologies: HD machines (HDM), digital technologies (DT), water treatment systems (WT), other medical devices including motorized chairs/beds & digital weighing scales (Miscellaneous). In phase 3 an assessment was performed to determine how modern HD technologies and the combination of the four main categories (Setup B) could potentially improve daily process steps versus a conventional dialysis clinic set-up (Setup A). Results A total of 146 daily process steps were identified over the course of a single HD session. Table 1 shows, how the four main categories of dialysis technologies individually contribute to improving the number of process steps, when applying modern technologies (Setup B) versus a conventional setup (Setup A). Additional process step improvements were identified that result from the specific combinations of the four technology categories. The maximum improvement that can be achieved through a combination of all 4 categories is 95 out of 146 process steps. Overall, the biggest contributors to process step improvements were HD machines (39 steps improved) followed by digital technologies (25 steps improved). In terms of technology combinations Digital Technologies and Water Treatment Systems lead to the highest number of process step improvements. In Setup A, a total of only 10 out of 146 process steps were improved, while in Setup B 95 out of 146 process steps were improved. Hence, the net improvement achieved with Setup B vs. Setup A was 85 process steps. This equates to a 58% improvement of total number of process steps. Conclusion Our results indicate that a 58% net improvement in daily process steps could be achieved versus a conventional setup. These findings suggest that investments in modern technologies may reduce the complexity in dialysis clinics, easing stress levels, improving the overall working environment, and freeing up more time for patient care. Changes in the work environment in renal care facilities have been observed to have several beneficial effects: a higher job satisfaction, lower stress and burnout levels, reduced intention to leave and higher staff retention can be achieved1,2. Further studies are required to validate the findings of this analysis. 1) Applebaum D et al. J Nurs Adm (2010); 40: 323-328. 2) Hayes B et al. J Nurs Manag (2015); 23: 588-98. 3) EDTNA/ERCA Nurses Best Practice Guidelines. https://www.edtnaerca.org/education/publications. Accessed: 10th Jan 2021

Pengaruh Gaya Kepemimpinan, Lingkungan Kerja dan Stres Kerja terhadap Kinerja Karyawan PT NT Cikarang

This study aims to determine the effect of leadership style, work environment, and work stress on employee performance at PT. NT Indonesia. This type of research uses quantitative research. The sample in this study amounted to 74 respondents. Methods of data collection using a questionnaire. Data analysis using the SPSS program. The analysis used includes the analysis of the coefficient of determination, F Test, and Multiple Linear Regression Test. The results showed that leadership style affected employee performance, work environment affected employee performance, job stress affected employee performance.

Well-being and mental stress in the population study of women in Gothenburg, Sweden: cohort comparisons from 1980 to 2016 of 36-year trends and socioeconomic disparities in 38-and 50-year old women

BackgroundWomen’s lives have dramatically changed in recent decades as evidenced by trends in educational attainment, employment outside the home, income, and other socioeconomic factors. Self-reported health in 18–70 year old women has been reported to be significantly lower than in men. In Sweden, the 2005 National Public Health Report showed that stressful work environments have become more common, especially for women. The purpose of the study was to monitor trends in well-being and perceived mental stress in the populations of 38- and 50-year-old women and to examine associations with socioeconomic position (SEP).SubjectsIn 1980, 2004, and 2017, population-based samples of 38- and 50-year old women were recruited into the Prospective Population Study of Women in Gothenburg (PPSWG), Sweden. This population-based study included participants from selected birth cohorts to participate in health examinations, at similar ages and with similar protocols on each occasion.MethodsBirth cohort comparisons between three representative samples of 38- and 50-year-old women. Well-being (scale 1–7) and perceived mental stress (scale 1–6) based on questionnaires were the main outcomes studied in relation to time. Socioeconomic position (SEP) based on socio-occupational group, i.e. occupational and educational level combined, were examined as correlates of well-being and mental stress at different points in time.ResultsPerception of good well-being increased in generations of 50-year-old women between 1980 to 2016, but no significant time trends were seen in 38-year-old women. Perception of high mental stress increased between 1980 and 2016, for both 38-and 50-year-old women. Belonging to a low socio-occupational group was associated with lower perceived well-being in 1980 but not in 2016. Belonging to a low socio-occupational group was not associated with perceived mental stress at any examination.ConclusionsContemporary women of today have generally higher perceptions of well-being but also higher mental stress regardless of belonging to low or high socio-occupational group. Associations between poor well-being and belonging to a low socio-occupational group that were observed in 1980 and 2004 were not observed in 2016.The Prospective Population Study of Women in Gothenburg, Sweden was approved by the ethics committee of University of Gothenburg (Dnr 65–80; Ö564–03; 258–16). The studies comply with the Declaration of Helsinki and informed consent has been obtained from the subjects.

