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Comparison of job stress among different occupations and positions. (A, B) Nurses showed significantly higher levels of stress than doctors did. Each bar graph represents mean (SD). The radar chart for the seven subscales of the Korean occupational stress scale (KOSS) showed the stress character for each group. Significantly different subscales are marked with stars (p<0.05). (C, D) When the doctors group was analyzed further according to positions, there was no significant difference in the KOSS scores between professors and fellows. Each bar graph represents mean (SD). The radar chart for the seven subscales of the KOSS showed that "insufficient job control" was the only different subscale between these two groups. Significant differences between the subscales are marked with stars (p<0.05). a) p<0.01.
Source publication
Background/Aims:
The management of job-related stress among health-care workers is critical for the improvement of healthcare services; however, there is no existing research on endoscopy unit workers as a team. Korea has a unique health-care system for endoscopy unit workers. In this study, we aimed to estimate job stress and job satisfaction amon...
Contexts in source publication
Context 1
... py unit workers. The stress scores did not differ significantly according to lifestyle habits, such as exercise and alcohol, or coffee consumption. When we compared the stress levels be- tween doctors (fellows and professors) and nurses, the nurses had significantly higher stress scores (KOSS: 42.59±6.37 for doctors and 48.92±7.97 for nurses) (Fig. 1A). Among the sev- en subscales of occupational stress, "insufficient job control, " "organizational system, " and "lack of reward" were significant- ly different between doctors and nurses (Fig. 1B, star). Both groups had high stress scores on the "job demand" subscale, which was also a common stress factor for all of the endosco- py ...
Context 2
... doctors (fellows and professors) and nurses, the nurses had significantly higher stress scores (KOSS: 42.59±6.37 for doctors and 48.92±7.97 for nurses) (Fig. 1A). Among the sev- en subscales of occupational stress, "insufficient job control, " "organizational system, " and "lack of reward" were significant- ly different between doctors and nurses (Fig. 1B, star). Both groups had high stress scores on the "job demand" subscale, which was also a common stress factor for all of the endosco- py unit workers, and was the distinguishing feature of the en- doscopy unit workers when they were compared with persons of other ...
Context 3
... compared the stress levels between the professors and the fellows in the doctor group. The total KOSS scores of the professors and fellows were not significantly different from each other (41.72±5.27 and 43.03±6.98, respectively) (Fig. 1C). However, a comparison of the scores on the subscales between the two groups revealed a significant difference in the insuffi- cient job control subscale (Fig. 1D, indicated by the ...
Context 4
... and the fellows in the doctor group. The total KOSS scores of the professors and fellows were not significantly different from each other (41.72±5.27 and 43.03±6.98, respectively) (Fig. 1C). However, a comparison of the scores on the subscales between the two groups revealed a significant difference in the insuffi- cient job control subscale (Fig. 1D, indicated by the ...
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Purpose
The prevalence of reflux esophagitis (RE) has increased recently in Korea. Little is known concerning the prevalence and characteristics of RE in pediatric patients. This study investigated the prevalence and influence of risk factors in endoscopically proven RE in Korea in pediatric patients over a period of 14 years.
Methods
A retrospect...
Citations
... This existing literature identifies healthcare work as one of the most complex and stressful jobs in which employees may obtain experiences that may be impactful for both their physical and mental health and well-being (Jordan et al., 2016;Rink et al., 2023). Nurses, in particular, are consistently exposed to many negative work experiences, including job-related stress, burnout, and physical and mental health problems (Elbejjani et al., 2020;Izdebski et al., 2023;Nam et al., 2016;Riley et al., 2017;Rink et al., 2023;Sharma et al., 2014;Tuxford & Bradley, 2015). The job of hospital nurses necessarily involves handling human suffering and displaying emotional labor (Ingebretsen & Sagbakken, 2016;Nam et al., 2016). ...
