Keimyung University Dongsan Hospital, Daegu, Republic of Korea.
Department of Nursing, Yeungjin College, Daegu, Republic of Korea.
J Spec Pediatr Nurs. 2024 Oct;29(4):e12437. doi: 10.1111/jspn.12437.
The purpose of this study was to identify the factors influencing pediatric nurses' job stress, including their level of fatigue and partnerships with the parents of patients. This investigation aimed to findings of this study may lead to the development of strategies to reduce pediatric nurse's job stress.
Participants were recruited from pediatric, pediatric intensive care, and neonatal intensive care units across seven general hospitals. Eligibility requires a minimum of 6 months of experience in pediatric nursing. The sample size was determined using the G*power program, considering various variables, including age, marital status, presence of children, and work-related characteristics, leading to a final sample size of 135, adjusted for a 10% dropout rate. Data collection was conducted through self-report questionnaires, and analysis involved frequency, percentage, mean, standard deviation, t-tests, ANOVA, and stepwise multiple regression, using SPSS Statistics 27.0.
This study confirmed a significant correlation between pediatric nurses' fatigue and job stress, with higher levels of fatigue associated with increased job stress. Stepwise regression analysis showed that fatigue and age were significant predictors of job stress among pediatric nurses, explaining 23% of the variance. However, detailed analysis showed that younger nurses had lower job stress scores compared to older nurses. This result suggests that more experienced nurses may experience higher job stress due to increased responsibilities and emotional burdens.
This study identified the need for effective strategies to manage fatigue and reduce job stress among pediatric nurses during the COVID-19 pandemic. Younger nurses, particularly those under 25 and between 26 and 30 years old, experience lower job stress compared to older nurses. Comprehensive support systems should be developed, including workload management, emotional support, and programs to enhance partnerships between nurses and parents. These strategies can improve job satisfaction and the quality of care provided to young patients. Additionally, they ensure a more resilient and effective healthcare workforce during pandemics and similar crises.
本研究旨在确定影响儿科护士工作压力的因素，包括其疲劳程度和与患儿家长的合作关系。本研究旨在为儿科护士工作压力的管理提供参考。
参与者来自七家综合医院的儿科、儿科重症监护病房和新生儿重症监护病房。入选标准为儿科护理工作经验至少 6 个月。根据年龄、婚姻状况、子女情况和工作相关特征等多种变量，使用 G*power 程序确定样本量，最终样本量为 135 人，考虑了 10%的脱落率。通过自填式问卷收集数据，使用 SPSS Statistics 27.0 进行频率、百分比、均值、标准差、t 检验、方差分析和逐步多重回归分析。
本研究证实了儿科护士疲劳与工作压力之间存在显著相关性，疲劳程度越高，工作压力越大。逐步回归分析显示，疲劳和年龄是儿科护士工作压力的显著预测因素，解释了 23%的方差。然而，详细分析表明，与年长护士相比，年轻护士的工作压力评分较低。这一结果表明，由于责任增加和情绪负担加重，经验丰富的护士可能面临更高的工作压力。
本研究确定了在 COVID-19 大流行期间，需要采取有效策略来管理儿科护士的疲劳和工作压力。年轻护士，尤其是 25 岁以下和 26-30 岁的护士，与年长护士相比，工作压力较低。应制定全面的支持系统，包括工作量管理、情感支持以及增强护士与家长合作关系的方案。这些策略可以提高工作满意度和对年轻患者的护理质量。此外，它们可以确保在大流行和类似危机期间，医疗保健工作队伍更有弹性和更有效。