Examining the Relationship between Mindfulness, Personality, and National Culture for Construction Safety.

The construction industry still leads the world as one of the sectors with the most work-related injuries and worker fatalities. Considering that one of the barriers to improving construction safety is its stressful working environment, which increases risk of inattentiveness among construction workers, safety managers seek practices to measure and enhance worker focus and reduce stress, such as mindfulness. Considering the important role of mindfulness in curbing frequency and severity of incidents, researchers are interested in understanding the relationship between mindfulness and other common, more static human characteristics. As a result, this study examines the relationship between mindfulness and such variables as personality and national culture in the context of construction safety. Collecting data from 155 participants, this study used elastic net regression to examine the influence of independent (i.e., personality and national culture) variables on the dependent (i.e., mindfulness) variable. To validate the results of the regression, 10-fold cross-validation was conducted. The results reveal that certain personality traits (e.g., conscientiousness, neuroticism, and agreeableness) and national cultural dimensions (e.g., uncertainty avoidance, individualism, and collectivism) can be used as predictors of mindfulness for individuals. Since mindfulness has shown to increase safety and work performance, safety managers can utilize these variables to identify at-risk workers so that additional safety training can be provided to enhance work performance and improve safety outcomes. The results of this study will inform future work into translating personal and mindfulness characteristics into factors that predict specific elements of unsafe human behaviors.

Exploring Hong Kong nurses' decision-making processes around presenteeism.

Presenteeism among nurses is the common behaviour of being physically present at work when one should not be due to personal health and well-being, a stressful work environment, lack of work-life balance, or a sense of professional identity or obligation. To explore nurses' decision-making process related to presenteeism in a large Hong Kong public hospital. As part of a larger study on nurse presenteeism in Hong Kong, we conducted focus groups with nurses to understand their considerations related to working sick. Eleven major themes emerged from the focus groups, which we grouped into three organizational domains reflecting nurses' decision-making process around presenteeism: consideration for colleagues, organizational factors and professional identity. Presenteeism was a familiar behaviour among Hong Kong nurses in our study. We found both overlap and divergence with prior presenteeism research in the domains and themes identified. Loyalty to colleagues, written and unwritten rules and professional identity as nurses all seemed to encourage presenteeism among Hong Kong nurses. Organizations seeking to discourage presenteeism should evaluate policies such as sick leave certificates, ensure appropriate coverage for all nurse ranks and address subcultural norms encouraging presenteeism.

Supervisor support and turnover intentions of yacht captains: the role of work–family conflict and psychological resilience during the COVID-19 pandemic

PurposeThe purpose of this study was to investigate work–family conflict’s (WFC) mediating role and psychological resilience’s (PR) moderating role on the perceived supervisor support (SS) of yacht captains and their turnover intentions (TI) during the COVID-19 pandemic.Design/methodology/approachThe authors followed a quantitative approach and conducted a questionnaire survey of 320 Turkish yacht captains. The data were analyzed using SPSS 22 (Process macro v3.4) and AMOS 22 statistics package programs.FindingsPerceived SS has direct and indirect effects on TI with WFC being the intermediate variable. WFC’s effect on TI varies according to the yacht captains’ levels of PR.Practical implicationsThis study empirically uncovered the impact of supervisor support and PR levels, the most important factors for ensuring hospitality employees exhibit positive organizational attitudes and behaviors. This study shows that the success of yacht captains in this stressful work environment depends on positively perceived SS and PR levels. PR regulates the relationship between WFC and TIs. Thus, supervisors should prioritize meeting their employees’ expectations to effectively and efficiently manage their human resources, and supervisor support is essential for meeting these expectations.Originality/valueAccording to the authors’ knowledge, this study is the first to assess the effect of supervisor support on TI, the mediating role of WFC and the moderating role of PR. In addition, the authors aimed to fill the research gaps on yacht captains, as a profession requiring expertise and field experience, and on PR in the tourism industry.

