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Purpose: The purpose of this research was to explore the impact of Jin Shin Jyutsu (JSJ) Self-Help on personal stress and the caring efficacy of nurses. Design: A randomized, controlled comparison study, with crossover design was conducted. Method: Stress and caring efficacy were measured via surveys at baseline, posteducation, and again 30 to 40 days after completion of the JSJ educational intervention. Self-reported stress was the primary endpoint as measured with the validated Personal and Organizational Quality Assessment–Revised 4 Scale (POQA-R4) survey. Caring Efficacy was measured using the Coates Caring Efficacy Scale. Findings: A total of 41 nurses consented and completed the study; 18 were in the education group and 23 were in the control group. Changes in stress were sustained in the education group for the POQA-R4. Changes observed in the control group were not sustained. Statistical differences were observed when comparing education and control from baseline to final surveys for measures of emotional vitality and buoyancy. Increases in nursing caring efficacy were observed in both groups. Scores were consistently higher in the education group. Statistically significant differences were observed from baseline to final measure for the education group. Conclusions: Results show JSJ as a viable option for stress reduction in nurses. [ABSTRACT FROM AUTHOR]

We tested the job demands--job control model of stress with a group of 136 registered nurses. Significant interactions between subjective and objective measures of work load and a measure of perceived control predicting physiological and attitudinal outcomes indicated support for the model. In addition, objectively assessed job demands were significantly associated with blood pressure and cortisol levels. The model also predicted elevations in physiological responses after individuals left work, suggesting that potentially health-impairing reactions to jobs that have high demands and low controllability might carry over to home settings and thus pose a high risk of long-term health impairment. The results have implications for the role of personal control in occupational stress generally and for nurse-management practices specifically. [ABSTRACT FROM AUTHOR]

Background: developing coping strategies to use in stressful situations is an essential nursing skill. Prolonged and constant stress is harmful to nurses' health and leads to organisational inefficiency, high staff turnover and decreased job satisfaction. Aim: to identify nurses' stress coping strategies and determine the relationship between coping strategies and sociodemographic factors. Method: a descriptive cross-sectional study using a self-administered questionnaire was undertaken at an emergency department and critical care units at the largest referral hospital in Brunei. Results: problem-solving and positive reappraisal were the predominant positive coping strategies identified. Those working in medical intensive care employed escape-avoidance behaviours more frequently. Married participants exhibited higher levels of confrontative coping behaviours. Conclusion: to the authors' knowledge, this is the first study to examine job-stress coping strategies among nurses in Brunei. The authors examined the different strategies and the poor health outcomes associated with using negative coping styles. Future stress management interventions should target staff who employ negative coping strategies to promote positive strategies, enabling them to provide better quality care. [ABSTRACT FROM AUTHOR]

This study aims to determine: (1) The influence of workload on the nurse burnout of Haji Hospital Medan. (2) Influence of social support to the nurses Burnout of Haji Hospital Medan, Indonesia. (3) The influence of work load and social support on nurse of Haji Hospital Medan. This research is categorized as correlational research, and research instrument is questionnaire. The population in this study was nurses of Medan's Haji Hospital as many as 173 nurses. Sampling technique using Hair method while the sample in this study amounted to 40 nurses who were hospitalized. Measurers proved to be valid and reliable for research instruments. The results of the study found that: (1) workload had a positive and significant effect on burnout of nurse in Haji Hospital Medan (2) Social support had negative and insignificant effect on burnout of Haji Hospital Medan (3) workload and social Support simultaneously affected and significant to nurse burnout of Medan Haji Hospital. [ABSTRACT FROM AUTHOR]

Objective: Nurse burnout is a significant issue, with repercussions for the nurse, patients, and health-care system. Our prior mixed-methods analyses helped inform a model of burnout in nurses working with youth with chronic pain. Our aims were to (a) detail the development of an intervention to decrease burnout; (b) evaluate the intervention's feasibility and acceptability; and (c) provide preliminary outcomes on the intervention.Method: In total, 33 nurses working on a pediatric inpatient care unit that admits patients with chronic pain conditions participated in the single-session 90-min groups (eight to nine nurses per group). The intervention consisted of four modules including (1) helping patients view pain as multifaceted and shift attention to functioning; (2) teaching problem-solving and reflective listening skills; (3) highlighting positives about patients when venting with coworkers; and (4) improving nurses own self-care practices. Measures provided assessment of feasibility, acceptability, and effectiveness at baseline and 3 months postintervention in a single group, repeated measures design.Results: Data support the feasibility and acceptability of the intervention. Pilot outcome results demonstrated improvements in the target behaviors of education on psychosocial influences, self-care, and venting to coworkers as well as self-compassion, general health, and burnout. There were no changes in pain beliefs or the target behaviors of focus on functioning, empathizing with patient, or highlighting positives.Conclusions: Our single-session tailored group treatment was feasible and acceptable, and pilot data suggest that it is beneficial, but a more comprehensive approach is encouraged to reduce burnout that might be related to multiple individual, unit, and system factors. [ABSTRACT FROM AUTHOR]

To assess socio-demographic characteristics, the level of stress among nurses of both sex and to determine the relationship between the socio-demographic characteristics and the levels of work stress. A descriptive correlation study design was conducted on a purposive sample of 100 nurses in Hilla teaching hospitals. A questionnaire has been used as a tool of data collection and consisting of socio demographic, the work history and the stress variables related to one self, family and friends, data collected from the period of 1st of May to20th of July 2016. The results of the study revealed that 43% of nurses aged between 20 and 25 years, the greater number of them were females (62%), (70%) of them were married and (45%) they have (1-3) children, nearly half of the nurses represented (47%) their educational level was Baccalaureate, economically was satisfied. 59% of them their years of experience (1-3), working department of the nurses distributed in the critical care units and emergency. More than half of participants had administrative tasks. Majority encompassed moderate level of stress. The current study showed a relationship between sociodemographic variables and job stress, except between job stress and the sample gender as well as marital status. At the same time results revealed that there was a significant relationship between years of experience at work and job stress, the working setting at p. value (0.05) (42.524). Finally, the present study demonstrated no significance between nurses administrative task and sample stress level. The study recommends that academic preparation of nursing students can highlight some work related circumstances that may be faced as well as community and workplaces of nurses may facilitate the tasks of their professionals. [ABSTRACT FROM AUTHOR]

