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Objective: To explore the effect of training program based on service-oriented leadership theory on alleviating the degree of job burnout of clinical nurses, and provide reference for improving the situation of job burnout of nurses. Methods: From January to December 2023, 10 head nurses of a Grade A general hospital were selected by random number table method for training, and 5 nurses were selected from the department of each head nurse by random number table method, a total of 50 nurses were selected as research objects. Through the training program based on the service-oriented leadership theory, the selected head nurses were trained on the service-oriented leadership theory, job burnout and burnout mitigation methods and passed the examination. The training period was 2 months. The general data of 50 nurses were collected, and the job burnout of nurses was investigated by using the Maslach Burnout Inventory before and 6 months after the training of head nurses, and the changes of scores of each dimension were compared by paired t -test. Results: The nurses were (30.4±5.5) years old and their working life was (8.1±6.1) years. The total detection rate of job burnout before training was 100% (50/50), the detection rate of moderate to severe emotional exhaustion was 60% (30/50), and the detection rate after training was 36% (18/50). The detection rate of moderate to severe depersonalization was 72% (36/50) and 40% (20/50) after training. The detection rate of moderate to severe lack of job accomplishment was 86% (43/50) and 54% (27/50) after training. After 6 months of head nurses training, the scores of emotional exhaustion and depersonalization of nurses were significantly lower than those before training, while the scores of personal achievement were significantly higher than those before training, with statistical significances ( P <0.05) . Conclusion: The training program based on service-oriented leadership theory can scientifically prevent and alleviate nurses' job burnout after receiving training of administrators, which is helpful to improve the current situation of nurses' job burnout and reduce the degree of nurses' job burnout, and can play a positive role in promoting nurses' physical and mental health.

The COVID-19 pandemic led to significant burnout among nurses, resulting in a shortage of nursing staff. Issues related to nursing work have received significant attention recently, and only healthy nurses are capable of providing good quality patient care. The authors employed Bronfenbrenner's Ecological System Theory to analyze the impact of the COVID-19 pandemic on nurses and proposed specific strategies and recommendations to enhance the nursing workplace. Under the Ecological System Theory, several factors, including inadequate preparedness, dangerous working environment, work-family conflicts, discrimination due to public panic, and health damage, contribute to nurse burnout. Whether during or after the COVID-19 pandemic, it is necessary to provide education programs to enhance the professional abilities of nurses, foster policies that promote a positive practice work environment, implement a triage system based on the severity of patients, elevate the image of the nursing profession, monitor the health of nurses, and advocate for transformational leadership. The nursing workplace should help nurses gain greater confidence and improve their ability to handle various workplace challenges. In the future, medical institutions should provide a better work environment for nurses and expect the public to pay more attention to the development of the nursing profession.

Background: Individuals in the asymptomatic incubation period of COVID-19 are highly contagious. This threat of asymptomatic transmission contributes to increased stress among nursing staffs and undermines their resilience., Purpose: This study was designed to explore the correlates and predictive factors of resilience in the contexts of work stress and job satisfaction among nursing staffs., Methods: A cross-sectional study design was employed on a convenience sample of 408 nurses. The survey included a demographic datasheet, the Nurse Occupational Stressor Scale, Job Satisfaction Scale, and Resilience Scale. Inferential statistics were conducted using independent sample t test, Pearson correlation analysis, and stepwise multiple linear regression., Results: The participants were an average 32.6 years old. The average resilience score indicated a "moderate" resilience level. Resilience was treated as the dependent variable, while the demographic variables, Nurse Occupational Stressor Scale score, and job satisfaction dimension scores were treated as independent variables. Stepwise regression analysis was used to identify the key predictors of resilience, which included professional autonomy and development (β = .468, p <.001), occupational hazards (β = .163, p <.001), interpersonal interaction and collaboration (β = .223, p < .001), self-perceived economic status (β = -.093, p < .05), supervisor's leadership style (β = -.118, p < .05), and marital status (β = .078, p < .05). The model explained 39.4% of the total variance., Conclusions / Implications for Practice: The results of this study support healthcare providers promoting resilience in several specific ways. Healthcare organizations should enhance professional competence through professional education and training programs; improve workplace safety; foster an atmosphere conducive to team cooperation; provide job support through mentorship and apprenticeship systems and caring leadership from nursing supervisors; continuously conduct caring and stress-relief activities; and utilize online self-report health questionnaires to enable nursing staff facing psychological and emotional challenges to seek professional counseling and support. Enhancing resilience strategies on a long-term basis can improve the mental health of nursing staff, which may be expected to enhance the quality of patient care.

The COVID-19 epidemic continues to spread, and frontline health professionals have unfortunately contracted this virus because of exposure while providing clinical care. Based on the painful experience of the previous SARS epidemic in Taiwan, nurses have adopted a standard of care for infection protection that incorporates early prevention and detection. However, international public health experts remain unable to control the infectivity and variability of the COVID19 virus, which increases the mental stress on frontline nurses when performing care. In this paper, which uses a medical center in the north of Taiwan as an example, JBI clinical guidelines, infection control experience, and nurses' awareness, perceived support, and self-efficacy are applied to suggest ways to improve epidemic prevention and mental construction, enhance nurses' psychological empowerment and refection, promote role identity in nursing and self-value, establish health team awareness, strengthen infection protection concepts, and integrate infection control concepts into the nursing models to develop effective standard operating procedures for epidemic prevention management and effectively prevent the spread of the virus and maintain public health.

Objective: To understand the effect of organ donation surgery on the mental health of nurses in operating room, and to explore the intervention effects. Methods: From Jan.2015 to Dec. 2018, 60 operating room nurses in our hospital participating in organ donation surgery were selected for investigation of mental health, and were intervened by group psychological training, positive psychological intervention, improving shift arrangement system and financial support. The SCL-90 scale and DAP-R scale were used to evaluate before and after intervention. Results: The mean scores of somatization, interpersonal sensitivity, depression, anxiety, terror, paranoia and psychoticism in SCL-90 scale of 60 operating room nurses were (2.07±0.63) , (2.07±0.69) , (1.88±0.62) , (1.71±0.57) , (1.78±0.67) , (1.71±0.68) , (1.73±0.60) before intervention respectively, which were significantly higher than the Chinese norm ( P <0.01) and those[ (1.64±0.60) , (1.46±0.57) , (1.53±0.62) , (1.48±0.60) , (1.28±0.50) , (1.45±0.56) , (1.43±0.52) ] after intervention were lower than before ( P <0.01) . Before and after the intervention, the scores of DAP-R scale tended to be death fear dimension and acceptance dimension, the proportion of the death fear dimension was 16.7% (10/60) and 6.7% (4/60) , respectively, and the approaching acceptance dimension was 83.3% (50/60) and 93.3% (56/60) . The proportion of the nurses with scores of SCL-90 scale ≥160 after the intervention was significantly lower than that before the intervention (χ(2)=5.82, P <0.05) . Conclusion: The mental health of nurses in the operating room participating in organ donation surgery is lower; After intervention, the investigated nurses present improved mental health and positively emotional attitude towards death.

