Work-related stress, self-efficacy and mental health of hospital nurses

• Published in: Work (Reading, Mass.) Vol. 72; no. 3; pp. 1007 - 1014
• Main Authors: Azemi, Sonia, Dianat, Iman, Abdollahzade, Farahnaz, Bazazan, Ahmad, Afshari, Davood
• Format: Journal Article
• Language: English
• Published: London, England SAGE Publications 01.01.2022; IOS Press BV
• Subjects: Health problems; Mental disorders; Mental health; Modelling; Nurses; Occupational health; Occupational safety; Occupational stress; Questionnaires; Safety management; Self-efficacy; Staff participation; Stress; nursing; psychological; job stress; Mental distress
• ISSN: 1051-9815; 1875-9270
• DOI: 10.3233/WOR-210264

BACKGROUND: The limited research has focused on the relationship between work-related stress and self-efficacy in relation to mental health problems in nurses. OBJECTIVE: 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. METHODS: 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. RESULTS: 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. CONCLUSIONS: 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.