731 Who is most at risk for nightmares? Demographic and psychosocial differences in nightmare prevalence among nurses

Abstract Introduction Nurses are subject to stressful work environments, which may negatively impact their sleep and increase their risk for nightmares. Previous studies have shown that women, night shift workers, and individuals with comorbid psychological conditions are more likely to report nightmares. Yet no studies have comprehensively examined demographic and psychosocial factors of nightmares among nurses. Methods To address this gap, we examined demographic (age, gender, race, ethnicity, number of children, marital status, shift work status) and psychosocial (chronotype, PTSD, anxiety, depression, perceived stress) correlates of nightmares in a sample of 462 nurses (91% female; mean age = 39.03, SD = 11.07; 78% White; 10% Hispanic/Latinx). Nightmares were determined two ways: 1) using a newly validated retrospective survey measure, the Nightmare Disorder Index (NDI), and 2) using aggregated prospective reports of daily nightmare frequency across 2 weeks (nurses who reported any nightmares in the past 2 weeks were classified as having nightmares). Results Nurses experiencing nightmares as determined by the NDI (n = 236; 51%) were younger, more likely to be female, less likely to have children, more likely to be an intermediate chronotype, less likely to be a morning chronotype, and had higher mean levels of PTSD, anxiety, depression, and perceived stress than nurses without nightmares. Nurses experiencing nightmares as determined by daily surveys (n = 191; 41%) were not different in terms of any demographic characteristics, but had higher levels of PTSD, anxiety, depression, and perceived stress than those nurses without nightmares. Conclusion Demographic and psychosocial differences in nightmare prevalence may differ based on how nightmares are assessed (i.e., retrospective vs. prospective measures). Overall, nurses with higher stress, PTSD, depression, and anxiety may be at greatest risk of having nightmares. Future studies should examine if targeting these factors results in improvements in sleep and well-being among nurses. Support (if any) NIH/NIAID R01AI128359-01

729 Daily stress and nightmares are bidirectionally associated among nurses

Abstract Introduction Nurses may experience frequent nightmares due to stressful work environments. Some studies estimate that 35% of nurses experience nightmares related to experiences at work. Nightmares may also exacerbate stress among nurses, although this has yet to be tested empirically. We examined daily bidirectional associations between stress severity and nightmare occurrence and severity, and whether posttraumatic stress disorder (PTSD) symptoms moderated those relationships. Methods 392 nurses (mean age = 39.54 years; SD = 11.15; 92% female; 78% White) were recruited for a larger study on sleep and vaccine response. For 14 days, upon awakening, nurses completed daily sleep diaries to assess previous-day stress severity (0 = not at all, 4 = extremely), as well as nightmare occurrence (0 = no nightmare, 1 = nightmare occurred) and nightmare severity (0 = not at all, 3 = very). PTSD symptoms were assessed at baseline using the PTSD Checklist of DSM-5 (PCL-5). Multilevel models were used to examine bidirectional, within-person associations between daily stress and nightmares, and cross-level moderation by baseline PTSD symptoms. Results Approximately 10.5% of nurses met criteria for PTSD based on PCL-5 scores. 47.2% of nurses reported at least one nightmare across the two weeks. Days with greater stress severity were associated with higher odds of experiencing a nightmare (OR = 1.22, p = 0.001), as well as greater nightmare severity that night (b = 0.09, p = 0.033). Nightmare occurrence (b = 0.15, p < 0.001) was associated with greater next-day stress severity. PTSD symptoms did not moderate daily stress and nightmare associations. Conclusion Nurses face intense occupational demands and frequent exposure to potentially traumatic events. Our results indicated nightmares and stress may occur in a bidirectional fashion among nurses. Results were similar regardless of nurses’ PTSD status. Future studies should explore whether targeting nightmares and stress may improve nurses’ health and well-being. Given the essential role that nurses play in maintaining patient health and safety, it is critical to understand the causes and consequences of their sleep-related disturbances. Support (if any):

Promoting health and wellbeing across community nursing teams: role of the specialist practitioner district nurse.

