Objective: To compare stressors of nurses working in intensive care units and general wards of a high-performance health care organization.
Methodology: A comparative cross-sectional survey was conducted. Using stratified random sampling, 121 intensive care and 121 general ward nurses, cumulatively 242 were offered to participate in the study. IRB and EC approvals were obtained. A self-administered questionnaire with structured responses was used for data collection. The data were analyzed for descriptive and inferential statistics in SPSS 23.
Results: The study participants were predominantly 152(62.8%) female; 182(75.2%) having diploma in nursing and 169(69.8%) RN-I; 38(31.4%) intensive care and 35(28.9%) general ward nurse who were performing 12-hours shift duty; 50(41.3%) intensive care and 65(51.2%) general ward nurses were dissatisfied with their salary. The average patients assigned to intensive care nurse were two and six to a general ward nurse. Independent t-test and ANOVA revealed significant difference of stressors in intensive versus general ward nurses, gender, working hours, satisfaction with salary, professional qualification, experience and shift work (P-Value <0.05). Common stressors were unclear demands, pressured to work long hours, not having control at workplace and being not able to talk to line managers about something that has upset or annoyed them at workplace.
Conclusion: The general ward nurses face more stressors than intensive care units’ nurses. Workplace stressors could compromise healthy working environment and patient safety whereas favorable environment could increase job satisfaction, staff productivity, and quality of care. Workplace-oriented stress management strategies must be adopted.
OBJECTIVES
The objective of this study was to measure experiences of nursing interns in their internship period.
METHODOLOGY
Cross sectional study design was adopted. Total 141 Bachelors of Science in Nursing interns participated in the study from a university hospital. The structured self-administered questionnaire containing items related to organizational commitment, professional commitment, role ambiguity, role overload, workplace support and workplace bullying were used for data collection. SPSS v25.0 was used for analysis.RESULTS
The mean score of organizational commitment was 3.14, 42% interns showed week commitment. Perceived ambiguity mean was 3.14, 54% reported it negative. The perception of role overload’ mean was 3.50, 66% perceived adverse effects. The professional commitment mean score was 3.06, 58% showed low commitment. Overall workplace support mean score was 3.12, colleagues 3.47 and nurse manger’s support was 2.31 lowest. Varying frequency of bullying was experienced by 90% interns. Significant difference among gender concerning organizational commitment, workplace support and workplace bullying was found (p-value <0.05). Comparison between three cohorts revealed organizational commitment, role ambiguity, role overload and professional commitment mean score decreased (P-Value < 0.05). While workplace support and bullying score remained consistent. CONCLUSION
The unclear role, increased workload, perceived bullying and low support could negatively impact professional and organizational commitment. Internship program requires improvement.
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