Thesis--University of Maryland. / Vita. Photocopy of typescript. Ann Arbor, Mich. : University Microfilms International, 1977. -- 21 cm. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 103-108).

Thesis--University of Maryland. / Vita. Photocopy of typescript. Ann Arbor, Mich. : University Microfilms International, 1977. -- 21 cm. Includes bibliographical references (leaves 103-108).

Thesis--Columbia University. / Bibliography: leaves 138-141.

Thesis (M.S.)--University of Michigan, 1995.

Thesis (M.S.)--University of Michigan, 1995.

Thesis (M.S.)--University of Michigan, 1990.

Thesis (M.S.)--University of Michigan, 1990.

The purpose of this research is to explore the work stress and job satisfaction of intensive care unit and labor and delivery nurses. Nursing stress is thought to impact nursing job satisfaction and nursing stress and job satisfaction is thought to play a role in nursing turnover, performance, burnout, and mental well-being. An integrative review of the literature surrounding these topics will be conducted for this thesis. Nursing shortages and the quality of patient care are two major problems facing hospitals around the world. Because different areas of nursing encounter different situations and circumstances, it is important to look at individual areas of nursing to determine which aspects are related to specific nursing units. This thesis examines intensive care unit nurses and labor and delivery unit nurses in particular. These two areas of nursing were chosen for this synthesis because of the differences in the type of outcomes they encounter. The major difference separating the two being work-related exposure to death. In this integrated review of the literature, I attempt to inform hospital staff of the different facets of nursing that require intervention in order for nurses to perform at their optimum, maintain healthy levels of mental well-being and help prevent burnout and turnover within intensive care and labor and delivery nursing. Findings of this synthesis will have implications for both the nursing occupation and for future research into workplace stress and job satisfaction of nurses.

Attrition is a serious issue in the nursing industry. One factor influencing rates of attrition in nursing is aggression victimization at work (Estryn-Behar et al., 2010). However, there is little research in the aggression literature that examines how aggression from different sources affects attrition (both job and career turnover) differently. This study attempts to better understand the linkages between aggression victimization and nursing attrition; specifically how aggression from different sources (i.e. patients/patients’ families, coworkers, and licensed independent practitioners) differentially affects retention factors (i.e. job satisfaction, turnover intentions, and career commitment). This study also attempts to understand the role that prosocial motivation may have in buffering against negative work attitudes brought about by patient aggression victimization. A two time point cross-sectional survey design was conducted in a hospital organization in the state of Oregon. The data presented here are part of an archival examination of that larger dataset that uses 337 voluntary nursing participants. Findings partially support the idea that different sources of aggression differentially affect retention outcomes like job satisfaction, turnover intentions, and career commitment. Some limitations and contributions of the study are also discussed.

The healthcare industry is undergoing rapid changes. Nursing is in the midst of this dynamic process and is experiencing increased stress as a result. This is especially true of the oncology nurse speciality. The responsibilities of the oncology nurses are becoming more complex. Methods to intervene or master the stress are needed. If mastery of the stress is not achieved, oncology nurses may abandon their speciality and enter another field of nursing or leave the nursing profession. The purpose of this study was to examine the relationship of the stress perceived by oncology nurses and the mastery of this stress.The conceptual framework used in this study was the theory of mastery developed by Younger. The Mastery of Stress Instrument (MSI) developed by Younger was used to measure the stress component and the mastery component. A descriptive correlational study design was used. The population for this study was a convenience sample of the responding members of a midwestern chapter of the oncology nursing society (n= 39). Participation in the study was voluntary, with the MSI and the demographic data being returned by self-addressed postage-paid envelope. The MSI was identified by number only. No names were assigned to the numbers to insure anonymity of the subjects. The data was discussed as group data. No risks to the participants were identified in this study. The benefit of this study was to contribute to the data base for the MSI and to increase the awareness of stress and mastery.The research question was analyzed using the Pearson Moment Correlation Coefficient. A small but significant correlation coefficient was found between the acceptance and the growth subscales of the Mastery of Stress Instrument (r=.33, p <.05). No other significant correlation were found.Rapid changes are occurring in the healthcare environment of today. Nurses are in the center of this change and must master the increased stress experienced. The author concluded that the oncology nurses in this sample have mastered the stress they experienced possibly due to the length of time in the oncology nursing speciality. Also, the high level of education in this sample of oncology nurses indicates that the oncology nurses are more efficient at the mastery of the stress they experience. / School of Nursing