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Abstract Background Nursing incivility, defined as disrespectful behaviour toward nurses, is increasingly recognized as a pressing issue that affects nurses’ well-being and quality of care. However, research on the pathways linking incivility to outcomes is limited, especially in Saudi hospitals. Methods: This cross-sectional study examined relationships between perceived nursing incivility, nurse stress, patient engagement, and health outcomes in four Saudi hospitals. Using validated scales, 289 nurses and 512 patients completed surveys on exposure to incivility, stress levels, activation, and medication adherence. The outcomes included readmissions at 30 days and satisfaction. Results: More than two-thirds of nurses reported experiencing moderate to severe workplace incivility. Correlation and regression analyzes revealed that nursing incivility was positively associated with nursing stress. An inverse relationship was found between stress and patient participation. Serial mediation analysis illuminated a detrimental cascade, incivility contributing to increased nurse stress, subsequently diminishing patient engagement, ultimately worsening care quality. Conclusions The findings present robust evidence that nursing incivility has adverse ripple effects, directly impacting nurse well-being while indirectly affecting patient outcomes through reduced care involvement. Practical implications advocate for systemic interventions focused on constructive nursing cultures and patient empowerment to improve both healthcare provider conditions and quality of care. This study provides compelling information to inform policies and strategies to mitigate workplace mistreatment and encourage participation among nurses and patients to improve health outcomes.

Background: Nursing incivility, defined as disrespectful behaviour toward nurses, is increasingly recognized as a pressing issue that affects nurses' well-being and quality of care. However, research on the pathways linking incivility to outcomes is limited, especially in Saudi hospitals. Methods: This cross-sectional study examined relationships between perceived nursing incivility, nurse stress, patient engagement, and health outcomes in four Saudi hospitals. Using validated scales, 289 nurses and 512 patients completed surveys on exposure to incivility, stress levels, activation, and medication adherence. The outcomes included readmissions at 30 days and satisfaction. Results: More than two-thirds of nurses reported experiencing moderate to severe workplace incivility. Correlation and regression analyzes revealed that nursing incivility was positively associated with nursing stress. An inverse relationship was found between stress and patient participation. Serial mediation analysis illuminated a detrimental cascade, incivility contributing to increased nurse stress, subsequently diminishing patient engagement, ultimately worsening care quality. Conclusions The findings present robust evidence that nursing incivility has adverse ripple effects, directly impacting nurse well-being while indirectly affecting patient outcomes through reduced care involvement. Practical implications advocate for systemic interventions focused on constructive nursing cultures and patient empowerment to improve both healthcare provider conditions and quality of care. This study provides compelling information to inform policies and strategies to mitigate workplace mistreatment and encourage participation among nurses and patients to improve health outcomes. [ABSTRACT FROM AUTHOR]

The purpose of the study is to determine whether administering healing touch (HT) is more effective than deep breathing (DB) for reducing acute care nurses' stress during a shift. A randomized cluster trial assessed 150 nurses' vital signs and Visual Analog Scale for Stress (VASS) levels pre, post, and at follow-up to achieve a power of.7 and medium affect size. Open-ended questions following the intervention enriched quantitative findings describing the experience, facilitators, and barriers to potential use in nursing. The generalized estimating equation 1 (GEE1) comparisons of mean change over time, found that nurses in the HT intervention, had significantly lower VASS stress scores at posttreatment (−0.95, p =.0002) and at follow-up (−0.73, p =.0144) than the DB group, and the respiratory rate (RR) rate differences were nearly significant at post-intervention and significant at follow-up, respectively (1.36, p =.0568 and −2.28, p =.0011), indicating lower RR after HT. These findings support the use of HT as an effective stress reduction strategy as a relevant strategy to sustain a viable nurse work force post-COVID-19. [ABSTRACT FROM AUTHOR]

