Al-Aameri Ahmed S
Department of Public Administration, College of Administrative Sciences, King Saud University, Riyadh, Kingdom of Saudi Arabia.
Saudi Med J. 2003 Nov;24(11):1183-7.
This study aims at assessing the different sources of job stress for nurses in a number of public hospitals in Riyadh city, Kingdom of Saudi Arabia. In addition, it intends to find out the most and least perceived sources of stress, and the effect of demographic factors on nurses perception of these sources.
Four-hundred and twenty-four nurses working in a number of public hospitals in Riyadh city were the sample size. A questionnaire was used as a method of data collection. It was distributed through the first half of year 2002. Validity and reliability were examined and the score of Cronbachs alpha was found at.92. Furthermore, a number of statistical techniques such as mean, standard deviation, and regression analysis were used to examine the research questions.
Six possible sources of job stress for nurses in public hospitals were found. These include organizational structure and climate, job itself, managerial role, interpersonal relationships, career and achievement and homework interface. The major sources of stress were the first 3 factors, but they have mixed views on the last 3. Homework interface was not seen as a source of stress for nurses, which may refer to the fact that most of them are expatriate and may have little familial obligations. On the other hand, it was found that the effects of demographic factors on nurses perception of these sources are little. The exception was between age and marital status regarding homework interface factor. It was found that old and unmarried nurses did not see this factor as a stressor on the contrary to young and married ones.
There are many sources of job stress for nurses in public hospitals. The most stressors found were organizational structure and climate, the nursing job itself, and the managerial roles. Public hospitals managers must deal with these and other stressors and manage them more constructively in a way that positive consequences will be maintained, and negative ones will be eliminated. Besides, there are many strategies for coping with job stress that managers should adopt. Finally, it must be noted that these results have to be taken with caution. More research in this area is needed before generalizing the study findings.
本研究旨在评估沙特阿拉伯王国利雅得市多家公立医院护士工作压力的不同来源。此外，旨在找出护士感知到的最大和最小压力源，以及人口统计学因素对护士对这些压力源感知的影响。
以利雅得市多家公立医院工作的424名护士为样本量。采用问卷调查作为数据收集方法。问卷于2002年上半年发放。对问卷的效度和信度进行了检验，克朗巴哈系数α得分为0.92。此外，还使用了一些统计技术，如均值、标准差和回归分析来研究研究问题。
发现公立医院护士工作压力有六个可能来源。这些包括组织结构与氛围、工作本身、管理角色、人际关系、职业与成就以及工作与家庭的衔接。主要压力源是前三个因素，但护士们对后三个因素看法不一。工作与家庭的衔接未被视为护士的压力源，这可能是因为他们大多是外籍人士，家庭负担可能较小。另一方面，发现人口统计学因素对护士对这些压力源的感知影响较小。年龄和婚姻状况在工作与家庭衔接因素方面是个例外。发现年长未婚护士与年轻已婚护士相反，不将此因素视为压力源。
公立医院护士存在许多工作压力源。发现的最大压力源是组织结构与氛围、护理工作本身以及管理角色。公立医院管理者必须应对这些及其他压力源，并以更具建设性的方式进行管理，以保持积极后果并消除消极后果。此外，管理者应采用许多应对工作压力的策略。最后，必须指出，对这些结果要谨慎对待。在推广研究结果之前，该领域需要更多研究。
