Anxiety, worry, and job satisfaction: effects of COVID-19 care on critical care anesthesiologists

Objective: To assess the critical care nurses’ perception of their caring behaviors and factors affecting these behaviors.Methods: Participants of this descriptive correlational exploratory study included 277 critical care nurses selected conveniently from nurses worked in all critical care units in King Khalid Hospital, Jeddah. A self-reported questionnaire namely, “Critical Care Nurses Caring Behavior Perception” developed by the researchers after reviewing related literature was used to assess caring behaviors and their affecting factors as perceived by critical care nurses.Results: Seventy percent of the nurses aged between 31 to 50 years old and more than half of nurses had ICU experience ranged from 6 to 10 years, while two thirds of nurses had no previous training about caring behaviors. The study findings revealed that the majority of nurses had high scores of perceived caring behaviors, whereas the mean of their perception was 296.96 ± 18.32. There was a statistical significant positive relationship between nurses’ perception and their work circumstances, workload, job satisfaction, educational background and patient characteristics.Conclusions: It is important to consider critical units’ circumstances, nurses’ educational background, job satisfaction, as well as the nature of critically ill patients in order to promote nurses awareness and implementation of caring behaviors. Moreover, replication of the current study using qualitative approach for in-depth analysis of the impact of factors could affecting caring behaviors on nurses’ perception in various highly specialized critical care units.

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The relationship between practice environment, job satisfaction and intention to leave in critical care nurses

Nursing in Critical Care ◽

10.1111/nicc.12737 ◽

2021 ◽

Author(s):

Faisal S. Alenazy ◽

Zoe Dettrick ◽

Samantha Keogh

Keyword(s):

Job Satisfaction ◽

Critical Care ◽

Intention To Leave ◽

Critical Care Nurses ◽

Practice Environment ◽

The Relationship

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Managers' leadership and critical care nurses' intent to stay

American Journal of Critical Care ◽

10.4037/ajcc1999.8.6.361 ◽

1999 ◽

Vol 8 (6) ◽

pp. 361-371 ◽

Cited By ~ 128

Author(s):

DK Boyle ◽

MJ Bott ◽

HE Hansen ◽

CQ Woods ◽

RL Taunton

Keyword(s):

Job Satisfaction ◽

Critical Care ◽

Nurse Managers ◽

Intent To Stay ◽

Reliability And Validity ◽

Group Cohesion ◽

Critical Care Nurses ◽

Staff Nurse ◽

Power And Influence ◽

Instrumental Communication

BACKGROUND: Cyclical fluctuations in turnover of critical care nurses are a large and complex problem. Managers' leadership characteristics may be a determinant of critical care nurses' intent to stay in the job. OBJECTIVE: To examine the direct and indirect effects of nurse-managers' characteristics of power, influence, and leadership style on critical care nurses' intent to stay in the nurses' employment positions. METHODS: The sample was 255 staff nurses in intensive care units at 4 urban hospitals. Established instruments with sound reliability and validity were used to assess the predictor, intervening, and outcome variables. Path analysis was used to examine the relationships in a conceptual model of intent to stay. RESULTS: The model explained 52% of the variance in intent to stay, and managers' characteristics were significant at each stage. Managers' position power and influence over work coordination had a direct link to intent to stay; structuring expectations and consideration contributed indirectly through the variables of instrumental communication, autonomy, and group cohesion. Instrumental communication, autonomy, and group cohesion decreased job stress and thus increased job satisfaction. Job satisfaction was directly linked with intent to stay. CONCLUSIONS: Inclusion of nurse-managers' characteristics explained more variance in intent to stay than did previous models. Managers with leadership styles that seek and value contributions from staff, promote a climate in which information is shared effectively, promote decision making at the staff nurse level, exert position power, and influence coordination of work to provide a milieu that maintains a stable cadre of nurses.

