Job satisfaction and emotional distress among nurses providing palliative care: Empirical evidence for an integrative occupational stress-model.

Abstract

This study tested an integrative occupational stress-model with a sample of 209 palliative-care nurses who responded to a survey. Using two hierarchical regression models, including the Job Demand-Control-Support model, the Effort-Reward Imbalance model, and specific palliative care stressors and resources, results showed that best predictors of job satisfaction were job demand, effort, reward, and people-oriented culture, whereas best predictors of emotional distress were reward, professional and emotional demands, and self-efficacy. Finally, using structural equation modeling, a two-factor occupational stress-model was developed, distinguishing job demands and job resources. Results emphasize the importance of using comprehensive and situation-specific models to study stress in specific worker populations, studying positive outcomes in stress research, and increasing job resources at work to prevent stress.

Inductions Buffer Nurses’ Job Stress, Health, and Organizational Commitment

“…13 Inductions can reduce the psychological costs of nursing work because they can shape positive cognitive interpretations and reactions to difficult workplace experiences. This can explain why inductions predict nurses' job satisfaction.…”

The Effect of Globalization on Employee Psychological Health and Job Satisfaction in Malaysian Workplaces

“…Many studies have been conducted using the JD-R model and provide support for its main assumptions. Studies reveal that employees who are exposed to high job demands are likely to experience burnout, while job resources are mainly linked to motivational outcomes such as work engagement and job satisfaction 13,14) . With globalization, employees are exposed to more psychological threats as organizations concentrate more on profit and survival 15) .…”

“…In general, the JD-R model postulates that working conditions, job demands and job resources affect employees' well being (burnout) and motivation (engagement). Job demands have been defined as any "physical, psychological, social or organizational aspects of the job that require sustained physical and/or physical effort 13) ". Job resources refer to those aspects of work that reduce job demands, and function to achieve work goals.…”

Stress at work in nurses providing end-of-life palliative care according to care settings

“…Dans notre modèle du stress occupationnel chez les infirmières en SP [14], le concept de demandes a notamment été rendu opérationnel par la mesure de deux indicateurs. Le premier, les demandes psychologiques, a été introduit en référence aux stresseurs présents dans l'environnement comme par exemple les délais serrés, la surcharge de travail, la complexité de la tâche et les rôles conflictuels [22].…”

“…En termes de ressources, le modèle élaboré dans nos travaux précédents propose entre autres deux indicateurs en lien avec les deux premiers [14]. Premièrement, la latitude déci-sionnelle correspond à la possibilité de prendre des décisions et d'utiliser ses habiletés au travail.…”