... Nurses, in particular, are consistently exposed to many negative work experiences, including job-related stress, burnout, and physical and mental health problems (Elbejjani et al., 2020;Izdebski et al., 2023;Nam et al., 2016;Riley et al., 2017;Rink et al., 2023;Sharma et al., 2014;Tuxford & Bradley, 2015). The job of hospital nurses necessarily involves handling human suffering and displaying emotional labor (Ingebretsen & Sagbakken, 2016;Nam et al., 2016). Workers involved in such human service occupations often suffer higher levels of emotional exhaustion (Annor et al., 2023;Asiedu et al., 2018;Näring et al., 2012). ...
Introduction
Early work-related experiences of newly hired employees can have important implications for their work performance over time and their future health and well-being trajectories. In health care work, such outcomes may hold implications for the services delivered and the patients whose lives depend on them.
Objective(s)
This study was conducted to explore the work-related experiences of newly hired hospital nurses in Ghana.
Methods
Using qualitative methods, thirty-six (36) newly hired nurses in three (3) hospitals in the Eastern Region of Ghana were purposively sampled and interviewed. Thematic network analyses were applied to the data collected.
Results
Five main themes emerged which summarized the experiences of the nurses. The themes indicated that newly hired nurses experienced the nursing profession as stressful and yet fulfilling, different from their preentry expectations with multiple sources of stressors and resources. Religion and faith, family support, and a perceived lack of suitable alternative sources of income emerged as the main motivators of the intention to stay.
Conclusion
The findings suggest a highly stressful and quite unpredictable work environment for newly hired nurses. Despite this, they are determined to stay on the job. Employee assistance programs that have specialized components targeted at providing emotional and psychosocial assistance to newly hired nurses are recommended.
... Nursing staff who reported high levels of life satisfaction, high levels of personal achievement and low emotional exhaustion usually did not work at night and, also, mentioned that they were happy with their professional position. Similar findings regarding work-related stress and satisfaction have been proven in supported by Yang and Baik (2016) and Nam et al. (2016) researches. ...
Background: Job satisfaction has been in the scope of nursing researchers for quite long time. Nurses are the largest group working in healthcare facilities, provide services continuously and their work and behavior affect positively the provision of quality services. Aim: The aim of the present literature review was to investigate in the literature how is approached the job satisfaction of nurses. Results: In the modern literature there is a number of factors that are related to the job satisfaction. Among those factors are the work environment, the nature of the job, the relations with colleagues, financial issues and the ability to to get promotion in the hierarchy. Nurses' work performance and satisfaction from it have been proven to affect the provision of care and being an indicator of quality of healthcare services. Conclusion: Low nurses' job satisfaction has been linked to low quality of care, ineffective care and negative outcomes. In order to have and retain satisfied nursing staff, administration should implement the new leadership models and ways of ensuring the internal and external satisfaction.
... 23 Regarding educational level, most of the participants were graduates which corresponds to a study conducted in the endoscopy unit in Korea. 24 The reason behind this may be due to the fact that, in our country, the ratio of doctors, nurses and technicians heavily favors the nurses (41:51:7), 25 followed by doctors. Government doctors and nurses are, in general, graduates. ...
Background: Job satisfaction of professionals affects health, advancement, performance, and development, as well as the institution, employer, or organization. Healthcare professionals who are satisfied with their job have a higher probability of delivering excellent healthcare. In Bangladesh, the challenges of public health highlight the importance of having a competent healthcare workforce to provide an improved quality healthcare service.
Objectives: The objective of this study was to evaluate the degree of job satisfaction and identify the factors that contribute to it among healthcare providers employed in the BMT unit of DMCH.
Methods: This cross-sectional study was conducted for the period of six months, from July to December 2014. The study population was all the healthcare professionals at the BMT unit of DMCH, Bangladesh. and consisted of doctors (n=20), nurses (n=15), and laboratory technicians (n=5). A semi structured self-administered questionnaire was used to collect the preliminary data. All ethical issues were maintained strictly.
