The Different Facets of Work Stress

Abstract

Work-related stress has been identified as a relevant problem leading to negative effects on health and quality of life. Using data from 844 nurses, latent profile analyses (LPA) were applied to identify distinct patterns of work stress. Several sociodemographic variables, including nurses' working and living conditions, as well as nurses' reactions to workload, were considered to predict respondents' profile membership. LPA revealed three distinct profiles that can be distinguished by a low, moderate, and higher stress level. Being financially secure is positively related to the low stress profile, whereas working in an urban area and having low job satisfaction increases the chance of belonging to the higher stress profile. Our results can be used as a basis to develop interventions to create a healthy nursing home environment by supporting the balance between family and work, providing access to job resources and optimizing recovery opportunities.

Facilitators and Barriers Surrounding the Role of Administration in Employee Job Satisfaction in Long-Term Care Facilities: A Systematic Review

“…High job demands, which included factors such as physical and psychological burdens [25], understaffing [38,46,67], heavy workloads [38,78], lack of time to complete tasks [40,43], limited staffing resources [46], reduced teamwork [46], unfair hours [67,71], regulations on nurse roll flexibility [72], and physical exhaustion [65], occurred 13 times (13.27%) [25,38,40,43,46,65,67,71,72,77,78]. Lack of self-care as exhibited by the associates occurred 9 times (9.18%) 30,33,33,46,47,54,59]. Lack of training with medically complex patients (8.16%) [22,24,25,65,75,79] and prohibitive environmental characteristics [22,33,54,68] each occurred 8 times (8.16%).…”

“…Poor compensation and benefits [38,39] occurred 3 times (3.06%). Lack of peer support [22,48] and patient morbidity [50,59] occurred 2 times (2.04%). Limited communication opportunities with leadership and team members [22], language barriers [58], non-profit ownership [77], and patient complexity [32] all appeared once (1.02%).…”

“…Administrators have the opportunity to further demonstrate their commitment to supportive leadership, empowerment of team members, positive organizational values, and social support mechanisms through managing the barriers in long-term care facilities. The 98 occurrences of barriers noted in this study fell into 18 categories, including condescending management style [27,34,35,38,41,42,48,51,66,71,77], high job demands [25,38,40,43,46,65,67,71,72,77,78], lack of self-care by employees [30,32,33,46,47,54,59], lack of training with medically complex patients [22,24,25,65,75,79], lack of leadership training [22,24,[27][28][29]31], prohibitive environmental characteristics [22,32,54,68,78], high coworker conflicts…”

“…The 162 occurrences were grouped into 11 different themes for the facilitators. The eleven "facilitator" themes as demonstrated in Table 2 and represented in Figure 1 included supportive leadership , capable and motivated employees [22,27,30,32,35,45,[49][50][51][52][53][54][55][56][57][58][59][60], positive organizational values [22][23][24]29,[31][32][33]48,51,53,54,57,[61][62][63][64], social support mechanisms, adequate job resources [32,38,45,47,54,55,[69][70][71], career/professional development [25,35,37,38,…”

Exploring differential health effects of work stress: a latent class cluster approach

“…In the world of work, individuals encounter various forms of exposure to a theoretically infinite set of job demands and stressors, and current stress research shows special interest in structuring the perceived burden due to such demands in order to identify different stress profiles (e.g., Jenull & Wiedermann, 2015). For example, Vanroelen et al (2010) imposed a taxonomy upon wage-earners, based on a set of scales assessing quantitative (e.g., time pressure) and emotional (e.g., contact with difficult clients) demands, as well as physical, social, and organizational working conditions.…”