A Pilot Feasibility Evaluation of a Heart Rate Variability Biofeedback App to Improve Self-Care in COVID-19 Healthcare Workers

COVID-19 exacerbated burnout and mental health concerns among the healthcare workforce. Due to high work stress, demanding schedules made attuned eating behaviors a particularly challenging aspect of self-care for healthcare workers. This study aimed to examine the feasibility and acceptability of a heart rate variability biofeedback (HRVB) mobile app for improving well-being among healthcare workers reporting elevated disordered eating during COVID-19. We conducted a mixed methods pre-mid-post single-arm pilot feasibility trial (ClinicalTrials.gov NCT04921228). Deductive content analysis of participants' commentary generated qualitative themes. Linear mixed models were used to examine changes in pre- mid- to post-assessment scores on well-being outcomes. We consented 28 healthcare workers (25/89% female; 23/82% Non-Hispanic White; 22/79% nurses) to use and evaluate an HRVB mobile app. Of these, 25/89% fully enrolled by attending the app and device training; 23/82% were engaged in all elements of the protocol. Thirteen (52%) completed at least 10 min of HRVB on two-thirds or more study days. Most participants (18/75%) reported being likely or extremely likely to continue HRVB. Common barriers to engagement were busy schedules, fatigue, and technology difficulties. However, participants felt that HRVB helped them relax and connect better to their body's signals and experiences. Results suggested preliminary evidence of efficacy for improving interoceptive sensibility, mindful self-care, body appreciation, intuitive eating, stress, resilience, and disordered eating. HRVB has potential as a low-cost adjunct tool for enhancing well-being in healthcare workers through positively connecting to the body, especially during times of increased stress when attuned eating behavior becomes difficult to uphold.

Organizational support enhances nurses' work-family enrichment: a person-context interactionist perspective

Introduction

Attaining a favorable work-life balance is a complex and ongoing challenge in the nursing profession. According to a person-context interactionist perspective and the two-factor theory, this study investigated the underlying mechanism by which organizational support impacts work-family enrichment via protective factors (i.e., decent work) and depleting factors (i.e., burnout) among Chinese nurses.

Methods

A descriptive cross-sectional research design was utilized in this study, employing an online questionnaire as the primary method for data collection. The study included 355 nurses who completed a self-reported questionnaire designed to measure variables such as organizational support, decent work, burnout, work-family enrichment, and demographic information. The collected data were analyzed using a chain mediation model in PROCESS macro (Model 6).

Results

The findings of the analysis revealed that nurses reporting higher levels of organizational support also exhibited a greater sense of work-family enrichment. Moreover, the study identified indirect effects of organizational support on work-family enrichment, mediated by decent work and burnout.

Discussion

These findings suggest that targeted interventions aimed at promoting organizational support can contribute to the overall well-being and work-life balance of nurses.

The mediating effect of work-family life balance on the relationship between the sense of coherence and job satisfaction in nurses

The aim of this study was to examine the mediating effect of work-family life balance on the relationship between the sense of coherence and job satisfaction in nurses. The nursing profession is the most likely to be exposed to various stressors and therefore stress in terms of the working environment and conditions, and the responsibilities it undertakes. Therefore, the work-family life balance of nurses may deteriorate. The study was carried out with a descriptive-relational design. The population of the study consisted of 300 nurses who met the criteria for inclusion in the study. The data were obtained by the researchers using the personal information form, the Sense of Coherence Scale (SOC), Minnesota Satisfaction Questionnaire (MSQ) and Work-Family Life Balance Scale (WFLBS). SOC mean score was 52.9 ± 10.7, MSQ mean score was 2.86 ± 0.79, and WFLBS mean score was 3.32 ± 0.66. The mediating role of WFLBS was found to be moderate. Furthermore, 12 % of nurses' WFLBS scores are explained by MSQ. Besides, 14 % of SOC scores are explained by MSQ and WFLBS. As a result of this study, it was determined that the WFLBS among nurses moderately mediated the relationship between the SOC and MSQ.

Perceived stress and markers of ovarian reserve among subfertile women

RESEARCH QUESTION

Is self-reported psychological stress associated with markers of ovarian reserve among subfertile women?

