Background Intensive care units (ICUs) are noisy environments, which may have negative psychological effects on nurses. Aims and objectives To investigate the effects of the noise level of ICUs on nurses' burnout, job satisfaction, anxiety, psychological symptoms and general psychopathology level. Design A descriptive and correlational study. Methods The study was conducted with 150 intensive care nurses. A Type 2250‐L Brüel & Kjær hand‐held sound level meter was used for noise measurement. A Nurse Information Form, the Maslach Burnout Inventory, Minnesora Satisfaction Questionnaire, Self‐Report Inventory and Symptom Checklist‐90 Revised were used for data collection. Results The highest levels of noise (71 dB(A) and above) were measured in the neonatal, neurology and cardiovascular surgery ICUs. It was observed that noise level affected extrinsic satisfaction (F = 3·704; p = 0·027) and trait anxiety (F = 3·868; p = 0·023) of nurses. Conclusions Noise levels in ICUs are well above the recommended levels, and this affects nurses' job satisfaction and anxiety levels. Relevance to clinical practice More studies on the effects of noise levels on the physical and mental states of nurses working in ICUs are needed. Increased quality of patient care can be achieved by providing healthy working conditions for nurses working in special units such as ICUs.
PurposeThe aim of the study was to explore the relationship between psychological capital (hope, self‐efficacy, resilience, and optimism) and burnout and compassion fatigue or secondary traumatic stress among general hospital nurses, and the mediating role of compassion satisfaction in this relationship.DesignCross‐sectional survey study. Participants were 697 nurses working in different nursing departments in tertiary university hospitals in a metropolitan city in Turkey.MethodsThe semistructured interview form, Professional Quality of Life Scale, and Psychological Capital Scale were used to gather data. Descriptive analysis, the Spearman correlation analyzer, hierarchical multiple linear regression analysis, and mediation analyzer with PROCESS and the Sobel test were used to analyze data.FindingsThere were moderate relationships between psychological capital total score, all subscales, and burnout, and weak negative correlations between these variables and compassion fatigue. For burnout, self‐efficacy and optimism in the first model explained 26% of the variance; when compassion satisfaction was added in the second model, 45% of the total variance was explained. For compassion fatigue, self‐efficacy in the first model explained 5% of the variance; adding compassion satisfaction in the second model, the variance did not change at all.ConclusionsThe findings of the current study may contribute to enhancing the protection of nurses' well‐being in their general hospital settings by developing knowledge about the resources that are needed to prevent or decrease occupational psychological risks. Increasing psychological capital levels of nurses enhances the quality of care and the sustainability of their working conditions.Clinical RelevanceThe findings of this study can be used to design interventions to better assist nurses in addressing their psychological health. Because psychological capital is a malleable resource, nursing managers can invest in the development and improvement of nurses' resources.
Aim This research was carried out so as to reveal the relationships between the anxiety state of nurses, their critical thinking disposition, and decision‐making strategies. Methods Survey forms and scales that were related to demographic attributes, anxiety, critical thinking and decision‐making were used in this research. The sampling was formed with 326 nurses who were selected by using the random sampling method. The data were collected between November, 2014 and January, 2015 via a Descriptive Information Form, the California Critical Thinking Disposition Inventory, State–Trait Anxiety Inventory, and Decision‐Making Strategies Scale. Results Of the nurses, 91.4% were discovered to have low critical thinking disposition levels. The nurses’ scores in analytics, open‐mindedness, and curiosity were higher, compared to the other categories. As for decision‐making, independent decision‐making was the most commonly used strategy. There was a poor positive relationship between the age of the nurses and their points of independent decision‐making and intuitive decision‐making. It was detected that age and open‐mindedness affected the total points of independent decision‐making, intuitive decision‐making, and rational decision‐making. Conclusion The critical thinking training of nurses affects their rational decision‐making levels and their age affects independent, intuitive, and rational decision‐making. Systematicity affects only indecision in a negative way, whereas open‐mindedness negatively affects intuitive decision‐making, rational decision‐making, and indecision. Anxiety negatively affects independent decision‐making, whereas it affects indecision strategy positively. The working style of nurses does not affect their decision‐making strategies. Indecision strategy is negatively predicted by open‐mindedness, systematicity, and self‐confidence and it is positively predicted by anxiety.