There is a growing concern around the health and wellbeing of community nurses due to the high complexities of and demand on district nursing services. It is well recognised that district nursing services have no limits to their capacity, and they have been dealing with an increasing caseload, with no increases in resources or staff. Consequently, this has left community nurses feeling exhausted and experiencing burnout, which, in the long term, can lead to compassion fatigue, which can in turn compromise patient safety. Specialist practitioner qualified district nurses (SPQDN) require the skills and knowledge to promote health and wellbeing, in order to provide a positive work environment and limit work-related stress and burnout despite the challenges encountered. This article explores possible strategies to promote health and wellbeing among community nurses and the barriers that SPQDNs encounter in doing so.

The implementation of nursing process during patient care in Ethiopia: A systematic review and meta-analysis

BackgroundNursing process (NP) is a standard method of ensuring individualized holistic care through systematic assessment, diagnosis, planning, intervention and evaluation of patients. Its standard implementation is mandatory to meet the health target of “ensuring universal quality health-care services” in the sustainable development goals (SDG) launched by World Health Organization (WHO) in 2015. Being a member state of WHO, Ethiopia endorsed the SDG agenda. Therefore, determining the recent pooled estimate and associated factors of NP implementation during patient care would be of greatest importance to improve the quality of nursing care in the country. MethodsPrimary studies were systematically searched from PubMed, Scopus, Cochrane Library, Google Scholar, PsycINFO and CINAHL data bases using different search operators. Each selected primary study was critically appraised using the Joanna Briggs Institute (JBI) appraisal tool for prevalence studies. I2 and Q statistics were used to investigate heterogeneity. Given the substantial heterogeneity between the studies, random effects meta-analysis model was used to estimate the pooled magnitude of NP implementation. Subgroup analyses were performed for evidence of heterogeneity. Egger's test was considered to declare publication bias objectively. The PRISMA guideline was followed to report the results. ResultsA total of 17 primary studies with a sample of 2,819 nurses were included in this meta-analysis. The pooled estimate of NP implementation in Ethiopia was 50.22% (95% CI: 43.39%, 57.06%) with severe statistical heterogeneity (I2 = 93.0%, P < 0.001) between the studies. From regional subgroup analysis, NP was least implemented in Tigray region 35.92% (95% CI: 30.86%–40.99%, I2 < 0.001%). Egger's test showed no statistical significance for the presence of publication bias (P = 0.23). Nurses' good knowledge of NP [(Adjusted Odds Ratio (AOR) = 13.16: 9.17–17.15], nurses' Bachelor of Science (BSC) and above level of education (AOR = 4.16; 2.32–5.99), working in a stressful environment (AOR = 0.10; -0.02–0.22), training access (AOR = 3.30; 1.79–4.82) and accessibility of facility required for NP (AOR = 6.05; 3.56–8.53) were significantly associated with NP implementation at 95 % CI. ConclusionsIt was found that only half of the nurses in Ethiopia implemented NP during patient care. Fortunately, its associated factors were modifiable. Therefore, the existing national efforts of increasing nurses’ knowledge of NP and their level of education, availing facilities required for NP implementation, training access and ensuring non stressful working environment should be reinforced to meet the quality nursing care demand in Ethiopia. Prospero IDCRD42019138159.

Development and validation of challenge-hindrance demands scale for the nursing profession: A mixed-methods research study

BackgroundAlthough common work conditions cannot be clearly classified as positive or negative, previous challenge-hindrance demands scales have failed to address this issue. ObjectiveThe purpose of this study was to develop and validate scales that allow the assessment of perceived levels of challenge-hindrance demands in the nursing profession and that are in conformance with the nature of the construct. DesignThe study employed an exploratory sequential mixed-methods design, composed of two phases. Firstly, the qualitative method was employed to find out the common work environment that is typically linked to the job demands of nurses; new scales were generated following the results. Secondly, the quantitative method was employed to refine and assess the validity and reliability of the instruments. ParticipantsThe key informants for the interview were 11 registered nurses from seven private hospitals in Bangkok, Thailand. In addition, the sample of the quantitative study, consisting of 761 Thai nurses from 16 private hospitals in Bangkok was randomly divided into three parts for different analyses (i.e., exploratory factor analysis, confirmatory factor and reliability analysis, and nomological validity analysis). ResultsThe findings demonstrated that the assessment of the challenge-hindrance demands consists of three parts: The amount of experience with stressors, the appraisal of challenges, and the appraisal of obstacles. The analyses led to the creation of two scales: the challenge demands scale and the hindrance demands scale, each with 14 variables and four dimensions. ConclusionsThe separation of the scales into three parts made it evident that, since job demands themselves are part of an inevitably stressful work environment, hospitals have to focus on the individual interpretation of each job demand in order to manage the burnout and engagement of nurses. In addition, the scales have potential use in studies relevant to problems encountered in the nursing profession (e.g., opting to pursue a different career).

