فایل ورد کامل انسجام گروهی و تعهد سازمانی: عوامل حفاظتی برای رضایت شغلی پرستار مقیم، خستگی ناشی از دلسوزی، رضایت ناشی از دلسوزی، و فرسودگی شغلی

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بخشی از مقاله انگلیسیعنوان انگلیسی:Group Cohesion and Organizational Commitment: Protective Factors for Nurse Residents’ Job Satisfaction, Compassion Fatigue, Compassion Satisfaction, and Burnout~~en~~

Stress can have detrimental effects on nurse residents’ levels of job satisfaction, compassion, fatigue, and burnout. This can lead to high turnover rates and poor quality of care among novice nurses. Therefore, it is critical to identify protective factors to prevent the onset of negative nurse outcomes (compassion fatigue, burnout, and job dissatisfaction) and to promote positive nurse outcomes (job satisfaction, compassion satisfaction). This study aimed to determine whether factors such as group cohesion and organizational commitment would be protective and moderate the association between stress exposure and posttraumatic stress symptoms and other negative nurse outcomes, thus facilitating positive outcomes. Findings showed that group cohesion was effective in moderating the negative effects of current stress exposure and posttraumatic stress symptoms on negative nurse outcomes, specifically on increased compassion fatigue and burnout, and reduced compassion satisfaction. In addition, organizational commitment was determined to promote positive nurse outcomes such as job satisfaction and compassion satisfaction. The study findings are promising, as retention of quality nurses is a significant problem for hospitals. Nurse managers and hospital administrators should be aware of the benefits of group cohesion and organizational commitment and strive to make the promotion of these factors a priority.

NURSES ARE FREQUENTLY exposed to highly stressful and emotional on-the-job situations, such as the severe illness or death of a patient. In addition, nurses often struggle to provide quality patient care in the face of an overwhelming workload (Emery, 1993). In critical care environments, the high turnover rate of the staff is generally attributed to stress and prevalence of high level of burnout (Oehler & Davidson, 1992). In addition, stress levels are inversely related to job satisfaction among nurses (McGowan, 2001), and nurses with the intention to leave have been found to report less satisfaction with their jobs than those who did not intend to leave (DiMattio, Roe-Prior, & Carpenter, 2010). Overall, the constant exposure to stressful experiences and the high demands of a nursing job often make it difficult for hospitals to recruit and retain an experienced nursing staff. This pattern is particularly true for novice nurses, as job stress among nurses is inversely related to age, years as a nurse, and years in an organization (Ernst, Messmer, Franco, & Gonzalez, 2004). Likewise, among pediatric oncology nurses, newly hired nurses show fewer adaptive coping reactions than experienced nurses and frequently respond to stressful situations with resignation (Hinds et al., 1994).

Nurses are confronted with daily stress, which places them at risk for experiencing compassion fatigue (CF), also known as secondary traumatic stress disorder (STSD). This describes the psychological effects of experiencing a trauma vicariously through the interaction with a traumatized person (Gates & Gillespie, 2008). Similar to posttraumatic stress disorder (PTSD), CF/ STSD can be characterized by symptoms of reexperiencing, avoidance, and physiological arousal caused by the traumatic event. A variety of negative cognitive, emotional, physical, and behavioral symptoms such as aفایل ورد کامل انسجام گروهی و تعهد سازمانی: عوامل حفاظتی برای رضایت شغلی پرستار مقیم، خستگی ناشی از دلسوزی، رضایت ناشی از دلسوزی، و فرسودگی شغلیiety, difficulty concentrating, nausea, and sleep problems can also be characteristic of CF/STSD. Among nurses, secondary traumatic stress is a common problem in a variety of settings. A study of emergency room nurses found that 85% reported at least one symptom of CF/ STSD. In addition, 33% of the emergency nurses met all the criteria for CF/STSD, whereas only 15% met none (Dominguez-Gomez & Rutledge, 2009). A separate study of emergency nurses found that nearly 86% had moderate to high levels of CF/STSD (Hooper, Craig, Janvrin, Wetsel, & Reimels, 2010). Overall, a systematic review of seven studies examining CF/STSD in nurses found that CF/ STSD was reported in all the studies, which included a span of forensic, emergency department, oncology, pediatric, and hospice nurses (Beck, 2011). It is important to note that a preexisting trauma history and the use of maladaptive coping styles have been identified as risk factors for developing CF/STSD (Figley, 1995). Therefore, although the majority of existing research on stress in nurses focuses only on stress acquired while on the job, future research on nurses should extend its scope to explore how preexisting trauma history impacts the onset of CF/STSD.

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