Objective: To explore the effect of Balint group on the emotional labor and job burnout of nurses in cardiology, to provide a reference for improving the mental health of nurses in cardiology. Methods: A total of 78 pediatric nurses were randomly divided into observation group and control group by the random number table, 39 observation group nurses were received general nursing training and the intervention of 8- week Balint group, 39 control group nurses were not received anything intervention. Before and after the intervention of 8 weeks, The Emotional Labor Scale(ELS) and Maslach Burnout Inventory(MBI) were used to evaluate the emotional labor and job burnout of nurses. Results: The age of the nurses in the observation group was(26.3±2.7) years old, with 13 undergraduates and 26 specialists; the age of the nurses in the control group was (25.8±2.1) years old, with 14 undergraduates and 25 specialists. After 8 weeks intervention, the surface action score of ELS of observation group was significantly lower than the control group, the deep action and emotional display requirement scores of ELS of observation group were significantly higher than the control group, the differences were statistically significant ( P <0.05). The emotional exhaustion and depersonalization factor scores of MBI of observation group were significantly lower than the control group, the personal accomplishment factor score of MBI of observation group was significantly higher than the control group, the differences were statistically significant ( P <0.05). Conclusion: The use of Balint group may have contributed to improving emotional lab and job burnout of nurses in cardiology in a large degree.

Objective: To analyze Nursing Occupational Risk, the relationship between resilience and job performance, and investigate the mediating effects of resilience on Nursing Occupational Risk and job performance. Methods: 406 nurses from33 clinical departments of Chengdu first-class hospital were recruited by randomsampling method. Thier Nursing Occupational Risk, resilience and job performance were interviewed by nursing occupational risk assessment questionnaire, the Scale of medical staff resilience and the job performance questionnaire, and analyze the relationship between variables. Results: The clinical nurses＇ resilience is 82.98±10.05, the clinical nurses' job performance is 145.79±23.55; here was a positive correlation between clinical nurses' resilience and job performance ( P <0.05) ; three variable of resilience can explain 33.2% of the variation of clinical nurses job performance; in the highest the Nursing Occupational risk, resilience served to mediate the relationship between Nursing Occupational Risk and job performance, which was 56.77% of the total effect respective. Conclusion: resilience are closely related to job performance. Resilience plays mediating role in the relationships between Nursing Occupational Risk and job performance, three dimensions of resilience can predict nurses' job performance. Improving the resilience of nurses can effectively improve their job performance.

Objective: To investigate the situation and influential factors of the job burnout among the nurses in Guangzhou, China. Methods: In April 2017, 166 nurses from 8 hospitals in Guangzhou were surveyed by applying the Maslach Burnout Inventory (MBI) to investigate their Emotion Exhaustion (EE) , Depersonalization (DP) and Personal Accomplishment (PA) , and applying Simplified Coping Style Questionnaire (SCSQ) to examine negative coping style and positive coping style based on group random sampling. Results: The nurses exhibited moderate burnout on both EE and DP, as well as severe burnout on PA. Compared with the nurses in the general hospitals, the nurses in the occupational disease hospital had lower scores on both EE and DP ( t =-7.305, -3.442, P <0.01) , and they had higher scores on PA ( t =2.597, P <0.05) . The married nurses had higher scores on EE ( t =2.988, P <0.01) . The nurses in the disinfection supply department had higher scores on EE and lower scores on PA than the nurses in other departments ( t =3.788, -3.990, P <0.01) . There was a significant difference on EE between different working age groups ( F =3.225, P <0.01) . 6-10 years and 21-25 years of working age had higher scores on EE. Positive coping was negatively correlated with DP ( r =-0.190) , and it positively correlated with PA ( r =0.323) . Negative coping was positively correlated with both EE and DP ( r =0.389, 0.293) .Hospitals types, negative coping style and positive coping style both entered the regression equation for EE ( R (2)=0.368, P <0.01) and the regression equation for DP ( R (2)=0.199, P <0.01) . Positive coping style and department types entered the regression equation for PA ( R (2)=0.201, P <0.01) . Conclusion: Nurses in Guangzhou got moderate level on both EE and DP, lower level on PA. Hospitals types, department types, marital status, working ages and coping style are all the influential factors of job burnout.

This report describes our experience providing nursing care between 7th October and 7th November 2016 to a homosexual male who repeatedly engaged in stress-related suicide attempts and self-harm. Information was collected using comprehensive nursing assessment, observation, and interviews and the health problems of ineffective coping and disabled family coping were identified. Because of affection-related distress and the lack of recognition of his gender orientation by his family, the client engaged repeatedly in self-harm and attempted suicide on several occasions in order to cope with the self-perceived unbearable stress and stressful situations. The authors provided nursing care based on Watson's theory of human caring. We fulfilled the nature of caring, prompted respect and acceptance, and established a therapeutic, interpersonal relationship. We also adopted the concept of suicide intervention, and used the protective factors as the main coping strategies. These approaches allowed the client to acknowledge the events and reactions that may trigger his suicidal ideas, to develop better self-reflection and impulse control, and to mitigate the ideas and behaviors related to suicide and self-harm. Because constant conflicts between the client and his parents hampered a harmonious family relationship, we adopted family-centered care in order to enhance family resilience, which created room for mutual learning and development and reconstructed a healthy family relationship. Our successful results with this case encouraged our writing this paper in order to share this nursing experience with caregivers facing similar client situations and needs.

Objective: To evaluate the mental health of female doctors and nurses. Methods: Investigat the psychologic status of female doctors and nurses using symptom checklist 90. And statistical software was applied to analyze results of symptom checklist 90. Results: There were differences in the score of SCL-90 between doctor and nurse groups, the difference was statistically significant ( P <0.05) . Negative life events ( OR =2.940) , relative suffer from mental illness ( OR =3.683) , shift work ( OR =1.611) and heavy workload ( OR =2.265) were found to risk factors for the positive of SCL-90. Conclusion: There were differences in the score of SCL-90 between doctor and nurse groups. Negative life events, relative suffer from mental illness, shift workand heavy workload are risk factors for SCL-90 positive of female doctors and nurses.

Objective: To investigate the situation of work engagement among nurses in tertiary level 1st general hospitals and evaluated potential associations between psychological contract, psychological capital, and work Engagement. Methods: A cross - sectional descriptive study design was used. 320 nurses from three tertiary level 1st general hospitals in Jinan was included. Data were gathered with Utrecht Work Engagement Scale (UWES-9) , Psychological Capital Questionnaire, and Psychological Contract Questionnaire. Possible predictors of work engagement were analyzed using ANOVA and multivariate linear regression models with SPSS 20.0. Results: A total of 320 questionnaires were enrolled and 282 questionnaires were returned, with a response rate of 88.1%. The total mean (SD) score was 3.79 (0.91) for work engagement, 3.66 (0.72) for psychological contract and 4.39 (0.63) for psychological capital. One-way analysis of variance and post-hoc analysis showed that there was significant difference in work engagement among nurses of different gender ( P <0.05) , education level ( P <0.05) , department ( P <0.01) and professional title ( P <0.05) . Pearson correlation analysis showed that psychological contract positively associated with work engagement ( r =0.253, P <0.01) and psychological capital ( r =0.198, P <0.01) , and psychological capital positively associated with work engagement ( r =0.575, P <0.01) . Results of multiple hierarchical regression analysis showed that work department, gender, educational background, professional title, hope, optimism and team obligation predicted work engagement and they accounted for 42.8% of the variance in work engagement. Conclusion: The work engagement of nurses is at a medium level. Work engagement of nurses is influenced by gender, professional title, educational level and department; Both psychological contract and psychological capital of nurses positively correlated with work engagement.

