Testing the relationship between job stress and satisfaction in correctional nurses

BACKGROUND: Correctional nurses function in a high stress environment due to the nature of their clients and the primacy of environmental security. Job stress and satisfaction are theorized relational concepts that influence intent to stay and turnover as described in the anticipated turnover model. An increased understanding of the nature and sources of stress and satisfaction provides necessary information about correctional nursing. OBJECTIVE: To (a) replicate an earlier study of correctional nurses to determine whether similar findings could be duplicated in a study of prison nurses from another state and (b) test the concepts of stress and satisfaction as represented in the anticipated turnover model. METHODS: Using the Index of Work Satisfaction and the Nurse Stress Index, a correlational mail survey was designed to assess job stress and satisfaction among 454 nurses in a northeastern state prison system. RESULTS: Overall stress scores were not significantly different from the original study despite differences in demographic characteristics. Highest to lowest mean scores on actual sources of satisfaction include physician-nurse interaction, autonomy, professional status, task requirements, organizational policies, and pay. Satisfaction scores were significantly higher in the original study. An inverse relationship exists between job stress and satisfaction among correctional nurses. Job stress was a significant predictor of job satisfaction, supporting the theorized conceptual relationship between job stress and job satisfaction as described in the anticipated turnover model. DISCUSSION: Stress levels and the top two sources of stress were essentially the same for both groups of correctional nurses. Sources of satisfaction are ranked similarly but subscale and overall scores indicate that the nurses in the replication study were more dissatisfied. Findings validate the theoretical proposition in the anticipated turnover model that job stress is a major predictor variable in explaining job satisfaction.     

护士职业认同感、工作压力和满意度及离职意愿调查

目的：了解北京市护士的职业认同感、工作压力和满意度及离职意愿状况。方法：采用方便抽样法抽取北京市19家不同级别医院的1272名护士,用自行设计的护士职业认同感、工作压力和工作满意度及离职意愿问卷对其进行调查。结果：1272名护士认为目前护士的社会地位平均分为36．5±19．7分（中位数为35．0）,27．8％的护士感觉患者对护士比较尊重或非常尊重,57．2％的护士认为工作压力较大或很大,压力来源主要为职业风险高、工作强度大、社会评价不高,30．7％的护士对工作比较满意或非常满意,不满意的原因主要为收入低、职业风险高、工作强度大;35．2％的护士表示不愿意继续从事护理工作,原因主要为收入低、职业风险高和工作强度大;多元线性逐步回归显示护士职业认同的影响因素有护龄和学历,工作压力的影响因素有婚姻状况和医院级别,工作满意度的影响因素有医院级别、职称和职务;Logistic回归显示护士离职意愿的影响因素为医院级别。结论：目前北京市护士的职业认同感评分低,工作压力大,工作满意度低,离职意愿强烈;相关管理部门应采取有效措施,减轻护士工作压力,提高护士工作满意度和职业认同感,减少有离职意愿护士的数量,以稳定护士队伍,保证临床护理质量。     

三级甲等医院护士工作压力源与工作满意度的相关性研究

[目的]调查三级甲等医院护士工作满意度及工作压力源的现状,明确两者之间的关系。[方法]采用护士工作压力源量表、明尼苏达满意度问卷对273名三级甲等医院临床护士进行问卷调查,并对其结果进行分析。[结果]护士工作压力源总分为2.97分±0.69分,各维度得分由高到低依次为工作量及时间分配问题、护理专业及工作方面的问题、病人护理方面的问题、工作环境及资源方面的问题、管理及人际关系方面的问题,护士工作压力与工作目的有关;护士工作满意度总分为58.84分±12.78分,满意度与工作目的有关;护士工作满意度与工作压力呈负相关(P<0.01)。[结论]管理者和临床护士应采取针对性的措施,设法减少或消除护士的工作压力源,提高工作满意度,从而保证护理质量。     

护理人员心理资本对工作满意度与工作绩效的影响研究

目的探讨护理人员心理资本对工作满意度和工作绩效的影响，并验证工作满意度在心理资本和工作绩效关系中的中介作用。方法采用心理资本量表、工作绩效量表和工作满意度量表对5所三级甲等临床教学医院428名护理人员进行调查。结果护理人员心理资本与工作满意度呈正相关（P〈0．01）；护理人员心理资本与工作绩效呈正相关（P〈0．01）；工作满意度在心理资本和工作绩效关系中起到部分中介作用。结论拥有高水平心理资本的护理人员具有更高的工作满意度，同时可以创造更高的工作绩效。     

932名临床护士工作满意度的调查分析

目的了解广州市临床护士工作满意度现状,为提高护士工作满意度提供理论依据。方法采用工作满意指数(the index of work satisfaction,IWS)量表,对广州市7所综合医院的932名护士进行调查。结果临床护士工作满意度总得分为(127.35±15.25)分,其中互相合作得分最高(34.25±5.01)分,收入得分最低(11.57±4.21)分;不同医院等级、职称及职位的护士其工作满意度存在差异,组间比较,均P<0.01,差异具有统计学意义,三级甲等医院护士、主管护师及以上、区护士长及以上的护士工作满意度较高。结论临床护士工作满意度总得分不高,尤其是低收入者。因此,护理管理者应科学评估护理服务的价值,合理分配护士的收入,为护士提供长远的职业规划,以便提高护士工作满意度。     

