BackgroundSurveys conducted among healthcare workers revealed that nursing staff often face various stressors associated with occupational activities, which reduce their work efficiency. The aim of the study was to establish the level of stress in nurses working at hospitals in Slovenia and to identify stress-related factors.MethodsA cross-sectional epidemiological design and a standardized instrument called the “Nursing stress scale” were used. The sample included 983 nurses from 21 Slovenian hospitals. The research was conducted in 2016.ResultsPrevalence of high level of stress was 56.5% of respondents (M (median)=75). Prevalence of high level of stress and stress factors may be statistically significant attributable to dissatisfaction at work (p<0.001), disturbing factors at work (p<0.001), inability to take time off in lieu after working on weekend (p=0.003), shorter serving (p=0.009), fixed-term work (p=0.007), and an increased number of workdays on Sunday (p=0.030).ConclusionThe stress rate and stress factors are substantially influenced by variables reflecting work organization, competences and skills of healthcare management to work with people. Results reflect the need for nursing management and policy makers to design strategies to ensure adequate staffing, efficient organization and an encouraging work environment.

Aim The aim of the study was to explore the characteristics of nursing work and the correlation with the conditions in nurses’ work environment. Background Although the correlation between nurses’ work characteristics and the safety of health care provision has been confirmed, nurses continue to work in discouraging environments. Method A cross‐sectional study was conducted. A total of 1,744 nurses from 16 Slovenian hospitals participated. Variables included the following: work characteristics, ergonomic conditions at work, the prevalence of low back pain and self‐assessment of conditions in the work environment. Results One nurse was responsible for 17.90 patients per shift (SD = 13.615), shifts were understaffed in 42.9% of cases, and technical assistive devices were available in 30% of cases. Job demands were explained with number of patients/shift (p < .001), job satisfaction (p < .001), availability of assistive devices (p = .001) and the female gender (p = .001). Decision authority was low and explained with a non‐leadership position (p < .001), educational achievement (p < .001), dissatisfaction with the job (p < .001) and the male gender (p = .008). Conclusion A safe patient‐to‐nurse ratio, job satisfaction, availability of assistive devices and fostering decision authority turned out to be important in our study. Implications for Nursing Management Europe is facing an increasing shortage of nurses, so actions for reducing nurse overload and encouraging decision authority are extremely important both for nurses and for patients. Participative leadership and ensuring gender equality in nursing are vital.

The aim of this study was to investigate the work-life quality and related workplace factors of nursing employees working in hospitals during the COVID-19 restrictions. Employees in nursing carry out nursing care at various levels of healthcare. Work-life quality refers to an individual’s feelings concerning work and outcomes and depends on different working characteristics and conditions. Quantitative research based on a cross-sectional study was used. This cross-sectional study included 486 employees in nursing from four Slovenian acute care hospitals. The results showed that most employees in nursing assessed the work-life quality on a moderate level: 76% were satisfied with their work, and 89% assessed their well-being at the workplace as positive. Considering the leaders’ support, the number of patients, adequate information, teamwork, working position, use of days off, and equipment for safe work, we can explain the 53.5% of the total variability of work-life quality. We also found that work-life quality had an essential effect on well-being at the workplace (β = 0.330, p < 0.001) and work satisfaction (β = 0.490, p < 0.001) of employees in nursing. Work-life quality refers to an employees’ feelings about their workplace, and its monitoring is important for higher employees’ well-being and health. For management and policymakers in nursing, it is important to design strategies to ensure an adequate number of competent employees and establish a supportive leadership system. Work-life quality is an important factor in the recruitment and retention of the nursing workforce. Flexible working conditions and policy changes can improve work-life quality and balance. Nursing management must understand the influencing factors of work-life quality to improve nursing employee retention strategies.