Introduction: Nursing is highly demanding and stressful profession. Negative consequences of job demands were widely discussed throughout the literature like;poor quality of care, poor health, burnout, greater intent ...Introduction: Nursing is highly demanding and stressful profession. Negative consequences of job demands were widely discussed throughout the literature like;poor quality of care, poor health, burnout, greater intent to leave and lower level of job satisfaction. Job dissatisfaction among nurses also has been discussed exhaustively in the literature in regards to its negative outcomes represented by burnout, absenteeism, turnover, greater intent to leave and finally leaving nursing profession. Purpose: The purpose of this study was to examine literature discussing job demands in nursing profession and its associated factors among nurses, and to provide direction as to where research needs to continue to explore and develop evidence in this area. Results: Results showed that job demands are the most influential stressor in nursing profession that associated strongly with many negative consequences on the profession in general and on the nurses on particular. Conclusion: The results supported that job demand is unavoidable stressor that leads to many negative consequences and connects directly to job dissatisfaction. Therefore, there is a need to search for alleviating factors that decrease nursing stressor, its consequences and buffer the correlation between job demand and job satisfaction.展开更多
Background: Workload, interpersonal relationships, professional conflict and the emotional cost of providing care are potential sources of stress and burnout among nurses. Based on experiences of hospital nurses, this...Background: Workload, interpersonal relationships, professional conflict and the emotional cost of providing care are potential sources of stress and burnout among nurses. Based on experiences of hospital nurses, this paper aims to identify critical factors for nurses in managing relationally demanding situations in care for very ill and/or dying patients. Methods: In-depth interviews were carried out with six nurses, working in a medium-sized hospital in Norway. The interviews were analysed using an interpretative phenomenological analysis. Results: The lack of identification with the core aspect of the job, relational contact with patients and relatives, and external motivation were found as potential barriers for managing relationally demanding jobs. The results also indicate that the nurses’ experiences of symptoms of burnout can be a result of demands that exceeded the nurses’ resources. A match between personal capacity and demands, mutual support among colleagues and leadership support, and contextual factors are critical to prevent the negative process of burnout. Conclusion: The results underscore the importance of an early response to employees who are beginning to struggle at work and the relevance of a true match between personal capacity and job demands. Moreover support among colleagues and leadership seems critical to prevent a negative process of burnout and help to manage relationally demanding jobs.展开更多
Background: Based on the experience of hospital nurses, the aim of this study is to explore the phenomenon of how work-engaged nurses stay healthy in relationally demanding jobs involving very sick and/or dying patien...Background: Based on the experience of hospital nurses, the aim of this study is to explore the phenomenon of how work-engaged nurses stay healthy in relationally demanding jobs involving very sick and/or dying patients. Method: In-depth interviews were conducted with ten work-engaged nurses employed at the main hospital in one region in Norway. The interviews were interpreted using the Interpretative Phenomenological Analysis method (IPA). Results: The results indicate the importance of using the personal resources: authenticity and a sense of humour for staying healthy. The nurses’ authenticity, in the sense of having a strong sense of ownership towards their personal life experiences, and a sense of having a meaningful life in line with their own values and interests, was an important element when they considered their own health to be good in spite of repetitive strain injuries and perceived stress. These personal resources seem to be positively related to their well-being and work engagement, which serves as an argument for including them among other personal resources, often conceptualized in terms of Psychological Capital (PsyCap). The results also showed that the nurses worked actively and intentionally with conditions that could contribute to safeguarding their own health. Conclusion: The results indicated the importance of stimulating the nurses’ area of knowledge about caring for themselves in order to enable them to maintain good physical and mental health. A focus on self-care should be part of the agenda as early as during nursing education.展开更多