Nurses is one of profession who have high risk to suffered of job stress. Public hospital Surabaya is hospital which is teaching hospital type and as a reference hospital healths program from government of National Health Insurance in Surabaya city. The effect of this conditions are increase number of patients and nurse's workload. This case also increasing the opportunity of risk nurse to job stress. This study aims to assess the prevalence of job stress among nurse in outpatient unit and to investigate the correlation between job stress with individual factors and workload. This study is quantitative research with cross- sectional design, study was conducted during January 2017 and the respondents were recruited by using a total population were 26 nurses. Technique of data collection was based on questionnaire and callorimeter to measure a physical workload. To know the level of influence of each risk factor on the job stress at nurse in outpatient unit then conducted with frequency distribution, and crosstab, then analyzed with the test of logistic regression. The results of the analysis showed no influence significant between the age, gender, physical workload with job stress. The result of logistic regression showed that there is significant relation of mental workload. Based on result showed mental workload is the dominant factor that influence the job stress. The odds of which is 39,539 times higher at nurses who have major mental workload. Based on these results need efforts to increase cooperation among a nurse with others unit which is related units to work system becomes an effective and efficient, to improve the social support among the co-worker, and to improve the commitment of all staff in the hospital to be more punctual on performing their duty. [ABSTRACT FROM AUTHOR]

Nurses have to manage their emotions and the expression of emotion to perform best care, and their behaviours pass through emotional labour (EL). However, EL seems to be an under-appreciated aspect of caring work and there is no synthetic portrait of literature about EL in the nursing profession. This review was conducted to synthesise and to critically analyse the literature in the nursing field related to EL. Twenty-seven papers were included and analysed with a narrative approach, where two main themes were found: EL strategies and EL antecedents and consequences. Hence, EL is a multidimensional, complex concept and it represents a nursing competence to provide the best care. Moreover, nurses have a high awareness of EL as a professional competence, which is a fundamental element to balance engagement with an appropriate degree of detachment to accomplish tasks for best practice, and to provide high-quality patient care. [ABSTRACT FROM AUTHOR]

Background: Burnout and stress are major factors that can affect employee performance. Both can decrease work performance and customer service and lead to higher chances of acquiring medical illness, such as hypertension or anxiety disorders. Objective: Nurses working at a tertiary care hospital were assessed for stress and burnout levels and their coping styles for dealing with these were examined. Methods: A cross-sectional design, the present study recruited nurses from a variety of hospital units in Muscat, Oman. Out of 310 questionnaire forms, 276 were fully completed. Three measures were used: Maslach Burnout Inventory (MBI), Perceived Stress Scale (PSS) and a shortened version of the Coping Inventory for Stressful Situations (COPSS). Results: N=276 participated in the study (n=39 men, n= 237 women). Burnout and perceived stress were higher among nurses in surgical wards compared to nurses on other wards. The difference was significant (p<0.05). Marital status did not have any significant impact on the level of burnout. Task oriented coping style was the most used method to cope with stress, but there was no significant difference between different wards in term of the method of coping with stress. Conclusion: It is important to address the problem of high stress and burnout levels in surgical, medical and obstetrics/gynecology wards. Anticipation of the effects of burnout and stress with active screening programs are better than waiting for the unwanted effects. Moreover, nursing administrators are advised to implement proper channels to help nurses who feel overwhelmed and burnt out and to formulate programs that teach nurses skills to cope with ongoing stress. [ABSTRACT FROM AUTHOR]

BACKGROUND: Health care workers experience stress in proportion to their job involvement, among them the nurses are the largest service providers in the health system. OBJECTIVE: This study was performed to determine effective factors of job stress on nurses' self-efficacy. METHODS: Participants in this study were nursing staffs of affiliated health care organizations of Semnan University of Medical Sciences Iran. RESULTS: The findings showed that 14% of the participants had not self-efficacy. Role ambiguity (OR=1.140, CI 95%) and Role boundary (OR=1.231, CI 95%) had negative and significant relationships with the participants' self-efficacy (P<0.001). CONCLUSIONS: The findings suggest that the job stress influences on nurses' ability to control and deal with the problems. The results of this study can be used in interference planning so as to promote and protect the health of nurses against stress factors. [ABSTRACT FROM AUTHOR]

There is some research on the impact of open-ward unit design on the health of babies and the stress experienced by parents and nurses in neonatal intensive care units. However, few studies have explored the factors associated with nurse stress and work satisfaction among nurses practicing in open-ward neonatal intensive care units. The purpose of this study was to examine what factors are associated with nurse stress and work satisfaction among nurses practicing in an open-ward neonatal intensive care unit. A cross-sectional correlational design was used in this study. Participants were nurses employed in a 34-bed open-ward neonatal intensive care unit in a major university-affiliated hospital in Montréal, Quebec, Canada. A total of 94 nurses were eligible, and 86 completed questionnaires (91% response rate). Descriptive statistics were computed to describe the participants' characteristics. To identify factors associated with nurse stress and work satisfaction, correlational analysis and multiple regression analyses were performed with the Nurse Stress Scale and the Global Work Satisfaction scores as the dependent variables. Different factors predict neonatal intensive care unit nurses' stress and job satisfaction, including support, family-centered care, performance obstacles, work schedule, education, and employment status. In order to provide neonatal intensive care units nurses with a supportive environment, managers can provide direct social support to nurses and influence the culture around teamwork. [ABSTRACT FROM AUTHOR]

