Role stress in nurses: Review of related factors and strategies for moving forward

Abstract

The aim of this paper was to review the literature on factors related to role stress in nurses, and present strategies for addressing this issue based on the findings of this review while considering potential areas for development and research. Computerized databases were searched as well as hand searching of articles in order to conduct this review. This review identified multiple factors related to the experience of role stress in nurses. Role stress, in particular, work overload, has been reported as one of the main reasons for nurses leaving the workforce. This paper concludes that it is a priority to find new and innovative ways of supporting nurses in their experience of role stress. Some examples discussed in this article include use of stress education and management strategies; team-building strategies; balancing priorities; enhancing social and peer support; flexibility in work hours; protocols to deal with violence; and retention and attraction of nursing staff strategies. These strategies need to be empirically evaluated for their efficacy in reducing role stress.

A study of stress and burnout in nursing students in Hong Kong: A questionnaire survey

“…Stress is intrinsic to nursing and a highly demanding job with poor support, rapidly changing circumstances, shortage of resources and staff, and dealing with death and dying all contribute (Chang et al, 2005). Nursing is emotionally demanding and this interactive stress contributes to the daily stress of nurses (Mann & Cowburn, 2005).…”

“…Environmental factors compound these intrinsic factors and these include difficult patients and their families, relationships with physicians and low institutional commitment to nursing (Chang et al, 2005). In addition to the daily stresses of nursing, nurses are required to undertake continuing professional development (Hogston, 1995) and part-time education (Timmins & Nicholl, 2005).…”

“…In addition to the daily stresses of nursing, nurses are required to undertake continuing professional development (Hogston, 1995) and part-time education (Timmins & Nicholl, 2005). High levels of stress seem to afflict newly qualified nurses and this is associated with entering the clinical setting for the first time whereby they seem to experience lack of confidence through exposure to unfamiliar circumstances (Chang et al, 2005;Chang & Hancock, 2003).…”

“…Recent and extensive coverage has been given to stress in nurses (Chang et al, 2005) and an increasing amount of research has focused on stress in nursing students (Jones & Johnson, 1997, 1999.…”

Predicting absenteeism and turnover intentions in the health professions

“…A recent meta-analysis of the literature relating positive and negative affectivity to job-related attitudes found that p = −0.17 based on a k of 18 with N = 5327 between positive affectivity and turnover intentions and that p = 0.28 based on a k of 35 with N = 8671 between negative affectivity and turnover intentions. 15 Chang et al 16 noted that work demands are related to turnover in nurses.…”