Astin Cole,1 Haneen Ali,2 Abdulaziz Ahmed,3 Mohammad Hamasha,4 Soren Jordan5 1Public Administration, Auburn University, Auburn, AL, USA; 2Health Services Administration Program, Auburn University, Auburn, AL, USA; 3Health Services Administration Program, University of Alabama at Birmingham, Birmingham, AL, USA; 4Department of Industrial and Systems Engineering, Hashemite University, Zarqa, Jordan; 5Department of Political Science, Auburn University, Auburn, AL, USACorrespondence: Haneen AliHealth Services Administration Program, Auburn University, 351 W Thach Concourse, 7080 Haley Center, Auburn, AL, 36849, USAEmail hba0007@auburn.eduIntroduction: Current research about frontline nurse stress and turnover intention lacks context related to rural communities’ plight in providing organizational resources during the current COVID-19 pandemic. These implications have been particularly underexamined in the United States, whose regional differences may influence how frontline nurses perceive the access and utility of organizational resources. This study investigates if anxiety and stress while working during the current COVID-19 pandemic contribute to frontline nurses’ desire to leave their current position in Alabama hospital settings.Material and Methods: A cross-sectional survey was developed and distributed as a Qualtrics survey to frontline nurses using social media and professional contacts. A total of 111 frontline nurse respondents within May 19–June 12, 2020 were included in this study.Results: A significant correlation was found between gender (p= 0.002), marital status (p= 0.000) and seniority (p= 0.049) on turnover intention. A nurse’s perceived anxiety and stress related to their patients’ acuity (r= 0.257, p= 0.004), their personal health as a risk factor (r= 0.507, p= 0.000), their patient assignments (r= 0.239, p= 0.01), their personal protective equipment (r= 0.412, p= 0.000), and their psychological support (r= 0.316, p= 0.001) correspond to higher turnover intention among nurses working with patients infected with COVID-19.Conclusion: Perceived resource loss in task autonomy, PPE, and psychosocial support increased turnover intention among frontline nurses in Alabama. Research is needed to understand how intrinsic motivations and social support influence individual nurse staff’s perceptions of resource loss and job demands. Further, more research is necessary to examine the implications of rurality and place in discussing turnover intention and organizational resources across multiple health systems.Keywords: pandemic, COVID-19, nurse stress, fear, job demand, organizational resources, turnover intention

Copyright of Saúde Coletiva is the property of MPM Comunicacao 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.)

Aim: The aim of the present study was to describe the association between primary healthcare (PHC) nurses’ perceived stress and organizational culture and climate in a team context. Design: A descriptive, cross-sectional correlation study. Methods: 29 teams in 18 PHC centers situated in one Lithuanian county participated in the study. A total of 187 nurses completed the Expanded Nursing Stress Scale, while 344 healthcare professionals (including nurses) responded to the Organizational Social Context questionnaire. Results: Absolute values of Spearman’s rho correlation coefficients between 0.19–0.24 (p < 0.01) were found when examining the association of nurses’ stress with organizational culture and climate across PHC teams. Whether the culture was resistant or proficient seemed to have associations with some of the stress factors experienced by nurses. Additionally, how the whole team reported stress or functionality in their organizational climate seemed to be associated with perceived stress of nurses. Conclusion: Investigating the organizational culture and climate experienced by PHC teams may help identify manageable problems and decrease stress experienced by nurses. The study also allows the possibility of nursing scholars using the study’s designs and instruments for further investigation of teams.

This survey research was conducted to examine the predictive power of some demographic factors over nurses' work stress and burnout. Participants were a convenience sample of 923 nurses who provided informed consent prior to completing the survey instruments. We used regression statistics to analyze the research data collected. The results suggest that gender, age, marital status, educational qualification, and work experience had very low predictive power over burnout and work stress among the nurses. These demographic variables accounted for very little or no variance in work stress and burnout respectively among the nurses. Further research could make use of interview schedule to investigate the demographic predictors of work stress and burnout among nurses. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has captured the world's attention, especially regarding the risk of stress. The majority of nurses experience mild and moderate levels of stress. This is because nurses are particularly at risk of being infected with COVID-19. Many of nurses feel hot and breathless because of the PPE. This research illustrates the phenomenon of psychological stress amongst nurses working during the pandemic. This research uses a quantitative descriptive research approach. The research sample was 157 nurses working in all health care facilities from various regions in Indonesia, selected using convenience sampling. The results showed a high risk of stress, with the nurses experiencing mild and moderate stress. The study concludes by suggesting the government and health care providers pay greater attention to the early detection and reduction of stress, providing sports facilities, increasing the number of nurses, regular meetings to reflect on the problems faced and psychological consulting facilities of nurses. [ABSTRACT FROM AUTHOR]

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]

