Taking the stress out of work

Nash, J.H.

doi:10.1109/emr.2010.5645753

Cited by 2 publications

(3 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Job stress has been shown to have a negative physical and emotional outcome in the literature (Nash, 2010). The study results showed a meaningful inverse relationship between job stress and job satisfaction which concurs with the body of knowledge.…”

Section: Discussion Of Resultssupporting

confidence: 85%

“…Job stress showed the most statistically significant (inverse) link to job satisfaction. The literature concurs that job stress is a severe problem for workers across industries, including faculty across disciplines (Jahanzeb, 2010;Nash, 2010;S. P. Thomas, 2009).…”

Section: Implications For Practicementioning

confidence: 94%

“…"management issues, job design, job stress, physical demands, and the failure to nurture new nurses" (p. 309). Job stress has been associated with negative physical and mental health outcomes (Nash, 2010), poor job satisfaction (Hassell, Archbold, & Stichman, 2011), and eventually to burnout and turnover (Jamal, 2010).…”

Section: Job Stressmentioning

confidence: 99%

See 2 more Smart Citations

Job Stress, Mentoring, Psychological Empowerment, and Job Satisfaction Among Nursing Faculty

Chung

Kowalski²

2012

J Nurs Educ

100

View full text Add to dashboard Cite

The National League for Nursing endorses mentoring throughout nursing faculty's careers as the method to recruit nurses into academia and improve retention of nursing faculty within the academy. A nationwide sample of 959 full-time nursing faculty completed a descriptive survey comprising a researcher-created demographic questionnaire plus Dreher's mentoring scale, Gmelch's faculty stress index, Spreitzer's psychological empowerment scale, and the National Survey for Postsecondary Faculty's job satisfaction scale. Results showed that 40% of the sample had a current work mentor. Variables showed significant relationships to job satisfaction (p < 0.01): mentoring quality (0.229), job stress (-0.568), and psychological empowerment (0.482). Multiple regression results indicated job satisfaction was significantly influenced (p < 0.01) by the presence of a mentoring relationship, salary, tenure status, psychological empowerment, and job stress. The regression model explained 47% of the variance in job satisfaction for the sample.

show abstract

Section: Discussion Of Resultssupporting

confidence: 85%

Section: Implications For Practicementioning

confidence: 94%