医护人员工作压力与满意度比较及管理对策

目的：了解医生与护理人员对工作压力和满意度自我评价的差异；探讨工作满意度与工作压力的影响两素。方法：整群抽样方法对某市2所三级医院按科室分布抽取科室，对所选科室的所有在编医生与护士进行问卷调查。结果：工作压力大，工作满意度不高是护理人员与医生普遍感知的问题，而护理人员报告工作负荷重、工作压力大的人数比例高于医生；护士工作满意度低于医生工作满意度。结论：凋查结果对医院管理人员及有关部门制定医院护理人力资源管理对策，合理配备与使用护理人力，减轻医护人员工作负荷与压力，提高其工作满意度有重要现实意义。     

Job stress and job satisfaction among new graduate nurses during the first year of employment in Taiwan

Nurse graduates are leaving their first employment at an alarming rate. The purpose of this study was to explore the relationships between job stress, job satisfaction and related factors over time among these nurses. This study applied a longitudinal design with three follow‐ups after nurse graduates' first employment began. Using convenience sampling, participants were 206 new graduates from a university. The Work Environment Nursing Satisfaction Survey and the Clinical Stress Scale were used in this study. Results indicated that job stress remained moderate across three time points. Participants working 12 h shifts exhibited less job stress. Job satisfaction significantly increased in the twelfth month. Participants working 12 h shifts had a higher degree of job satisfaction. Job stress was negatively correlated with job satisfaction. The 12 h work shifts were related to job stress and job satisfaction. These results implied that health‐care administrators need to provide longer orientation periods and flexible shift schedules for new graduate nurses to adapt to their work environment.     

长沙市临床护士工作满意度和离职意愿的相关性研究

目的了解护士工作满意度和离职意愿情况,分析工作满意度对离职意愿的影响。方法随机抽取长沙市12所医院的515名临床护士,采用问卷调查法,运用工作满意度指数量表及离职意愿量表进行调查。结果长沙市临床护士工作满意度的6个维度水平由高到低依次为：互动合作、职业地位、自主性、组织决策、工作任务和收入。临床护士的离职意愿分值为（2．58±0．32）分。工作满意度各维度与离职意愿呈负相关（P〈0．01）,收入、职业地位、工作任务和自主性4个变量联合解释离职意愿总变异量的21．10％,其中收入对离职意愿的影响最大。结论护理管理者应重视提高临床护士的工作满意度,从而避免离职意愿的产生。     

长沙市二级及以上医院护士职业承诺和工作满意度对留职意愿的影响研究

目的 调查长沙市二级及以上医院护士留职意愿现状,并分析其影响因素.方法 采用护士留职意愿问卷、护士工作满意度量表、职业承诺问卷,对长沙市医疗机构329名护士进行调查.结果 护士留职意愿总分为（19.64±4.12）分,护士工作满意度总分为（126.22±18.04）分,护士职业承诺总分为（70.74±13.59）分;分层回归分析结果显示年龄、工作职务、任职方式、情感承诺、规范承诺、经济成本承诺、机会承诺对护士留职意愿有预测作用（P＜0.01或P＜0.05）.结论 所调查长沙市医疗机构医院护士留职意愿呈中等水平,护理管理者应针对可控影响因素,制订稳定护理人才队伍的相应策略.     

北京市二级甲等医院合同制护士工作满意度调查分析

目的：调查分析北京市二级甲等医院合同制护士工作满意度现状及相关因素,为规范合同制护士管理、稳定合同制护士队伍、提高护理质量提供科学依据。方法：采用问卷调查法,调查北京市18家二级甲等医院的合同制护士356人。结果：合同制护士工作满意度平均得分为3.08±0.55分,总体满意度较低,不满意的占45.5%;满意度最低的项目是福利待遇和专业发展机会;工作压力与工作满意度呈显著负相关。结论：提高福利待遇、创造职业发展机会、减轻工作压力是提高合同制护士工作满意度的有效途径。     

急诊护理人员工作投入对其工作满意度影响分析

目的：探讨急诊护理人员工作投入对其工作满意度的影响,为护理管理者提升护理人员的工作满意度提供参考。方法：采用分层、等比、随机、整群抽样法,抽取成都市46所二级甲等综合医院的281名急诊护理人员,采用工作投入量表和工作满意度量表对其进行调查,采用单因素方差分析法和分层回归分析法对数据进行分析。结果：人口统计学变量对工作满意度的影响差异有统计学意义（P〈0.05）,控制人口统计学变量后,奉献对领导能力满意度变异的影响增加8.3%,对工作成就满意度变异的影响增加20.3%,活力和奉献对社会性满意度变异的共同影响增加28.4%。结论：工作投入的活力维度对工作满意度的社会性满意度维度有正向影响作用,工作投入的奉献维度对工作满意度各维度均有正向影响作用。     