Background: The nurse stress literature reports an overwhelming culture of acceptance and expectation of work stressors, ironically linked to the control of the workplace to effectively and proactively manage stress. The stressors involved in delivering 'stress management' have been well studied in nursing-related workplaces, especially in acute care settings in accordance with the Karasek Job Demand-Control-Support (JDCS) model. However, little is known about the effects of specificity of an acute care unit and the level of qualifications on stress experienced by nurses. Methods: A survey using the JDCS model was conducted among 385 nurses working in three different acute care units (anesthesiology, emergency and intensive care unit) from a university hospital. Specific questions explored variables such as gender, acute care units, level of qualification and working experience. Results: Two hundred questionnaires were returned. A high level of job strain was highlighted without a gender effect and in the absence of isostrain. Nurses from acute care units were located in the high stress quadrant of the JDCS model. Conversely, other nurses were commonly located in the 'active' quadrant. Independent of acute care settings, the highest level of education was associated with the highest job strain and the lowest level of control. Conclusions: In an acute care setting, a high level of education was a key factor for high job stress and was associated with a perception of a low control in the workplace, both of which may be predictors of adverse mental health. In particular, the lack of control has been associated with moral distress, a frequently reported characteristic of acute care settings. To enhance the personal and professional outcomes of the advanced registered nurses, strategies for supporting nurses manage daily stressors in acute care are urgently required. [ABSTRACT FROM AUTHOR]

Emotional intelligence has long been associated with lower levels of stress and enhanced well-being. This paper contributes empirically by examining the direct and moderating effects of emotional intelligence on the presenteeism and well-being relationship. A sample of 312 registered nurses who provide home-based care in an Australian community nursing service were recruited to take part in the study. Results from structural equation modelling revealed that emotional intelligence has direct and moderating effects on well-being. Stress-related presenteeism significantly predicted nurses' well-being. These findings provide further support for the positive effects that emotional intelligence can have on the effective management of job stress and the enhancement of nurse well-being. We advocate more nursing training on emotional intelligence, and examine the potential benefits of emotional intelligence training and other related HR initiatives. [ABSTRACT FROM AUTHOR]

The objective of this study was to identify occupational stressors for professional nurses in South Africa. A cross-sectional survey design was used. A stratified random sample of professional nurses (n = 818; females = 97%) in hospitals in South Africa was used. The Nursing Stress Indicator (NSI) was administrated together with a biographical questionnaire. Three internally consistent stress factors, namely lack of organisational support, job demands and nursing-specific demands, were extracted. The most severe stressors for professional nurses included staff shortages, inadequate salaries and excessive administrative duties. Work overload, fellow workers not doing their job, health risks posed by contact with patients and demands of patients were also identified as stressors. Stress was associated with specific factors, including age, position (rank), care unit, and work experience. [ABSTRACT FROM AUTHOR]

This study aimed to identify initiatives to tackle the job stress that affects the nursing intensive care unit. This is a literature review on the database of the Virtual Health Library -- VHL, in LILACS and Scielo database, from 2005 to 2012 in English and complete text, with the descriptors: "Stress", "Nursing" and "Intensive Care Unit". The results show that in an attempt to minimize job stress, nurses working in intensive care units, can be used coping strategies, personal dimensionamento the appropriate demands of the service, implementation of intervention programs for the management of occupational stress, among others. The work can be both a source of pleasure and suffering. For this reason, it is necessary to strengthen working relationships and implement strategies to improve self-esteem in order to minimize stress. [ABSTRACT FROM AUTHOR]

Copyright of La Medicina del Lavoro is the property of Mattioli 1885 SpA and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Moral distress and professional stress are common problems that can have adverse effects on nurses, patients, and the healthcare system as a whole. Thus, this cross-sectional study aims to examine the relationship between moral distress, professional stress, and intent to stay in the nursing profession. Two hundred and twenty full-time nurses employed at teaching hospitals in the eastern regions of Iran were studied. A 52-item questionnaire based on Corley's Moral Distress Scale, Wolfgang's Health Professions Stress Inventory and Nedd Questionnaire on Intent to Stay in the Profession was used in the study. Additionally, demographic details of the study population were collected. No significant correlation was observed between the intensity and frequency of moral distress, professional stress, and intent to stay in the profession among nurses (P > 0.05). There was a significant correlation between moral distress, professional stress, and age, number of years in service and work setting (P < 0.05). Given the important effect of moral distress and professional stress on nurses, in addition to the educational programs for familiarization of nurses with these concepts, it is recommended that strategies be formulated by the healthcare system to increase nurses' ability to combat their adverse effects. [ABSTRACT FROM AUTHOR]

Copyright of Optimum: Journal of Economics & Management Sciences / Ekonomi ve Yönetim Bilimleri Dergisi is the property of Optimum: Journal of Economics & Management Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study implemented an innovative new model of delivering a Mindfulness-Based Stress Reduction (MBSR) program that replaces six of the eight traditional in-person sessions with group telephonic sessions (tMBSR) and measured the program's impact on the health and well-being of nurses employed within a large health care organization. As part of a nonrandomized pre–post intervention study, 36 nurses completed measures of health, stress, burnout, self-compassion, serenity, and empathy at three points in time. Between baseline (Time 1) and the end of the 8-week tMBSR intervention (Time 2), participants showed improvement in general health, t(37) = 2.8, p < .01, decreased stress, t(37) = 6.8, p < .001, decreased work burnout, t(37) = 4.0, p < .001, and improvement in several other areas. Improvements were sustained 4 months later (Time 3), and individuals who continued their MBSR practice after the program demonstrated better outcomes than those that did not. Findings suggest that the tMBSR program can be a low cost, feasible, and scalable intervention that shows positive impact on health and well-being, and could allow MBSR to be delivered to employees who are otherwise unable to access traditional, on-site programs. [ABSTRACT FROM PUBLISHER]

