Faculty of Nursing and Midwifery, Tabriz University of Medical Sciences, Tabriz, Iran.
Department of Occupational Health and Ergonomics, Faculty of Health, Tabriz University of Medical Sciences, Tabriz, Iran.
Work. 2022;72(3):1007-1014. doi: 10.3233/WOR-210264.
The limited research has focused on the relationship between work-related stress and self-efficacy in relation to mental health problems in nurses.
This multi-hospital cross-sectional survey investigated the relationships between work-related stress, self-efficacy and mental health status of hospital nurses in Tabriz, Iran.
Four hundred hospital nurses completed a questionnaire including demographic and job details, Health & Safety Executive (HSE) Management Standards Revised Indicator Tool (MS-RIT), General Self-Efficacy (GSE-10) scale, and General Health Questionnaire (GHQ-28). A three-step hierarchical logistic regression modelling was used.
Work-related stress, self-efficacy and mental health problems were significantly related to each other. The results of the regression modelling revealed that working overtime and number of patients cared for were significant positive predictors, while job tenure as well as control and relationships dimensions of work stress were significant negative predictors of mental health problems, with the final model explaining 21% of the variance in the outcome measure. Addition of self-efficacy at step 3 did not result in a significant change in the variance from previous steps.
The results provide further support for stress prevention strategies focused at the job (e.g., better organisation of work demands) and organisational (e.g., improving employee participation and involvement in work) levels.
有限的研究集中在工作相关压力与自我效能感与护士心理健康问题之间的关系上。
本多医院横断面调查研究了伊朗大不里士医院护士的工作相关压力、自我效能感与心理健康状况之间的关系。
400 名医院护士完成了一份问卷，其中包括人口统计学和工作细节、健康与安全执行局（HSE）管理标准修订指标工具（MS-RIT）、一般自我效能感（GSE-10）量表和一般健康问卷（GHQ-28）。采用三步分层逻辑回归模型。
工作相关压力、自我效能感和心理健康问题之间存在显著相关性。回归模型的结果表明，加班和护理的患者人数是显著的正预测因素，而工作年限以及工作压力的控制和关系维度是心理健康问题的显著负预测因素，最终模型解释了 21%的结果衡量指标的变异性。在第 3 步中添加自我效能感并没有导致前几步的方差发生显著变化。
研究结果进一步支持以工作（例如，更好地组织工作需求）和组织（例如，提高员工参与度和工作参与度）层面为重点的压力预防策略。