Results: Most (95.0%) of the study respondents were at or below the age of 40 years with a mean (±SD) of 30.1 (±7.92) years. Most of them were female (52.5%), and lab technician, nurse and doctors had a frequency of 12.5%, 37.5%, and 50.0% respectively. Among the study participants, 65.0% were satisfied with their jobs, 35% were dissatisfied. Statistically significant association was found between sex (p=0.011) and profession (p < 0.001) with level of job satisfaction among respondents.
Conclusion: Job satisfaction is important for healthcare professionals, patients, and institutions. Satisfied professionals provide better care, while low job satisfaction leads to turnover and decreased access to care. Individual, job-related, and workplace factors influence job satisfaction. This study evaluated job satisfaction among healthcare providers in Bangladesh and identified contributing factors to inform interventions.
... Our research participants included medical doctors, nurses, and technicians, while other studies focused only on one population such as medical doctors or nurses. Several prior studies also show that nursing subjects had a higher rate of stress than other health professionals [27,28]. Another explanation may be due to the nature of work or working environment in different studies. ...
Stress in healthcare workers is increasingly common in recent times. Stress can have negative effects on the mental health and quality of life of healthcare workers. This study is aimed at measuring the quality of life and determining the relationship between quality of life and stress of health professionals in some hospitals in Vietnam. A cross-sectional descriptive study was conducted on 520 health professionals working at Hanoi Medical University Hospital and Thai Binh Medical University Hospital. The World Health Organization Quality-of-Life Scale (WHOQOL-BREF) and the Depression, Anxiety, and Stress Scale-21 Items (DASS-21) scale were used to assess the quality of life and the stress status of healthcare workers. Multivariate regression was performed to measure the relationships between stress and quality of life. Results showed that the level of stress of health workers according to the DASS-21 scale at mild, moderate, severe, and very severe was 10.7%, 8.7%, 5.6%, and 2.9%, respectively. The mean score of overall quality of life was 60.97 ± 11.39 . Health workers under stress had a decrease in quality of life scores in physical, mental, social, and environmental domains. Stressed health workers had a reduced quality of life. Attention should be paid to providing appropriate interventions to reduce stress and improve the quality of life in healthcare workers.
... A study conducted in China also found that general practitioners with low job satisfaction were associated with higher turnover intention (20). In addition, numerous studies indicated that occupational stress was closely correlated with the job satisfaction of physicians (21)(22)(23). We hypothesized that occupational stress could indirectly affect turnover intention through the mediating role of job satisfaction. ...
Background
There is evidence that occupational stress is a risk factor for turnover intentions. However, the structural relationship between occupational stress and turnover intention among emergency physicians has rarely been studied. This study aimed to examine the pathways of occupational stress on turnover intention through job satisfaction and depressive symptoms among emergency physicians in China.
Methods
A cross-sectional study was conducted in China from July 2018 to August 2018. Data were collected using a structured questionnaire that included demographic characteristics, occupational stress, job satisfaction, depressive symptoms, and turnover intention. Hierarchical linear regression was performed to explore the related factors of turnover intention. Structural equation modeling was used to examine the pathways from occupational stress to turnover intention.
Results
A total of 10,457 emergency physicians completed the questionnaire. The score of turnover intention was 11.34 (SD = 3.25), and the average item score of turnover intention was 2.84 (SD = 0.81). In structural equation modeling, the occupational stress not only had a direct effect on turnover intention (standardized direct effect = 0.311, bias-corrected 95% confidence interval [0.261, 0.361], P < 0.001), but also had an indirect effect through job satisfaction and depressive symptoms (standardized indirect effect = 0.448, bias-corrected 95% confidence interval [0.412, 0.484], P < 0.001). However, the effect of depressive symptoms on turnover intention was weak (standardized coefficient [β] = 0.08, P < 0.001).
Conclusions
Job satisfaction partially mediated the relationship between occupational stress and turnover intention. However, due to the weak effect of depressive symptoms on turnover intention, the mediating role of depressive symptoms between occupational and turnover intention had little practical value. It is recommended that hospital administrators prioritize increasing job satisfaction of emergency physicians to reduce the impact of occupational stress on their turnover intention.