Objective: To assess the frequency of multidisciplinary rounds during ICU days, to evaluate the participation of diverse healthcare professionals, to identify the reasons why rounds were not performed on specific days, and whether bed occupancy rate and nurse workload were associated with the conduction of multidisciplinary rounds. Methods: We performed a crosssectional study to assess the frequency of multidisciplinary rounds in four intensive care units in a cancer center. We also collected data on rates of professional participation, reasons for not performing rounds when they did not occur, and daily bed occupancy rates and assessed nurse workload by measuring the Nursing Activity Score. Results: Rounds were conducted on 595 (65.8%) of 889 surveyed intensive care unit days. Nurses, physicians, respiratory therapists, pharmacists, and infection control practitioners participated most often. Rounds did not occur due to admission of new patients at the scheduled time (136; 44.7%) and involvement of nurses in activities unrelated to patients’ care (97; 31.9%). In multivariate analysis, higher Nursing Activity Scores were associated with greater odds of conducting multidisciplinary rounds (OR = 1.06; 95%CI 1.04 - 1.10; p < 0.01), whereas bed occupancy rates were not (OR = 0.99; 95%CI 0.97 - 1.00; p = 0.18). Conclusion: Multidisciplinary rounds were conducted on less than two-thirds of surveyed intensive care unit days. Many rounds were cancelled due to activities unrelated to patient care. Unexpectedly, increased workload was associated with higher odds of conducting rounds. Workload is a possible trigger to discuss daily goals to improve patient outcomes and to enhance the effectiveness of multidisciplinary teams. [ABSTRACT FROM AUTHOR]

Introduction Nurses are under such a tremendous amount of pressure during the COVID-19 pandemic that many have become concerned about their jobs and even intend to leave them. Aim The aim was to investigate the effect of fear of COVID-19 pandemic on work satisfaction and turnover intentions of nurses. Patients and methods A descriptive correlation research design was adopted. The study was conducted at all inpatient units (medical and surgical) and critical care units (N=15) of Damanhour National Medical Institute (nurses=210). Part I included questions related to demographic characteristics. Part II was the fear of COVID-1 9 Scale. Part III was the work satisfaction index (JSI). Part IV included two measures of turnover intention used to assess organizational and professional turnover intentions. Results The total score for the fear of COVID-19 scale was 19.01 (SD: 5.98), which was above the average. Fear of COVID-19 scale mean score was higher among nurses who had not attended COVID-19-related training than nurses who had attended the training (t=-2.349, P=0.020). Conclusion This study illuminates that the enhanced fear of COVID-19 pandemic among nurses increases their work dissatisfaction, in addition, to an increase in their organizational and professional turnover intentions. It is recommended to formulate COVID-19 training programs to enhance the capacity of nurses to effectively care for and manage coronavirus patients among healthcare organization. [ABSTRACT FROM AUTHOR]

Copyright of Croatian Nursing Journal is the property of University of Applied Health 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.)

Background: Interventions administered to critically ill patients, including mechanical ventilation, sedation or other treatments may hinder communication between patients and nurses. These communication challenges may affect critical care nurses' ability to provide compassionate, person-centred care., Objectives: To identify nurses' experiences with patients who are communication-vulnerable in the intensive care unit and how they affect nurses' ability to offer compassionate care., Methods: This qualitative explorative descriptive study involved nurses who worked in intensive care units from four private hospitals in Gauteng, South Africa. Focus groups were conducted with 30 critical care nurses in groups of two to six participants each. Thematic analysis was used to identify themes., Results: Five main themes were identified based on nurses' reports of their experiences with critically ill patients who experience communication difficulties and their impact on rendering compassionate care. Themes were deductively identified based on the social purposes of communication categories. Participants indicated that communication-vulnerable patients influence their ability to provide compassionate care. Generally, the physical, emotional, social and communication difficulties of assisting communication-vulnerable patients caused nurses to feel frustrated and negative towards their work environment, which added to their work stress and sometimes resulted in compassion fatigue., Conclusion: The study shows that various factors could impact the nurses' ability to provide compassionate care and that they require support to provide person-centred care. These factors can include the physical environment, the patient's alertness and awareness and institutional barriers. To support nurses in providing compassionate care, communication partner training may be warranted., Contribution of the Study: This study aims to increase awareness of the aspects that may contribute to compassion fatigue for nurses. By identifying these aspects greater support can be provided by facilities where nurses work., (Copyright © 2023, Author(s).)

Objectives: The objective of this study is to assess quality of nursing work life (QNWL) and related factors among nurses working in emergency room (ER). Methods: A cross‐sectional descriptive design was employed. Data were collected from a convenient sample of nurses working in ER Eligible participants were required to complete a demographic and work related variables sheet, the Brooks Quality of Nursing Work Survey (BQNWLS). Results: A total of (186) nurses participated in the study. Study participants reported a BQNWL mean score of (M = 140.15, SD = 28.34) indicating a moderate BQNWL. Additionally, the participants scored moderate levels on all BQNWL subscales. The mean score of BQNWL was statistically better for nurses who had training courses on emergency department (t = −2.663, P = 0.008). However, no other statistically significant differences were found in BQNWL scores in regarding to demographic and work related variables. Conclusion: The results of this study reported a noticeable alteration in QNWL among nurses working in ER. The nurses had a moderate QNWL levels. Also, the results emphasized on the importance of conducting further interventional research studies in the future to establish effective measures to enhance nurse QNWL. Consequently, this may improve the provided nursing care for the patients and their families. [ABSTRACT FROM AUTHOR]