DESIGN

Observational study of women (n = 520) seeking fertility care at the Massachusetts General Hospital who enrolled in the Environment and Reproductive Health study between 2005 and 2019. Women completed the short version of the validated PSS4, which assesses psychological stress. Ovarian reserve markers included AFC and circulating serum levels of day-3 FSH, with AMH assessed in a subset of participants (n = 185).

RESULTS

Higher total PSS4 scores were negatively associated with AFC and serum AMH levels. Analyses adjusted for age, BMI, race, smoking, education, physical activity and type of infertility diagnosis. Women in the second and third tertiles of stress had lower AFC (13.3, 95% CI 12.7 to 13.8; and 13.5, 95% CI 13.0 to 14.1) compared with women in the lowest tertile of psychological stress score (14.3, 95% CI 13.8 to 14.9, both P < 0.05). Women in the second and third tertiles of total PSS4 scores also had lower mean serum AMH compared with women in the lowest tertile (2.99, 95% CI 2.24 to 3.74), and (2.99 95% CI 2.22 to 3.76) versus (3.94 95% CI 3.23 to 4.64). These associations varied by several socioeconomic factors, and were observed among women who were younger, belonging to minority races, with a college degree or with annual household income less than $100,000.

CONCLUSIONS

Higher perceived stress was negatively associated with AFC and serum AMH levels. These associations varied by several socioeconomic factors.

Factors Affecting Nurse Retention Intention: With a Focus on Shift Nurses in South Korea

This study aims to investigate the factors affecting shift nurses' retention to solve the nurse shortage problem. The independent variables were general characteristics, stress response, work-life balance, and grit. The subjects for the study were 214 nurses working in three shifts at three general hospitals in Korea. Data were collected from 1 to 31 August 2022. We used structured tools such as the Nurses' Retention Index, Stress Response Inventory, Work-Life Balance Scale, and Clinical Nurse's Grit Scale. Data analysis was conducted using descriptive statistics, independent sample t-test, one-way variance analysis, Pearson correlation analysis, and hierarchical multiple regression analysis. Age, job satisfaction, and grit were factors that had a significant impact on retention intention. Grit had the greatest impact on retention intention. Additionally, retention intention increased in those aged from 30 to 40 years as compared with those under the age of 30. It is necessary to develop and implement a program that can improve grit to enhance the retention intention of shift nurses. Additionally, it is necessary to actively seek measures to reduce dissatisfaction with nursing jobs, increase satisfaction, and manage human resources considering the characteristics of age groups.

Mixed-methods study protocol for exploring the perception of nurses' resilience in the COVID-19 pandemic: Designing, implementing and evaluation of intervention

BACKGROUND

While the necessity for interventions to build resilient nurses in the COVID-19 pandemic is recognized, there is disagreement about the effective methods for achieving this.

AIM

We present our research protocol that describes plans to design and test an interventional program for promoting nurses' resilience.

DESIGN

This sequential exploratory interventional mixed-methods study is conducted in three phases (qualitative, intervention design, and quantitative).

METHODS

It was funded from May 2021 for 24 months. In phase 1, we explored strategies for promoting resilience in the COVID-19 pandemic from nurses' perspectives (through semi-structured interviews). In phase 2, we will design an interventional program for promoting nurses' resilience (using the qualitative phase and literature review results). We will assess the program's effectiveness on nurses' resilience in a randomized controlled trial in phase 3.

DISCUSSION

Given the different experiences of nurses of resilience in COVID-19, our innovative program can guide future research to enhance nurses' resilience based on specific situations.

Work-life balance and professional quality of life among nurse faculty during the COVID-19 pandemic

Background

The rapid transition to online teaching during the COVID-19 pandemic created additional stress and workload issues for nurse faculty. Burnout has been reported in nurse faculty who cite workplace factors that influence satisfaction and work-life balance as major contributing factors.

Purpose

The purpose of this study was to examine life balance and professional quality of life among nurse faculty (N = 216) in 2021 during the first year of the COVID-19 pandemic and to describe the challenges of delivering virtual learning experiences.

