The authors report no conflict of interest or relevant financial relationships.
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Research
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Predictors and Outcomes of Nurse Leader Job Stress Experienced by AWHONN Members
Article first published online: 20 NOV 2012
DOI: 10.1111/j.1552-6909.2012.01430.x
© 2012 AWHONN, the Association of Women's Health, Obstetric and Neonatal Nurses
Issue
Journal of Obstetric, Gynecologic, & Neonatal Nursing
Volume 42, Issue 1, pages E12–E25, January/February 2013
Additional Information
How to Cite
Kath, L. M., Stichler, J. F., Ehrhart, M. G. and Schultze, T. A. (2013), Predictors and Outcomes of Nurse Leader Job Stress Experienced by AWHONN Members. Journal of Obstetric, Gynecologic, & Neonatal Nursing, 42: E12–E25. doi: 10.1111/j.1552-6909.2012.01430.x
Publication History
- Issue published online: 14 JAN 2013
- Article first published online: 20 NOV 2012
- Manuscript Accepted: AUG 2012
Funded by
- AWHONN Hill-Rom
- Abstract
- Article
- References
- Cited By
Keywords:
- nurse manager;
- job stress;
- job satisfaction;
- intent to quit;
- turnover intentions
ABSTRACT
Objective
To measure the relationships among stressors (personal factors, job/role factors, hospital factors), job stress, and outcomes experienced by nurse leaders and examine moderation of autonomy and leadership style on outcomes of job stress.
Design
A cross-sectional, quantitative design.
Setting
Acute and nonacute care settings throughout North America.
Participants
A nonprobability convenience sample of 392 was drawn from a population of nurse leaders across the United States and Canada who were members of the Association of Women's Health, Obstetric and Neonatal Nurses (AWHONN).
Methods
A mailing list was obtained from AWHONN, and a total of 3,986 recruitment and follow-up postcards were sent to nurse leaders. Participants were asked to complete the survey online or request a hard copy to return by mail. Study variables were measured using previously published scales with demonstrated psychometric properties.
Results
Nurse leaders reported stress averages above the midpoint of the scales. Personal factors did not significantly predict stress, but role overload, organizational constraints, and role ambiguity were found to be the best predictors of stress. Job satisfaction, intent to quit, and mental health symptoms were the most significant outcomes of stress. Autonomy moderated relationships between perceptions of stress and outcomes with low autonomy showing greater negative outcomes when levels of stress are higher.
Conclusion
Nurse leaders experience significant job stress that may suggest a need to design and implement evidence-based interventions to reduce stress among this group.