Background: Evidence on the prevalence and determinants of burnout among military acute and critical care nursing personnel from developing countries is minimal, precluding the development of effective preventive measures for this high-risk occupational group. In this context, we aimed to examine the association between the dimensions of burnout and selected socio-demographic and occupational factors in military acute/critical care nursing personnel from Lima, Peru. Methods and Findings: We conducted a cross-sectional study in 93 nurses/nurse assistants from the acute and critical care departments of a large, national reference, military hospital in Lima, Peru, using a socio-demographic/occupational questionnaire and a validated Spanish translation of the Maslach Burnout Inventory. Total scores for each of the burnout dimensions were calculated for each participant. Higher emotional exhaustion and depersonalisation scores, and lower personal achievement scores, implied a higher degree of burnout. We used linear regression to evaluate the association between each of the burnout dimensions and selected socio-demographic and occupational characteristics, after adjusting for potential confounders. The associations of the burnout dimensions were heterogeneous for the different sociodemographic and occupational factors. Higher emotional exhaustion scores were independently associated with having children (p,0.05) and inversely associated with the time working in the current department (p,0.05). Higher depersonalization scores were independently associated with being single compared with being divorced, separated or widowed (p,0.01), working in the emergency room/intensive care unit compared with the recovery room (p,0.01), and inversely associated with age (p,0.05). Finally, higher personal achievement scores were independently associated with having children (p,0.05). Conclusion: Among Peruvian military acute and critical care nursing personnel, potential screening and preventive interventions should focus on younger/less experienced nurses/nurse assistants, who are single, have children, or work in the most acute critical care areas (e.g. the emergency room/intensive care unit). [ABSTRACT FROM AUTHOR]

Background and aims: Female nurses are among people who exposed to various stressors because of their critical job conditions. This exposure predisposes them to stress and emotional exhaustion. One of the important stressors in nurses' workplaces is injustice. The purpose of this study is to investigate the role of injustice on stress and emotional exhaustion in a multilevel model. Methods: The present study is a modern descriptive correlation one. Research statistical population included the female nurses of a hospital in Esfahan City in autumn 1389 (140 nurses), among them, 100 persons were selected using convenience sampling. The data gathering instruments were job stress questionnaire with 5 items, emotional exhaustion with 9 items and three questionnaires, each with 3 items for distributive, procedural and interactional injustice. Data were analyzed using structural equation modeling (SEM) and mediation analysis. Results: The results indicated that, there were positive significant relationship between distributive, procedural and interactional injustice with female nurses' stress and emotional exhaustion (P<0.01). The results of SEM indicated that, in two level relationships, there were direct relationships between interactional and procedural injustice with job stress and between job stresses with emotional exhaustion, but there was no direct relationship between distributive injustice and job stress. Mediation analysis also showed that job stress is a complete mediator variable in relations between procedural and interactional injustice with emotional exhaustion. Conclusion: The evidences from confirmed model of the research indicated that, procedural and interactional injustice is a serious stressor for female nurses, which to continue, results in emotional exhaustion. [ABSTRACT FROM AUTHOR]

Objectives: To estimate the prevalence and intensity of anxiety and depression and its relationship with job stress among the nursing staff. Methodology: This cross sectional analytical descriptive study was conducted in three teaching hospitals of Peshawar from 1st August 2006 to 30th November 2006. Convenient sampling was used. The sample consisted of 700 nurses. Sociodemographic details were collected through a proforma. Self rating translated Job Stress Questionnaire was administered followed by self rating Urdu version of AKUAD scale for estimation of job stress and intensity of anxiety and depression. SPSS version 16 was used for statistics. Results: The prevalence of anxiety and depression was 100% with mean score of 41±10.70 and job stress 38.96±18.76. The prevelance of mild, moderate,severe and very severe degrees of anxiety and depression was 55.6%,39.3%,4.6% and 0.6% respectively. There was no significant correlation between total scores on (AKUADS) and job stress on JSQ (0.836 P≥0.5). Five items of job stress: Inability to satisfy patients (0.022, P ≤0.5), health hazards (o.oo3, P ≤o.5), dealing violent patients (0.001,P≤0.5),dealing abusive patients(0.043≤0.5) and shift work(0.027, P ≤0.05) showed statistically negative correlation with severity of anxiety and depression Conclusion: All nurses in our study had anxiety and depression, majority were in mild to moderate intensity range. Although no significant relationship was observed between anxiety and depression and job stress as a whole, yet significant negative relationship with some aspects of job stress was found. The findings reflected a public health issue. [ABSTRACT FROM AUTHOR]

Background: Nowadays, in most countries of the world, especially in industrial societies and the societies in which the social and economical chaos have disrupted the normal life, social sources of stress have got common more than ever, in a way that stress is considered as the black plague in the current era. The aim of this study is to assess Job stress and related factors in nurses in Ilam. Methods: This study is of the descriptive-analytical kind, which was performed in a temporary way. The sample was consisted of all nurses working in governmental hospitals of Ilam city. Sampling was performed through consensus, and the Cooper's job stress questionnaire was used for collecting data. SPSS software and one-way Analysis Of Variance (ANOVA) test were used to analyze the data. Results: 56 percents of research units have experienced severe stress. Using the ANOVA test, a significant relationship was observed between the average years of employment and the kind of the hospital and the average level of stress (p<0.05). Conclusion: Our results show that in the begging years of employment and in nurses with low record of employment stress is severe, and after ten years of employment stress level declines. Conflict with other nurses and physicians, and also lacking enough skill for performing nursing services, are the main causes of prevalence of stress among nurses in governmental hospitals in Ilam. [ABSTRACT FROM AUTHOR]

Despite an increase in depression and anxiety-related illnesses among nursing staff, it is still unknown whether the manifestation of specific symptoms varies among academic and nonacademic nurses. The random sample consisted of 212 German nurses. In addition to listing demographic and educational information, the German version of the Hospital Anxiety and Depression Scale (HADS) was applied. The values of the anxiety sub-scale were located in the lower range in both groups and without significant difference (academic nurses: M=5.9, SD=3.0 /non-academic nurses: M=6.2, SD=3.2). The HADS depression sub-scale showed a significant difference (P=0.001) between the non-academic group (M=4.7, SD=3.2) and the group of academic nurses (M=3.3, SD=2.9). Before making definite statements on whether an academic education can contribute to a reduction of anxiety or depression symptoms among nursing staff, it is necessary to further explore the manifold factors of psychosocial stress in a profession that currently undergoes considerable changes. [ABSTRACT FROM AUTHOR]

