Tahereh Shafaghat; Mohammad Kazem Rahimi Zarchi; Zahra Kavosi
Abstract
Background: Although all jobs can be stressful, occupational stress is an important issue in jobs that deal with human health. Evidence indicates that nursing is a stressful occupation. Objective: This research evaluated factors affecting occupational stress and strategies for coping with it. Methods: ...
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Background: Although all jobs can be stressful, occupational stress is an important issue in jobs that deal with human health. Evidence indicates that nursing is a stressful occupation. Objective: This research evaluated factors affecting occupational stress and strategies for coping with it. Methods: This cross-sectional descriptive-analytic study was conducted in 2015. The study population comprised all nurses at Shahid Rajaee hospital, from whom 190 nurses were selected by random sampling. Data was collected by questionnaire and analyzed using SPSS software (version 19), Pearson correlation coefficient tests, Mann-Whitney tests, and t tests. Results: Occupational stress was rated as moderate among the studied nurses. Significant positive correlations were found between occupational stress level and less effective coping method, occupational stress level and work experience level, and ineffective coping methods and age. Moreover, a significant difference was seen between men and women in terms of emotion-focused coping. Conclusion: According to the research findings, occupational stress was at a moderate level among the studied hospital nurses, indicating that the authorities need to focus on efforts to reduce occupational stress for nurses.
Dilek Ekici; Kamuran Cerit; Tugba Mert
Abstract
Introduction: Nurses who have difficulty balancing their family role and responsibilities because of intense work pressure tend to leave their current jobs to work in organizations which offer better working conditions, lower workloads, and more managerial support. Objective: This study aimed to determine ...
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Introduction: Nurses who have difficulty balancing their family role and responsibilities because of intense work pressure tend to leave their current jobs to work in organizations which offer better working conditions, lower workloads, and more managerial support. Objective: This study aimed to determine nurses’ work-family conflict (WFC), job satisfaction, and intention to leave the job in a private hospital. Methods: This descriptive study is based on a methodological and causal research design. The population of the study included 98 nurses working in a private hospital. The research model is tested with structural equation modelling (SEM). Results: Nurses working changing shifts reported statistically higher levels of work-to-family conflict and workload than those consistently working daytime shifts. Managerial support and workload explained 48% of WFC. Work structure alone explained 44% of job satisfaction. Job satisfaction and WFC explained 17% of the variance in intention to leave. Conclusion: Nurses who have difficulty balancing their family roles and responsibilities because of intense work pressure tend to leave their current jobs to work in organizations which offer better working conditions, lower workload, and more managerial support. The work structure of nurses should be reorganized in order to enhance nurses’ job satisfaction.
Hanım Seyrek; Dilek Ekici
Abstract
Background: The ‘Organizational Justice’ concept is used in order to determine whether the administrator is fair to his personnel or not. It is said that those who get bullied are usually terrorized, annoyed, excluded, belittled, deprived of resources, isolated and prevented from claiming ...
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Background: The ‘Organizational Justice’ concept is used in order to determine whether the administrator is fair to his personnel or not. It is said that those who get bullied are usually terrorized, annoyed, excluded, belittled, deprived of resources, isolated and prevented from claiming rights. Objective: The purpose of this study is to determine nurses’ perception of organizational justice and its effect on the bullying behaviour they are exposed to. Methods: The cross-sectional study was conducted on nurses at a university hospital and a private hospital in Ankara. In this regard, 250 nurses who had been serving in their respective hospitals for 6 months participated in the study. The variables were measured under 2 categories: bullying and perception of organizational justice. A simple regression analysis was carried out in order to determine the bullying behaviour which causes the nurses’ justice perceptions. Results: According to the survey, the nurses are most likely to perceive injustice in the area of distributional justice. Results revealed that the ratio of nurses who were exposed to bullying in the workplace was 28%. There was a significant and negative relation between the nurses’ distributional justice perception and the bullying they were exposed to. Conclusion: The employees whose organizational justice perceptions are low, display a threatening and negative behaviour towards their colleagues and the institution. They feel themselves to be threatened when they think that they can’t communicate with upper management respectfully and also when they believe that their managers are unjust in performance assessment, in assessing salaries and promotion.
Parvin Ebrahimi; Zainab Malmoon; Rouhollah Zaboli
Abstract
Background: The high workload of nurses in hospitals has been identified as a patient safety and worker stress problem. Psychological empowerment is a motivational concept demonstrated in four dimensions: meaning, competence, self-determination, and impact. Objective: This study investigated the relationship ...
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Background: The high workload of nurses in hospitals has been identified as a patient safety and worker stress problem. Psychological empowerment is a motivational concept demonstrated in four dimensions: meaning, competence, self-determination, and impact. Objective: This study investigated the relationship between nurses’ workloads and psychological empowerment using structural equations modeling (SEM). Methods: This descriptive correlation study was conducted using SEM. The study was conducted at 17 public hospitals affiliated with Iran University of Medical Sciences (IUMS) in the city of Tehran. The population study was nurses employed in critical care departments. Two questionnaires were used to gather data: the NASA and the Psychological Empowerment Questionnaires. Differences in categorical variables were analyzed using one-way analysis of variance (ANOVA). Confirmatory factor analyses were used to confirm the relationships between latent variables and indicator variables; SEM was used to find the direct and indirect effects of nurse’s workload on psychological empowerment. Data analyses were performed using SPSS 18, and all models were tested in LISREL 8.8. Results: Correlations among indicators of nurse’s workload showed that highest correlations were performances (0.61), and the highest correlations among psychological empowerment were competence (0.03). The overall correlations among nursing workloads and psychological empowerment were 0.74. The proposed structural model fit was acceptable (χ2 = 525.5, df = 89, RMSEA = 0.13, GFI = 0.91). Conclusion: Increasing the workload of nurses in hospitals will better engage the nurses and allow them to face new problems they encounter in their jobs.