Organizational and social work environment factors, occupational balance and no or negligible stress symptoms among Swedish principals \u2013 a cross-sectional study

BackgroundFew studies have assessed the mental health of principals, or studied associations with both organizational and social work environment factors and occupational balance. The purpose of the present study was therefore to investigate associations between supporting and demanding organizational and social work environment factors, occupational balance and stress symptoms in principals.MethodsA total of 4309 surveys (2316 from the first round, 1992 from the second round), representing 2781 Swedish principals who had responded to at least one of two surveys, were included in the present study. The surveys include questions about socio-demographic factors, occupational balance, overtime work, and supporting and demanding organizational and social work environment factors, as well as questions about personal stress and exhaustion. Generalized Estimating Equations (GEE) models were used to specify a repeated measures model with a dichotomous outcome (binary logistic regression) and multiple independent factors. Data from two surveys were combined, taking into account dependent observations due to the fact that many study subjects had participated in both surveys.ResultsAssociations were found between occupational balance (Q1: OR 2.52, 95% CI 2.03–3.15; Q2: OR 4.95, 95% CI 3.86–6.35; Q3: OR 9.29, 95% CI 6.99–12.34), overtime work (Once a week: OR 1.51, 95% CI 1.10–2.08; Sometimes a week: OR 1.31, 95% CI 1.03–1.66), supportive private life (OR 1.50, 95% CI 1.36–1.66), supportive colleagues at the leadership level (OR 1.24, 95% CI 1.14–1.36), supportive management (OR 1.17, 95% CI 1.07–1.28) and no or negligible stress symptoms. In addition, role demands (OR 0.72, 95% CI 0.63–0.83), having a container function (OR 0.72, 95% CI 0.64–0.82), collaboration with employees (OR 0.77, 95% CI 0.66–0.89), role conflicts (OR 0.75, 95% CI 0.66–0.89) and having a buffer function (OR 0.86, 95% CI 0.77–0.97) were associated with lower likelihood to rate no or negligible stress symptoms.ConclusionsThe occupational balance of principals is strongly associated with no or negligible stress symptoms, and thus is a promising venue for promoting well-being. Improvements should be made to several factors in the organizational and social work environments to improve principals’ chances of having occupational balance, and therefore better mental health.

The predictors of depression and burnout among surgical residents: A cross-sectional study from Kuwait

BackgroundSurgical residency often poses a challenge to residents, with long working hours and a stressful work environment. Surgical residents are at an increased risk of burnout and depression. Such mental health burdens could go so far as to affect treatment outcomes. AimTo assess the prevalence and risk factors for depression and burnout among residents across surgical specialties in Kuwait. Materials and methodsAn online questionnaire was sent to the residents enrolled to the surgical residency programs in Kuwait, from the period of January 2020–February 2020. Variables collected included; age, gender, marital status, smoking history, exercise, specialty, year of training, on-call frequency, assessment of burnout (using the abbreviated Maslach Burnout Inventory (aMBI)) and assessment of depressive symptoms (using the Patient Health Questionnaire-9 (PHQ-9) score). ResultsA total of 85 surgical residents between the age of 20 and 40 years responded. Most (64.7%) were male and 35.3% female. More than half were married (51.8%) and 41.2% were single. The majority of the residents were in general surgery (43.5%), with the least being in otolaryngology (7.1%) and neurosurgery (5.9%). The prevalence of depressive symptoms was 55.3%, and 51.8% had a high overall burnout score. ConclusionAddressing burnout at all stages during residency training is paramount in improving standard of care.