Objective: To evaluate the immunosuppressive effects of job stress in female nurses, an 8-month longitudinal study was conducted at a major university hospital. Methods: Four groups of ten subjects each were constructed to represent high versus low objective stress and high versus low subjective stress based on their responses to a job stress questionnaire and objective stress ratings of the hospital’s work units. Number of white blood cells (i.e., T cells, B cells, and natural killer cells), and lymphocytic proliferation to mitogens (concanavalin A, phytohemagglutinin, and pokeweed) and toxoid (tetanus) were measured by flow cytometry and radioimmunoassay. Serum levels of hydrocortisol, IL-1β, IFN-γ, and TNF-α, and salivary IgA were measured by enzyme-linked immunosorbent assay. The data were analyzed by repeated measures analysis of variance controlling for age and smoking. Results: The level of white blood cells was lower among high objective stress group (median: 7,170/m; range: 5,386–10,057) compared with that among low objective stress group (8,063; 5,888–9,875) ( P = 0.03), however, no other cellular blood variables were found to be significant. In terms of humoral immuno-biomarkers, the level of TNF-α was moderately lower among high objective stress group (1.7 ng/ml; 0.3–2.7) compared with that among low objective stress group (2.2; 0.5–3.5) ( P = 0.07), whereas the level of total sIgA was significantly higher among higher objective stress group (72.9 end-point titer/mg/ml/min; 14.4–153.4) compared with that among low objective stress group (44.8; 9.9–123.8) ( P = 0.02). Conclusion: The results of the study suggest that psychological job stress affects the levels of some immunological biomarkers in female nurses. [ABSTRACT FROM AUTHOR]

Title. Effect of acute and chronic job demands on effective individual teamwork behaviour in medical emergencies. Aim. This paper is a report of a study conducted to determine the combined effect of acute and chronic job demands on acute job strains experienced during medical emergencies, and its consequences for individual teamwork behaviour. Background. Medical emergency personnel have to cope with high job demands, which may cause considerable work stress (i.e. job strains), particularly when both acute and chronic job demands are experienced to be high. This may interfere with effective individual teamwork behaviour. Methods. A cross-sectional survey study was conducted in 2008, involving 48 members (doctors and nurses) of medical emergency teams working in the emergency department of a Dutch general hospital. Data were analyzed by means of hierarchical regression analyses. Results. High acute job demands impeded effective teamwork behaviour, but only when they resulted in acute job strain. Acute emotional demands were more likely to result in acute job strain when chronic emotional job demands were also experienced as high. Although acute cognitive and physical strains were also detrimental, effective teamwork behaviour was particularly impeded by acute emotional strain. Conclusion. Acute job strains impair effective individual teamwork behaviour during medical emergencies, and there is urgent need to prevent or reduce a build-up of job strain from high acute and chronic demands, particularly of the emotional kind. [ABSTRACT FROM AUTHOR]

Title. Job stress, achievement motivation and occupational burnout among male nurses. Aim. This paper is a report of an exploration of job stress, achievement motivation and occupational burnout in male nurses and to identify predictors of occupational burnout. Background. Since the Nightingale era, the nursing profession has been recognized as ‘women’s work’. The data indicate that there are more female nurses than male nurses in Taiwan. However, the turnover rate for male nurses is twice that of female nurses. Understanding the factors that affect occupational burnout of male nurses may help researchers find ways to reduce the likelihood that they will quit. Method. A survey was conducted in Taiwan in 2008 using a cross-sectional design. A total of 121 male nurses participated in the study. Mailed questionnaires were used to collect data, which were analysed using descriptive statistics and stepwise multiple regression. Results. The job stress of male nurses was strongly correlated with occupational burnout ( r = 0·64, P < 0·001). Stepwise multiple regression analyses indicated that job stress was the only factor to have a statistically significant direct influence on occupational burnout, accounting for 45·8% of the variance in this. Job stress was comprised of three dimensions, of which role conflict accounted for 40·8% of the variance in occupational burnout. Conclusion. The contribution of job stress to occupational burnout of male nurses was confirmed. As occupational burnout may influence the quality of care by these nurses, nurse managers should strive to decrease male nurses’ job stress as this should lead to a reduction of negative outcomes of occupational burnout. [ABSTRACT FROM AUTHOR]

Abstract: Objective: Burnout among nurses is an issue of concern, and preventive interventions are important to implement and evaluate. This study investigated levels and predictors of change in burnout dimensions after an intervention for help-seeking nurses. Methods: Nurses participating in a self-referral, counseling intervention, from 2004 to 2006 in Norway, were followed with self-reporting assessments. One-year follow-up was completed by 160/172 (93%, 155 women and 5 men). Results: Mean level of emotional exhaustion (one dimension of burnout, scale 1–5) was significantly reduced from 2.87 (SD 0.79) to 2.52 (SD 0.8), t =5.3, p <0.001, to the level found in a representative sample of Norwegian nurses. The proportion of nurses seeking psychotherapy increased after the intervention, from 17.0% (25/147) to 34% (50/147), p <0.001. Less reduction in emotional exhaustion was independently predicted by reporting a work-related conflict (β −0.53 (SE 0.13), p <0.001) or by getting a period of sick leave (β −0.28 (SE 0.12), p <0.05) after the intervention. Conclusions: A short-term preventive intervention could contribute to reduction of emotional exhaustion in nurses. Work-related conflict and sick leave after the intervention were negatively associated with this reduction. Practice implications: Preventive interventions to reduce burnout for nurses should be considered, as well as programs for preventing or handling conflicts at work. [Copyright &y& Elsevier]

Registered nurse (RN) job satisfaction is a major predictor of intent to stay and job turnover, serious concerns to health care leaders. Predictors of job satisfaction include autonomy, control over daily practice, nurse—physician collaboration, transformational leadership, group cohesion, job stress, structural empowerment, and psychological empowerment. In the model of psychological empowerment, stress resiliency is the product of persons' interpretive styles and influences psychological empowerment. This study has evaluated the influence of stress resiliency on job stress, psychological empowerment, job satisfaction, and intent to stay using causal modeling. Participants are 464 RNs employed in five acute care hospitals in West Virginia. The final model has provided a very good fit to the data. Stress resiliency is a predictor of psychological empowerment, situational stress, and job satisfaction. This study provides the first evidence of the influence of stress resiliency on job stress, psychological empowerment, job satisfaction, and intent to stay in a sample of RNs. [ABSTRACT FROM AUTHOR]