Methods

A cross-sectional design was utilized to survey nurse faculty using the Life Balance Inventory and the Professional Quality of Life Scale. Descriptive statistics and correlations were calculated.

Results

Nurse faculty reported an unbalanced life balance (median = 1.76), average compassion satisfaction (median = 40.00), average burnout (median = 24.00), and low secondary traumatic stress (median = 21.00). Narrative themes included (1) COVID-19 pandemic has made balance nearly impossible, (2) Intentional disconnection from work activities, (3) Challenging/changing priorities, (4) Promoting a healthy work environment, and (5) Moral distress and exhaustion.

Discussion

Understanding the factors that influence nurse faculty delivery of virtual learning experiences during the COVID-19 pandemic may provide opportunities to improve nurse faculty work-life balance and professional quality of life.

Work-Family Balance and Managing Spillover Effects Communicatively during COVID-19: Nurses' Perspectives

Work-family balance has received meaningful attention from researchers and practitioners alike. Work and family are usually seen as two separate domains that are interdependent, with boundaries that have some level of permeability. Crisis situations can alter permeability of these boundaries, enhancing integration of the two domains due to exchange of ideas and spillover of concerns between these domains. This study looks at how these boundaries are impacted for nurses working directly with COVID-19 patients. The study conducted 24 semi-structured interviews with nurses. Through a thematic analysis the study found that the work-family boundaries have blurred due to concerns around the contagiousness and anxiety associated with the virus. In order to cope with these spillover and possible crossover effects, nurses use prosocial distortion and avoidance and create sub-boundaries at home.

Stressors Among Healthcare Workers: A Summative Content Analysis

Healthcare workers are experiencing high stress and burnout, at rates up to 70%, hindering patient care. Studies often focus on stressors in a particular setting or within the context of the pandemic which limits understanding of a more comprehensive view of stressors experienced by healthcare workers. The purpose of this study was to assess healthcare workers’ self-reported major stressors. Between June 2018 and April 2019, U.S. healthcare workers ( N = 2,310) wrote answers to an open-ended question: “What are your biggest stressors as you look back over the last few weeks?” A summative content analysis was used to analyze the data. Healthcare workers described three types of stressors: work stressors (49% of total stressors), personal life stressors (32% of total stressors), and stressors that intersect work and personal life (19% of total stressors). Future research and clinical practice should consider the multi-faceted sources of stress.

Factors associated with the work-self balance of nurses in an advanced medical center

Aim

Balancing between personal and working life of nurses is important to increase their job satisfaction and to continue their careers. Our purpose was to investigate the relationship between nurses and work-self balance (WSB) at different phases of life, such as age, marriage and raising children, and the occupational factors that influence WSB that can be used to improve the work environment for nurses.

Methods

Using a self-administered questionnaire, we asked about gender, age, marital status, presence of children, working hours, and night shift. Occupational stresses, including WSB, were assessed with the New Brief Job Stress Questionnaire (New BJSQ) and the Organizational Justice Questionnaire (OJQ). The total number of unmarried and married respondents was 819. We investigated whether marital status and cohabiting children make a difference in WSB in the three age groups (less than 30 years, 31-40 years, and more than 41 years) using a Mann-Whitney U test. In addition, we examined occupational factors affecting WSB using multiple regression analysis.

Results

The value of WSB negative was significantly greater in the group of married persons than in the group of unmarried persons (p < 0.05) and was significantly greater in the group with cohabiting children than in the group without cohabiting children (p < 0.01) only in the group aged 31-40 years. Multiple regression analysis indicated that significant occupational factors affecting WSB differed by each age group.

Conclusion

This survey showed that the factors and degree of WSB vary according to the generation and family environment of nurses.

Job change among early career nurses and related factors: A postgraduation 4-year follow-up study

AIMS

This study aimed to identify the job change status and related factors among nurses during the first 4 years of their professional life.

BACKGROUND

The early turnover and job change of nurses results in negative patient and nurse outcomes and financial losses.

METHODS

A prospective longitudinal observational design and convenience sampling were used. From five nursing schools in South Korea, 526 individuals participated in the first survey conducted before graduation; 317 and 338 individuals participated in the second and third surveys, respectively (4 months after employment, and 4 years after graduation).

