Background: Nurses come across several stressors in the workplace, especially during COVID-19 outbreaks. Work stressors are associated with physical and psychological health problems among workers and thus increase their intentions to leave work. Aim: This study aimed to identify Jordanian nurses’ perceptions regarding work stressors and intention to leave levels, examine if nurses' perceptions regarding work stressors and intention to leave scores differ across nurses' demographic data, and investigate the relationship between work stressors and intention to leave. Methods: A descriptive cross-sectional study was conducted. A convenient sample of 154 nurses who worked with COVID-19 patients participated in this study. Self-reported questionnaires were sent online via social media applications to participants. Results: Most of the participants (85.7%) had a positive level of work stressors regarding their perceptions. Concerning the intention to leave, 57.8% of participants had a slightly positive level, and 21.4% had a moderately positive level. There were significant differences in work stressors and the intention to leave scores according to nurses' age, marital status, educational level, and experience duration (p< 0.015). Also, work stressors significantly correlated with intention to leave (r = 0.52, p< 0.001). Conclusions: Health organizations must adopt strategies, programs, and policies to reduce work stressors and the intention to leave among nurses during these stressful events.
Background Job security is one of the basic needs of nurses, and it significantly impacts their willingness to work. The effectiveness of job performance among nurses will reflect on the organization's performance by providing high-quality health services. Aim The main purpose of this study is to identify Jordanian nurses' perceptions of job security and employee performance and to compare these variables between governmental and private hospitals. Method The study utilized a descriptive, comparative cross-sectional design. It was conducted in two governmental and two private hospitals. A sample of 156 nurses was recruited conveniently to participate in the study. The Job security questionnaire and The Six-Dimension Scale of Nursing Performance were used to collect data. Results The mean value of the job security score was (3.26), reflecting a moderate level of job security. The employee performance score average was (2.68) reflecting a high level of job performance. Nurses working in private hospitals had significantly higher scores in terms of overall job security (t = -5.53, p < 0.001) and employee performance (M = 2.53, SD ± 0.53) than nurses working in governmental hospitals. Conclusion Nurses with moderate job security levels obtained high job performance scores. Private hospitals had higher job security and employee performance than governmental hospitals. Future research can look into the characteristics of Jordanian nursing work environments that might have contributed to the observed differences between job security and employee performance.
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