Social factors associated with psychological states among tuberculosis management nurses

Abstract

OBJECTIVES:This study examined job satisfaction, empowerment, job stress, and burnout among tuberculosis management nurses and physicians in public healthcare institutions.METHODS:This was a cross-sectional study analyzing survey data collected from 249 nurses and 57 physicians in 105 public health centers, three public tuberculosis hospitals, and one tertiary hospital. The survey questionnaire comprised general characteristics, work-related characteristics, and four index scales (job satisfaction, empowerment, job stress, and burnout). The two-sample t-test was used to estimate the mean differences in the four index scales. Multiple regression analysis was used to determine whether general and work-related characteristics affected the four index scales.RESULTS:The job satisfaction and empowerment scores of the nurses were lower than those of the physicians. Except for the tuberculosis-specialized hospitals alone, the average job satisfaction scores of nurses were higher than those of physicians. Moreover, the nurses reported more job stress and burnout than did the physicians in tuberculosis departments in public healthcare institutions in Korea; in particular, the burnout reported by nurses was significantly higher than that reported by physicians at the National Medical Center. Marital status, nursing position, number of coworkers, the average number of days of overtime work per month, self-rated health, and hospital type were associated with the four index scales.CONCLUSIONS:Overall, nurses were more vulnerable to job stress and burnout than physicians. Reducing the workload of nurses by ensuring the presence of sufficient nursing staff and equipment, as well as by equipping facilities to prevent tuberculosis infections, should be considered priorities.

Health care workers' recommendations for strengthening tuberculosis infection control in the Dominican Republic

“…Second, departmental records can quantify medications and supplies and confirm that stock meets institutional demands for best practices. Third, by increasing the number of HCWs per work shift and distributing responsibilities, overall job stress and burnout can be reduced (29). Fourth, monetary or legal sanctions for failed adherence to recommended infection control practices could underscore critical changes in the organizational culture within the health institution that prioritize HCWs' physical and mental health.…”

Job satisfaction and turnover intentions among health care staff providing services for prevention of mother-to-child transmission of HIV in Dar es Salaam, Tanzania

“…Furthermore, we found that providers who were dissatisfied with their workload were three times more likely to be dissatisfied with their current job. A heavy workload, most often due to the shortage of health workers (the majority being women), cuts the time that would otherwise be available for family duties and recreation, in turn increasing their risk of stress-related morbidity, absenteeism and burnout [ 17 ]. Thus, apart from inadequate salary and supplies [ 43 , 46 ], a heavy workload [ 46 , 47 ] and an unfavourable working environment [ 48 , 49 ] are important reasons for job dissatisfaction and attrition of health personnel.…”

“…The understaffing leads to long queues and increased staff workload, which makes it difficult to efficiently counsel the patients and track the defaulters [ 16 ]. Higher workload in already overburdened health systems in resource-limited countries have been linked to a negative effect on health care provider job satisfaction [ 17 , 18 ], especially if the resulting additional tasks and responsibilities are not coupled to incentives [ 19 ].…”

Effectiveness of Cognitive-Behavioral Anger Management Training on Aggression and Job Satisfaction on Nurses Working in Psychiatric Hospital

“…We hypothesized that anger -management training can influence job satisfaction although we could not find any research in this regard to evaluate our hypothesis. But, since previous findings including [ [14][15][16]26] have shown that job satisfaction is affected by aggression especially in psychiatric wards we assumed that anger-management training can increase job satisfaction. This hypothesis was confirmed by findings of this study.…”

“…Nurses' aggression has also unpleasant consequences for patients, their family and health care system [14]. It may disturb their interpersonal relationships and decrease their job satisfaction [15,16] as one of the most important effective factors on declining the quality and working efficiency in nurses [17,18] and the main factor of turnover in different countries' nursing system [19][20][21]. Job satisfaction is affected by various factors including working condition, communication skills [22], salary, type of hospital or the ward working in [23], age, marital status, recruitment status [24], emotional intelligence [25] and occupational stress [26].…”