RESULTS

In total, 42.0% of the participants remained at the hospital of their first job, 26.6% switched hospitals, and 12.1% moved to a nonhospital job. Multinomial logistic regression analyses showed that switching hospitals was associated with nurses' grade point average, type of hospital, first job satisfaction, and current pay. Moving to a nonhospital job was related to gender, type of hospital, current pay, and work-life balance.

CONCLUSION

To reduce the early turnover and job change, hospitals should provide educational programmes for nurses, support male nurses, and increase job satisfaction and work-life balance.

IMPLICATIONS FOR NURSING MANAGEMENT

Since this study addresses the working conditions and satisfaction of individuals who were re-employed after experiencing job turnover, it clarifies how nurse managers may reduce turnover. Namely, nurse managers should establish a work environment promoting good work-life balance.

Influence of the Cumulative Incidence of COVID-19 Cases on the Mental Health of the Spanish Out-of-Hospital Professionals

This study aimed to analyze the psychological affectation of health professionals (HPs) of Spanish Emergency Medical Services (EMSs) according to the cumulative incidence (CI) of COVID-19 cases in the regions in which they worked. A cross-sectional descriptive study was designed, including all HPs working in any EMS of the Spanish geography between 1 February 2021 and 30 April 2021. Their level of stress, anxiety and depression (DASS-21) and the perception of self-efficacy (G-SES) were the study’s main results. A 2-factor analysis of covariance was used to determine if the CI regions of COVID-19 cases determined the psychological impact on each of the studied variables. A total of 1710 HPs were included. A third presented psychological impairment classified as severe. The interaction of CI regions with the studied variables did not influence their levels of stress, anxiety, depression or self-efficacy. Women, younger HPs or those with less EMS work experience, emergency medical technicians (EMT), workers who had to modify their working conditions or those who lived with minors or dependents suffered a greater impact from the COVID-19 pandemic in certain regions. These HPs have shown high levels of stress, anxiety, depression and medium levels of self-efficacy, with similar data in the different geographical areas. Psychological support is essential to mitigate their suffering and teach them to react to adverse events.

Person-job fit and work-life balance of female nurses with cultural competence as a mediator: evidence from Nigeria

Objective

This study investigated the mediating effect of cultural competence in the relationship between person-job (P-J) fit and work-life balance among female nurses.

Methods

Participants included 216 (mean age = 31.12; SD = 9.16) female nurses that were conveniently selected from two Federal Teaching hospitals in Nigeria. Three questionnaires via the perceived fit scale, cultural competence scale, and work-life balance scale were utilized for data collection. Data were analyzed using both the Pearson Product Moment Correlation and PROCESS macro statistical tools.

Results

Results revealed that both P-J fit and cultural competence positively and significantly associated with work-life balance. Also, cultural competence partially mediated the relationship between P-J fit and work-life balance of nurses.

Conclusions

The cultural competence enhances the capacity of nurses to balance work and family roles. Therefore, cultural competence training that enhances nurses’ capabilities to handle cultural diversities of patients is essential.

The magnitude and effect of work-life imbalance on cognition and affective range among the non-western population: A study from Muscat

The temporal relationship between work-life balance/imbalance, occupational burnout, and poor mental health outcomes have been widely explored. Little has been forthcoming on cognitive functioning among those with work-life imbalance. This study aimed to explore the rate of work-life imbalance and the variation in neuropsychological functioning. The relationship between affective ranges (anxiety and depressive symptoms) and work-life balance was also explored. The target population in this study are Omani nationals who were referred for psychometric evaluation. The study employs neuropsychology measures tapping into attention and concentration, learning and remembering, processing speed, and executive functioning. Subjective measures of cognitive decline and affective ranges were also explored. A total of 168 subjects (75.3% of the responders) were considered to be at a work-life imbalance. Multivariate analysis showed that demographic and neuropsychological variables were significant risk factors for work-life imbalance including age and the presence of anxiety disorder. Furthermore, participants indicating work-life imbalance were more likely to report cognitive decline on indices of attention, concentration, learning, and remembering. This study reveals that individuals with work-life imbalance might dent the integrity of cognition including attention and concentration, learning and remembering, executive functioning, and endorsed case-ness for anxiety.