Hospital-based nurses ( N = 832) and doctors ( N = 603) in northern and eastern Spain completed a survey of job burnout, areas of work life, and management issues. Analysis of the results provides support for a mediation model of burnout that depicts employees' energy, involvement, and efficacy as intermediary experiences between their experiences of work life and their evaluations of organizational change. The key element of this model is its focus on employees' capacity to influence their work environments toward greater conformity with their core values. The model considers 3 aspects of that capacity: decision-making participation, organizational justice, and supervisory relationships. The analysis supports this model and emphasizes a central role for first-line supervisors in employees' experiences of work life. [ABSTRACT FROM AUTHOR]

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Aim: The aim of this research was to describe burnout among mental health nurses working in a city Trust and to develop an understanding of the variables involved in burnout for mental health nurses. Background: Mental health nursing is stressful and several authors have linked stress to burnout. Burnout results from high levels of occupational stress, and is characterized by: emotional exhaustion, depersonalization, and a perception of lack of personal accomplishment. There is a growing body of research regarding burnout among mental health nurses; however, there appears to be no research that considers UK mental health nurses working in cities. Methods: The study involved a questionnaire survey of all 475 mental health nurses working at a city NHS Trust. Data were collected in 2007. Results: A deeper understanding of burnout within the Trust was developed, with statistically significant relationships showing that nurses experiencing burnout were more likely to take sick leave and to be considering leaving their jobs or the NHS. Levels of burnout experienced were significantly related to academic qualifications, the frequency and adequacy of clinical supervision, feeling supported and valued at work and feeling involved in decision making and changes. Conclusion: The perceived quality and frequency of clinical supervision influences the level of burnout experienced. Nurses who have higher-level academic qualifications and who feel supported and valued at work have lower levels of burnout. [ABSTRACT FROM AUTHOR]

Objective: Review and synthesise the literature identifying the stresses experienced by remote area nurses (RANs). Identify interventions implemented to address identified stresses. Explore the use of the job demands–resources (JD-R) model. Methods: A comprehensive literature review was conducted using the meta-databases Ovid and Informit. Setting: Remote Australian primary health care centres. Results: The reported demands experienced by RANs can be grouped into four themes: (i) the remote context; (ii) workload and extended scope of practice; (iii) poor management; and (iv) violence in the workplace and community. In this high-demand, low-resource context, the JD-R model of occupational stress is particularly pertinent to examining occupational stress among RANs. The demands on RANs, such as the isolated geographical context, are immutable. However, there are key areas where resources can be enhanced to better meet the high level of need. These are: (i) adequate and appropriate education, training and orientation; (ii) appropriate funding of remote health services; and (iii) improved management practices and systems. Conclusion: There is a lack of empirical evidence relating to stresses experienced by RANs. The literature identifies some of the stresses experienced by RANs as unique to the remote context, while some are related to high demands coupled with a deficit of appropriate resources. Use of models, such as the JD-R model of occupational stress, might assist in identifying key areas where resources can be enhanced to better meet the high level of need and reduce RANs' levels of stress. [ABSTRACT FROM AUTHOR]

Abstract: Background: Job burnout is an important predictor of nurse retention. Reliable and valid measures are required to monitor this phenomenon internationally. Objective: To evaluate the applicability of the Maslach burnout inventory (MBI) in international nursing research. Design: Secondary analysis of cross-sectional hospital nurse survey data from eight countries. Settings: Hospitals in the U.S., Canada, the U.K., Germany, New Zealand, Japan, Russia and Armenia. Participants: 54,738 direct care professional nurses from 646 hospitals in eight countries. Methods: Confirmatory and exploratory factor analysis were undertaken to identify the factor structure of the MBI. The internal consistencies of the subscales were investigated. Results: Exploratory factor analysis revealed three factors being extracted from the 22-item Maslach burnout inventory. In nearly all countries the two items (6 and 16) related to the “stress” and “strain” involved in working with people loaded on the depersonalization subscale rather than the emotional exhaustion subscale to which they were initially assigned. The three subscales exhibited high reliability with Cronbach alphas exceeding the critical value of 0.70. The correlation coefficients for the emotional exhaustion and depersonalization subscales were strong and positive. Conclusions: The 22-item Maslach burnout inventory has a similar factor structure and, with minor modifications, performed similarly across countries. The predictive validity of the emotional exhaustion and depersonalization subscales might be improved by moving the two items related to stress and strain from the emotional exhaustion to the depersonalization subscale. Nevertheless, the MBI can be used with confidence as a burnout measure among nurses internationally to determine the effectiveness of burnout reduction measures generated by institutional and national policies. [Copyright &y& Elsevier]

Stress at work is a specific type of stress arising from the work environment. The individual's estimate of the objective situation or event greatly affects the level of stress in the individual's response. It was the aim of the study to test the sample of hospital healthcare workers on the stressors at work which they find stressful and/or greatly stressful and to establish whether there are differences in the experience of stress between physicians and nurses/lab technicians. The study was based on a sample of 1,900 participants. Of the total number of participants, 1,477 healthcare workers completed the questionnaire and the response rate was 78%. Results indicated that hospital healthcare workers experience great intensity of stress from several stressors. Among the most common for both groups were the financial and organisational factors. Physicians, as opposed to nurses and technicians, experience some of these stressors with greater intensity. At the top of the scale for most physicians are the stressors related to financial aspects of their work, organisation and inadequate workspace, whereas nurses and technicians listed inadequate (insufficient) number of workers as a stressor alongside the inappropriate financial remuneration. Nurses and technicians, more frequently than physicians, experience as stressful the fear of specific work-related dangers and harms in healthcare, indicating a need to improve education and safety measures at work. On the other hand, physicians find stressful the exposure to unjust public criticism and, much more so, the psychological pressure from the patients poorly informed and labouring under unrealistic expectations, indicating a need to improve physician-patient communication. [ABSTRACT FROM AUTHOR]

The purpose of this cross-cultural study was to investigate the relationship between work-family conflict (WFC), family-work conflict (FWC), job demands, job control, social support, flexibility in working hours, and job stress. The sample consisted of 27 doctors and 328 nurses from Norway, as well as 111 doctors and 136 nurses from India. The results indicate that predictors of job stress in India are different from Norway and different from doctors to nurses. For Norwegian doctors, none of the study variables were predictors of job stress. For Norwegian nurses WFC, high job demands, and low flexibility in working hours were predictors of job stress. For Indian doctors low job control and for Indian nurses high FWC and low social support were predictors of job stress. [ABSTRACT FROM AUTHOR]

The article presents a study which assesses the impact of self-reported job stress on menstrual patterns among nurses in Taiwan. Results of the cross-sectional survey of nurses show that self-perceived high job stress was significantly associated with irregular menstrual cycles and longer menstrual bleeding periods. Findings suggest that nurses' self-perceived job stress may be associated with certain aspects of menstrual dysfunction.