Background: Using patient records and information systems not only improves collaboration among healthcare professionals but also enhances patient-care outcomes. Based on this, inter-professional collaboration has been increasingly applied in patient care in recent years., Purpose: To explore the acceptance of nurses of the inter-disciplinary care system, the patient-record completion rate, and the consultation response rate., Methods: A questionnaire was developed based on Davis Technology Acceptance Model and DeLone & McLean Information Systems Success Model that included the key elements of system success (system quality and information quality) and attitudes toward use (perceived usefulness and perceived ease of use). A patient record checklist and the number of consultation responses were collected as well., Results: This study collected 185 completed questionnaires and 817 copies of patient records as well as the associated consultation response rates. The results revealed that nurses held positive attitudes and that questionnaire variables were positively correlated. Additionally, perceived usefulness explained 60% of the variation in attitude toward use. In addition, the rate of completion for patient records in subcategories increased from 41% to 62%. Finally, while the overall team response rate of the social-worker and respiratory groups increased, that of the rehabilitation group decreased., Conclusions: Nurses accept the need to use inter-disciplinary care systems to enhance the completeness of patient records. However, the decreased consultation response rate may relate to the inability to update system functions. It is suggested that an auto-consultation response function be designed to provide reminders in order to improve the consultation response rate.

Objective: To evaluate occupational stress and perceptions of the work experience among the nurses, and to analyze the effects of recovery experiences on the adjustment of the relationship of stress and perceptions of the work experience. Methods: A questionnaire survey was conducted among nurses from 7 third hospitals in a city through sampling. A self-designed questionnaire, "Job Content Questionnaire (JCQ) " , "Recovery Experience Questionnaire (REQ-C) " and "Quality of working life (QWL7-32) " were completed by the subjects. Establishment of recovery experience types by sample cluster analysis, combined with regression analysis in the regulation of perceptions of the work experience of recovery experiences'types. Results: There have differences instatus and score of perceptions of the work experience among nurses with different tension level ( P <0.05) . The Perceptions of Work Experience scores of nurses with different types of recovery experience are different with the tension level, and the type of recovery experience has an independent moderating effect on the relationship between tension and perceptions of work experience. Conclusion: The moderating effects of different types of recovery experiences on perceptions of work experience are different.

Objective: To investigate the cause of occupational exposure among 136 nurses in a tertiary infectious disease hospital, and puts forward the prevention strategy. Methods: A total of 136 nurses exposed to occupational exposure between 2014 and 2016 were included in the study. Analysis was conducted from the years of work of nurses, exposure routes, and the pathogens. Results: The nurses suffer from the highest risk of occupational exposures (73.91%) .Nurses working for less than 5 years and interns are most likely to suffer occupational exposure (45.59% and 35.29% respectively) . Occupational exposure was mainly caused by needle injuries, in which infusion was the main route of occupational exposure (36.76%) . The improper treatment of needle pulling after infusion is the main link of needle puncture (36.76%) . Occupational exposure pathogens were mainly HBV (63.24%) . Conclusion: Nursing staff is the high-risk group of occupational exposure. Irregular operation, lack of awareness of protection, improper disposal after the needle withdrawal and poor safety assessment of the operating environment are the main causes of occupational exposure. It is suggested to strengthen the training of occupational safety and protection, enhance clinical nurses occupational safety protection consciousness, standardize medical operation, so as to prevent the occurrence of occupational exposure.

Objective: To analyze the mental health status and its impact factors among nurses, finding ways to improve the mental health of nurses. Methods: A total of 13 425 female healthcare workers aged from 18 to 65 were selected as study objects. The survey was conducted with unified design questionnaire. The survey included the basic situation of the individuals and SCL-90 questionnaire. Comparing the female doctors, the mental health status and its impact factors of nurses were analyzed. Results: The income, age, education and occupation, which include shift work, heavy work load and overtime work are different between nurses and doctors. The main mental health problems of nurses were obsessive-compulsive symptoms, depressive symptoms and somatization. The results of univariate analysis indicated that shift work, overtime work, and heavy work load affected the positive rate of each factor. The results of multivariate analysis showed that occupation, shift work, overtime work, and heavy work load have significant adverse effects on the positive rate of the total score in female healthcare workers ( P <0.01) . The positive rate of each dimension of SCL-90 in nurses is significantly higher than that of doctors. Conclusion: The mental health problems of nurses are significantly higher than doctors. The main reasons are low occupational level and adverse workstyles which include shift work, heavy workload and so on. Health administration and hospital management departments should pay much more attention to the mental health of nurses, improving their mental health through a variety of ways.

Objective: To investigate the application of Symptom Checklist-90 (SCL-90) in Chinese nurses. Methods: We performed a literature search for articles in Chinese on the mental health of nurses investigated using the SCL-90 that were published from January 2007 to December 2016. A total of 129 articles were included, involving 178 groups of valid samples as well as 36316 subjects in 27 provinces or cities in China. The metafor package of R 3.2.1 software and Excel were used for meta-analysis and data statistics. Results: Heterogeneity was identified for the nine factors included in the literature data (Q test: P <0.05; I (2) test >40%) , so a random effects model was used. For all factors except interpersonal relationship factor, the 95% confidence intervals of the pooled effect sizes did not include 0. For all factors except interpersonal relationship factor (Egger test: P <0.05) , no significant asymmetry or incompleteness appeared in the funnel plots. The fail-safe number of each factor was much larger than 5k+10. The merger scores and mean values of nine factors were higher than the national norm. Conclusion: The SCL-90 is widely used in the study of mental status of Chinese nurses, but the SCL-90 norm for nurses is lacking.

Objective: To investigate the sleep quality of the employed nurses in three grade A tertiary military hospitals in Beijing, China and its influential factors and to provide a reference for improving the sleep quality of employed nurses. Methods: From January 2014 to January 2017, a questionnaire survey was carried out to investigate the sleep quality of 253 employed nurses in three grade A tertiary military hospitals in Beijing, China using the Pittsburgh Sleep Quality Index (PSQI) and a general status questionnaire. The results were compared with the adult norms to analyze the influential factors for sleep quality of the employed nurses. Results: The global PSQI score of the 253 employed nurses was 7.76 ± 3.53. Their global PSQI score and PSQI component scores were significantly higher than the adults norms ( P <0.05) . And 54.94% of the employed nurses had poor sleep quality; they had high scores of daytime dysfunction (1.39±0.83) , sleep latency (1.67±0.94) , sleep quality (1.33±0.88) , and sleep time (1.23±0.78) . The one - way analysis of variance showed that the sleep quality of the employed nurses was associated with nursing age, educational background, professional title, whether to have children, frequency of night shifts, and department ( P <0.05) . The multivariate logistic regression analysis showed that the risk factors for sleep quality of the employed nurses were technical secondary school education ( OR =4.292) and emergency department and intensive care unit ( OR =2.582) ; the protective factors for sleep quality of the employed nurses were outpatient department and assistant department ( OR =0.312) , no children ( OR =0.318) , and no night shift ( OR =0.332) . Conclusion: The employed nurses in military hospitals have poorer sleep quality than the normal adults. The influential factors for sleep quality of employed nurses are educational background, department, whether to have children, and frequency of night shifts.