A PROPOSED FRAMEWORK ON THE RELATIONSHIP BETWEEN WORK FAMILY ENRICHMENT AND SATISFACTION: MODERATING ROLE OF SOCIO-CULTURAL FACTORS IN BORNEO’S OIL AND GAS INDUSTRY EMPLOYEES

The work environment of the offshore platform is unique as such employees live and work in the same confined area surrounded by nothing but the uncertain ocean. Due to the challenging and stressful working environment, oil and gas industry employees in Malaysia and especially in Borneo are facing critical work family enrichment and satisfaction issues. Therefore, it is imperative to investigate the family work enrichment and satisfaction especially among employees in oil and gas industrial context. The main objective of this paper is to propose a framework on the relationships between work family enrichment factors (capital, affect and development) and satisfaction (job and family satisfaction) and the moderating role of socio-cultural factors (monocronic-polycronic time orientation and gender role ideology) among oil and gas industry employees in Bornoe. Thus, it might be recommended that the organization and management should enhance the job and family satisfaction related to work family enrichment and the skills of employer and supervisors to play effective key role in increasing socio-cultural environments in the organization which could affect employees' overall satisfaction.&#x0D; &#x0D; &lt;p&gt; &lt;/p&gt;&lt;p&gt;&lt;strong&gt; Article visualizations:&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;&lt;img src="/-counters-/edu_01/0776/a.php" alt="Hit counter" /&gt;&lt;/p&gt;

Impacts of Workplace Stress: An Exploratory Cross-Sectional Study of Oil and Gas Sector in Pakistan

Working eternally from the shoreline is all around considered as a distressing profession where work environment stress is accepted as a noteworthy danger aspect for mental ailment. Then again, stress-related writing relating to this part is scant. The aim of present research is to investigating the impacts of work-stress among the individuals working in managerial cadres of oil and gas sector organizations at Pakistan. A self designed instrument was used to gather information for this cross-sectional examination. Measure's legitimacy was built up by ascertaining Cronbach's alpha (0.914). Exploratory factor analysis (EFA) with Principal Component Analysis extraction method and Oblimin with Kaiser Normalization rotation method was applied on the collected information. Barlett test of sphericity and the Kaiser-Meyer-Olkin (KMO) proved the suitability of factor analysis as an explanatory apparatus for the analysis of the collected data. EFA distinguished four components for the impacts of work-stress: Psychological; Performance; physiological, and Cognitive. These components explained 73.62% of total variance. The component Psychological was the most noteworthy component. This investigation has not just recognized the significant impacts of work-stress in seaward oil organizations at Pakistan yet in addition gave an organized rundown of these factors. Discoveries of the investigation will support analysts, arrangement creators, bosses and the specialists to devise and execute pressure avoidance and development technique. This is the ever first work of its sort in Pakistan.

Does Person Organization Fit and Person-Job Fit Mediate the Relationship between Public Service Motivation and Work Stress among U.S. Federal Employees?

A plethora of research has extolled the benefits of public service motivation (PSM) in public organizations. However, much less empirical attention has focused on its relationship to work stress. Even though it has been theorized that high levels of PSM causes individuals to be more resilient in stressful public service work environments, empirical research has failed to provide support. Only one study has been conducted which has revealed that high levels of PSM is directly associated with high levels of job stress among public employees, but that its beneficial effects are partially mediated by person-organization (PO) fit. That is, employees with high levels of PSM and high levels of fit to their organizations did not appear to suffer from high stress. This study sought to add to this limited body of research and explore the extent to which person-job (PJ) improves the field’s understanding of the relationships among PSM, PO fit, and work stress. Based on a sample of federal employees in the United States, this study challenged and confirmed the findings of existing research. For instance, PSM had no direct relationship to work stress. However, PSM maintained an indirect relationship to stress through PO fit. The respondents with high levels of PSM reported that they had high levels of fit to their organizations which was associated with significantly lower levels of work stress. Similarly, PSM was not directly related to PJ fit, but was indirectly related through its association with PO fit. PSM was associated with high levels of fit between employees and public organizations, which was subsequently associated with high levels of fit with public service jobs and lower work stress. Above all, this research clarifies the process of how PSM influences work stress among public employees, through PO fit and PJ fit.

Identifying the evidence base of interventions supporting mental health nurses to cope with stressful working environments: A scoping review.