Bir üniversite hastanesindeki hemşirelerde iş-aile çatışması ile örgütsel sessizlik ve sosyal destek algısı arasındaki ilişkiler H emşire sayısında yetersizlik dünya genelinde günden güne artan bir sorundur. İş-aile çatışmasının, hemşirelerin hemşire olarak çalışmaya devam etmesini etkileyen altı değişkenden (iş-aile çatışması, özerklik algıları, işe bağlılık, birey için çalışmanın önemi, iş yerinde kişilerarası ilişkiler, süpervizör-ast ilişkisi) biri olduğu bildirilmiştir. [1] Rol teorisine göre iş-aile çatışması, iş ve aile alanlarındaki rol baskısının karşılıklı olarak bazı açılardan uyumsuz olduğu bir rol çatışması biçimidir. [2] Rol teorisine göre, bireylerin çoklu rolleri vardır ve her bir rolde geçirilen zaman sınırlıdır. Rollerin birinde harcanan zamanın artması diğer rollere ayrılan zamanı azalttığı için roller arası ça-tışma olasılığı vardır. Kişiler iş ve ailedeki birçok rol nedeniyle iş aile yaşamını dengeleyemez, bir rolü üstlendiğinde diğer rolleri yerine getirmede zorluk yaşar. [3] Rol Gerginlik teorisine göre ise, iş ve aile alanlarındaki sorumluluklar sınırlı miktardaki zaman, fiziksel enerji ve psikolojik kaynaklar için rekabet ederler. Bir rolde yaşanan talepler, başka bir rolde yaşanan taleplerden uzak durarak zaman ve enerjiyi alır. [2,4] Rol teorisine dayanan çaprazlama (crossover) etkisine göre de insanların işyerinde yaşadıkları koşullar aile içinde stres oluşmasını/yaşanmasını, aile içinde yaşanan koşullar da iş yerinde başkalarında stres oluşmasını etkileyebilir. İş-aile çatışmasının hem bireye, hem Amaç: Bu araştırmada hemşirelerin iş-aile çatışmasına örgütsel sessizlik ve algıladıkları sosyal desteğin etkisinin saptanması amaçlanmıştır. Gereç ve Yöntem: Kesitsel tanımlayıcı çalışmada, örneklem İstanbul'da bir üniversite hastanesinde çalışan randomize seçilen 329 hemşireyi içermektedir. Veriler anketler yardımıyla toplanmıştır Araştırmada Örgütsel Sessizlik Nedenleri Ölçeği, MSPSS (Çok boyutlu Algılanan Sosyal Destek Ölçeği), İAÇTÖ (İş-Aile Yaşamı Çatışması Ölçeği) ve Kişisel Bilgi Formu kullanılmıştır. Değişkenler arasındaki korelasyon analizinde Pearson Korelasyon Analizi ve Spearman Korelasyon Analizi, İAÇTÖ ve İAÇ (İş Yaşamından Kaynaklanan İş-Aile Çatışması) ile AİÇ (Aile Yaşamından Kaynaklanan Aile-İş Çatışması) alt boyutlarına etki eden faktörlerin analizinde Lineer Regresyon Analizi (Backward) kullanıldı. Anlamlılık p<0.01 ve p<0.05 düzeylerinde değerlendirildi. Bulgular: Araştırmaya katılan hemşirelerin %49.2'si 30 yaşından genç, %95.7'si kadın, %64.4'ü lisans mezunu, %56.8'i bekardır. Hemşireler İAÇ'yi daha fazla algılamaktadırlar. Hemşirelerin Sessizlik davranışı ile Hemşirelerin İAÇ, AİÇ ve Toplam İş Aile Çatışmaları arasında ise, pozitif yönlü, İAÇTÖ ile MSPSS puanları arasında genel olarak negatif yönlü zayıf ilişki vardır. MSPSS ve Örgütsel Sessizlik, İAÇTÖ puanlarını etkilemektedir. Modele alınan bağımsız değişkenlerin AİÇ'ye etkisi %19, İAÇ'ye etkisi %7,7 İAÇTÖ'e etkisi %13 oranında saptanmıştır. Sonuç: Hemşirelerin sosyal destek algısısını artırıcı, örgütsel sessizlik...
The aim of this study was to investigate the effects of two different frequencies of whole-body vibration (WBV) training on knee extensors muscle strength in healthy young volunteers. Twenty-two eligible healthy untrained young women aged 22-31 years were allocated randomly to the 30-Hz (n=11) and 50-Hz (n=11) groups. They participated in a supervised WBV training program that consisted of 24 sessions on a synchronous vertical vibration platform (peak-to-peak displacement: 2-4 mm; type of exercises: semi-squat, one-legged squat, and lunge positions on right leg; set numbers: 2-24) three times per week for 8 weeks. Isometric and dynamic strength of the knee extensors were measured prior to and at the end of the 8-week training. In the 30-Hz group, there was a significant increase in the maximal voluntary isometric contraction (p=0.039) and the concentric peak torque (p=0.018) of knee extensors and these changes were significant (p<0.05) compared with the 50-Hz group. In addition, the eccentric peak torque of knee extensors was increased significantly in both groups (p<0.05); however, there was no significant difference between the two groups (p=0.873). We concluded that 8 weeks WBV training in 30 Hz was more effective than 50 Hz to increase the isometric contraction and dynamic strength of knee extensors as measured using peak concentric torque and equally effective with 50 Hz in improving eccentric torque of knee extensors in healthy young untrained women.
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