... Among work stress domains, Tao et al. (2018) identified professional and career advancement, work environment and resources, management and interpersonal relationships, and workload and work duration as significant contributors for job satisfaction. Similarly, Nam et al. (2016) conducted a quantitative, cross-sectional survey to investigate the effects of job stress and job satisfaction among 59 health-workers in endoscopy units in Korea. Job stress differed across job positions, with nurses showing significantly higher levels of stress compared to doctors. ...
... They found a negative correlation between job stress and job satisfaction. The most important stressors in the endoscopy unit were identified as job demand, insufficient job control, and job insecurity (Nam et al., 2016). ...
This study identifies some hygiene and motivator factors (work environment, professional identity, job stress) and their influence on job satisfaction among Nigerian psychiatric nurses in diaspora. The study employed a descriptive cross-sectional design in which data was obtained via an online survey. The target population included registered Nigerian nurses working in inpatient psychiatric hospitals in the United States. A combination of purposive sampling and snowballing techniques were used in selecting 109 participants. Two hypotheses were formulated and tested using appropriate statistics. Results showed that work environment, professional identity and job stress had a significant joint predictive influence on job satisfaction [F(3, 95)=8.304; p<.05] and accounted for a significant variance of 22.7%. Further results showed that only work environment (β=.460; p<.05) emerged as a significant positive independent predictor of job satisfaction. The moderating effect of job experience in the relationship between work environment and job satisfaction was not significant (∆R 2 =.0215; F(1,87)=2.2076; p>.05). Suitable recommendations were made in line with the study outcomes.
... 10 The other factors contributing to stress were deficiency of logistics and human resource 7, 8, undesirable relationships with co-workers 11 , relatives, seniors, and visitors. 12 The severe condition of patients also stressed them as the treatment and outcomes would be uncertain, the pain, sufferings, and deaths of the patients. 13 The other stressors were workplace violence, work shifts, and job position. ...
Introduction: Stress among health care professionals is harmful because of adverse psychological and physiological changes, which lead to decrease productivity. This study aimed to explore the experienced causes of stress, its effects and coping strategies among nurses. Methods: In-depth interview was conducted among nurses working in different hospitals of the Pokhara metropolitan, Nepal. The nurses were selected purposively. Data saturation was gained with fifteen interviews. Data analysis was done by adopting the Conventional Qualitative Content Analysis technique and summative analysis process. Results: Three domains were identified from the study – causes of stress, effects of stress, and coping strategies for stress. The causes of stress were workload, lack of proper logistics, insufficient staffs, undesirable relation among colleagues, patient’s condition, patient’s relatives, and visitors, being blamed for other’s mistakes, senior’s behaviors, workplace violence, work- shift, patient’s death, and sufferings, job positions, work-life balance, health condition, job dissatisfaction, dignity and social status, family problems and lack of experience. The effects of stress experienced by the nurses were medication errors, delay of services, loss of concentration in work, degradation of the hospital’s goodwill, headache, insomnia, frustration and depression, lethargy, and loss of appetite. Nurses adopted listening to music, playing games, surfing the internet, watching television, doing household chores, sharing events and incidents, calm down, and crying as the coping strategies for the stress they experienced. Conclusion: Due to several stress factors and their effects, the performance of nurses in a hospital setting was challenging. It was affecting the physical, mental, and social aspects of nurses’ life. However, they adopted coping strategies to help themselves in reducing the level of stress. An environment must be created by family members, organization, management team, nation, concerned authority, and possible stakeholders so that the nurses will be able to work with total concentration, devotion, and commitment.
... Job insecurity, which is associated with temporary job contracts (Balz 2017), also has a moderately strong association with overall job dissatisfaction. This finding is in line with a Korean study that showed those with higher job insecurity have higher job dissatisfaction (Nam et al. 2016). In Saudi Arabia, the expatriate job contracts are typically for one year, and nurses are no exception. ...
Aim
To assess whether expatriate‐specific factors were associated with nurses’ overall job dissatisfaction after controlling for known factors.
