Perception of the need for changes was influenced by the assessment of job demands, components of the control scale and, most of all, the scale of social support. The strongest correlation was found between the ability to control and social support. The weakest correlation was shown between the assessment of job demands and other work aspects. Correlation analysis was performed by determining Spearman's correlation coefficient.Results: Correlations between the primary scales, such as job demands, control, social support, well-being, and expectations of changes, were evaluated.The financial difficulties of individual institutions and the overall decline in the number of professionally active nurses mean that the number of nurses employed per 1,000 inhabitants is 5.2 in Poland and is significantly lower than in other European countries, for example in Sweden it is 10.2 in Germany 13 and in Norway 18, 8 ( Healthcare Personnel Statistics - Nursing and Caring Professionals, 2016). This affects negatively their mental and physical health, and can therefore lead to burnout and indirectly hamper the patient's safety ( Pisanti et al., 2011, 2015, 2016 Rudman et al., 2012 Panagopoulou et al., 2015 Welp et al., 2015 Giorgi et al., 2016).So far in Poland no standards have been set for the employment of nurses in hospitals. And finally, what actions should be taken by management to ensure that the nurses have decent physical and mental conditions in their workplace.Many researchers point out that nurses experience a great deal of stress during work because of excessive workload, role ambiguity, and interpersonal conflict.
Classification is usually based on stress models or empirical data containing lists of known potential stressors. A number of studies on the division and classification of the above mentioned risks may be found in the literature. Psychosocial work risks are most often considered in the context of occupational stress. The model considers demands resulting from the performed work, taking into account the pace of work, conflict of the position, and job control, distinguishing cognitive and behavioral control. According to this theory, the imbalance between the above mentioned factors and the individual characteristics of an employee can lead to functional changes at the psychological, physical, and behavioral level and, consequently, to stress ( Cox and Cox, 1993 Leka et al., 2010 Potocka, 2010 Hegney et al., 2015).For at least 20 years, the psychosocial work environment has been analyzed in the literature in terms of its effects on human health using Karasek's demands-control model ( Karasek and Theorell, 1990). They also noticed that stressors can result from individual human characteristics: personality, health status, setting inadequate goals, and acquired experiences ( Basinska and Wilczek-Rużyczka, 2011 Borowiak et al., 2011 Dåderman and Basinska, 2016). According to them, various organizational factors, such as demands, overload, underload, control, ergonomic mismatch, or physical factors may not be the only potential stressors. It presents the division of psychosocial risks into several groups, taking into account the work content, work pace and overload, work schedule, control, environment and equipment, the organizational culture, role in the company, the course of a career, and the work-home relationship ( Hasselhorn et al., 2008 Widerszal-Bazyl, 2009).The creators of the concept of sustainable work design based on the theory of the organization of workplace, stress, and ergonomic principles have identified several factors that may potentially lead to stress load. One of the more useful seems to be the division proposed by Cox and Cox in 1993 and modified by Hasselhorn et al. Farm frenzy 5 free downloadMaterials and Methods SampleWomen accounted for the vast majority of respondents (721, i.e., 90%). Finally, medical issues lead to more rapid onset of diseases. Psychological consequences are related to family life, sexual, and sleep disorders. Behavioral problems, such as alcohol and/or drug abuse, smoking tobacco, aggressive behavior, which are most noticeable to the environment, are first to occur. High levels of demands and low levels of control, on the other hand, may reduce the functioning of an employee in the working environment and entail negative health-related consequences.Literature data indicate that full-blown stress is preceded by behavioral, psychological, and medical problems ( Cieślak and Widerszal-Bazyl, 2000 Hasselhorn et al., 2008 Widerszal-Bazyl, 2009 Basinska and Wilczek-Rużyczka, 2011 Borowiak et al., 2011 Cox et al., 2016 Dåderman and Basinska, 2016). The nurse professional group is strongly feminized (not only in Poland) and it is precisely this group structure, with the apparent dominance of women, that can be the basis for correct conclusions ( Borowiak et al., 2011). Average seniority was about 17 years, whereas average seniority at current position was shorter than total seniority by about 2 years. Every fourth respondent was over 48 years old. Nurses' ages ranged from 20 to 58 years, with mean age of 41 years and deviation of ☙ years. Approximately one in ten respondents held a managerial position. Individuals with higher education, who accounted for nearly 45% of all respondents, dominated in the study group. Download wbs chart pro crackedTo what extend can you influence what happens at work?—20 questions.Part III. What does your work demand?—25 questions.Part II. InstrumentRespondents were asked to complete a standardized questionnaire: “Psychosocial aspects of work” ( Cieślak and Widerszal-Bazyl, 2000 Potocka, 2012) which included 118 questions and comprised of 6 parts:Part I. Participation was voluntary, and all procedures were approved by the Local Bioethics Committee of the Medical University of Bialystok. As some of the respondents did not reply to all questions in the questionnaire, the number of analyzed cases in some of the summary lists may be a few to several dozen less than the overall population. It included 789 nurses working in inpatient health care facilities. Do you expect any changes at work?—20 questions.Part VI. Scale of Desired Changes (DC). How is your well-being?—22 questions.Part V. What support can you expect?—16 questions.Part IV. For the purposes of our research, the results were calculated for each scale and subscale in accordance with the coding principle and key provided by Cieślak et al. These scales are numerical (continuous variable) and they take values from the range 1 to 5 points.
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