Objective: To investigate the interaction between mental elasticityand occupational stress and depressionin female nurses and the mediating effect of mental elasticity, as well as the functioning way of mental elasticity in occupational stress-depression. Methods: From August to October, 2015, cluster sampling was used to select 122 female nurses in a county-level medical institution as study subjects. The Connor-Davidson Resilience Scale (CD-RISC) , Occupational Stress Inventory-Revised Edition (OSI-R) , and Self-Rating Depression Scale (SDS) were used to collect the data on mental elasticity, occupational stress, and depression and analyze their correlation and mediating effect. Results: The 122 female nurses had a mean mental elasticity score of 62.4±15.1, which was significantly lower than the Chinese norm (65.4±13.9) ( P <0.05) ; the mean depression score was 41.0±7.7, which was significantly higher than the Chinese norm (33.5±8.6) ( P <0.01) , and the incidence rate of depression of 52.5%. Mental elasticity was negatively correlated with occupational stress and depression ( r =-0.559 and -0.559, both P <0.01) . Occupational stress and the two subscales mental stress reaction and physical stress reaction were positively correlated with depression ( r =0.774, 0.734, and 0.725, all P <0.01) . After adjustment for confounding factors, occupational stress had a positive predictive effect on depression ( β =0.744, P <0.01) , and mental elasticity had a negative predictive effect on depression ( β =-0.221, P <0.01) . The analysis of mediating effect showed a significant direct effect of occupational stress on depression and a significant mediating effect of mental elasticity ( a =-0.527, b =-0.227, c =0.744, c '=0.627; all P <0.01) , and the mediating effect of mental elasticity accounted for 16.08% of the total effect. Conclusion: As a partial mediating variable, mental elasticity has an indirect effect on the relationship between occupational stress and depression and can alleviate the adverse effect of occupational stress and reduce the development of depression.

Nurses play an integral role in providing medical services, with the quality of nursing care related closely to the level of success that these services achieve. Nursing is a high-stress occupation with a relatively high risk of work burnout, which has been associated with reduced workplace satisfaction, increased turnover, and reduced patient safety. In recent years, the high level of work-related stress in nursing has been an important issue for the government, academia, and industry. Although various plans and policies have been developed to improve the nursing environment in order to reduce stress, these have focused only on the general nursing-practice environment without substantive consideration of the impact of psychological, social, and cultural factors on nursing work stress. The present article introduces a community-counseling model and proposes a strategic plan that is designed to reduce the workplace stress of clinical nurses. We hope that the proposed model may substantially improve the problem of nursing stress and prevent work burnout. This model provides a reference for advanced nursing colleagues. Associated programs may be developed for other hospitals and organizations that use the community-counseling model.

Objective: To investigate the effect of occupational exposure on job burnout in nurses, and to analyze the mediating effect of negative emotion between occupational exposure and job burnout and the regulatory effect of supervisor support on occupational exposure and negative emotion. Methods: From September to December, 2015, simple random sampling was used to select 543 nurses from six tertiary hospitals in Zhejiang Province, China. The questionnaires consisted of occupational exposure risk questionnaire, negative emotion questionnaire, supervisor support questionnaire, and job burnout questionnaire. Results: The total score of occupational exposure risk in nurses was 11.43±7.19; the score of emotional exhaustion was 3.19±1.24, the score of low sense of personal accomplishment was 3.02±1.21, and the score of sense of working indifference was 2.24±1.06. There were significant differences in occupational exposure score between nurses with different sexes ( t =2.61, P <0.01) and working years ( F =4.49, P <0.01) . There were significant differences in the scores of emotional exhaustion and low sense of personal accomplishment in nurses with different sexes ( t =5.25, P <0.001) and working years ( t =-3.48, P <0.01) . Occupational exposure had positive effects on negative emotion (β=0.41, P <0.05) , emotional exhaustion ( β =0.47, P <0.05) , sense of working indifference ( β =0.42, P <0.05) , and low sense of personal accomplishment ( β =0.17, P <0.05) . Negative emotion had a partial mediating effect between occupational exposure and emotional exhaustion (total effect size 30.5%, P <0.05) and between occupational exposure and sense of working indifference (total effect size 37.1%, P <0.05) . Negative emotion had a complete mediating effect between occupational exposure and low sense of personal accomplishment ( β =0.08, P >0.05) . Supervisor support negatively regulate the effects of occupational exposure and negative emotion ( F =21.73, P <0.001) . Conclusion: In nurses, occupational exposure has a direct positive effect on job burnout and indirectly influences job burnout via negative emotion. Supervisor support can reduce the negative impact of occupational exposure on negative emotion.

Objective: To explore a model that workplace social capital is associated with intention to stay (ITS) in the nursing profession and that this association is partially mediated by organizational commitment, job satisfaction, and job stress among Chinese nurses. Methods: A cross-sectional, observationalstudy was conducted in Shanghai, China between September and December 2014. Two thousandforty-two nurses from 23 healthcare organizations were recruited for the current study using a two-stage sampling process.Intention to stay, workplace social capital, job satisfaction, organizational commitment, and job stress was measured by validated scale. Measured variable path analysis (MVPA) was used to test their hypothesized relationships. Results: There were significant positive direct effects from workplace social capital ( β =0.11, P <0.01) , organizational commitment ( β =0.81, P <0.01) and job satisfaction ( β =0.03, P <0.01) to ITS, and a negative direct effects from job strain to ITS ( β =-0.03, P <0.01) . The model explained 84% of the variability in ITS. Additionally, workplace social capital had significant positive direct effects on organizational commitment ( β =0.65, P <0.01) , job satisfaction ( β =0.44, P <0.01) and negative direct effects on job strain ( β =-0.35, P <0.01) . The indirect effect of social capital to ITS was 0.55. Job satisfaction was positively associated with organizational commitment ( r =0.47, P <0.01) , and negtively associated with job stress ( r =-0.12, P <0.01) . Job stress was negtively associated with organizational commitment ( r =-0.20, P <0.01) . Conclusion: This study suggests that greater workplace social capital may lead to higher ITS in nursing primarily by increasing commitment to the nursing occupation and their job satisfaction and by reducing their sense of job stress.

