Stress and Job Satisfaction Of ICU Nurses

Stress and Job Satisfaction Of ICU Nurses

·        Introduction

Stress could be a construct describing the relation of person and setting. It is the response by an individual to stressors within the setting. Selye’s General Adaptation Theory (Selye, 1976) described stress response as bio physiologic in nature. When the person is subjected to a agent, a characteristic syndrome of physical reactions will occur. The stress construct also can be seen as active in a very holistic read of the person. The stress response is often physical, psychological, emotional or spiritual in nature and is usually a combination of these dimensions. Stress, similarly, can arise from one or more dimensions and can be either internal or external.

Lazarus and Folkman (1984) viewed stress as a dynamic and reciprocal relationship between the person and setting. In this theory, stressors can range from catastrophic events to irritating incidents.

Stress and therefore the negative outcomes of stress are recognized as financially pricey to any health care organization. Negative outcomes of job stress among nurses embody ill health, decline in overall quality of care, job dissatisfaction, absenteeism, and staff turnover (Schwab, 1996). Job stress describes the strain related to the skilled or work setting. Tension is made once the stress of the work or the work setting exceed the capability of the person to retort effectively. Job stress varies with each work environment.

Various sources of job stress are known within the nursing work setting. Cohen-Mansfield (1995) divided work connected stressors for nursing into 3 categories: the institutional level, the unit level and therefore the patient level. Leveck and Jones (1996) used four classes of stressors sculpturesque once Hinshaw and Atwood’s Job Stress Scale (JSS) (1983). The JSS measures ability, physical work environment, staffing, and team respect. Other studies have known significant employment, urgency of work to be performed, dying and death of patients, role conflict, and lack of autonomy in practice, lack of social support, poor job fit, insufficient knowledge base, unsafe workplace, and a rapidly changing health care environment as stressors for nurses (Hemingway & Smith, 1999;

·        Job Satisfaction

Job satisfaction has been shown to be closely tormented by job stress. In a metanalysis of variables related to nurses’ job satisfaction, Blegen (1993) identified the variables of age, autonomy, commitment, communication with peers and supervisors, education, fairness, locus of control, professionalism, recognition, stress and years of experience. Blegen’s analysis found stress and commitment to possess the strongest relationship with job satisfaction. Irvine and Evans (1995) additionally found sturdy a robust a powerful} indirect correlation between stress and job satisfaction though not as strong as that found by Blegen. Job satisfaction has additionally been negatively connected to intention to depart and actual turnover (Hinshaw & Atwood, 1983; Irvine & Evans, 1995; worth & Mueller, 1981). Although job satisfaction could be a advanced construct, the strong negative correlation to stress and behavioral intent to leave employment warrants the attention of nursing administrators.

·        Significance of the Study

This study provides info to nursing directors, and educators related to perceived job stress and job satisfaction of ICU nurses in SMC in Bahrain.

Understanding the connection of job stress to job satisfaction can offer direction to nurse directors on the relative importance of reducing stress or increasing alternative job satisfiers. Increased stress or shrivelled job satisfaction will increase the chance of job injury, absence, and workers turnover. This is high-ticket to the organization as overtime hours or by the day facilitate should be used. Tzeng (2002) suggests that directors ought to specialize in those stressors or satisfiers over that they need the foremost influence to alter.

For nurses in clinical follow, the rapid turnover of staff due to stress, lack of satisfaction, or both, reduces the quality of care as new staff must be oriented and group cohesiveness is weakened by constant changes in the group membership on a nursing unit. Increased understanding of each stress and satisfaction factors can prompt nurses to require personal measures to scale back stress, raise their level of expertise, and become proactively involved in improving the operating setting of their organizations (Mee & Robinson, 2003).

·        Problem statement

What is the result of activity stress on job satisfaction of unit nurses in SMC?

·        Purpose of the Study

The purpose of this study is to explore the connection between activity stress and job satisfaction of unit nurses in SMC.

·        Assumption

Based on literature review we tend to assume that there area unit totally different sources of stress have an effect on the extent of satisfaction of unit nurses.

·        Hypotheses

Job stress according by unit nurses are reciprocally associated with job satisfaction.

·        Theoretical Framework

Roy Adaptation Model (RAM) (Roy, 1984) will be used as the theoretical framework for our study. Roy viewed the person as a holistic and complex adaptive system. In the RAM, the environment (stimulus or stressor) and the person (adaptation level) provided the system input. The response control processes were the coping mechanisms, regulator subsystem ( physiologic adaptation), and cognate subsystem (cognitive & emotional appraisal). Effectors were physiological function,

self-concept, role function, and interdependence. System output is either adaptation to the stimulation or ineffective response. The output then provided feedback because the adaptation level of system input.

In the current study, both external stressors associated with the job of nursing in the ICU environment and internal adaptive levels of the nurses in the sample provide the system input. The nurses’ individual coping mechanisms and regulator and cognator subsystems control the psychological and emotional effectors that produce the output of effective or ineffective adaptation. Job satisfaction is that the indicator of the effectiveness of adaptation during this population of nurses.

·        Operational Definition

Stress (independent variable) is an enclosed response to stimuli or pressures that challenge unit nurse’s ability to adapt or cope. This variable are measured victimization the swollen Nursing Stress Scale (ENSS) (see Appendices B) developed by French, Lenton, Walter, and Eyles (2000). This instrument is AN swollen and updated version of the wide used Nursing Stress Scale (NSS) developed by Gray-Toft & Anderson (1981).