Job stress and satisfaction among nurses: individual differences

Kirkcaldy, Bruce; Martin, Terence

doi:10.1002/(sici)1099-1700(200003)16:2<77::aid-smi835>3.0.co;2-z

Cited by 89 publications

(65 citation statements)

References 47 publications

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“…There were no statistically significant correlations between the experience index and any aspects of the OSI, apart from satisfaction with the job itself, meaning that as LPs gained more experience they did not demonstrate any increased stress or dissatisfaction with most aspects of their roles. This was surprising, given that Kircaldy and Martin (2000) found that older nurses were more likely to exhibit higher job‐related stress and poorer mental health than their more junior colleagues. That their findings were different from this study may be explained by the use of an ‘experience index’, rather than using data on age alone as Kircaldy and Martin did.…”

Section: Discussionmentioning

confidence: 98%

Developing Lecturer Practitioner roles using action research

Williamson¹,

Webb²,

Abelson-Mitchell³

2004

Journal of Advanced Nursing

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Journal of Advanced Nursing 47(2), 153-164 Developing Lecturer Practitioner roles using action research Background. Lecturer Practitioner roles are well established in the United Kingdom. The national literature demonstrates that these staff are valuable to National Health Service trusts and universities however, their roles are busy and demanding, with conflicting expectations from the two employers. In addition, their role in addressing the theory-practice gap -a major reason for their establishment -is at best unclear. Although a number of qualitative studies have explored the topic, there have been no systematic attempts to develop the role or to quantify the effects on postholders.Aim. This paper reports a study that aimed to develop aspects of Lecturer Practitioners' work roles, examine the effects of this on individuals at one English university, and to quantify Lecturer Practitioners' occupational stress and burnout. Methods. A flexible, 'spiral' action research framework and 'collaborative group approach' were used, with mixed methods of data collection. Data were collected through focus groups, meetings and participant feedback, and participants' reflective diaries. A questionnaire using previously validated psychological attitude rating scales was also used to measure occupational stress and burnout, the extent to which the project influenced these, and the influence of Lecturer Practitioners' experience and qualifications. Six null hypotheses were constructed to measure these ideas. Findings from qualitative and quantitative perspectives were triangulated to give depth to the analysis. Findings. Five themes emerged from the focus groups: personal motivation, workload pressures, role clarity, preparation and support, and gains from the role. Specific policies and documentation were developed as a result of this initial project planning work. The findings from the questionnaire indicated that Lecturer Practitioners were no more stressed or burnt out than comparable workers. Synthesis of findings indicated, broadly speaking, that these LPs were 'thriving rather than just surviving'. Conclusion. Action research was an effective methodology for uncovering new knowledge, and bringing about organizational change in this project.

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Section: Discussionmentioning

confidence: 98%

Developing Lecturer Practitioner roles using action research

Williamson¹,

Webb²,

Abelson-Mitchell³

2004

Journal of Advanced Nursing

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“…alleviate stress directly or act as a buffer in interaction with the stressors 5,6) . The 'job strain' hypothesis has been tested more frequently than the 'buffer' hypothesis, and that the 'job strain' hypothesis has received considerable support, whereas the limited number of studies that have tested the 'buffer' hypothesis have shown inconsistent results [7][8][9][10][11][12][13][14][15][16][17][18][19] . The ERI model assumes that adverse health effects occur when there is an imbalance between (high) efforts and (low) occupational rewards.…”

mentioning

confidence: 99%

Psychosocial Work Environment and Well‐Being: A Cross‐Sectional Study at a Thermal Power Plant in China

Zhou

et al. 2008

Journal of Occupational Health

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Psychosocial Work Environment and Well-Being: A Cross-Sectional Study at a Thermal Power Plant in China: Shanfa YU, et al. Department of Occupational and Environment Medicine, Peking University Health Center, China-To investigate the effects of the job demand-control (DC) model and the effort-reward imbalance (ERI) model on worker's wellbeing, self-reports for psychosocial work conditions and well-being were made by a sample of 878 workers at a thermal power plant in China using the main dimensions of DC and ERI questionnaires. Logistic regression analyses were employed controlling for age, gender, and educational level, and negative and positive affection among others. Workers reporting high job demands and low job control or high efforts and low rewards had elevated risks of job dissatisfaction, psychosomatic complaints and depressive symptoms. Odds ratios were generally higher in workers reporting both high efforts and low rewards. Furthermore, low reward proved to be a stronger predictor of poor wellbeing when both job stress models were simultaneously adjusted. To some extent, interaction effects were found for social support, but no interaction effects were found for overcommitment. The findings indicate independent effects of both the DC model and the ERI model on well-being. Future work should explore the combined effects of these two models of psychosocial stress at work on health more thoroughly. (J Occup Health 2008; 50: 155-162)

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“…However, it may be that older nurses are more sensitive when encountering stressful situations and do not know how to manage them effectively. Different findings concerned with different age groups have also been found, and studies by Kirkcaldy and Martin [11] and Lee and Wang [12] found that younger public health nurses with a shorter duration of work experience also perceive a higher level of occupational stress.…”

Section: Discussionmentioning

confidence: 99%

“…Researchers have also found that younger public health nurses with a shorter length of current work experience, a higher level of education, and less per-job continuing education perceive a higher level of occupational stress. [11,12] Lenthall et al [13] synthesized the literature identifying the stresses experienced by remote area nurses (RANs). They found that the reported demands experienced by RANs could be grouped into four themes: the remote context; workload and extended scope of practice; poor management; and violence in the workplace and community.…”

Section: Introductionmentioning

confidence: 99%

Experienced stress among nursing teams in primary health care

Galdikienė

Asikainen

Balčiūnas

et al. 2016

Clinical Nursing Studies

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This research looks to describe experienced stress in nursing teams working in primary health care. Recent changes and increased demands in primary health care may result in highly stressed teams, which have a subsequent impact on nursing care. Nurses' experienced stress has previously been identified at individual, team, organizational and cultural levels. Team related factors associated with stress have been identified as team climate, supportive colleagues and work environment. A descriptive study was conducted among nurses from 29 teams in 18 different primary health care centres, located in one Lithuanian county. The Expanded Nursing Stress Scale (ENSS) was used. A total of 187 nurses completed the questionnaire. The stress experienced by nurses depends on the team. The study results reveal both individual and team level stress. The effect of the team size is moderate, but the background factors of the teams had little association with the sub-categories of stress. Workload tended to cause more stress in larger teams. At the nurses' team level, a strong positive correlation was found between all of the stress subcategory areas investigated, except for that of "discrimination". Different teams followed different stress profiles, but based on their common features, various clusters were identified which should be noticed by management.

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Job stress and satisfaction among nurses: individual differences

Cited by 89 publications

References 47 publications

Developing Lecturer Practitioner roles using action research

Developing Lecturer Practitioner roles using action research

Psychosocial Work Environment and Well‐Being: A Cross‐Sectional Study at a Thermal Power Plant in China

Experienced stress among nursing teams in primary health care

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