Objective: To explore the mental health status for new nurse during the standardization training period and provide scientific basis for managers to formulate corresponding measures. Methods: Using eysenck personality questionnaire (EPQ) and symptom self-assessment scale (SCL-90) , understanding social support scale (PSSS) , trait coping style questionnaire (TCSQ) and other standardized psychological assessment tools and self designed general situation questionnaire, 141 nurses in our hospital before rotary department and 1 year later accepted the questionnaire survey while the control group accepted the same questionnaire. Results: Compared with before rotary department and the control group, the forced, anxiety and interpersonal sensitivity factor increased significantly in SCL-90 for rotary nurse and the differences were significant statistical significance ( P <0.05) ; Pearson correlation analysis showed rotary nurse SCL-90 forcing factor scores and EPQ-E dimension scores, TCSQ negative coping scores were positively correlated ( P <0.05; r 1 =0.537; r 2 =0.407; r 3 =0.701) , and were negatively correlated with EPQ-E dimension scores, PSSS scores and TCSQ active responding score ( P <0.05; r 1 =-0.621; r 2 =-0.671; r 3 =-0.312) ; Anxiety was positively correlated with EPQ-N, PSSS scores and TCSQ negative responding score ( P <0.05; r 1 =0.607; r 2 =0.409; r 3 =0.764) , was negatively correlated with EPQ-E dimension scores, PSSS scores and TCSQ positive responding score ( P <0.05; r 1 =-0.569; r 2 =-0.723; r 3 = -0.418) ; Interpersonal sensitivity factor score was positively correlated with EPQ-N, P dimension scores and TCSQ negative coping scores ( P <0.05; r 1 =0.611; r 2 =0.687; r 3 =0.773) , was negatively correlated with EPQ-E dimension scores, PSSS scores and TCSQ active responding score ( P <0.05; r 1 =-0.506; r 2 =-0.693; r 3 =-0.307) . Conclusion: Rotary nurse mental health status was significantly lower than non-rotary nurse.Insufficient social support, negative coping style and instability personality characteristics are the main risk factors to affect the rotation nurses mental health.

Background: Self-reflection is an essential element of reflective practice for group facilitators. However, this element typically exists largely at the personal level and is not addressed in group dialogues of nurses., Purpose: The purpose of this study was to explore the self-reflection of psychiatric nurses in a supervision group., Methods: A phenomenological approach was used to investigate the dialogues across 12 sessions in terms of discussion content and the reflective journals of the psychiatric nurse participants., Results: The findings showed that two forms of self-reflection included: Embodied self-reflection derived from the physical sensibility and discursive self-reflection derived from the group dialogues., Conclusions/implications for Practice: The embodied and discursive self-reflections promote self-awareness in nurses. The embodiment and initiation in the group facilitates the process of self-becoming through the group dialogue, which promotes self-examination and self-direction in healthcare professionals.

Objective: To explore the relationship between nurse occupational stress and salivary alpha- amylase (SAA)., Methods: Evaluation of occupational stress was conducted in 131 nurses. The activity of SAA was determined using enzyme-linked immunosorbent assay (ELISA)., Results: The activity of SAA in nurses varied with age and working years. The baseline, work period, recovery, average activities of >35 age group were less than those of ≤ 30 age group; work period, recovery, average activities of ≤ 10 years group were higher than other two groups; there was no statistical difference between SAA vitalities of different degree groups (P>0.05). In nurses with high scores for job demands, the activity of SAA in working period was significantly higher than that in nurses with low scores (P < 0.05). The baseline SAA activity in nurses with high scores for role conflict and ambiguity was significantly higherthan thatin nurses with low scores (P < 0.05). The baseline SAAactivity was positively correlated with workload, role conflict, and role ambiguity (P < 0.05). The activity of SAA in working period was negatively correlated with task control, decision control, and technology utilization (P < 0.05), and was positively correlated with quantitative load, load change, work monotony, and workload (P < 0.05). The activity of SAA in recovery period was negatively correlated with task control, decision control, resource control, and technology utilization (P < 0.01). The average activity of SAA was negatively correlated with task control, decision control, resource control, technology utilization, opportunity for participating in decision-making, and promotion (P < 0.05), and was positively correlated with quantitative load, load change, workload, and role ambiguity (P < 0.05)., Conclusion: The occupational stress in 131 nurses is correlated with the activity of SAA, which can be used as an objective biomarker for identification and evaluation of occupational stress.

Objective: To investigate the correlation between nurse job burnout and salivary lysozyme activity., Methods: The saliva samples of 131 subjects were collected at four time points for two consecutive days with saliva collection tubes. The acquisition time points were 8:00 (baseline concentration), 10:00 (morning), 15:30 (afternoon), and 17:30 (recovery period). At the same time every subjects completed the job burnout questionnaire to investigate their general demographic characteristics and job burnout level. The salivary lysozyme concentration was measured with ELISA. The data were analyzed by partial correlation analysis and multiple stepwise regression analysis., Results: There were significant differences in the salivary lysozyme activity between subjects with different ages, working years, and education levels. The work period vitality and the average energy of ≤ 30 age group were higher than other two groups and the recovery energy was higher than >35 age group. Working period vitality, the average energy of group >15 years were less than ≤ 10 years group. The work period energy and the average energy of university (college) and above group were lower than high school (secondary) and the following group. Job burnout and its three dimensions had a significant negative correlation with salivary lysozyme concentration (P < 0.01). Depersonalization and emotional exhaustion were the negative impact factors for salivary lysozyme activity at baseline. Emotional exhaustion and personal fulfillment were the negative impact factors for salivary lysozyme activity during the working period. Personal fulfillment was the negative factor for salivary lysozyme activity during the recovery period and the average salivary lysozyme activity., Conclusion: Salivary lysozyme activity is sensitive for nurse job burnout, so it can be used as an objective evaluation index of job burnout.

Background: Facing the death of newborns is an inescapable part of the professional responsibilities of delivery room nurses. The meaning of the inner conflict of these nurses and their nursing experience in handling newborn death is poorly addressed in nursing practice., Purpose: This research explores the stillbirth care experiences of delivery room nurses., Methods: A qualitative approach was used to investigate the stillbirth-care experiences of nurse participants., Results: The results elicited the experiences of participants with inner conflict and their resulting action caring. Main themes extracted from data include: feeling unease about being unable to provide effective treatment and the need to say goodbye to the deceased newborn. The former includes the subthemes of: guilt about doing nothing and feeling conflicted about ending a life. The latter includes: caring about and empathizing with the mother and accompanying the mother as she says goodbye to her baby. Additionally, the theme of saying a personal goodbye to the newborn baby includes praying for the baby and respecting baby's body., Conclusions / Implications for Practice: The findings of this study enhance the nursing practice knowledge of stillbirth nursing in the delivery room.

Background: Professional autonomy often causes confusion in nursing staffs that limit their ability to perform to the best of their professional capabilities. Moreover, heavy and busy workloads reduce the energy available for work resulting in lower working efficiency and lower job satisfaction., Purpose: This study explores the status and factors related to professional autonomy and job satisfaction in nurses., Methods: A cross-sectional design was used to target the nurses employed at a regional hospital in southern Taiwan. Data on locus of control, professional autonomy, and job satisfaction were collected for analysis., Results: Data were collected from 207 nurses, with 196 valid responses (response rate: 94.69%). One hundred and forty-six subjects (74.5%) were found to have an internal locus of control personality type. Scores for both professional autonomy and job satisfaction were above the "moderate" level (averages: 3.37 and 3.32, respectively, on a maximum scale of 5). Social demographic differences contributed to the variance in professional autonomy and job satisfaction among participants. Professional autonomy was found to be positively associated with job satisfaction., Conclusions: The findings of this study indicate that nurses with an internal locus of control personality exhibit higher professional autonomy and job satisfaction and that higher professional autonomy is associated with higher job satisfaction.