Psychological Impact of the COVID-19 Pandemic on Out-of-Hospital Health Professionals: A Living Systematic Review

Health professionals (HPs), especially those working in the front line, have been one of the groups most affected by the COVID-19 pandemic. The objective of this study is to identify the best available scientific evidence on the impact of the COVID-19 pandemic on the mental health of out-of-hospital HPs in terms of stress, anxiety, depression, and self-efficacy. A living systematic review of the literature was designed, consulting the electronic online versions of the CINHAL, Cochrane Library, Cuiden, IBECS, JBI, LILACS, Medline PyscoDoc, PsycoINFO, Scopus, and Web of Science databases in November 2021. Original research was selected, published in either English, Spanish, French, Italian, or Portuguese. In total, 2082 publications were identified, of which 16 were included in this review. The mental health of out-of-hospital HPs was affected. Being a woman or having direct contact with patients showing suspicious signs of COVID-19 or confirmed cases were the factors related to a greater risk of developing high levels of stress and anxiety; in the case of depressive symptoms, it was having a clinical history of illnesses that could weaken their defenses against infection. Stopping unpleasant emotions and thoughts was the coping strategy most frequently used by these HPs.

Psychological Distress Among Women Healthcare Workers: A Health System's Experience Developing Emotional Support Services During the COVID-19 Pandemic

Ensuring the mental health and well-being of the healthcare workforce globally, especially women healthcare workers (HCWs), is an ongoing challenge that has been accentuated by the novel coronavirus (COVID-19) pandemic. Already at high risk of experiencing symptoms of stress, burnout, and depression, women HCWs are now also facing the psychosocial impacts of the COVID-19 pandemic. Although different types of mental health interventions have been introduced to support HCW well-being, the current needs of women HCWs have not been emphasized and replicable processes for developing and implementing specific emotional support services for women HCWs have not yet been well-described in the literature. Therefore, in this perspective, we discuss the approach our institution (University of California, Los Angeles) took for developing emotional support services for women HCWs that incorporate aspects of disaster behavioral health models and address various barriers to support and treatment. In addition, we describe and illustrate the process that we utilized to develop individual-level and institutional-level emotional support services. Finally, based on our institution's experience, we share recommendations for developing emotional support services for women HCWs during the COVID-19 pandemic and other future crises.

Health-related quality of life among intensive care unit workers

OBJECTIVE

To analyse health-related quality of life in a sample of doctors and nurses from 2 intensive care units in the city of Buenos Aires, Argentina.

METHODS

An analytical, cross-sectional and quantitative study. The Spanish version of the SF-36 questionnaire was used, which comprises 8 dimensions grouped into 2 components (physical and mental) and evaluates the health status of respondents on a scale from 0 to 100; the higher the score, the better the perception of health status.

RESULTS

Ninety-five professionals from 2 intensive care units participated, 58% from a private institution and the rest from a public institution. The majority were women (57%), doctors (37%) with an average age of 42 years and with a maximum undergraduate degree and degree (59%). Of the dimensions making up health-related quality of life, the vitality dimension was perceived poorest with an average of 53.3, and physical function was the best evaluated at 87.8. The physical component dimensions were better evaluated than those of the mental component. The variables sex (male), age (> 40 years), presence of chronic diseases, qualification (medical), hourly workload (> 40 h per week) and years of service (> 11 years), seem to have a negative influence on the perception of health-related quality of life.

CONCLUSIONS

Strategies need to be implemented to reduce the impact of work activity on the mental and physical health of health professionals. Strategies for health promotion and the prevention of known psychosocial and ergonomic risks are required, and workloads and duration of working hours need to be adjusted to preserve the integrity of health workers.

Health-related quality of life among intensive care unit workers

OBJECTIVE

To analyse health-related quality of life in a sample of doctors and nurses from 2 intensive care units in the city of Buenos Aires, Argentina.

METHOD

An analytical, cross-sectional and quantitative study. The Spanish version of the SF-36 questionnaire was used, which comprises 8 dimensions grouped into 2 components (physical and mental) and evaluates the health status of respondents on a scale from 0 to 100; the higher the score, the better the perception of health status.

