Risk factors for work‐related stress and subjective hardship in health‐care staff in nursing homes for the elderly: A cross‐sectional study

Pélissier, Carole; Vohito, M. D.; Fort, Emmanuel; Sellier, Brigitte; Agard, Jean Pierre; Fontana, Luc; Charbotel, Barbara

doi:10.1539/joh.14-0090-oa

Cited by 13 publications

(9 citation statements)

References 28 publications

(21 reference statements)

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“…This means one in every 5 health care workers working in health facilities demonstrate more effort and contribution than rewards received. This figure is much higher compared with that found in many other studies . As such, there is at least one group in the health care setting experiencing ERI, implying that doctors, nurses, or both in certain clinical departments have been coping despite an overload of work.…”

Section: Discussionmentioning

confidence: 99%

A systematic review of effort‐reward imbalance among health workers

Van

et al. 2018

Health Planning & Management

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The purpose of this article is to systematically collate effort-reward imbalance (ERI) rates among health workers internationally and to assess gender differences. The effort-reward (ER) ratio ranges quite widely from 0.47 up to 1.32 and the ERI rate from 3.5% to 80.7%. Many studies suggested that health workers contribute more than they are rewarded, especially in Japan, Vietnam, Greece, and Germany-with ERI rates of 57.1%, 32.3%, 80.7%, and 22.8% to 27.6%, respectively. Institutions can utilize systems such as the new appraisal and reward system, which is based on performance rather than the traditional system, seniority, which creates a more competitive working climate and generates insecurity. Additionally, an increased workload and short stay patients are realities for workers in a health care environment, while the structure of human resources for health care remains inadequate. Gender differences within the ER ratio can be explained by the continued impact of traditional gender roles on attitudes and motivations that place more pressure to succeed for men rather than for women. This systematic review provides some valued evidence for public health strategies to improve the ER balance among health workers in general as well as between genders in particular. An innovative approach for managing human resources for health care is necessary to motivate and value contributions made by health workers.

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Section: Discussionmentioning

confidence: 99%

A systematic review of effort‐reward imbalance among health workers

Van

et al. 2018

Health Planning & Management

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“…Occupational stress, dissatisfaction and burnout levels have increased among health personnel and may even be higher than those of other professions [1,2,3,4]. In Germany, for example, the group of health care professionals including geriatric nurses had 34.5 million days of sick leave.…”

Section: Introductionmentioning

confidence: 99%

Identifying Individual Stressors in Geriatric Nursing Staff—A Cross-Sectional Study

Wollesen

Hagemann

Pabst

et al. 2019

IJERPH

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Background: Nurses in geriatric care are exposed to various burdens in the workplace that result in high stress levels. The perceived stress may result in a lack of professional caring and burnout. Objectives: The study aim was to identify work-related and personal factors that determine stress levels to design tailored interventions. Research design: cross-sectional study. Subjects: N = 195 geriatric nursing staff members. Measures: The survey included validated questionnaires (Trier Inventory for Chronic Stress (TICS), Health Survey Short form 12 (SF-12), Nordic Questionnaire) to identify work-related burdens, resulting stress levels and work-related behavior (AVEM). According to the limits of the Screening Subscale for chronic stress (SSCS) of the TICS, nurses were classified as stressed or non-stressed. With four-step regression analysis, main predictors for the stress level were identified. Results: The analysis revealed body postures, handling heavy loads, time pressure, deadlines and pressure to perform as the main burdens of the participants. Chronically stressed nurses showed different work patterns in comparison to nurses with lower stress levels. The regression analysis showed significance for the models including the work-related patterns and resilience aspects (step three (F (3.42) = 4.168; p = 0.010) and four (F (7.35) = 4.194; p = 0.002). Pattern B was a main factor for determining stress. The stress level determined the perceived burdens. Conclusions: Experiencing and managing stressors depends on the individual’s perception, while coping patterns—especially pattern B—can be decisive. The tailored interventions to reduce stress in geriatric nurses should focus on personal patterns.

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“…The physical and mental deterioration of elderly patients and the proximity to death were more often perceived as a source of hardship by registered nurses and nursing assistants. Registered nurses and nursing assistants are more often confronted by aggressive patients than in hospitals or facilities for the disabled [ 7 , 8 , 9 ]. Registered nurses who had experienced burnout or stress were more likely to intend to leave the profession [ 2 , 10 ].…”

Section: Introductionmentioning

confidence: 99%

Nurses’ Occupational and Medical Risks Factors of Leaving the Profession in Nursing Homes

Pélissier

Charbotel

Fassier

et al. 2018

IJERPH

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This study aimed to evaluate the association between intention to leave work, and working conditions and health status among female care-staff in nursing homes. A multicenter cross-sectional study included female care-staff in 105 nursing homes for the elderly. We used validated questionnaires to assess occupational, psychosocial and medical data in a multicenter transverse study. Univariate analysis on chi² test was performed with stratification according to job (nurse, nursing assistant), and variables found to be significant on each dimension were included on multivariate models. 1428 nursing assistants and 342 registered nurses were included. 391 nursing assistants and 85 registered nurses intended to leave their work with the elderly. The registered nurses’ intention to leave was associated with deteriorated care-team or residents relations, and with perceived elevated hardship due to the proximity of residents’ death. The nursing assistants’ intention to leave was associated with deteriorated management relation, with job insecurity and elevated hardship due to the residents’ intellectual deterioration. Impaired physical or psychological health status also correlated with this intention. Policy to reduce voluntary turnover of care-staff in nursing homes for the elderly could be based on multifactorial management, acting on work organization and reducing psychosocial stress.

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Risk factors for work‐related stress and subjective hardship in health‐care staff in nursing homes for the elderly: A cross‐sectional study

Cited by 13 publications

References 28 publications

A systematic review of effort‐reward imbalance among health workers

A systematic review of effort‐reward imbalance among health workers

Identifying Individual Stressors in Geriatric Nursing Staff—A Cross-Sectional Study

Nurses’ Occupational and Medical Risks Factors of Leaving the Profession in Nursing Homes

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