Background: The number of people infected with HIV/AIDS continues to increase across the world. The awareness of HIV/AIDS and attitudes toward this disease among nurses and their willingness to care for those infected directly impacts upon the quality of HIV/AIDS-patient care., Purpose: This study explores the knowledge, attitudes, infection-risk perceptions, and willingness to care for HIV/AIDS patients among nurses and the correlations among these variables., Methods: This study used a descriptive, correlational design. Scales on HIV/AIDS-related knowledge, attitudes, perceived risk of infection, and willingness to care were used to collect data from 219 nurses who attended the course series on HIV/AIDS held by the Nurses AIDS Prevention Foundation in 2010., Results: The mean score for HIV/AIDS knowledge was 79.6%, with knowledge related to disease transmission pathways earning the highest score and knowledge related to HIV/AIDS protective measures earning the lowest. Participating nurses with higher knowledge scores held a more positive attitude toward HIV/AIDS (p < .001), a lower perceived risk of HIV/AIDS infection (p < .001), and a higher willingness to care for HIV/AIDS-positive patients (p = .001). In addition, those participants who had received in-service HIV/AIDS education training earned higher willingness-to-care scores (p = .046)., Conclusions / Implications for Practice: The results of the present study underscore the importance of HIV/AIDS education and may be referenced by health authorities and hospitals for promoting HIV/AIDS education. Further, the results suggest that nurses with a greater knowledge of HIV/AIDS protection and of prophylaxis after occupational exposure are more willing to care for HIV/AIDS patients.

Background: The suffering experienced by nurses while providing end-of-life care to patients influences the lived experience of these nurses. The perspectives of "for the other" and "practical wisdom" may be used to elicit the experience of nurses in caring for dying patients and to help illustrate the ethical contents and meanings of end-of-life care., Purpose: This study describes the experiences of nurses who have provided end-of life care in hospital settings., Methods: In-depth interviews were used to explore the respective experiences of 7 nurses. Data were analyzed using interpretative phenomenological analysis (IPA)., Results: The findings show that practicing and engaging in end-of-life care provide nurses the opportunity to acquire practical care wisdom in three categories, including (1) the emotional difficulties of patient care; (2) the limitations of the self; and (3) learning to adjust to the needs and pace of the patient., Conclusions / Implications for Practice: End-of-life care is an opportunity for both dying patients and nurses to transform and grow spiritually. Dealing with the emotional difficulties of end-of-life care, recognizing their self-limitations in care, and adjusting their care provision to meet the needs and pace of their patients help increase the awareness of nurses to the ethical responsibility they have toward patients. These findings give nurses new perspectives on caring for others.

Background: The need to face others is an inescapable part of the professional responsibilities of nurses. The meaning of "facing the other" is poorly addressed in nursing practice., Purpose: The purpose of this study was to explore the ethical attitudes of nurses related to facing others., Methods: A qualitative approach was used to investigate the living experience of psychiatric nurses in the supervision group in terms of improved ability to handle therapeutic groups., Results: The process of facing the other was for the other, by the other, and then for oneself. The presence of for the other, the sensibility from by the other, and the self-examination of for oneself were discussed in detail., Conclusions / Implications for Practice: The process of for the other, by the other, and then for oneself constructed the significance of learning from the patients. The group with that used the free-floating discussion format was found to promote the ethical attitude of psychiatric nurses and may be applied in clinical practice.

Objective: To investigate the effect of occupational stress on the oxidation/antioxidant capacity in nurses., Methods: A total of 131 nurses were included as study subjects. The occupational health information collection system (based on the Internet of things) was used for measurement of occupational stress. Levels of hydroxyl free radicals and antioxidant enzymes were determined., Results: The serum level of superoxide dismutase (SOD) was the highest in nurses under the age of 30 and the lowest in those over 45 (P < 0.05). The serum levels of glutathione peroxidase (GSH-Px) and peroxidase (POD) were the highest in nurses of working age less than 5 years, followed by those of 5-15 years, and nurses with more than 25 years' working experience showed the lowest GSH-Px and POD levels (P < 0.05). Furthermore, nurses with a university (college) degree had a higher GSH-Px level and a lower POD level compared with those with junior and senior high school degrees (P < 0.05). Job prospects and job control were positive occupational stress factors for SOD. Job hazards were negative occupational stress factors for POD. Psychological satisfaction was negative occupational stress reaction for hydroxyl free radicals. Calmness was positive occupational stress reaction for SOD, and daily stress was a negative one. The positive occupational stress reactions for GSH-Px were psychological satisfaction and job satisfaction, and daily stress was negative reaction., Conclusion: Nurses with higher occupational stress have stronger oxidation and weaker antioxidant capacity, which intensifies oxidant-antioxidant imbalance and leads to oxidative stress damage.

Objective: To investigate the impact of occupational stress on serum monoamine neurotransmitters in nurses., Methods: A total of 131 nurses were included as study subjects by stratified cluster sampling. The occupational health information collection system (based on the Internet of things) was used to measure occupational stress. Serum levels of monoamine neurotransmitters were also measured., Results: Epinephrine (E) was negatively correlated with superior support (P < 0.05) and colleague support (P < 0.05). Negative correlation was also found between dopamine (DA) and job prospect (P < 0.05). Level of 5-hydroxytryptamine was negatively correlated with promotion opportunities (P < 0.05). Norepinephrine (NE), E, and DA were all negatively correlated with work satisfaction (P < 0.05) and positively correlated with daily stress (P < 0.01). NE and E were negatively correlated with sufficient confidence (P < 0.05) and positively correlated with physical complaints (P < 0.01). There was a negative correlation between NE and psychological satisfaction (P < 0.05)., Conclusion: Occupational stress in nurses is correlated with serum monoamine neurotransmitters, and it may affect serum levels of monoamine neurotransmitters to a certain extent.

The role of "mother" is understood and represented differently by people from different cultures. In traditional Taiwanese society, mothers demonstrate their existence value by giving birth to and raising sons able to continue her husband's familial line. Sons bear the patriarchal name and care for their parents in old age. However, a son stricken, paralyzed and eventually killed by Duchenne muscular dystrophy (DMD) can destroy a mother's perceived value in this traditional social context. Mothers are thus soundless sufferers. Nurses have a critical role to play in giving encouragement and hope to mothers of children with DMD. Through their own difficult situation, these mothers can also highlight the value and importance of Taiwan's nurses, who work in conditions marked by overloading, high stress, and under-appreciation. Caring for women in critical need of empathy and support help nurses realize their own positive capacity to empower sufferers.

