Job Stress among Nurses in My Organization with Reference to Chen et al.
’s (2024) Study
“Correlations of factors associated with job values, job stress and job satisfaction among
hospital nursing assistants”
Problem Identification
Job stress among nurses is a significant issue in healthcare organizations globally, including my
organization. Job stress in nursing is the physical and emotional strain caused by the demands of the
job, which can include heavy workloads, long hours, emotional exhaustion, and role ambiguity
(Gmayinaam et al., 2024). These stressors not only affect nurses’ health and well-being but also
impact the quality of care provided to patients. Healthcare organizations, including my organization,
are particularly susceptible to this problem due to the high-pressure environment, the emotional
demands of patient care, understaffing, and the increasing complexity of healthcare delivery. As
nurses are required to manage both their clinical responsibilities and emotional labor, stress levels can
escalate, leading to burnout, decreased job satisfaction, and higher turnover rates. Addressing job
stress is crucial for improving employee well-being and patient outcomes. In the article "Correlations
of Factors Associated with Job Values, Job Stress, and Job Satisfaction Among Hospital Nursing
Assistants," the authors investigate job stress among nursing assistants working in acute care
hospitals, exploring how stress impacts job satisfaction and identifying factors that can mitigate stress.
Although the study focuses on nursing assistants, its findings are directly applicable to nurses, as both
groups work in similar environments and face similar challenges.
Purpose of the Study
The purpose of the study was to investigate the relationships between job values, job stress, and job
satisfaction among nursing assistants working in acute care hospitals. The authors aimed to identify
which factors were most strongly associated with job satisfaction and to determine how job stress and
job values influenced job satisfaction. For my organization, where nurses experience high levels of
job stress, the study’s purpose complies with the need to understand what factors can help mitigate
stress and improve job satisfaction. In the study, the authors specifically looked at how positive job
values, such as recognition and a sense of accomplishment, were linked to higher job satisfaction.
They also examined how job stress, particularly role ambiguity and workload, negatively influenced
satisfaction. These findings suggest that addressing job stress and enhancing job values could lead to
improved job satisfaction and potentially reduce burnout among nurses in my organization. By
fostering a supportive work environment and promoting job values such as achievement and
recognition, the organization may be able to address some of the underlying causes of stress and
dissatisfaction.
Theoretical Framework
Theoretical frameworks are crucial in quantitative research because they provide a structured lens
through which researchers can define variables, develop hypotheses, and interpret relationships
between factors, ensuring that the study is grounded in established theories and concepts (Polit &
Beck, 2021). The theoretical framework of the study is grounded in the concept of job satisfaction and
job stress, with a focus on understanding how personal values, stressors, and the work environment
interact. The study draws from theories of job satisfaction, such as Herzberg's Motivation-Hygiene
Theory, which suggests that job satisfaction is influenced by factors like recognition, responsibility,
and professional growth (intrinsic motivators), as well as external conditions like salary and work
environment (hygiene factors). This framework is particularly relevant to my practice, as it
emphasizes the dual importance of both intrinsic and extrinsic factors in shaping job satisfaction. For
instance, while nurses in my organization may derive intrinsic satisfaction from patient care, the
extrinsic factors such as high workload and insufficient resources may lead to job dissatisfaction. The
findings of the study emphasize the need for a balanced approach that improves both intrinsic job
values, like job accomplishment, and extrinsic conditions, such as work conditions and support from
supervisors. This theoretical framework provides a valuable lens through which to examine the stress
factors in my own organization and how interventions can be designed to enhance both job
satisfaction and the well-being of nursing staff.
Url: https://americansentinel.summon.serialssolutions.com/2.0.0/link?t=1732647749383
References
Chen, Y. C., Wu, F., Su, H., Weng, C., & Yu, W. (2024). Correlations of factors associated with job
values, job stress and job satisfaction among hospital nursing assistants. Nursing Open, 11(7),
1-8. https://doi.org/10.1002/nop2.2222
Gmayinaam, V. U., Nortey, A. N., Sedode, S., Apedo, S. K., Kye-Duodu, G., Kwabla, P., Osei, E., &
Ananga, M. K. (2024). Work-related stress among nurses: A comparative cross-sectional
study of two government hospitals in Ghana. BMC Public Health, 24(1).
https://doi.org/10.1186/s12889-024-19757-3
Polit, D. F., & Beck, C. T. (2021). Nursing research: Generating and assessing evidence for nursing
practice. Wolters Kluwer.
