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Showing 2 results for Nurses
Dr Abbas Heidary, Dr Faezeh Rastgoo,
Volume 2, Issue 3 (10-2024)
Abstract
Background and Objective: Nurse migration, as a key human resource in the healthcare system, is considered a significant challenge. In recent years, this phenomenon has reached an alarming level. This study was conducted to investigate and identify the reasons behind nurse migration.
Methods: This study is a narrative review. A systematic search was performed in reputable databases using the Persian and English keywords "migration," "migrants," "nurses," and "nurse migration." To ensure comprehensive coverage, the search was conducted without time limitations and using logical operators AND and OR. Ultimately, 36 relevant studies were selected for review.
Results: Based on the findings, the reasons for nurse migration are divided into two main categories: Push Factors and Pull Factors. Push factors include low wages, limited educational opportunities, low job satisfaction, unstable political environment, workforce shortages, and physician dominance in decision-making. In contrast, pull factors include access to jobs with competitive wages, opportunities for professional advancement, recognition of nursing expertise, a favorable work environment, and opportunities for personal growth and development.
Conclusion: Nurse migration is a global challenge that requires effective managerial interventions and policymaking. The development and implementation of appropriate programs to attract and retain nurses, including improving working conditions, increasing salaries and benefits, providing educational opportunities, promoting professional development, and creating supportive and healthy work environments, can help mitigate this trend.
Mr Ehsan Memarbashi, Mr Saeed Dashti, Miss Ziba Nazari, Mr Erfan Rajabi, Miss Malihe Ram, Miss Farkhondeh Sameepoor,
Volume 3, Issue 1 (3-2025)
Abstract
Background: In diverse human societies, occupational stress and burnout are two significant factors that impact individuals' daily lives. If left unaddressed, occupational stress can lead to serious and irreversible consequences. This study aimed to assess the levels of occupational stress and burnout among nurses and employees of the Welfare Organization and Imam Khomeini Relief Foundation in Ferdows County.
Methods: his cross-sectional study was conducted in 2021. The study population consisted of nurses, and employees of the Welfare Organization and the Imam Khomeini Relief Foundation in Ferdows County. A total sample size of 148 individuals was determined using convenience sampling. Data collection tools included a demographic checklist and two standardized questionnaires: the Health and Safety Executive (HSE) Occupational Stress Questionnaire and the Maslach Burnout Inventory (MBI).
Results: The mean occupational stress scores for nurses, Welfare Organization employees, and Relief Foundation employees were 119.50 ± 18.82, 118.86 ± 13.40, and 125.25 ± 15.38, respectively. The mean burnout scores in the same groups were 83.9 ± 10.87, 81 ± 6.14, and 87.06 ± 8.83, respectively. Burnout was at a moderate level, while occupational stress levels were above average. A statistically significant correlation was found between occupational stress and burnout among nurses (P < 0.05); however, no significant relationship was observed among Welfare Organization and Relief Foundation employees (P > 0.05).
Conclusion: Given the considerable prevalence of occupational stress and burnout among nurses and social service staff, implementing effective strategies to reduce these conditions may play a vital role in improving service quality, enhancing job satisfaction, promoting mental health, and ultimately improving the overall well-being of these employees.
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