To scope the evidence on interventions used to help mental health nurses cope with stressful working environments. Nursing managers may implement interventions to support mental health nurses cope in their role. However, the evidence supporting these interventions has not been recently reviewed. A scoping review was conducted which entailed searching and selecting potential studies, undertaking data extraction and synthesis. Eighteen studies published since 2000 were identified. They employed different designs, ten used quasi-experimental methods. Interventions involving active learning appeared beneficial, for example stress reduction courses and mindfulness. However, small sample sizes, short follow-up periods and variation in outcome measures make it difficult to identify the optimum interventions. No studies have considered cost-effectiveness. There is some evidence that mental health nurses benefit from interventions to help them cope with stressful working environments. However, higher quality research is needed to establish the effectiveness and cost-effectiveness of different interventions. Managers should provide opportunities and encourage mental health nurses to engage in active learning interventions, for example mindfulness to help them cope with stressful working environments. Nurses also want managers to address organisational issues; however, no research on these types of interventions was identified.

Anxiety Effect on Communication Skills in Nursing Supervisors: An Observational Study.

Communication represents an essential skill in nurse managers’ performance of everyday activities to ensure a good coordination of the team, since it focuses on the transmission of information in an understandable way. At the same time, anxiety is an emotion that can be caused by demanding and stressful work environments, such as those of nurse managers. The aim of the present study was to analyze the impact of anxiety management on nurse managers’ communication skills. The sample comprised 90 nursing supervisors from hospitals in Madrid, Spain; 77.8% were women, and 22.2% were men, with an average of 10.9 years of experience as nursing supervisors. The instruments used for analysis were the Sixteen Personality Factor Questionnaire: version five (16PF5) and State Trait Anxiety Inventory (STAI) questionnaires, validated for the Spanish population. The results showed that emotional stability was negatively affected by anxiety (r = −0.43; p = 0.001), while apprehension was positively affected (r = 0.382; p = 0.000). Nursing supervisors, as managers, were found to possess a series of personality factors and skills to manage stress and communication situations that prevent them from being influenced by social pressure and the opinion of others.

POS-625 THE CASE FOR REDUCING COMPLEXITY IN DIALYSIS NURSING CARE

Dialysis units face an increasing shortage in qualified healthcare professionals (HCP’s). Research suggests an inverse correlation between HCP workload and patient care quality1. Multiple studies2,3 have suggested that staff shortages and the clinic work environment affect patient and organizational outcomes, resulting in higher workloads and more stressful work environments. Ultimately, this may lead to staff disengagement, burnout, absenteeism, voluntary turnover, reduced patient satisfaction and potentially adverse patient outcomes.

Burnout Syndrome and Its Predictors Among Female Medical Students at Al-Azhar University

Introduction: Burnout is a condition resulting from chronic stressful work environment that hasn't been efficiently controlled. It is composed of three dimensions; depletion of emotional resources, negative attitude towards colleagues or patients and reduced academic achievement. It is expressed by many medical students due to stressful nature of their study. The aim of the work: The current study aimed to estimate the prevalence of burnout among female medical students and to explore the association between educational variables, general self-efficacy [GSE] and burnout. Subjects and Methods: A cross sectional study was conducted from October 2019 to March 2020 among students of the Faculty of Medicine for Girls [Al-Azhar University] from the first to six grades. The sample was taken by stratified random sampling technique, from 480 students 471[98.1%] responded to the questionnaire. Burnout was assessed using the Maslach Burnout Inventory-Student Survey [MBI-SS]. Socio-demographic, educational variables, general self-efficacy [GSE] were also included as possible predictors of burnout. Results: The study results revealed that burnout was prevalent [42.9%, n=202]; expressing high exhaustion [90.9%, n=428], high cynicism [65.8%, n=310], and low academic efficiency [58.4%, n=275]. Burnout was higher among those in clinical stage [75.7%]. Most of burnout students [91.1%] express uncomfortable feeling with teaching activities. A significant positive correlation was found between GSE and academic efficiency. Conclusion: Burnout is prevalent among female medical students. Clinical academic stage, difficulty in achieving academic goals, dissatisfaction with teaching strategy, dissatisfaction with medical study, and lower grade point average are predictors of burnout among them.