This study has been planned and executed as a field study for identifying the effect of physical environment on the stress levels of hemodialysis nurses who work in the official and private hemodialysis centers in the capital city of Turkey, Ankara ( n = 161). According to the results obtained from the study, it has been seen that “education level” and “institution of employment” of the hemodialysis nurses are significantly related with the stress levels of the hemodialysis nurses. Nurses’ age, marital status, number of children, occupational seniority, years of working, employment status, husbands’ occupation and husbands’ educational levels are not significantly related with their stress levels. [ABSTRACT FROM AUTHOR]

The authors examine job stress and work attitudes among temporary (i.e. fixed-term) and permanently employed nurses, using data collected via a structured questionnaire filled out by 249 nurses in two hospitals in northern Taiwan. Temporary nurses in the sample were generally younger, less experienced, unmarried, or married without children. Questionnaire responses also indicate that they suffer from greater job stress and lower affective organizational and occupational commitments compared to their permanent counterparts. A positive correlation was found between perceived contract breaches and job stress and a negative correlation was identified between perceived contract breaches and affective occupational commitment. In both cases the effects were more intense among full-time, permanently employed nurses. The paper ends with a discussion of implications for decision makers and researchers of non-standard work arrangements. Copyright © 2007 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

This study examined the combined influences of organizational characteristics, individual background factors, perceived sources of job stress, and coping resources on job burnout among nurses. Data were collected through a questionnaire survey of a random sample of 2267 nurses working in 43 public hospitals in Hong Kong. The questionnaire included multiple-item scales on eight perceived sources of stress, four measures of coping resources, and three dimensions of job burnout (emotional exhaustion, depersonalization and personal accomplishment). Results obtained from multiple regression analyses showed that all the perceived sources of stress had significant effects on one or more dimensions of job burnout, with job demands and lack of professional recognition having significant effects on all the burnout dimensions. Self-efficacy appeared to be the most effective coping resource as it had significant negative effects on emotional exhaustion and depersonalization and a positive effect on personal accomplishment. [ABSTRACT FROM AUTHOR]

Aim. This paper is a report of a study of how the occurrence and appraisal of recurrent changes in the work environment of hospital nurses affect psychological well-being (i.e. job satisfaction, eustress and distress) and absence through illness. Background. Many researchers have demonstrated the impact of major organizational changes on employees’ psychological well-being, but only a few have focused on the permanent consequences in work conditions. In a contemporary healthcare setting, an increased number of recurrent operational changes has become a normal characteristic of nurses’ work environment. Specific work situations have frequently been associated with occupational stress, whereas employees’ appraisal of recurrent changes as stressors and their relation to psychological well-being and health outcomes (i.e. sickness absence) have been dismissed. Methods. A cross-sectional questionnaire survey was conducted in 2003 with 2094 Registered Nurses in 10 general hospitals. Logistic regressions were used to investigate the impact on psychological well-being and prospectively measured rates of sickness absence (frequency and duration). Results. The occurrence of changes in the work environment (in the past 6 months) had had a negative impact on staff psychological well-being. Nurses who had been confronted with changes scored statistically significantly higher for distress. Changes appraised as threatening were negatively related to job satisfaction and eustress, and positively related to distress and sickness absence (frequency and duration). Changes appraised as challenging were positively related to job satisfaction and eustress but had no impact on distress and sickness absence. Conclusion. Future research should take into consideration the impact of the occurrence and appraisal of recurrent changes in the work environment of healthcare employees (i.e. Registered Nurses) on psychological well-being and sickness absence. This should also be considered by managers when dealing with these nursing workforce issues. [ABSTRACT FROM AUTHOR]

Objective: Refinement of the Occupational Fatigue Exhaustion Recovery (OFER) scale. Method: The responses of 510 nurses to the OFER scale, two of whose scales contained additional items, were examined with CFA and regression analyses. Results: Analyses of the expanded pool of items identified three subscales of 5 items each for the renamed OFER15 scale. The subscales have high internal reliability (>.84), face, construct and discriminant validity. SEM analysis confirmed the role of recovery in mediating the relationship between acute and chronic fatigue measured with the OFER15 scale. Significance: The OFER15 measure is a parsimonious scale with robust psychometric properties whose subscales distinguish well between acute fatigue states and chronic fatigue traits. The intershift recovery subscale is unique among published fatigue scales. The OFER15 is suggested as a valuable new instrument for the researchers in the work-related fatigue area, and also as screening instrument in Primary Care. [ABSTRACT FROM AUTHOR]

