Work stress in nurses returning to tertiary a general hospitals in China after the delivery of their second child: a cross-sectional study

Chen, Kai; Wei, Lili; Zhang, Yan; Jiang, Wenbin; Wang, Jingyuan; Pan, Yueshuai

doi:10.1186/s12913-022-07912-8

Cited by 9 publications

(4 citation statements)

References 32 publications

(26 reference statements)

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“…Five studies (9.62%) addressed job-related wellbeing and working experience at work re-entry. Nurses returning to work after the birth of their second child show a high level of work stress, with the highest score in their mother's role commitment (Chen et al 2022). Work stress seems higher in women with lower family monthly income, time since returning to work, and age of the first child, and in women with higher duration of maternity leave and higher depressive symptoms (Chen et al 2022).…”

Section: Job-related Wellbeing and Working Experiencementioning

confidence: 99%

“…Nurses returning to work after the birth of their second child show a high level of work stress, with the highest score in their mother's role commitment (Chen et al 2022). Work stress seems higher in women with lower family monthly income, time since returning to work, and age of the first child, and in women with higher duration of maternity leave and higher depressive symptoms (Chen et al 2022). On the other hand, women who have access to breastfeeding supporting conditions at their workplace report better job satisfaction (Wolde et al 2021).…”

Section: Job-related Wellbeing and Working Experiencementioning

confidence: 99%

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Returning to work after maternity leave: a systematic literature review

Franzoi,

Sauta,

De Luca

et al. 2024

Arch Womens Ment Health

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Purpose Working women often experience difficulties associated with balancing family and career, particularly if they choose to have children. This systematic literature review aimed at investigating women’s experience in returning to work after maternity leave. Methods The review was conducted using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses. The literature search led to the identification of 52 articles, which underwent data extraction and qualitative analysis. Results Results were organized in 5 categories: (1) Work-life balance; (2) Women’s mental and physical health; (3) Job-related wellbeing and working experience; (4) Breastfeeding. Women’s both mental and physical health seem connected to a longer maternity leave and a greater coworkers’ and supervisors’ support. Returning to work seems to constitute one of the most important barriers for exclusive breastfeeding or breastfeeding continuation. A shorter duration of maternity leave, a higher workload and the lack of occupational policies supporting breastfeeding seem to be hindering factors. Partner and family support, and the opportunity for fathers to work under a flextime system after childbirth seem to increase both breastfeeding initiation and duration. Women who continue breastfeeding after returning to work seem to experience more family-to-work conflict and overload. Conclusions This paper show that there are still many understudied aspects in exploring women’s experience of returning to work after maternity leave. This represents an important gap in the literature, since returning to work represents a particularly critical time in women’s personal and occupational life, in which challenges and barriers may arise, potentially affecting their experience in the immediate future and years to come.

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Section: Job-related Wellbeing and Working Experiencementioning

confidence: 99%

Section: Job-related Wellbeing and Working Experiencementioning

confidence: 99%

Returning to work after maternity leave: a systematic literature review

Franzoi,

Sauta,

De Luca

et al. 2024

Arch Womens Ment Health

View full text Add to dashboard Cite

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“…Consequently, previous research findings have indicated that only 57–69% of nurses who completed the Return to Practice Program were able to successfully re-enter the nursing workforce [ 26 ]. These challenges persist even after returning to work, as reported in subsequent studies [ 27 – 29 ], exacerbated by the absence of family-friendly working conditions, inadequate on-the-job training opportunities, and insufficient ongoing education and mental support to overcome anxiety and regain confidence [ 30 ]. As a consequence, nurses who have returned to work experience a sense of guilt toward both their colleagues and patients for perceived inadequacies in care provision, as well as feelings of guilt toward their families due to the sacrifices necessitated by their work obligations [ 31 ], all of which contribute to higher attrition rates among returners.…”

Section: Introductionmentioning

confidence: 99%

Sustaining the nursing workforce - exploring enabling and motivating factors for the retention of returning nurses: a qualitative descriptive design

Yamamoto,

Nasu,

Nakayoshi

et al. 2024

BMC Nurs

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Background The nursing shortage represents a persistent and urgent challenge within the healthcare industry. One of the most cost-effective and time-efficient solutions to address this issue is the recruitment of inactive nurses to rejoin the nursing workforce, while simultaneously ensuring the long-term sustainability of their careers following their return to work. The aim of this study is to explore the factors that facilitate the retention of nurses who have returned to work, from their perspective. Methods To achieve this aim, a qualitative descriptive design was employed. A total of 15 registered nurses who had not practiced nursing for a minimum of three years prior to their return to work, and had been working as nurses for at least three months following their return, were selected from seven healthcare institutions using convenience sampling. Face-to-face or online semi-structured interviews were conducted, and qualitative inductive analysis was employed to analyze the collected data. Results The analysis revealed five key themes, two of which were related to the enabling factors making it possible for the nurses to continue their work, while the remaining three pertained to the motivating factors driving the pursuit of professional careers. The two themes associated with enabling factors were identified as “Conditions and support that sustain work-life balance” and “A workplace that acknowledges my career, and encourages my growth as an experienced nurse”. The three themes related to motivating factors were entitled “Pride in reconnecting with and contributing to society,” “Cultivating confidence through incremental professional development and future envisioning,” and “Enrichment of my own and my family’s life”. Conclusions Returning nurses constitute a valuable asset for healthcare institutions. To effectively retain these nurses, it is crucial to implement multi-dimensional approaches that enable and motivate them to sustain and enrich their professional and personal lives while continuing their work in the nursing field.

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“…A previous study in China found that the work scheduling of a female healthcare worker, namely a nurse, affected work stress for breastfeeding working women, particularly when returning to work after giving birth. 6 Another issue was caused by the distance between the mother and the baby due to the demands of the workplace, requiring mothers to spend extended hours away from home, leaving their babies unattended. 7 Study by Sattari et al also suggested that work-related stress among breastfeeding female doctors was associated with the availability of lactation breaks at work.…”

Section: Introductionmentioning

confidence: 99%

Related Factors of Work Stress Among Breastfeeding Working Women in Indonesia

Lubis,

Susilowati

2023

MKMI

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Work stress is a common response experienced by workers, including breastfeeding working women, due to stressors arising in the workplace. In the short term, work stress has a negative impact on the productivity and lactation activity of working women. Therefore, this study aimed to investigate the factors associated with work stress among breastfeeding working women. A cross-sectional design was used by distributing the workplace stress scale questionnaire and additional questions to breastfeeding working women. The data used were obtained from 162 respondents spread across Indonesia who were willing to fill out online questionnaires. Subsequently, the collected data were analyzed using the Logistic Regression test. The results indicated that 85 people (52.47%) felt high stress, particularly regarding the lack of opportunity to show ability and talent during work. A statistically significant relationship (p=0.034, aOR= 2.139) was also discovered between the type of family and work-related stress in breastfeeding working women. Although this problem was directly sourced from stressors at work, demographic factors such as the type of family contributed to the stress experienced by breastfeeding working women.

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Work stress in nurses returning to tertiary a general hospitals in China after the delivery of their second child: a cross-sectional study

Cited by 9 publications

References 32 publications

Returning to work after maternity leave: a systematic literature review

Returning to work after maternity leave: a systematic literature review

Sustaining the nursing workforce - exploring enabling and motivating factors for the retention of returning nurses: a qualitative descriptive design

Related Factors of Work Stress Among Breastfeeding Working Women in Indonesia

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