Background: Caring for dying patients is an emotional burden for nurses., Purpose: This study used reflective groups to explore the process of transition that nurses go through in caring for dying patients., Methods: We adopted a phenomenological approach. Data were collected from nurses participating in 12 reflective groups. All nurses worked in oncology / hospice units in a general hospital in Taipei. We used thematic analysis to analyze data., Results: Findings identified a transition in how nurses handled and contained their emotions within three main themes: (1) containing unpredictable reality, (2) cautious "holding back" in discussion, and (3) self-cultivation in order to serve others. These findings led us to extrapolate the three issues of wounded healer, facing others, and altruism in caring., Conclusions/implications for Practice: This study represented the holding and containing of nurses in caring for dying patients and held group dialogues to facilitate reflection. Findings will be used to facilitate nurse self-awareness and improve end-of-life care quality.

Nurses are expected to care for grieving women and families suffering from perinatal loss. However, these losses can also significantly impact upon the emotional state of nurses. Failure to adjust may endanger the affected nurse's health and render him or her unable or unwilling to provide continuous quality care. There has been little prior research addressing the effect of patient perinatal loss on nurses tasked with providing nursing care. This paper focuses on internal perceptions and external stresses to explore the impact of this traumatic experience on nurses and related coping strategies. We found that nurses experience a grieving process similar to those directly suffering from perinatal loss. Nurses feel sadness, incompetence, and helplessness but dare not cry in order to protect their professional image. They may also worry about the potential legal risks of verbalizing or otherwise expressing their feelings. Strategies frequently used to adjust to the emotional strain include limiting his or her commitment to the patient, seeking emotional escape, and talking to colleagues. Therefore, it is important to develop institute- or hospital-based emotional support networks and training programs and evidence-based nursing care standards for this important issue. This paper also suggests future policies, nursing strategies and further research directions.

Background: There have been major changes to the medical care system and heightened standards for quality in the nursing profession in recent decades. Multifunctional capabilities are closely related to individual working attitudes, and work satisfaction directly affects group performance. Hospital administrators increasingly expect to utilize nursing staffs flexibly in terms of working hours and shift rotation assignments. This study addresses the need to provide appropriate educational training to nurses and effectively delegate and utilize human resources in order to help nurses adapt to the rapidly changing medical environment., Purpose: This study on nursing staff in Tainan area explored the relationships between job rotation, work performance and satisfaction., Methods: We used a questionnaire sampling method to survey nurses working in the Tainan area of southern Taiwan. Subjects were volunteers and a total 228 valid questionnaires (99.13%) were returned out of a total 230 sent., Results: Both job satisfaction and performance correlated positively with job rotation perception and intention; Job satisfaction and job performance were positively related; Job satisfaction was found to affect work performance via job rotation perception and intention., Conclusions: This study found the hospital nursing staff rotation plan to be an effective management method that facilitates social evolution to increase positive perceptions of work rotation. Nursing staffs thus become more accepting of new positions that may enhance job satisfaction.

The negative effects of job stress on female reproduction have been receiving greater attention due to rapidly falling fertility rates in recent years. Nurses represent the greatest number of workers in the healthcare system. Nearly all are female and most are of reproductive age. Over half of nurses perceive nursing as a high-pressure occupation, making job stress an important issue. Long-term job stress affects mental and reproductive health. The International Nursing Association's advocacy of high quality, positive medical environments in 2007 highlighted the importance of improving workplace quality. This article reviews references and discusses job stress and its relationship to reproductive hazards for female nurses. We hope it provides valuable information and encourages government and related organizations to improve the medical working environment, recognize job stress in a timely manner, and provide health promotion strategies to reduce reproductive hazards and promote nurse health.

High nurse turnover rates and the related rise in patient-to-nurse ratios correlate with the integrity and maturity of nursing organizations and patient safety issues. Previous studies indicate bullying among nurses to be significantly related to high turnover rates and to impact negatively on the physical and mental health of nurses. The situation has been severe enough to lead to nurse suicides (Yildirim & Yildirim, 2007). In light of such, the International Council of Nurses (ICN) reviewed the literature about nursing workplace bullying and proclaimed the importance of fostering a positive work environment in 2007. Most studies on nursing workplace bullying have focused on western societies. In order to clarify the state of nursing bullying in Taiwan, this paper worked to summarize observations in the literature regarding the causes of and management strategies for nursing workplace bullying in order to increase the attention of nursing managers and staff toward this issue. The authors hope that this article may help raise awareness and both prevent nursing workplace bullying and reduce currently high turnover rates.

Workplace bullying is a complicated and imprecise concept. Research findings have highlighted it as an important issue in the nursing environment worldwide. Workplace bullying arises due to malfunctions in workplace organizational and cultural related antecedents and manifests in various forms. Many studies have reported that nurses experiencing workplace bullying face increased levels of physical, psychological and social distress, may adopt suicidal thoughts and negativity towards the nursing profession, and may even abandon the nursing profession completely. Although a large number of papers have discussed the antecedents, forms and interventions related to workplace bullying, there has yet been no systematic concept analysis of workplace bullying. This paper applied Walker and Avant's concept analysis process to verify concept definitions, identify defining attributes, antecedents, and consequences, and provide examples of model, borderline, and contrary cases. Findings can help nursing administrators understand and clarify the meaning of workplace bullying in order to take appropriate measures to improve the working environment for nursing professionals.

Background: The effectiveness of early detection and intervention is emphasized in child development. The knowledge and attitudes of pediatric nurses related to child development is a factor critical to identifying and helping disabled children., Purpose: The purpose of this study was to explore general pediatric nurse knowledge of young child development and attitudes and behavior toward child developmental care., Methods: Researchers collected data for this descriptive study using a structured questionnaire and recruited a sample of 112 pediatric nurses from hospitals in Central Taiwan. Data was analyzed by Mean, Pearson correlation, ANOVA, and Logistic regression., Results: The study revealed pediatric nurses have a good level of knowledge related to children development. Although most participants held positive attitudes toward early intervention and child developmental care, their related behaviors were inadequately reported. Predictive factors of child developmental care behavior in nurses included attending related courses and number of children that has., Conclusion: Child development-related programs are an important factor affecting nurse child developmental care behavior. The authors recommend establishing developmental care programs and encouraging nurse participation. Early intervention concepts and models should be introduced in nursing and continued education programs.

Objective: To explore the situation of quality of life (QOL) of nurses working in night shifts and the major factors influencing the QOL, and to provide scientific basis of the further effective intervention for the quality of life., Methods: The nurses working in night shift were sampled randomly in Grade 3A-hospitals of Tianjin, and investigated using WHO Quality of Life-BREF Scale., Results: Three hundred eighty five questionnaires were collected from 398 questionnaires. The average score of subjective QOL perception was 2.90 (the full score is 5), subjective health perception was 2.64 (the full score is 5). The score of physical domain of QOL was 13.21 +/- 2.18; psychological domain of QOL was 13.38 +/- 2.28; social domain of QOL was 14.71 +/- 2.32; environmental domain of QOL was 11.36 +/- 2.31, all of which were significantly lower than norm value (P<0.01). The results analyzed by ordinal logistic regression showed that the factors affecting physical domain of QOL were years of working experience, sleep time, gastrointestinal disorders, family harmony status and regular diet; the factors affecting psychological domain of QOL were family harmony status and gastrointestinal disorders; the factors affecting social domain of QOL were the nature of nursing work and family harmony status; the factors affecting environmental domain of QOL were job title, sleep time, gastrointestinal disorders and regular diet., Conclusion: The QOL of nurses working in night shifts is lower than that of general people. The corresponding measures should be taken to raise the quality of life of nurses in night shifts.