bégat i., ellefsen b.& severinsson e. (2005) Journal of Nursing Management 13, 221–230 Nurses’ satisfaction with their work environment and the outcomes of clinical nursing supervision on nurses’ experiences of well-being– a Norwegian study Various studies have demonstrated that nursing is stressful and that the incidence of occupational stress-related burnout in the profession is high. This descriptive-correlational study examined nurses’ satisfaction with their psychosocial work environment, their moral sensitivity and differences in outcomes of clinical nursing supervision in relation to nurses’ well-being by systematically comparing supervised and unsupervised nurses. Nurses were selected from two hospitals ( n = 71). Data collection was by means of questionnaires and analysed by descriptive and inferential statistics. The nurses’ satisfaction with their psychosocial work environment was reflected in six factors:‘job stress and anxiety’,‘relationship with colleagues’,‘collaboration and good communication’,‘job motivation’,‘work demands’ and‘professional development’. The nurses’ perceptions of moral sensitivity comprised seven factors:‘grounds for actions’,‘ethical conflicts’,‘values in care’,‘independence patient-oriented care’,‘the desire to provide high-quality care’ and‘the desire to provide high-quality care creates ethical dilemmas’. Nurses well-being were reflected in four factors‘physical symptom and anxiety’,‘feelings of not being in control’,‘engagement and motivation’ and‘eye strain sleep disturbance’. The moral sensitivity‘ethical conflicts’ were found to have mild negative correlations with psychosocial work environment‘job stress and anxiety professional development’ and with‘total score’ psychosocial work, moral sensitivity factor‘independence were correlated with psychosocial work factor‘relationships with colleagues’ and‘total score’, moral sensitivity were mildly correlated with‘collaboration and good communication and had a negative correlation to psychosocial work factor‘work demands’. In addition, significant correlations were found between the nurses’ well-being profile and demographic variables, between‘engagement and motivation’ and‘absence due to illness’ and between‘time allocation for tasks’,‘physical symptoms and anxiety’ and‘age’. Mild significant differences were found between nurses attending and not attending group supervision and between‘physical symptoms and anxiety’ and‘feelings of not being in control’. We conclude that ethical conflicts in nursing are a source of job-related stress and anxiety. The outcome of supporting nurses by clinical nursing supervision may have a positive influence on their perceptions of well-being. clinical nursing supervision have a positive effect on nurses physical symptoms and their feeling of anxiety as well as having a sense of being in control of the situation. We also conclude that psychosocial work have an influence on nurses experience of having or not having control and their engagement and motivation. [ABSTRACT FROM AUTHOR]

Explores whether nurses in Taiwan who were working during the severe acute respiratory syndrome (SARS) crisis shows symptoms of psychological distress. Prevalence of stress reaction syndrome; Symptoms of psychological stress reactions.

The aim of this work was to analyse the influence of perceived emotional intelligence in nursing job stress. 218 nurses (182 women and 36 men) of different hospitals of the province of Barcelona (Spain), complimented of voluntary and individual form a questionnaire in which job stress through Nursing Stress Scale (NSS), was evaluated in its Spanish form, and perceived emotional intelligence by means of the TMMS-24. The main results show that: a) women present greater levels of job stress than men; b) the NSS significantly correlates with the components Understanding and Regulation of the PEI, while the component Attention does not correlate significantly with this scale or some of its factors; c) the subjects with high scores in the component Understanding or in the one of Regulation of the PEI, present lower stress levels. Is observed a differential effect of the components of the PEI in relation to work stress. It would be necessary to analyse in more detail the differential implication of each one of the components of the PEI in the job stress and the used of coping strategies. [ABSTRACT FROM AUTHOR]

BACKGROUND: Occupational stress is associated with specific situations, characteristics of the work environment, and individual perceptions and reactions in the context of the workplace, but many nursing studies of occupational stress have tended to analyse aspects related to the job itself. In Brazil nursing is acknowledged as a stressful occupation whose stresses are generally associated with the job itself, while the effects of personal characteristics on an individual's response to occupational stress are dismissed. AIMS: The aim of this paper is to describe: (1) occupational stress, job satisfaction and state of health in Brazilian nurses, and (2) the relationship of these variables to a constructive thinking coping style. METHODS: A correlational study was performed during 1999 with 461 nurses recruited from the public health and education system in the Federal District of Brazil. Instruments used were the Nursing Stress Inventory, Constructive Thinking Inventory, subscales of the Occupational Stress Indicator, and a researcher-designed questionnaire. RESULTS: Normal distributions were found for occupational stress, state of health (physical and psychological), and job satisfaction. Results suggest that nurses have fewer psychological health problems and similar job satisfaction compared with other Brazilian government white-collar workers. Occupational stress was directly associated with state of health, and inversely associated with global constructive thinking and job satisfaction. CONCLUSIONS: Brazilian nurses in this study seem to have adapted satisfactorily to their profession, but the finding that constructive thinking was significantly related to psychological ill-health, occupational stress and physical ill-health highlights a need to value individual coping styles in the work environment. [ABSTRACT FROM AUTHOR]

Purpose: To investigate (a) the effect of job-related stress on job performance among hospital nurses, and (b) the effect of social support from coworkers on the stress-performance relationship. Design: A correlational descriptive survey was used to investigate these relationships among a convenience sample of 263 American hospital nurses and 40 non-American nurses who were accessible via the Internet. Methods: Data were collected using a Web-based structured questionnaire, which included the Nursing Stress Scale, the Schwirian Six Dimension Scale of Nursing Performance, the McCain and Marklin Social Integration Scale, and the demographic form. Descriptive statistics, Pearson product-moment correlations, and hierarchical regression techniques were used to analyze the data. Findings: Perceived social support from coworkers enhanced the level of reported job performance and decreased the level of reported job stress. The analysis also indicated a curvilinear (U-shaped) relationship between job stress and job performance; nurses who reported moderate levels of job stress believed that they performed their jobs less well than did those who reported low or high levels of job stress. Conclusions: Results indicted the importance of social support from coworkers, as well as the need for further research to test the U-shaped relationship between job stress and job performance. [ABSTRACT FROM AUTHOR]

Purpose/Objectives: To identify psychosocial wellness and the avoidance of burnout as key priorities for the retention of oncology nurses and to describe a program designed for a specific setting to enhance the psychosocial wellness and coping skills of oncology nurses. Data Sources: Published research, books, and journal articles; theory; practice; and personal experience. Data Synthesis: Oncology nurses benefit from programs designed to bolster the development of coping skills to reduce stress, foster supportive relationships in the workplace, facilitate work-related grief and bereavement, and reduce burnout. Conclusions: Fostering psychosocial wellness in the workplace potentially can increase oncology nurse retention. Implications for Nursing: A renewed recognition of the stressful nature of oncology nursing should give rise to programs that address the psychological well-being of oncology nurses. Oncology nursing leadership, recognizing the potential for stress and burnout inherent in this profession, should research and develop programs to enhance staff coping skills and mutual support. [ABSTRACT FROM AUTHOR]