Aim: The aim of the present study was to describe the association between primary healthcare (PHC) nurses' perceived stress and organizational culture and climate in a team context. Design: A descriptive, cross-sectional correlation study. Methods: 29 teams in 18 PHC centers situated in one Lithuanian county participated in the study. A total of 187 nurses completed the Expanded Nursing Stress Scale, while 344 healthcare professionals (including nurses) responded to the Organizational Social Context questionnaire. Results: Absolute values of Spearman's rho correlation coefficients between 0.19-0.24 (p < 0.01) were found when examining the association of nurses' stress with organizational culture and climate across PHC teams. Whether the culture was resistant or proficient seemed to have associations with some of the stress factors experienced by nurses. Additionally, how the whole team reported stress or functionality in their organizational climate seemed to be associated with perceived stress of nurses. Conclusion: Investigating the organizational culture and climate experienced by PHC teams may help identify manageable problems and decrease stress experienced by nurses. The study also allows the possibility of nursing scholars using the study's designs and instruments for further investigation of teams. [ABSTRACT FROM AUTHOR]

The purpose of this study is to examine the moderating role of state work pressure (conceived as a hindrance demand) on the relationships between situational emotional demands (conceived as a challenge demand) and tension, emotional exhaustion and work engagement within nursing while considering job resources as covariates. Ninety-seven nurses from two German hospitals provided 1026 measurements. Multilevel analyses indicated a significant Work Pressure × Emotional Demands interaction for emotional exhaustion, with high situational work pressure exacerbating the positive association between state emotional demands and emotional exhaustion. Furthermore, work pressure moderated the relationship between emotional demands and vigour: state emotional demands related negatively to vigour only when work pressure was higher than usual, while the relationship was non-significant when work pressure was lower than usual. For dedication, similar results were obtained: state emotional demands were negatively associated with dedication only when combined with high situational work pressure; with low situational work pressure, state emotional demands did not relate to dedication. Contributing to the job demands-resources literature, this study shows that there are stress-exacerbating and stress-buffering interactions between different job demands from a within-subject perspective. However, we did not find positive relationships between challenge demands and work engagement, even in the case of low situational hindrances, indicating that there are conditions for the functioning of job demands as a challenge beyond hindrances. [ABSTRACT FROM AUTHOR]

A skilled, competent, and motivated nursing workforce is crucial for a well-functioning health care system. Nurses’ professional activities done on a regular basis, their workload, and occupancy are related to the patient’s health status, dependence level and care needs. Therefore, managing human resources in nursing by effectively distributing nurses’ working time and monitoring their workload for safe and high quality care, managers should rely on the severity of patients’ health status and their independence level. In this article the results on how nurses’ working time depends on patients’ independence are provided. The research was carried out at a regional hospital, in departments of medical profile. The time-and-motion study was implemented with 72 observations made in total, which amounted to 777.2 hours of nursing time. A questionnaire was used to assess the level of patients’ independence by assessing the four activities of the patient’s daily living. The results revealed that the largest amount of nurses’ working time, i.e. almost half of a day shift, was spent on direct patient care by administrating medication use and performing various nursing procedures. Nurses would spend almost half of the time for direct patient care on completely dependent patients, while one third would be spent on dependent patients. The relative number of nurses’ contacts with a patient is directly proportional to patient’s level of independence; a strong or fairly strong linear relationship was established between the level of patients’ independence and the relative amount of nurses’ working time. [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]

How nurse burnout changes over time with macro environmental factors remains unclear. The main purpose of this study is to investigate how burnout changes over 2004-2013 in Chinese nurses and its relationship with national-level patient-to-nurse ratio using cross-temporal meta-analysis. The results show that the mean scores of emotional exhaustion and depersonalization are positively related to the year of data collection, while that of personal accomplishment are negatively related to the year of data collection, indicating that burnout increases steadily over the recent years in Chinese nurses. National-level patient-to-nurse ratio may be a risk factor for the observed increase in nurse burnout over 2004-2013, and nurse staffing provided may be inadequate to meet the increasing demands of patients for high-quality medical care service in China. Thus, increasing the number and quality of nurses may hold promise for reducing nurse burnout on a national level. [ABSTRACT FROM AUTHOR]