Objective: To test a causal model of job stress among nurse-midwives working in labor and delivery units in Thailand.Methods: Random and convenience sampling was used to recruit 282 nurse-midwives with at least 6 mont...Objective: To test a causal model of job stress among nurse-midwives working in labor and delivery units in Thailand.Methods: Random and convenience sampling was used to recruit 282 nurse-midwives with at least 6 months of work experience from 16 regional ter tiary hospitals in Thailand. Data were collected from May to December 2020. Research instruments with good internal consistency reliability ranged from 0.83 to 0.91 including the Job Stress Scale and the Thai version of the Job Content Questionnaire(TJCQ). Descriptive statistics and a structural equation model were used for data analysis.Results: Job demands were the strongest predictor of job stress. At the theoretical level, high job control plays a crucial role in directly reducing job stress. However, the present research provides contrary evidence to the theoretical predictions. When nurse-midwives perceive high job control, they perceive pressure to meet the expectations of their supervisors and colleagues. Therefore, high job control can contribute to job stress. Likewise, job suppor t had an indirect effect on job stress among nurse-midwives through job control. The modified model fitted the empirical data(χ^(2) = 57.76, df = 22, CMIN/df = 2.62, goodness of fit(GFI) =0.96, adjusted goodness of fit(AGFI) =0.91, comparative fit index(CFI) = 0.95, and root mean square error of approximation(RMSEA) = 0.07). The effects of job demands, job control, and job suppor t on job stress among Thai nurse-midwives can explain 67% of the model’s total variance for job stress.Conclusions: Nurse-midwives who encounter high job demands and less control over their work control suffer from job stress. Job support does not directly affect nurse-midwives’ job stress but influences it through perceived job control. Strategies to decrease job stress among Thai nurse-midwives should focus on how to balance job demands, and enhance job control, and job suppor t.展开更多
Within the healthcare context is very important to foster the dynamics leading to positive experiences at work, in order to promote work motivation and well-being. This study investigated the influence of some persona...Within the healthcare context is very important to foster the dynamics leading to positive experiences at work, in order to promote work motivation and well-being. This study investigated the influence of some personal and job resources and of some job demands on the three dimensions (absorption, work enjoyment, intrinsic work motivation) of flow at work, on the basis of Job Demands-Resources Model. Flow at work is an inner experience arising during an activity in which people are immersed, feel motivated and enjoy it. Studies suggest that resources are the main antecedents of the flow experience. Respondents to the questionnaire were 197 nurses. Multiple regressions were performed to detect the resources and the demands that influence the three dimensions of flow at work. As expected, resources positively influenced the dimensions of flow at work, particularly work enjoyment. Job demands positively influenced absorption and negatively influenced the other two dimensions of flow at work. Human resources managers should promote flow at work supporting the availability of resources and monitoring the job demands.展开更多
文摘Introduction: Nursing is highly demanding and stressful profession. Negative consequences of job demands were widely discussed throughout the literature like;poor quality of care, poor health, burnout, greater intent to leave and lower level of job satisfaction. Job dissatisfaction among nurses also has been discussed exhaustively in the literature in regards to its negative outcomes represented by burnout, absenteeism, turnover, greater intent to leave and finally leaving nursing profession. Purpose: The purpose of this study was to examine literature discussing job demands in nursing profession and its associated factors among nurses, and to provide direction as to where research needs to continue to explore and develop evidence in this area. Results: Results showed that job demands are the most influential stressor in nursing profession that associated strongly with many negative consequences on the profession in general and on the nurses on particular. Conclusion: The results supported that job demand is unavoidable stressor that leads to many negative consequences and connects directly to job dissatisfaction. Therefore, there is a need to search for alleviating factors that decrease nursing stressor, its consequences and buffer the correlation between job demand and job satisfaction.
文摘Background: Workload, interpersonal relationships, professional conflict and the emotional cost of providing care are potential sources of stress and burnout among nurses. Based on experiences of hospital nurses, this paper aims to identify critical factors for nurses in managing relationally demanding situations in care for very ill and/or dying patients. Methods: In-depth interviews were carried out with six nurses, working in a medium-sized hospital in Norway. The interviews were analysed using an interpretative phenomenological analysis. Results: The lack of identification with the core aspect of the job, relational contact with patients and relatives, and external motivation were found as potential barriers for managing relationally demanding jobs. The results also indicate that the nurses’ experiences of symptoms of burnout can be a result of demands that exceeded the nurses’ resources. A match between personal capacity and demands, mutual support among colleagues and leadership support, and contextual factors are critical to prevent the negative process of burnout. Conclusion: The results underscore the importance of an early response to employees who are beginning to struggle at work and the relevance of a true match between personal capacity and job demands. Moreover support among colleagues and leadership seems critical to prevent a negative process of burnout and help to manage relationally demanding jobs.
