جستجوی مقالات مرتبط با کلیدواژه « استرس کاری » در نشریات گروه « پزشکی »

 Nurses in intensive care units has stressful situation, therefore it is essential to identify effective approaches to decrease stress and increase psychological health for them. Self-compassion can play a role in balancing the mental health of nurses. The aim of this study was to determine the relationship between self-compassion and Job stress of nurses in intensive care units of hospitals affiliated to Zanjan University of Medical Sciences in 2020.

 This study was descriptive correlational cross-sectional study. It conducted on 367 nursing staff in intensive care units hospitals affiliated to Zanjan University of Medical Sciences in 2020. The data collection tool was a questioner consisted of: demographic characteristics; Neff’s Compassion Scale and Gray-Toft and Anderson’s job stress. Data were analyzed by using SPSS 21 software and descriptive and inferential statistical tests.

 The results of Spearman correlation test showed that there is a statistically inverse significant relationship between job stress and self-compassion (P<0.01, r=-0.260). The mean score of self-compassion was 3.36±0.51, which shows a moderate level of self-compassion.

Ethical Considerations:

 This study is approved by the Ethics Committee on Medical Research. Ethical considerations such as completing the informed consent form voluntary participation, explaining research goals, and assurance of confidentiality were observed.

 The results of this study revealed a reverse relationship between self-compassion and job stress of nurses; therefore, policymakers and nursing authorities can take strides in moderating nurses’ job stress and improving their professional performance by education and improvement of nurses’ self-compassion skill.

Ethical leadership provides commitment and loyalty in personnel. Since personnel confidences to their leadership, they won’t find occupation stress. So, they will have no serious decision to leave their organizations. The present study was aimed to diagnose the effects of ethical leadership on nurse's occupation turnover intention. Job stress was examined as a moderating variable between ethical leadership and turnover intention. This research is a descriptive- correlational study in which 180 nurses were enrolled from the nurses employed in the hospitals affiliated to Shahrekord University of Medial Sciences. The instrument of gathering data was a standard questionnaire of ethical leadership, job stress, and turnover intention. Data was analyzed using statistical tests and SPSS software. The results of this study indicated that there was a negative correlation and significant relationship between ethical leadership and turnover intention, and also a positive correlation, and significant relationship between job stress and turnover intention. (P<0.05) (β= 0.58) (β=0.66), respectably. Furthermore, there was a negative correlation, and a significant relationship between ethical leadership and job stress, (P<0.05) (/0- =β29). Ethical leadership could help nurse's job stress decrease and hence, turnover intention declines. Therefore, managers can promote ethical values and decreases job stress factors to increase nurse's trust, loyalty, and organizational commitment to prevent nurses, job turnover.

Stress is a main problem among nurses which affects their professional performance and personal life resulting in conflict between work and life. The aim of this study was to determine the effect of stress management on work-family conflicts. Methods & Materials: In a quasi-experimental two-group study، 64 medical nurses were selected randomly to the study from Shahid lavasani hospital in Tehran. Data were gathered using a questionnaire including demographic characteristics، work-family conflict items، and nursing stress scale. Then، the experimental group participated in a 2-day stress management course. The questionnaire was completed by the participants one month later. Data were analyzed in the SPSS v. 18.

The mean work-family conflict score was 3. 97 in the experimental group at baseline. It declined after the intervention to 3. 357 (P<0. 001). There was statistically significant difference between the two groups on work-family conflict after the intervention (P=0. 007). There was a significant decrease in the job stress from baseline (46. 52) to the post-intervention measurement (35. 61) in the experimental group (P<0. 001). There was a statistically significant difference between the two groups in the mean of job stress after the intervention (P=0. 014).

Stress management education declined work-family conflict and job stress among nurses. This education should be used in nursing clinical and educational training programs.