Zeynep Özsoy; Dilek Ekici
Abstract
Background: The organizational culture, justice, and ethical practices found in nursing services and health services have numerical superiority and a significant importance.Objective: This descriptive study aimed to determine the relationship among ethical behavior, organizational justice and culture ...
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Background: The organizational culture, justice, and ethical practices found in nursing services and health services have numerical superiority and a significant importance.Objective: This descriptive study aimed to determine the relationship among ethical behavior, organizational justice and culture in public and private hospitals.Methods: One hundred fifty-three nurses working for at least 6 months in a private or public hospital in Ankara participated in this study. The questionnaire used in this study consisted of three parts: participant demographic data, the ethical leadership scale, and organizational justice.Results: The perceptions regarding organizational culture and ethical behavior of nurses working in a private hospital were found to be greater than those of nurses working in a public hospital. A statistically significant relationship was found between the nurses’ perceptions of organizational culture and justice. A similar relationship between perceptions of nurses regarding organizational culture and ethical behavior was also noted. The results showed that organizational culture explained 30% of the ethical leadership behavior of managers and 35% of organizational justice.Conclusion: The perceptions of nurses regarding justice and ethical behaviors are significantly affected by their work culture exposed in the case of increasing of non-ethic and non-fair behaviours it was the nurses perceive more strength and role culture.
Chih-Yi Chi; Hsin-Hung Wu; Chih-Hsuan Huang; Yii-Ching Lee
Abstract
Background: The issues of patient safety and healthcare quality have become increasingly important around the world since the 1990s. Many hospitals manage to reduce the number of adverse events (AEs) that can threaten patient safety in healthcare organizations. Assessing the existing patient safety culture ...
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Background: The issues of patient safety and healthcare quality have become increasingly important around the world since the 1990s. Many hospitals manage to reduce the number of adverse events (AEs) that can threaten patient safety in healthcare organizations. Assessing the existing patient safety culture gives hospital management a clear vision of an organization’s strengths and weaknesses. The Safety Attitudes Questionnaire, with its good psychometric properties and great internal consistency, has been used extensively to assess the patient safety culture in healthcare organizations.Objective: Physicians and nurses form the core staff of each organization. With different demographic variables, they might perceive patient safety culture differently. This study purposed to identify critical demographic variables from the viewpoints of physicians and nurses that significantly influence the patient safety culture in a regional teaching hospital in Taiwan.Methods: Linear regression with forward selection was employed in this study to focus on all physicians and nurses using results of a 2015 internal survey in the case hospital. Ten demographic variables were the independent variables, and seven dimensions of the Chinese version of the Safety Attitudes Questionnaire were dependent variables.Results: Four out of 10 demographic variables had significant impacts on 6 out of 7 dimensions (with the exception of emotional exhaustion) from the Safety Attitudes Questionnaire. “Supervisor/manager” and “experience in position” followed by “age” were viewed by physicians and nurses as the most critical variables affecting the patient safety culture in this regional teaching hospital in Taiwan.Conclusion: Assessing an organization’s current patient safety culture provides a significant value to improving patient safety. This study revealed that “supervisor/manager” and “experience in position” are the 2 most important demographic variables influencing the patient safety culture. Hospital management should take heed of the suggestions of staff members regarding these characteristics to continuously enhance their patient safety culture.
Tahereh Shafaghat; Mohammad-Kazem Rahimi-Zarchi; Zahra Kavosi
Abstract
Background: Today, in order to provide desirable health care services, too much emphasis is placed on the physical and mental health of nurses, and job burnout among nurses is introduced as harmful elements to the health of nurses. Objective: This study was performed to evaluate job burnout in Shiraz ...
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Background: Today, in order to provide desirable health care services, too much emphasis is placed on the physical and mental health of nurses, and job burnout among nurses is introduced as harmful elements to the health of nurses. Objective: This study was performed to evaluate job burnout in Shiraz Nemazee Hospital in relation to demographic characteristics. Methods: This research is a cross-sectional and descriptive-analytic study. The research community included all nurses in the whole sections of Nemazee Hospital out of which 245 were selected by classified random sampling as the study sample. A questionnaire was used to collect the data. After collection, data were entered in statistical package for social sciences SPSS software (version 18) and T-test, and analysis of variance (ANOVA) and Kruskal-Wallis tests were used to analyze the variables. Results: The mean score of emotional exhaustion, lack of personal accomplishment and job burnout were at an average level, and depersonalization was at a low level. As regards the intensity of burnout, most nurses were moderate. Between components of depersonalization of job burnout with marital status and age, there was a significant relationship (P<0.05). Also, nurses in neurological wards were allocated the most (62.28%) while nurses in children ward recorded the lowest (49.92%) mean of burnout. Conclusion: According to the findings of this study and in terms of the stressful nature of nursing profession, it is necessary that hospital managers and healthcare authorities pay attention to job burnout in nurses, its level, as well as provide and implement strategies for its prevention, thereby decreasing its effects and risks.