文摘Background: Based on the experience of hospital nurses, the aim of this study is to explore the phenomenon of how work-engaged nurses stay healthy in relationally demanding jobs involving very sick and/or dying patients. Method: In-depth interviews were conducted with ten work-engaged nurses employed at the main hospital in one region in Norway. The interviews were interpreted using the Interpretative Phenomenological Analysis method (IPA). Results: The results indicate the importance of using the personal resources: authenticity and a sense of humour for staying healthy. The nurses’ authenticity, in the sense of having a strong sense of ownership towards their personal life experiences, and a sense of having a meaningful life in line with their own values and interests, was an important element when they considered their own health to be good in spite of repetitive strain injuries and perceived stress. These personal resources seem to be positively related to their well-being and work engagement, which serves as an argument for including them among other personal resources, often conceptualized in terms of Psychological Capital (PsyCap). The results also showed that the nurses worked actively and intentionally with conditions that could contribute to safeguarding their own health. Conclusion: The results indicated the importance of stimulating the nurses’ area of knowledge about caring for themselves in order to enable them to maintain good physical and mental health. A focus on self-care should be part of the agenda as early as during nursing education.
文摘Objective: To test a causal model of job stress among nurse-midwives working in labor and delivery units in Thailand.Methods: Random and convenience sampling was used to recruit 282 nurse-midwives with at least 6 months of work experience from 16 regional ter tiary hospitals in Thailand. Data were collected from May to December 2020. Research instruments with good internal consistency reliability ranged from 0.83 to 0.91 including the Job Stress Scale and the Thai version of the Job Content Questionnaire(TJCQ). Descriptive statistics and a structural equation model were used for data analysis.Results: Job demands were the strongest predictor of job stress. At the theoretical level, high job control plays a crucial role in directly reducing job stress. However, the present research provides contrary evidence to the theoretical predictions. When nurse-midwives perceive high job control, they perceive pressure to meet the expectations of their supervisors and colleagues. Therefore, high job control can contribute to job stress. Likewise, job suppor t had an indirect effect on job stress among nurse-midwives through job control. The modified model fitted the empirical data(χ^(2) = 57.76, df = 22, CMIN/df = 2.62, goodness of fit(GFI) =0.96, adjusted goodness of fit(AGFI) =0.91, comparative fit index(CFI) = 0.95, and root mean square error of approximation(RMSEA) = 0.07). The effects of job demands, job control, and job suppor t on job stress among Thai nurse-midwives can explain 67% of the model’s total variance for job stress.Conclusions: Nurse-midwives who encounter high job demands and less control over their work control suffer from job stress. Job support does not directly affect nurse-midwives’ job stress but influences it through perceived job control. Strategies to decrease job stress among Thai nurse-midwives should focus on how to balance job demands, and enhance job control, and job suppor t.
文摘Within the healthcare context is very important to foster the dynamics leading to positive experiences at work, in order to promote work motivation and well-being. This study investigated the influence of some personal and job resources and of some job demands on the three dimensions (absorption, work enjoyment, intrinsic work motivation) of flow at work, on the basis of Job Demands-Resources Model. Flow at work is an inner experience arising during an activity in which people are immersed, feel motivated and enjoy it. Studies suggest that resources are the main antecedents of the flow experience. Respondents to the questionnaire were 197 nurses. Multiple regressions were performed to detect the resources and the demands that influence the three dimensions of flow at work. As expected, resources positively influenced the dimensions of flow at work, particularly work enjoyment. Job demands positively influenced absorption and negatively influenced the other two dimensions of flow at work. Human resources managers should promote flow at work supporting the availability of resources and monitoring the job demands.
