Work-Related Stress, Burnout and Job Satisfaction in Turkish Midwives

Öncel, Selma; Özer, Zeynep; Efe, Emine

doi:10.2224/sbp.2007.35.3.317

Cited by 24 publications

(29 citation statements)

References 9 publications

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“…However, studies in Turkish midwives (Bodur , Oncel et al . ) did not find a significant relationship between the length of employment and job satisfaction. Moreover, a study of Estonian midwives found no significant association between job satisfaction and age, ethnicity, work abroad or increased responsibility (Lazarus et al .…”

Section: Discussionmentioning

confidence: 73%

“…In the NEXT study (Stordeur et al 2003) a curvilinear relationship between job satisfaction, age and seniority was found; the scores were higher in the lowest and highest age groups and in the years of seniority and lower after up to 5 years of experience from graduation. However, studies in Turkish midwives (Bodur 2002, Oncel et al 2007) did not find a significant relationship between the length of employment and job satisfaction. Moreover, a study of Estonian midwives found no significant association between job satisfaction and age, ethnicity, work abroad or increased responsibility (Lazarus et al 2005).…”

Section: Discussionmentioning

confidence: 94%

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Job satisfaction and leaving intentions of midwives: analysis of a multinational cross-sectional survey

et al. 2015

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Job satisfaction and leaving intentions of midwives: analysis of a multinational cross-sectional surveyAim To investigate the relationship between turnover intentions and job satisfaction among hospital midwives from seven countries and to determine how the related variables differ between countries. Background Studies investigating professional turnover and job satisfaction among midwives are limited in scope. Method A cross-sectional descriptive survey was used to investigate the intended turnover and job satisfaction relationship among 1190 hospital midwives in European and Asian countries. Data were collected using a set of questionnaires that included questions regarding the leaving intentions of midwives and the McCloskey/Mueller satisfaction scale. Results Midwives were least satisfied with their extrinsic rewards and professional opportunities and with the balance between family and work. Significant differences were found in all domains of job satisfaction according to midwives' intentions to leave their current workplace in hospital or profession of midwife, and to work abroad. Conclusion There are some general satisfying and dissatisfying elements for the profession of midwife across different countries. Implications for nursing management The results highlight the importance of understanding midwives' leaving intentions and related factors across different countries. To prevent midwife turnover, health-care managers should gain greater insight into the early stage of midwives' turnover intention.Keywords: job satisfaction, midwifery, turnover intention Overview of the literatureThe turnover of health-care workers and related determinants have been of interest to researchers from different disciplines for several decades (Coomber & Barriball 2007, Hasselhorn et al. 2008, Simon et al. 2010, Hayes et al. 2012). Ajzen's (1991) theory of planned behaviour has explained factors that predict actual turnover and describe the relationships between a person's attitudes, intentions and turnover behaviour. Attitudes towards behaviour, subjective norms and perceptions of behavioural control have been identified as predictors (i.e. antecedents) of behavioural intentions (Ajzen 1991). Based on this theory, Coomber and Barriball (2007) argued that the cognitive process of turnover intention (i.e. intent to leave) was an important predictor of actual turnover. According to Takase (2010), turnover intent is often triggered by negative psychological responses to organisational, work-related, employment factors or external (i.e. work-life balance) aspects of a job. The psychological responses evolve into gradual withdrawal cognition and behaviours, and lead to actual turnover (Takase 2010).The psychological component of turnover intention is the starting point of the multi-stage turnover reaction (Takase 2010). Coomber and Barriball (2007) described turnover intention (or intent to leave/stay)

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Section: Discussionmentioning

confidence: 73%

Section: Discussionmentioning

confidence: 94%

Job satisfaction and leaving intentions of midwives: analysis of a multinational cross-sectional survey

et al. 2015

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“…This study adopted a descriptive survey design, commonly employed in previous research on this topic [25,38,44,45] . Descriptive research is useful in a study that aims to identify individuals' emotional or psychological responses to a set situation [46] .…”

Section: Designmentioning

confidence: 99%

“…It has been found by previous researchers that an increase in the length of time working as a nurse resulted in lower levels of Emotional Exhaustion [61] and Depersonalisation [44] . It has been suggested that nurses with more work experience report less burnout because of their high professional title, experience, self-control and a well-rounded psychological coping mechanism [20] .…”

Section: Discmentioning

confidence: 99%

Comparing burnout in emergency nurses and medical nurses

Harkin¹,

Melby

2014

Clinical Nursing Studies

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Aims: This paper reports the findings of a study that aimed to determine and compare the prevalence of burnout between emergency nurses and medical nurses, and to examine how burnout was influenced by a range of job-related and personal factors. Methods:The study incorporated a descriptive quantitative design, and based in a Regional General Hospital in the Republic of Ireland, a total population sample of 61 emergency nurses and medical nurses working on one acute medical unit were asked to participate. A validated tool was used to measure burnout levels, and an instrument was designed to capture job-related and personal data that were deemed to be potentially important on the basis of existing evidence.Results: A response rate of 78.6% (n = 48) was obtained. Although the results need to be interpreted with caution, analysis revealed no significant difference in Emotional Exhaustion, Depersonalisation or Personal Accomplishment levels between medical nurses and emergency nurses. The job-related and personal factors of gender, age, marital status and the number of hours worked per week were significantly (p < .05) associated with burnout. Conclusion:The findings of this study consolidate existing knowledge on burnout in nurses and confirm that burnout is prevalent in emergency and medical nurses. The findings have also identified nursing groups that have higher levels of burnout so that burnout reduction measures can be targeted at them.

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“…Many studies have indicated that workers in the health sector are the group most exposed to WPS (Michie, 2002;Rossi, Perrewé , & Sauter, 2006;Hackett, Palmer, & Farrants, 2009;Fiabane, Giorgi, Sguazzin, & Argentero, 2013). WPS is considered a major cause of negative effects on institutions (Brown, 2012), including physical and psychological illness, high turnover and absenteeism (Wright, 2014), family conflict (Oncel, Ozer, & Efe, 2007), violence (Saleh & Saif, 2014), and decline of career commitment (CC) London, 2014).…”

Section: Introductionmentioning

confidence: 99%

Workplace Stress in Comprehensive Health Centers and Its Impact on Career Commitment

Saif¹

2016

IBR

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Considering that workers in healthcare institutions are most at risk of workplace stress (WPS), and that career commitment (CC) is a fundamental requirement for organizational success, this descriptive and quantitative survey study attempts to provide up-to-date details on the extent of WPS and CC and the impact of WPS on CC in Comprehensive Health Centers (CHCs) in Jordan during 2015 and 2016. Four hundred workers were randomly selected from twelve CHCs; the response rate was 73%. The study used the software SPSS version (15.0) for Windows to examine the data. The study produced a number of findings, with the results of mean and standard deviations revealing that the presence of WPS is high and CC is low among CHCs workers. Multiple regression tests showed that high levels of WPS have a negative impact on CC. The study results therefore suggest that appropriate interventions to control WPS may be useful to improve CC in CHCs in Jordan.

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Work-Related Stress, Burnout and Job Satisfaction in Turkish Midwives

Cited by 24 publications

References 9 publications

Job satisfaction and leaving intentions of midwives: analysis of a multinational cross-sectional survey

Job satisfaction and leaving intentions of midwives: analysis of a multinational cross-sectional survey

Comparing burnout in emergency nurses and medical nurses

Workplace Stress in Comprehensive Health Centers and Its Impact on Career Commitment

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