RESULTS

Ninety-five professionals from 2 intensive care units participated, 58% from a private institution and the rest from a public institution. The majority were women (57%), doctors (37%) with an average age of 42 years and with a maximum undergraduate degree and degree (59%). Of the dimensions making up health-related quality of life, the vitality dimension was perceived poorest with an average of 53.3, and physical function was the best evaluated at 87.8. The physical component dimensions were better evaluated than those of the mental component. The variables sex (male), age (>40 years), presence of chronic diseases, qualification (medical), hourly workload (>40h per week) and years of service (>11 years), seem to have a negative influence on the perception of health-related quality of life.

CONCLUSIONS

Strategies need to be implemented to reduce the impact of work activity on the mental and physical health of health professionals. Strategies for health promotion and the prevention of known psychosocial and ergonomic risks are required, and workloads and duration of working hours need to be adjusted to preserve the integrity of health workers.

Influence of Striving for Work-Life Balance and Sense of Coherence on Intention to Leave Among Nurses: A 6-Month Prospective Survey

The increase in the elderly population in need of healthcare services has led to a serious shortage in the nursing workforce. To retain a large nursing workforce, a strong work–life balance among nurses is needed along with a healthy work environment. This prospective study investigates the influence of work–life balance and sense of coherence on intention to leave among hospital nurses. A questionnaire survey was conducted with 2239 nurses as a baseline. The explanatory variables included striving for work–life balance behavior, a sense of coherence in terms of personal resources, and work-, organizational-, and individual-related factors. Using a cohort of 1368 valid responses, we measured intention to leave among 975 nurses with whom we were able to follow up 6 months after the baseline survey. We then performed multiple regression analysis. The behavior striving for work–life balance was shown to influence nurses’ intention to leave. Nurses who exhibited less striving for work–life balance behavior showed higher intentions to leave. The sense of coherence was not identified as a factor affecting intention to leave. Securing a comfortable work–life balance would reduce the nurses’ desire to quit the hospital. To reduce nurse turnover, nurse managers should develop support programs that can help nurses achieve a better work–life balance.

Strain-based work-to-family conflict as a predictor of lumbar and cervical pain in Tunisian nursing staff

Objective. This study aimed to examine the association of the different dimensions and forms of work-family conflict with the occurrence of neck and lower back pain (LBP) in Tunisian nurses. Methods. We conducted a cross-sectional study on nurses assigned to a district hospital in Tunisia. The work-family interface was assessed with the work-family conflict scale of Carlson et al. Psychosocial and organizational constraints at work were assessed through the nursing work index - extended organization in its specific version designed for nurses. Assessment of neck and lumbar pain was carried out with the standardized Nordic musculoskeletal questionnaire. Results. Seventy-two nurses participated in the present study (participation rate = 100%) with a mean age of 42.38 ± 10.85 years. Binary logistic regression analyses retained strain-based work-to-family conflict as a significant determinant of both LBP (p < 10^-3; odds ratio [OR] = 5.07; 95% confidence interval [CI] [2.1, 11.7]) and neck pain (p = 0.001; OR = 6.8; 95% CI [2.13, 22]). Conclusions. Strain-based work-to-family conflict was found to predict lumbar and cervical pain more than the other types of conflict in nursing staff. Thus, reducing strain in health-care settings should be a central component of the preventive approach of musculoskeletal disorders in nursing staff.

Gifts of wise women: A reflection on enduring ideas in nursing that transcend time

In this essay, I propose there are enduring ideas in the works of nurse theorists from the 1960s and 1970s that were valuable not only in the past, but in nursing today as well as in possibly shaping the future of nursing knowledge development. I identify these as gift ideas and draw on the work of Wiedenbach for the gift of dignity in nursing philosophy, and the gifts of dialogue from Orlando, behavioral systems from Johnson, context from Roy, self-care from Orem, and finally the gift of nursing science as emergent in understanding life processes from Rogers. Although the core of nursing knowledge may be elusive, the gift ideas mentioned in this essay provide some guideposts in articulating and developing that core in the present as well as in the future.