Disordered eating and job stress among nurses

Aim  The purpose of this study was to examine disordered eating behaviours among nurses in the state of Ohio.
Background  Individuals involved in disordered eating tend to report more frequent and higher levels of perceived stress than their counterparts. As nurses regularly perform stressful roles and responsibilities within a high-stress environment, this group may be at elevated risk of disordered eating.
Method  A 65-item survey was mailed to a random sample of 1000 nurses in the state of Ohio.
Results  A total of 435 nurses (47%) returned completed surveys. Most (93%) were registered nurses (RNs) and 87% were over 31 years old. Results indicated that disordered eating differed significantly based on perceived job stress and perceived body satisfaction. Nurses with high levels of perceived job stress and low levels of body satisfaction had higher disordered eating involvement.
Conclusions  Nurses reporting high levels of job stress are at increased risk of disordered eating behaviours. Recommendations for future research are offered.
Implications for nursing management  Employee wellness programmes should be developed that educate and support nurses to make healthy lifestyle choices.     

A multi-factor analysis of job satisfaction among school nurses.

Although job satisfaction has been widely studied among registered nurses working in traditional health care settings, little is known about the job-related values and perceptions of nurses working in school systems. Job satisfaction is linked to lower levels of job-related stress, burnout, and career abandonment among nurses. This study evaluated the level of job satisfaction among a convenience sample of school nurses practicing in California. The Index of Work Satisfaction (IWS) was the instrument used. Although the sampled school nurses rated autonomy and interaction as the most important and satisfying factors contributing to job satisfaction, the overall findings indicated that school nurses are relatively dissatisfied with their jobs.     

重症监护室护士工作压力调查

目的了解重症监护室（ICU）护士工作中主要的压力源及主要的工作压力,为护理管理者有效地帮助ICU护士减轻工作压力提供依据。方法采用问卷调查法对87名ICU护士、83名病房护士的工作压力进行调查分析。结果在护理专业及工作方面的问题、工作量及时间分配问题和患者护理方面的问题有明显差异;主要工作压力均比病房护士高;工作压力随工龄增加明显升高。结论建议管理者减少或消除护士压力源,并对护士进行业务培训和心理压力承受训练,减轻ICU护士各方面负担,提高工作效率。     

“三甲”医院分诊护士工作满意度与疲溃感调查

目的：调查门诊分诊护士的工作满意度和工作疲溃感水平,为提高门诊分诊工作质量提供依据。方法：采用Maslach工作疲溃感量表（MBI）和明尼苏达满意问卷（MSQ）量表,对109名分诊护士进行问卷调查。结果：109名分诊护士工作满意度处于中等水平,工作成就感明显低于常模（P〈0.01）。50%左右的分诊护士处于中高度疲溃感水平,且情绪疲溃感与工作满意度呈负相关（P〈0.01）;与工作成就感和工作满意度呈正相关。结论：门诊护士工作疲溃感水平较高,且与工作满意度呈负相关,应采用适当的激励手段和建立相应的支持系统,降低分诊护士的工作疲溃感,提高其工作满意度,以保证分诊护理质量。     

Nursing stress: the effects of coping strategies and job satisfaction in a sample of Australian nurses

Nursing stress: the effects of coping strategies and job satisfaction in a sample of Australian nurses The study reported in this paper examined relationships between nursing work-related stressors and coping strategies, and their impact upon nurses' levels of job satisfaction and mood disturbance. It was proposed that higher levels of perceived work stress and use of avoidance coping would increase mood disturbance, while problem-focused coping would be associated with less mood disturbance. The study also aimed to explore the possible 'buffering effects' of using humour in coping with stress, and the effect of job satisfaction on the stress-mood relationship. The sample consisted of 129 qualified Australian nurses who volunteered to complete standardized questionnaires, including the Nursing Stress Scale, Ways of Coping Questionnaire, the Coping Humour Scale, Job Satisfaction Scale of the Nurse Stress Index, and the shortened version of the Profile of Mood States. Results revealed a significant positive relationship between nursing stress and mood disturbance, and a significant negative relationship between nursing stress and job satisfaction. The use of avoidance coping and the perception of work overload were found to be significant predictors of mood disturbance. No evidence was found to indicate that the use of humour had a moderating effect on the stress-mood relationship but there was support for the influence of job satisfaction upon this relationship. These results provided some support for a transactional model of stress since situational factors were found to influence the nurses' coping and perceptions of stress.     

护士工作价值观与工作满意度的典型相关分析

[目的]探讨护士工作价值观与工作满意度的关系。[方法]采用工作价值观量表和护士工作满意度量表对794名护士进行调查。[结果]护士的认知型价值观与工作满意度中的工作被认可和表扬、职业的本身特点呈正相关;护士的情感型价值观与工作满意度的工资、补贴呈负相关。[结论]护士工作价值观和工作满意度有关。