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Job satisfaction among critical care nurses

American Journal of Critical Care ◽

10.4037/ajcc1992.1.3.37 ◽

1992 ◽

Vol 1 (3) ◽

pp. 37-44 ◽

Cited By ~ 11

Author(s):

JK Stechmiller ◽

HN Yarandi

Keyword(s):

Job Satisfaction ◽

Critical Care ◽

Job Stress ◽

Critical Care Nurses ◽

Path Model ◽

Work Related ◽

Job Motivation ◽

Dependent Variables ◽

Situational Stress ◽

Task Identity

OBJECTIVE: To develop a conceptual path model to explain the effects of a set of personal and work-related independent variables and the dependent variables of situational stress, job stress and job motivation on job satisfaction among critical care nurses. DESIGN: A prospective descriptive study using a conceptual path model. SETTING: Nine hospitals licensed for at least 250 beds in the northeastern, northwestern, northcentral, and southern regions of Florida. SAMPLE: Three hundred female critical care nurses employed in the nine hospitals who had worked full-time for at least 3 months. MEASUREMENTS: Subjects were administered a demographic and work survey questionnaire, Daily Hassles Instrument, Psychological Hardiness Test and the Job Diagnostic Inventory. MAIN OUTCOME MEASURES: A conceptual path model was constructed to illustrate the effects of a set of personal and work-related independent variables and the dependent variables of situational stress, job stress and job motivation on job satisfaction. MAIN RESULTS: Path analysis of a job satisfaction model resulted in a causal progression of situational stress leading to either job stress or job motivation, both affecting job satisfaction. The results showed that job stress, job motivation, job expectations, meaningful work, knowledge of work results, commitment to career, health difficulties, task identity, supervision, dealing with others at work, opportunity for advancement, pay and job security had a significant effect on job satisfaction. CONCLUSION: Thirteen variables had a significant effect on job satisfaction and explained 63% of the variance. The four most significant effects on job satisfaction were opportunities for advancement, meaningfulness of work, pay and supervision. Commitment to the career, task identity and job security had a modest effect on job satisfaction.

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Moral Distress of Staff Nurses in a Medical Intensive Care Unit

American Journal of Critical Care ◽

10.4037/ajcc2005.14.6.523 ◽

2005 ◽

Vol 14 (6) ◽

pp. 523-530 ◽

Cited By ~ 257

Author(s):

Ellen H. Elpern ◽

Barbara Covert ◽

Ruth Kleinpell

Keyword(s):

Job Satisfaction ◽

Intensive Care Unit ◽

Critical Care ◽

Intensive Care ◽

Moral Distress ◽

Medical Intensive Care Unit ◽

Well Being ◽

Individual Characteristics ◽

Medical Intensive Care ◽

Distress Scale

• Background Moral distress is caused by situations in which the ethically appropriate course of action is known but cannot be taken. Moral distress is thought to be a serious problem among nurses, particularly those who practice in critical care. It has been associated with job dissatisfaction and loss of nurses from the workplace and the profession.• Objectives To assess the level of moral distress of nurses in a medical intensive care unit, identify situations that result in high levels of moral distress, explore implications of moral distress, and evaluate associations among moral distress and individual characteristics of nurses.• Methods A descriptive, questionnaire study was used. A total of 28 nurses working in a medical intensive care unit anonymously completed a 38-item moral distress scale and described implications of experiences of moral distress.• Results Nurses reported a moderate level of moral distress overall. Highest levels of distress were associated with the provision of aggressive care to patients not expected to benefit from that care. Moral distress was significantly correlated with years of nursing experience. Nurses reported that moral distress adversely affected job satisfaction, retention, psychological and physical well-being, self-image, and spirituality. Experience of moral distress also influenced attitudes toward advance directives and participation in blood donation and organ donation.• Conclusions Critical care nurses commonly encounter situations that are associated with high levels of moral distress. Experiences of moral distress have implications that extend well beyond job satisfaction and retention. Strategies to mitigate moral distress should be developed and tested.

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