A comparative analysis of work-family conflict among staff, managerial, and executive nurses

BACKGROUND

Nurses frequently are caught between the demands of work and family. While studies have explored this issue among staff nurses, none have compared nurse leaders to staff nurses. This study compares work-family conflict (WFC) and family-work conflict (FWC) among staff, managerial, and executive nurses.

METHODS

In this survey design, 20% of registered nurses were randomly sampled across Florida with a 9% response rate. Survey questions included personal, professional, and work environment characteristics and perceptions of WFC/FWC. Analyses of variance tested the differences between- and within-group scores for WFC/FWC for staff, managerial, and executive nurses. Ordinary Least Squares regressions tested the relationships between personal, professional and work environment measures, focusing on the three different nursing roles, and WFC/FWC scores.

FINDINGS

Nurses experienced more WFC than FWC. Staff nurses experienced significantly less WFC than nurse managers and nurse executives (analysis of variance mean difference -0.881 and -2.693, respectively). Nonwhite nurses experienced more WFC and FWC than white nurses. Longer shift length predicted greater WFC. FWC was lower with paid leave for childbirth.

DISCUSSION

Higher WFC among nurse managers and executives may discourage nurses from taking on or staying in leadership roles. Efforts must be taken to decrease WFC/FWC among nurses in these roles.

QUALITY OF LIFE AT WORK AND OCCUPATIONAL STRESS OF NURSING IN AN EMERGENCY CARE UNIT

ABSTRACT Objective: to evaluate and relate quality of life at work and occupational stress in the nursing team in the Emergency Care Unit. Method: a cross-sectional, correlational study conducted with 109 nursing workers working in the Emergency Care Unit of Minas Gerais, Brazil. A questionnaire with demographic and labor profile was used; the occupational stress was verified by the Job Stress Scale, and the quality of life at work by the Walton model. Results: Among the 109 workers, 34.9% were nurses, 53.2% nursing technicians and 11.9% nursing assistants. In analyzing the Job Stress Scale, 14.7% characterize work with high demand, 8.3% active work, 40.4% passive work and 36.7% work with low demand. In assessing quality of life at work, 39.5% are dissatisfied and 60.5% satisfied. The factors associated with dissatisfaction with work, according to the global scale quality of life at work, were female gender, nurse, low support at work, high demand or active work and longer time in the position held. Conclusion: it was found that most nursing workers in the Emergency Care Unit are satisfied with their quality of life at work and exposed to moderately occupational stress, and those most exposed to this stress were dissatisfied with their quality of life at work.

Associação entre qualidade de vida e ambiente de trabalho de enfermeiros

Resumo Objetivo: Verificar a associação entre dados demográficos e laborais, qualidade de vida e ambiente de trabalho dos enfermeiros. Método: Pesquisa transversal e correlacional em hospital universitário terciário. Participaram 143 enfermeiros, por meio de instrumentos autoaplicáveis no período de janeiro a junho de 2017. A relação entre escores da qualidade de vida, ambiente de trabalho e dados demográficos e laborais foi analisada pelo ajuste de modelos de regressão linear múltipla com resposta normal para cada domínio do instrumento. Relações foram estatisticamente significativas se p<0,05. Resultados: O ambiente de trabalho apresentou média de 2,3 e a qualidade de vida 14,1. As associações mostraram significância estatística negativa: trabalho em unidades especiais e fechadas nos domínios físico e psicológico; receberam promoção nos últimos 12 meses no domínio psicológico; avaliados positivamente no domínio social; suporte organizacional no domínio social e trabalham de 36-40 horas semanais no domínio ambiental. As associações positivas foram: estão satisfeitos com o salário nos domínios psicológico e ambiental; controle sobre o ambiente no domínio social e tempo de trabalho de seis a 15 e >20 anos no domínio ambiental. Conclusão: As escalas apresentaram escores favoráveis para qualidade de vida e ambiente de trabalho. As associações mostraram significância estatística em melhores escores de qualidade de vida para os que estão satisfeitos com o salário e com tempo de trabalho acima de seis anos e escores menores para os que trabalham em unidades fechadas e especiais, 36-40 horas semanais e que foram promovidos e avaliados positivamente nos últimos 12 meses.