Background
Current evidence about job dissatisfaction among nurses in Saudi Arabia is not specific to expatriate nurses. Specific aspects such as job insecurity, fear of litigation, and language barriers have not been assessed in the context of job dissatisfaction.
Introduction
The majority of nurses in the Arab Gulf countries are expatriate. The motive for employment here is purely financial because there is no path to permanent residency.
Methods
This was a cross‐sectional electronic survey of 977 expatriate nurses in Al‐Qassim, Saudi Arabia. The survey included questions on demography, job dissatisfaction (overall and related to salary, workload, and teamwork), job characteristics, job duration as an expatriate, communication issues with patients and doctors, fear of litigation, and job insecurity. We used a hierarchical logistic regression to evaluate whether unique factors were associated with overall job dissatisfaction either as a group, or individually.
Results
The mean age of the nurses was 32 years, and 19% reported overall job dissatisfaction. The unique expatriate factors as a group contributed significantly to the model. Job insecurity, patient communication problems, and shorter job duration were significantly associated with higher overall job dissatisfaction.
Conclusions
Job insecurity, job duration, and patient communication were significant correlates of overall job dissatisfaction among expatriate nurses.
Implications for nursing policy
A longer job contract and organizational initiatives to help new expatriate nurses acculturate will likely decrease feelings of job insecurity and increase job satisfaction.
... First, job stress may result in individuals' negative attitudes and behaviours, which has an adverse impact on job satisfaction. Previous studies also found a negative relationship between job stress and job satisfaction (Nam et al., 2016;Pan et al., 2015). In addition, early studies revealed that job satisfaction is one of the main factors influencing burnout syndrome (Çam, 2001). ...
Job stress, perceived social support, and job satisfaction are important predictors of job burnout. However, few studies have explored the mechanism of job stress on different dimensions of job burnout through perceived social support and job satisfaction among bank employees. In this study, a total of 1464 Chinese bank employees completed the Job Stress Assessment Scale, Perceived Social Support Scale, Minnesota Job Satisfaction Questionnaire and Maslach Burnout Inventory-General Survey. The results showed that job burnout was positively associated with job stress but negatively associated with perceived social support and job satisfaction. Mediating analyses showed that the mediation of perceived social support was different for job burnout than for different job burnout dimensions. Job satisfaction mediated the relationship between job stress and different job burnout dimensions. In addition, the association between job stress and job burnout was sequentially mediated by perceived social support and job satisfaction.
... Job satisfaction that is reduced by noise exposure can adversely affect job stress. The result of this current study is consistent with other studies stating that there is a negative and significant bilateral relationship between work related stress and job satisfaction (Michie, 2002;Nam et al., 2016;Fairbrother, Warn, 2003). ...
Noise exposure is one of the most important physical agents in the workplace which can induce job stress in several ways. The aim of this study was to model the interactions between independent and mediating variables and job stress using structural equation modeling. In this study, Weinstein's noise sensitivity scale, noise annoyance questionnaire, Health and Safety Executive (HSE) job stress questionnaire and job satisfaction scale were used. To assess worker's noise exposure, the 8-hours equivalent continuous A-weighted sound pressure level (L Aeq,8 h), was measured based on ISO 9612 (2009). To achieve the aims of study, the structural equation model was run using R software 3.4.1 and Cytoscape software 3.6.0. Based on the results, while there was a direct positive correlation of noise exposure on total job stress, there were also indirect positive effects through job satisfaction and noise sensitivity as mediator variables. Using hearing protective devices negatively affected total job stress through a direct pathway and an indirect pathway when job satisfaction was a mediator variable. Regarding the total effect of noise exposure and using hearing protection devices on job stress subscales, it can be concluded that noise exposure and using hearing protection devices had greatest effect on colleagues support and demand, respectively. It can be concluded that noise exposure and lack of hearing protective devices have a significant positive effect on job stress among workers of a textile industry. In addition to the direct effect, this factor can induce job stress through noise sensitivity, job satisfaction and noise annoyance. Therefore, measures which can decrease any of the mentioned factors, also can alleviate job stress.