Nurses have high work stress that may contribute to an increased overdose for sedatives, hypnotics, and antipsychotics (OSHA). We conducted this nationwide population-based cross-sectional study to clarify this still unclear issue. We used a nationwide database to identify 110,379 nurses, 22,032 other healthcare providers (HCPs), and an identical number of individuals from the general population matched by age and sex. We compared the period prevalence of OSHA between nurses and the general population, other HCPs and the general population, and nurses and other HCPs, among nurse subgroups from 2006 to 2012. The risk for OSHA in nurses and in the general population was not significantly different after adjusting for anxiety, insomnia, depression, schizophrenia, and affective disorders (adjusted odds ratio [AOR]: 1.145; 95% confidence interval [CI]: 0.974–1.346). However, in the age subgroups < 35 years, nurses had higher risk than the general population of having OSHA (AOR: 1.333; 95% CI: 1.109–1.601). Other HCPs had a significantly lower risk for OSHA than the general population (AOR: 0.237; 95% CI: 0.122–0.460). Nurses had a significantly higher risk for OSHA than other HCPs (AOR: 3.902; 95% CI: 2.159–7.048). Comparison among nurses showed that younger nurses (< 35 years) had a significantly higher risk for OSHA than the older nurses (≥ 50 years) (AOR: 3.569; 95% CI: 1.252–10.330). Registered nurses had significantly higher risk for OSHA than registered professional nurses (AOR: 1.810; 95% CI: 1.405–2.332); and nurses from clinics, local hospitals, and regional hospitals had significantly higher risk than nurses from medical centers. This study delineated that nurses had a nearly four-fold risk for OSHA when compared to other HCPs. Younger nurses, registered nurses, and nurses from clinics, local hospitals, and regional hospitals had higher risks for OSHA than their respective nurse controls; it suggests that more attention should be given to the occupational health of these populations. [ABSTRACT FROM AUTHOR]

Introduction: The process of occupational burnout develops slowly; its initial symptoms are discreet, they increase progressively and become manifest suddenly, with great power. The burnout syndrome constitutes a serious personal and social problem whose cause lies in the workplace or is work-related. Aim of the research: To assess occupational burnout of nurses and the sense of satisfaction with career. Material and methods: The study covered 100 nurses working for the Health Care Unit in Dąbrowa Tarnowska. The method of a diagnostic poll was used in the research. A survey questionnaire regarding career and the standardised Maslach Burnout Inventory were the research tools used. The calculations were made with the use of the IBM SPSS Statistics 20 software. The adopted statistical significance was p < 0.05. Results: As many as 48% of the nurses felt job satisfaction. Among 41% of the nurses a high level of a burnout related with emotional exhaustion was determined, and 63% of the nurses felt a low level of burnout related to depersonalisation. Lack of the feeling of personal achievements was the cause of the high level of burnout in 62% of the surveyed. The average result of burnout scale was 50.34 points, indicating that 38% of the nurses were threatened with burnout. The age of the studied nurses, place of work (ward), and feeling the need for further education do not influence the frequency of occupational burnout occurrence. Conclusions: Good relationships within a therapeutic team and support from the ward head nurse are strongly linked with the feeling of less occupational burnout. [ABSTRACT FROM AUTHOR]

Abstract: This paper uses the job demands‐resources theory to examine the consequences of changes on nursing work. Data were collected from 220 public sector nurses in Australia to test the model. We conducted a two‐wave data collection process where independent variables (organisational change, workload, job control, nursing administrative stressors, cynicism about organisational change, and demographic variables) were collected in Time 1. The dependent variables (nursing work engagement and job satisfaction) were collected 6 months later. Changes to nursing work were found to cause high workload and an increase of administrative stressors that leads to an increase in nurses’ change cynicism. Job control was needed to cope with the increase in workload and reduction in cynicism about change. Cynicism about organisational change was found to have a direct negative effect on nurses’ engagement which in turn was found to negatively impact job satisfaction. Our contribution to theory and practice arises from the discovery that the connections between organisational change, work environment variables, and job outcomes of nurses are more complicated than previous research suggests. Theoretical and practical implications will be discussed. [ABSTRACT FROM AUTHOR]