Objective: To study the effects of occupational stressors on coping resources of nurses., Methods: Coping resources (recreation, self-care, social support, rational coping) and occupational stressors (role overload, role insufficiency, role ambiguity, role boundary, responsibility, physical environment) were measured on 387 nurses by personal resources questionnaire (PRQ) and Occupational Role Questionnaire (ORQ) respectively., Results: The higher the level of occupational stressors was, the lower the coping resources of nurses were (P < 0.01). The level of occupational stressors was in a negative correlation with the coping resources of nurses, and the correlation with social support was the closest (P < 0.01). Except responsibility, all items in occupational stressors were correlated negatively with coping resources. The role insufficiency and role ambiguity in occupational stressors were in a closer correlation with coping resources (P < 0.01)., Conclusion: Decresing the levels of occupational stressors for nurses in Nanchang, especially decreasing the levels of role insufficiency and role ambiguity, would enhance the coping resources of nurses, so as to enhance their capability to relieve strain.

Objective: To investigate the mental health and the influence factors among the workers related to AIDS., Methods: 96 workers related to AIDS in Yuncheng City and Jiangxian County were questioned by symptom check list-90 (SCL-90)., Results: The scores in total average (P = 0.01), forcing symptom (P = 0.02) and psychosis (P = 0.01) were higher than those in national standard significantly. The scores of some factors were significantly different within position and majors. The education and the post were main influence factors., Conclusion: The condition of mental health among workers related to AIDS could be poor. The levels of mental health were significantly different within position and majors. The education and the position will influence the mental health of the workers related to AIDS.

The purpose of this phenomenological study was to explore the life experiences of nurses who received cross-training. Snowball sampling was used to recruit nurses over a 4-month period (01/2006 to 04/2006) at a medical center located in southern Taiwan. Data were compiled from the audio transcripts of 12 participants who completed in-depth interviews in hospitals. Analysis was performed using Colaizzi's (1978) methodology. Results emerged along four themes, including: "conflict between resistance and acceptance," "when in Rome, do as the Romans do," "endure complaints alone," and "awareness." Firstly, nurses felt themselves starting to resolve bottlenecks, but remained anxious about future uncertainties. Next, they maintained a low profile and tried to maintain superficially amenable situations, and then took advantage of chances to learn. Finally, the need for nurses to face peer critiques created significant anxiety. Once they had gone through these three steps, nurses returned to their 'normal' selves, although with broadened perspectives that led them to re-think and re-plan their professional career. In summary, nurses participating in cross-training underwent a process of cultural adaptation. This process was full of opportunities for exploration, growth and self-awareness. To design future cross-training programs, the input of these nurses should be taken into consideration by nursing educators and administrators.

Objective: To study the effects of coping resources on nurses' strain., Methods: Coping resources (recreation, self-care, social support, and rational coping) and strain (vocational strain, psychological strain, interpersonal strain, and physical strain) were measured on 387 nurses with personal resources questionnaire (PRQ) and personal strain questionnaire (PSQ)., Results: The higher the nurses' coping resources were, the lower their strain was (P<0.01). Nurses' coping resources had a negative correlation with their strain and had the closest relation with their psychological strain (P<0.01). Among coping resources, social support was closest related with nurses' strain. In the items of social support, those related to feeling support had more remission on strain. In the items of rational coping, those related to keeping good mind had more remission on strain, while doing more than one job at one time could raise nurses' strain (P<0.05). In the items of self-care, those related to good healthy habit, being immersed in contemplation and sufficient sleeping had the most effects on the remission of strain. In the items of recreation, those related to enough rest and self-determination had more effects on the remission of strain, while doing other things in most of leisure time had a positive correlation with strain (P<0.05)., Conclusion: Enhancing coping resources, especially feeling support, keeping good mind, sufficient sleeping and rest, are the important measures for the remission of nurses' strain.

The purpose of this study was to explore job satisfaction and quality of life and their inter-relationships among nurses. A cross-sectional research design was applied. Participants were 1,020 nurses who had worked for over six months at seven hospitals in Yunlin and Chiayi counties. Nine hundred and eleven questionnaires were returned, a response rate of 89.3%. The questionnaire comprised three parts: demographic characteristics and work environment, quality of life, and job satisfaction. The Cronbach's alphas were .87-.94. Data were analyzed by SPSS/PC 13.0. The results showed: (1) Factors affecting job satisfaction were support managers, number of patients cared for during day time, health status, stress from changing units, religion, work stress, and working unit's suitability to one's interests (R(2) = 53.5%). (2) Factors affecting quality of life were job satisfaction, happiness of life, health status, work stress, and age (R(2) = 51.0%). (3) There was a positive correlation between job satisfaction and quality of life. Nursing managers should create better work environments to improve nurses' job satisfaction and facilitate their retention in the nursing profession.

Objective: To explore the effect of coping strategies, social support and personality factors, such as locus of control and type A behavior on occupational stress in nurses., Methods: Descriptive correlation research method was used in this investigation. One thousand nine hundred and one nurses were included by using instruments of Occupational Stress Instrument, and these nurses were divided into four groups according to the scores of occupational stress., Results: There were significant differences in general health status, coping strategies, social support, type A behavior and locus of control in the 4 groups (P < 0.05). The level of individual occupational stress increased with the fall of the scores of coping strategies, social support and with the elevation of type A behavior, locus of control and general health. Occupational stress had negative relation with coping strategies, social support, and positive relation with personalities and general bad health., Conclusion: The level of occupational stress is affected by coping strategies, social support, type A behavior and locus of control.

Objective: To explore factors affecting occupational adaptability in nurses for offering basis to increase their occupational adaptability., Methods: Five hundred and forty-five nurses were investigated with work ability index questionnaire and occupational stress instruments., Results: There were many risk factors affecting occupational adaptability in nurses. The main variables that influenced occupational adaptability included work-overtime, mental load, social support, physical environment, and job hazards. The social support was the factor increasing the occupational adaptability of the nurses (P < 0.01, OR = 0.912). Five factors including work overtime, mental load, social support, physical environment and job hazards were introduced in the Logistic equation. The established functions were: Logit (P) = -11.357 + 1.011x(1) + 0.335x(2) - 0.076x(3) + 0.260x(4) + 0.129x(5)., Conclusion: There are many risk factors affecting occupational adaptability in nurses. Relevant measures should be taken to promote the occupational adaptability in nurses to reduce the risk factors.

In the fast changing environment of 21st century, life can be difficult to manage and personal relationships and interaction more complicated. They cause life stress. Hardiness of personality is therefore more important than before. Nurses are members of society. If nurses are under stress for long periods of time without efficient coping methods, they will become unconsciously fatigued and that will affect not only their occupational life but also their nursing competencies, their own making it difficult help patients and their families to relieve stress and improve their quality of life. Through literature review, this paper will explore how to help nurses to adopt elements of psychiatric mental health nursing and strengthen their physical and mental health in order to improve their personal health and professional skills.