The Impact of Environmental Factors on Nursing Stress, Job Satisfaction, and Turnover Intention

Abstract

Objective The purpose of this study was to investigate relationships between environmental factors of odor, noise, light, and color and perceived stress, job satisfaction, and turnover intention. Background The physical work environment may positively or negatively influence nurses’ stress, and stress may negatively impact their job satisfaction and intention to change jobs. Methods The research questions were answered using a descriptive, correlational design. The sample (n = 116) consisted of medical-surgical nurses working in acute-care settings. A 36-item questionnaire addressed odor, noise, light, color, perceived stress, job satisfaction, and turnover intention. Results Significant relationships were found between noise and perceived stress, perceived stress and job satisfaction, job satisfaction and turnover intention, and perceived stress and turnover intention. Conclusions Nurses tend to overlook their physical environment and “do their job.” Common environmental stressors in the work environment can be stressful to staff and influence job satisfaction and, ultimately, intention to change jobs. Mitigating or eliminating these environmental factors has the potential to improve staff satisfaction and retention. Stress influences nursing job satisfaction and, ultimately, intention to change jobs.

Impact of Job Stress on Job Attitudes and Life Satisfaction in College Lecturers

“…These findings are constant with the prior researches too. According to the results of previous investigations job stress has negative significant association with job performance [38], [39], life satisfaction, job satisfaction and turnover intentions [40]- [42]. Due to job stress the job performance and job satisfaction decreases and the turnover intentions increases [43].…”

The Relationship between Occupational Stress, Employee Engagement and Turnover Intention

“…The results were consistent with previous studies. A study by Fairbrother and Warn (2003) stated that the high level of stress in work reduces employee engagement with the organization and increases potential to leave the organization (Chen, Lin & Lieng, 2010;Applebaum et al, 2010). Employee engagement is negatively related to turnover intention since employee engagement significantly correlated to retention of talent, customer service, performance and productivity (Harter, Schmidt & Hayes, 2002).…”

Causas De Desligamentos E Rotatividade Da Equipe De Enfermagem De Um Hospital De Ensino

“…Não existe indicação para um índice ideal de rotatividade. O que se espera é que a organização consiga reter os colaboradores eficientes e substituir aqueles com déficit no desempenho (1,9) , traduzindo o objetivo institucional de qualidade na oferta de seus serviços assistenciais e, ainda, a consciência da importância dos recursos humanos na obtenção da qualidade (9,10) . A perda de informação nos registros das entrevistas de desligamento (apenas 35,6% dos desligados) limitam os achados deste estudo.…”

“…A equipe de enfermagem é um polo expressivo de demanda de profissionais no ambiente hospitalar (1) e tem papel central na qualidade assistencial prestada a pacientes, cada vez mais complexos e exigentes (7) . Assim, altos índices de rotatividade dessa categoria afetam diretamente a qualidade do cuidado gerando sobrecarga de trabalho aos membros que permanecem na instituição e insatisfação na equipe (6,10) , além de perda de credibilidade perante os pacientes (3,8) . A rotatividade pode influenciar, inclusive, no processo de promoção da saúde e recuperação dos pacientes (3,9) .…”