Work fatigue is a symptom correlated to a decrease in work efficiency and skills and an increase in boredom and anxiety. If hospital nurses suffer work fatigue, they will be unable to perform at their best to care for patients, and this will reduce their productivity in providing services. This study aimed to identify the factors correlated to the work fatigue of hospital nurses in Bandar Lampung. This study had a crosssectional design. The study population included 247 respondents, and the final study sample included 153 respondents. The independent variables in this study were sex, age, marital status, nutritional status, disease history, work period, and shift work. The dependent variable was work fatigue. The study data were analyzed using the Chi-Square test, Kolmogorov-Smirnov test (α = 0.05), and logistic regression test. The results showed that 75.8% of the respondents suffered from work fatigue. There were significant correlations between work fatigue and sex (p = 0.034), shift work (p = 0.001), and work period (p = 0.041). The determinant factor of work fatigue was the work shift (OR = 3.479; p = 0.007; 95% CI: 1.398-8.659). Therefore, it is suggested that hospital management should better regulate work shifts. [ABSTRACT FROM AUTHOR]

OBJECTIVE: To identify the associated factors of occupational stress among nurses STUDY DESIGN: Analytical Cross Sectional Study. PLACE AND DURATION: The study was performed at Dow University Hospital and Civil Hospital Karachi from 1st January 2015 to 30th November 2015. METHODOLOGY: A total of 265 nurses having at least one year of clinical experience were enrolled for the study. Semi-structured occupational stress questionnaire was used for data collection on demographics including age, gender, qualifications and job characteristics including shift duty, job load, nature of the job, distance from workplace and income. RESULTS: Among total 265 nurses, 57.4% were female while 42.6% were male and 55.8% were married. Two-third of the nurses having age less than 30 years was found to be severely stressed. Among all demographic variables only gender showed statistically significant association with job-related stress (p-value=0.015). Furthermore, in job characteristics variables the income was the variable that exhibited a significant association with job-related stress (p-value=0.042). CONCLUSION: Overwhelming majority of nurses reported occupational stress. Gender and salary are found to be significantly associated with occupational stress. [ABSTRACT FROM AUTHOR]

OBJECTIVE: To assess the frequency of depression and its associated factors among nurses. STUDY DESIGN: A Cross-sectional observational Study PLACE AND DURATION: Dow University and Civil Hospitals Karachi, 2nd May to 28th June 2017 METHODOLOGY: Data were collected through the Patient Health Questionnaire-9 (PHQ-9). Individual with PHQ-9 score < 5 were considered as either minimal or no depression whereas score ≥ 5 described individuals had any kind of depression. The chi-square test of independence was used to explore the association of depression with other variables. RESULTS: Among total of 154 participants, majority were staff nurses 66.9% whereas 13.6% and 8.4% were head and assistant head nurses respectively. Among all study participants, 69.4% had any one of the depression level mild, moderate, moderately severe or severe (score ≥ 5). Job nature, duty timings and monthly income were statistically associated significantly with depression (p-values 0.004, 0.023 and < 0.0001 respectively). CONCLUSION: Among all study participants mild depression category was the most prominent. Study job nature, duty timings and monthly income were determined as significant factors. [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]

Objective: Nursing is a rewarding but also challenging profession. Nurses are at risk for burnout and premature exit from the profession, which is detrimental to them, their patients, and the healthcare system. There are few studies examining the unique correlates of burnout in nurses working with pediatric populations. The current 2-study project used mixed-methods (qualitative and then quantitative) analysis to explore burnout in nurses working in an inpatient unit with youth with chronic pain.Method: Study I participants included all of the 32 nurses who worked in an inpatient pediatric unit, which admits patients with chronic pain. Qualitative analyses of focus groups were used to extract themes. These themes were examined via a quantitative battery completed by 41 nurses from 2 inpatient pediatric units with youth with chronic pain.Results: The themes were burnout, moral distress, negative beliefs about chronic pain, barriers to pain management, fear of losing compassion, coworker support as a coping method, time worked in the unit, professional self-efficacy, and negative views of the hospital environment. Quantitative results supported most of the qualitative findings, and taken together, the findings supported a model of burnout in nurses working with youth with chronic pain.Conclusions: Conclusions We integrated qualitative and quantitative findings to develop a model of nurse burnout. This model provides a framework for evaluating and targeting burnout in nurses working with pediatric patients with chronic pain. [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]

Background: Considering the importance of musculoskeletal disorders (MSDs) as one of the health consequences of job stress among nurses and significant contradictions in prevalence in different parts of the body, this study was carried out to determine the prevalence of MSDs among Iranian nurses. Methods: All published studies from June 2000 until June 2015 were considered in reliable databases such as PubMed, Google Scholar, Google search, Scopus, ScienceDirect, and Persian databases such as SID, Iran Medex, and Magiran. These studies, after quality control, were entered into meta-analysis using the random effects model, a total of 41 papers were assessed between 2004 and 2015. Results: The prevalence rate of these disorders was 60.98%, 47.76%, 46.53%, 44.64%, 42.8%, 36.8%, 24.61%, and 17.5%, respectively, obtained for the back, neck, knees, upper back, ankles, shoulders, hands, hips, thighs, and elbows. Prevalence of MSDs will lead to high costs of medical, absenteeism from work, or even unemployment. Conclusions: Due to high prevalence of these disorders among Iranian nurses, providing effective training in the field of ergonomics and undergoing appropriate exercises are necessary to control it. [ABSTRACT FROM AUTHOR]

