Occupational stress, dyadic adjustment and quality of work‐life in married nurses: Moderating effects of dyadic coping

Fallahchai, Reza

doi:10.1111/ijn.13032

Cited by 8 publications

(18 citation statements)

References 46 publications

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“…For the positive association between working hours and WPV among FHPs, it may be caused by the work-family conflict for females. For most of the females, they need to take care of their families, and long working hours may result in work-family conflict ( 57 ), which may further result in higher work stress and WPV ( 58 , 59 ).…”

Section: Discussionmentioning

confidence: 99%

Gender Differences for the Prevalence and Risk Factors of Workplace Violence Among Healthcare Professionals in Shandong, China

Sun

Zhang

et al. 2022

Front. Public Health

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BackgroundWorkplace violence (WPV) against healthcare professionals (HPs) has been recognized as important occupational health and societal problem in the world. Many studies were also conducted to explore the prevalence, risk factors, and adverse outcomes of WPV against HPs. Although the gender differences in the prevalence and risk factors of WPV against HPs have been implied in many studies, fewer studies were conducted to explore the gender differences for WPV against HPs, especially in China. In this study, we aim to analyze the gender differences in the prevalence and risk factors of WPV against HPs in Shandong, China.MethodsThis study was conducted among HPs with a cross-sectional design. WPV, social-demographic variables, occupational characteristics, physical disease, social support, and depression were evaluated for the participated HPs. The prevalence and risk factors of WPV among male healthcare professionals (MHPs) and female healthcare professionals (FHPs) were analyzed in this study. Student's t-tests, one-way ANOVA, and logistic regressions were performed to test the associated factors of WPV among MHPs and FHPs.ResultsThe prevalence of WPV among MHPs and FHPs was 61.4 and 48.8%, respectively. Being silent was the most common method of response to WPV among MHPs (52.3%) and FHPs (59.2%). For MHPs, the associated factors of WPV were master's degree (odds ratio (OR) =2.20, P < 0.05), bachelor's degree (OR = 2.49, P < 0.001), lower income level (OR = 1.81, P < 0.05), manager (OR = 1.81, P < 0.05), and depression (OR = 1.05, P < 0.001). For FHPs, the associated factors of WPV were a master's degree (OR = 1.58, P < 0.05), more working hours per week (OR = 1.02, P < 0.001), and depression (OR = 1.05, P < 0.001).ConclusionThe prevalence of WPV among MHPs was higher than FHPs, and the associated factors for WPV against HPs were also different among MHPs and FHPs. The findings remind us that some gender-specific interventions are needed to control WPV against HPs.

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Section: Discussionmentioning

confidence: 99%

Gender Differences for the Prevalence and Risk Factors of Workplace Violence Among Healthcare Professionals in Shandong, China

Sun

Zhang

et al. 2022

Front. Public Health

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“…Statistically significant differences between the two groups were found in gestational age, having an occupation, having a partner, past (lifetime) medical conditions, lifetime psychiatric disorders, family psychiatric history, stressful life events, and TEMPS-A mean scores. While having a job and a partner and being devoid of medical or psychiatric conditions and past stressful situations may intuitively boost resilience and increase the coping abilities of a person [ 28 , 29 , 30 ], thus reducing the severity of depressive symptoms [ 31 ], the different distribution of PHQ-9 ≤4 and PHQ-9 >4 in the three trimesters is more difficult to explain. It might be that women scoring >4 on the PHQ-9 carried their depressive symptoms over the period preceding pregnancy, or that they were more susceptible than women scoring ≤4 and developed depressive symptoms sooner.…”

Section: Discussionmentioning

confidence: 99%

Depressive Symptoms during Pregnancy: Prevalence and Correlates with Affective Temperaments and Psychosocial Factors

Mazza

Avallone

Kotzalidis

et al. 2023

JPM

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Pregnancy is a unique experience in women’s life, requiring a great ability of adaptation and self-reorganization; vulnerable women may be at increased risk of developing depressive symptoms. This study aimed to examine the incidence of depressive symptomatology during pregnancy and to evaluate the role of affective temperament traits and psychosocial risk factors in predicting them. We recruited 193 pregnant women, collected data regarding sociodemographic, family and personal clinical variables, social support and stressful life events and administered the Mood Disorder Questionnaire (MDQ), the Patient Health Questionnaire-9 (PHQ-9), and the Temperament Evaluation of Memphis, Pisa, Paris and San Diego-Autoquestionnaire (TEMPS-A). In our sample, prevalence of depressive symptomatology was 41.45% and prevalence of depression was 9.85% (6.75% mild and 3.10% moderate depression). We have chosen a cutoff >4 on PHQ-9 to identify mild depressive symptoms which may predict subsequent depression. Statistically significant differences between the two groups were found in the following factors: gestational age, occupation, partner, medical conditions, psychiatric disorders, family psychiatric history, stressful life events, and TEMPS-A mean scores. In our sample mean scores on all affective temperaments but the hyperthymic, were significantly lower in the control group. Only depressive and hyperthymic temperaments were found to be, respectively, risk and protective factors for depressive symptomatology. The current study confirms the high prevalence and complex aetiology of depressive symptomatology during pregnancy and suggests that affective temperament assessment seems to be a useful adjunctive instrument to predict depressive symptomatology during pregnancy and postpartum.

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“…Research shows significant factors affecting work-life quality are hospital level, age, income, night shift attendance, the patient-to-nurse ratio [13], and balanced work-family needs [14]. They are also associated with the work-life quality of rotating shifts [15], working time, lack of staff and materials, the ability to take the initiative and workplace safety [16], the demands of a hard job, and work stress [17,18].…”

Section: Introductionmentioning

confidence: 99%

The Importance of Monitoring the Work-Life Quality during the COVID-19 Restrictions for Sustainable Management in Nursing

Lorber

Dobnik

2023

Sustainability

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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.

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Occupational stress, dyadic adjustment and quality of work‐life in married nurses: Moderating effects of dyadic coping

Cited by 8 publications

References 46 publications

Gender Differences for the Prevalence and Risk Factors of Workplace Violence Among Healthcare Professionals in Shandong, China

Gender Differences for the Prevalence and Risk Factors of Workplace Violence Among Healthcare Professionals in Shandong, China

Depressive Symptoms during Pregnancy: Prevalence and Correlates with Affective Temperaments and Psychosocial Factors

The Importance of Monitoring the Work-Life Quality during the COVID-19 Restrictions for Sustainable Management in Nursing

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