Healthcare professionals, especially nurses and pre-hospital emergency (PHE) staff, are influenced by many stressors due to their responsibility to provide comfort as well as care and treatment of patients. The aim of the present study was to identify and rank the occupational stressors in nurses and PHE staff using Fuzzy Analytic Hierarchy Process (FAHP) method. In this cross-sectional study, occupational stress factors in nurses and PHE staffs were identified and ranked by 30 experts, using FAHP method. Occupational stress factors were collected by General Health Questionnaire (GHQ), Job Stress Questionnaires as well as a literature review. Among the occupational stress factors in nurses, the highest scores were related to "Incompatibility between work schedule and life conditions" (0.03986) and "Being criticized by supervisors" (0.03723), respectively. The most common stress factors in PHE staff were related to "Care of patients with critical health conditions" (0.07258), "High number of missions" (0.07056), respectively. The overall results of this study showed that managerial factors and factors related to patient care are the most important causes of occupational stress among nurses and PHE staff. These factors should be considered in the implementation of control strategies for reducing and managing occupational stress. [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]

Job stress and burnout are highly prevalent in healthcare professionals, and nurses in particular. Given its deleterious consequences not only for professionals' well-being but also for patients and organizations, it is important to have adequate measures to assess professional quality of life. This study aimed to offer a contribution for the Portuguese validation of the Professional Quality of Life Scale-5. This scale was designed to measure three dimensions of professional quality of life: compassion satisfaction, burnout, and compassion fatigue. The sample was composed by 390 nurses recruited from five public hospitals from Portugal north and center regions. Participants had on average 38.58 years of age (SD=9.10) and were mainly female, married, and practiced nursing in a variety of fields with an average of 15.66 (SD=9.09) years of practice. Results from the confirmatory factor analysis indicated that the original version of the scale had several problematic items and that a revised version showed superior model fit. In addition, results showed that female scored higher than men on Compassion Satisfaction. Also, nurses working in an oncology hospital had higher scores of Compassion Fatigue. Finally, higher scores of Burnout and Compassion Fatigue, and lower scores of Compassion Satisfaction, were associated with greater Depression, Anxiety, and Stress symptoms. The ProQOL-5 is thus an adequate instrument to assess professional quality of life in nurses and may be valuable for designing effective interventions to tackle burnout and compassion fatigue, and promote satisfaction with one's work. [ABSTRACT FROM AUTHOR]

Aim: This study analysed how nursing workloads in a neonatal intensive care unit (NICU) depended on the type of respiratory support provided, and how this relationship varied by the infant's postnatal age and weight.Methods: We used a prospective study design in a NICU in a tertiary perinatal centre in Germany. This entailed collecting data on nursing activities by observing 41 nurses for 155 hours between June 2015 and November 2015 and measuring the average nursing capacity required for direct care. Regression analysis was used to test for differences in nursing workloads between respiratory support types.Results: Mechanically ventilated infants each required an average of 60% of the time one nurse had available to spend on direct care during the periods observed. In contrast, those receiving noninvasive ventilation only required 34% and special care infants required 13%. After the first 72 hours of life, mechanically ventilated infants required an average nursing capacity of 40%, while infants receiving noninvasive ventilation required 32% and special care infants required 25%.Conclusion: Invasive support was associated with higher workloads than noninvasive support. The differences were partially moderated by individual factors, such as the infant's age. The findings should be replicated within a multicentre design. [ABSTRACT FROM AUTHOR]

Objective. Cognitive failure is one of the factors which can be influenced by personal and professional characteristics. This research was carried out to study the effect of work-related quality of life (WRQoL) and some related factors on cognitive failures (CF) among nurses.Methods. This cross-sectional study was conducted among nurses working in intensive care units, critical care units and emergency units in 2014.Results. In total, 750 nurses participated in the study. The mean ± SDfor the total CF and WRQoL was 40.5 ± 12.7 and 75.8 ± 13.7 respectively. The results show that CF have a statistically significant difference among the age groups, experience groups and working units. Multiple regression tests show that age, income and WRQoL have a significant effect on CF. Based on the results, for a unit increase in WRQoL we expect a 0.26 unit decrease in CF. Analysis of variance results show that the emergency ward had changed the overall effect of WRQoL on CF, after the effect of WRQoL was controlled.Conclusions. Overall results from the present research indicated that, despite the high level of WRQoL among the studied nurses, the rate of CF was not at an appropriate level. Development of supportive and interventional strategies is highly recommended. [ABSTRACT FROM PUBLISHER]

The present study examined the possible predictive effect of burnout on the quality of life of nurses working in the hospital setting. Participants involved 91 selected Filipino staff nurses employed in private hospitals in Quezon City, Philippines who completed the Maslach Burnout Inventory and WHO Quality of Life-Bref that measured burnout and quality of life respectively. Results of the study showed a significantly negative relationship between nurse burnout and quality of life. Moreover, a regression analysis of the data showed that a significant variance of 90.7% in physical, 92.2% in psychological, 82.5% in social, and 91.8% in environmental aspects of the quality of life can be accounted for by burnout namely emotional exhaustion, depersonalization and reduced personal accomplishment. Significant results also showed no difference in the research variables when respondents are grouped according to gender and civil status. Overall, the present study showed clear and vivid inference that burnout had adverse impact on the various aspects of a person's well-being and quality of life. Thus, this correlational and analytical study recommends the need for a psychotherapeutic intervention program to be developed that can reduce burnout and improve the quality of life among nurses. [ABSTRACT FROM AUTHOR]

Background: Work stress is a major problem for nurses and it can negatively influence job performance. Therefore, it is critical to explore variables that can reduce or buffer the negative effects of work stress. This study explores the moderating effects of coping strategies on the relationship between work stress and job performance for nurses in China.Methods: A cross-sectional survey of 852 nurses from four tertiary hospitals in Heilongjiang Province, China, was conducted in 2013. Descriptive statistics were reported for socioeconomic status and demographic characteristics, level of work stress, coping strategies, and job performance. Regression analysis was conducted to test the interaction between work stress and coping strategies on job performance.Results: Three subscales of work stress were negatively related to job performance. Positive coping strategies moderated Patient Care and job performance while negative coping strategies moderated Workload and Time and performance, and between Working Environment and Resources and performance.Conclusions: Positive coping strategies reduce or buffer the negative effects of work stress on job performance and negative coping strategies increased the negative effects. [ABSTRACT FROM AUTHOR]

The Occupational burnout is considered as one of the most important problems that have numerous adverse effects on nurses' job. Various personal, psychological and social factors are effective in occupational burnout. Therefore, the goal of this study was to find out the relationship between emotional intelligence and job stress with occupational burnout of nurses working in public hospitals of Kerman. This descriptive-analytical and cross-sectional study, was conducted on 300 nurses working in Kerman hospitals who selected randomly by stratified method. Organizational and demographic questionnaire and occupational burnout, emotional intelligence and job stress questionnaires have used. Structural and confirmatory factor analysis models were used to measure the model of the study. Emotional intelligence and job stress affect occupational burnout. In addition, there were meaningful and negative relationships between emotional intelligence and job stress (P<0.001) and increasing emotional intelligence results in decreasing job stress. Based on the findings and the significance of occupational burnout and its adverse effects on nurses, one of the plans for decreasing the syndrome of occupational burnout in nurses could be concentration on improvement of psycho-personal factors of job environments including emotional intelligence and job stress. [ABSTRACT FROM AUTHOR]

Work stressors influence work ability - WA - and increasing age is associated with functional aging. We sought to establish whether work stressors differentially influence WA in young and aging nursing professionals. A cohort (2009-2011) composed of 304 workers at a hospital in Sao Paulo responded questionnaires Effort-Reward Imbalance (ERI), Job Stress Scale (JSS), Work-Related Activities That May Contribute To Job-Related Pain and/or Injury (WRAPI) and Work Ability Index (WAI). Changes in perceived exposure to stressors in each age group (< 45 and ≥ 45 years old) were compared to delta-WAI (difference between initial and final WAI score) by means of the Mann-Whitney test. There was a worsening in WAI (p = 0.609) without difference between the groups. WA impairment was associated with intensification of stressors ERI (p = 0.004), overcommitment (p = 0.002), social support (p = 0.014) and WRAPI (p = 0.004) among the younger workers, but with poorer ERI (p = 0.047) only among the older ones. While among the younger workers WA was influenced by the intensification of various stressors, in the case of the older ones it was influenced by effort-reward imbalance only, indicating that interventions should be differentiated according to age groups. [ABSTRACT FROM AUTHOR]