Factors Affecting Mental Health of a Nurse daily, and is able to work efficiently. and interact with others and get involved in the community. Additionally, a good support system such as friends, family, community and the healthcare system can promote mental well-being. While mental health promotion confirms the importance of psychological well-being which will enable an individual to develop their coping mechanism rather than improving symptoms of poor mental health. It is the duty of healthcare providers to provide and maintain an optimal level of holistic well-being of the patient. Therefore, nurses must maintain their physical, spiritual, social, emotional and psychological fitness to provide quality nursing care to patients. According to Kester and Wei (2018), one of the many strengths of nursing is essential to develop, as it is a skill in which a nurse is able to respond effectively and remain focused in a hostile environment and a master key to save time. service in nursing is a positive state of mind. In society, a wide variety of psychosocial and environmental aspects such as housing, education, salary, occupation, use of public services, community support and individual skills, in which all these determinants can transform into risk and protective factors that will affect people's psychological health. a person and a community (Margaret, 2007). The nursing profession can be mentally challenging, so it is essential to regulate workplace safety guidelines in hospitals as well as other organizations. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an original essay Some people find that working in a hospital is both rewarding and stressful. Nurses are considered the backbone of hospitals; they see acute or complex cases every day. Like most workers, nurses have three rotating shifts each week and there are full-time and casual nurses. Eldevik et al. (2013) found that nurses working with less than 11 hours between shifts may suffer from shift work disorder (SWD) related to rapid returns, meaning the work schedule is planned during shift hours. typical sleep. Evidence showed that men had a higher number of incidents than women and that the number of incidents increased significantly between nurses who had 30 prompt returns and no prompt returns duty. Eldevik et al. (2013) also mentioned that SWD develops when an individual is unable to coordinate their body clock during work schedules. While Uribe and Schub (2018) describe that people suffering from ADD may exhibit an abnormal circadian rhythm due to a disrupted sleep pattern which can lead to lethargy or insomnia, thus limiting the performance of their daily tasks at the hospital. As a result, fewer hours of sleep will stimulate the central nervous system's "fight or flight response" and may contribute to risk factors for stress-related illnesses. Therefore, shift workers, including nurses, may be more likely to suffer from cardiovascular and gastroenterological diseases, depression and infertility,cancer and alterations in the reproductive function of women. Additionally, Uribe and Schub (2018) found that employees may also suffer from chronic fatigue, inattention, inability to speak clearly, less productivity, job dissatisfaction, higher risks of workplace incidents. error and professional burnout. Therefore, rapid turnarounds of nursing staff can be avoided to optimize the quality of patient care around the clock. However, rotating shift work is inevitable in the healthcare sector. Costa (2010) suggests that managers and employees should be aware of the likelihood of adverse health effects when engaging in shift work. There are several policies, here in Australia and overseas, that aim to minimize or even eliminate disability-related stress, in line with the framework of the Ottawa Charter for Health Promotion, one of its aims is to Develop healthy public policy in the workplace. There is also a similar policy implemented in the United States by the Washington State Nurses Association, as mentioned by Ritcher et al. (2010) to combat fatigue and manage nurses' schedule change strategies, firstly, educate hospital management and employees on its negative impacts and recognize by the organization the potential risk of fatigue for the health and ensuring safety at work. Second, provide instruction and training on methods to relieve fatigue, such as rest periods, and finally, establish policies regarding shift work disorders (Ritcher et al, 2010). The Australian Nursing and Midwifery Federation has clarified that nurses, midwives and nursing assistants are advised to engage in leisure activities, vacations, sports, rest and relaxation, as shift work has a major impact on mental health, physical and psychosocial well-being. Furthermore, according to the ANMF company agreement (2016), “when overtime is worked, employees must benefit from at least 10 consecutive hours of rest between the end of the overtime and the next shift. successive work”. Thus, Australian nurses will benefit from policies implemented by the government sector to promote work-life balance by getting enough hours of sleep between shifts and will improve an individual's quality of life. Another risk factor that can contribute to a negative impact on a nurse's mental health is the prevalence of harassment in an organization that threatens professional relationships between leaders and staff members, causing a lack of trust and decreased enthusiasm for work, leading to a noticeable deterioration in the quality of care. The World Health Organization explains that a healthy workplace is a cooperation between staff members and managers to demonstrate a development process aimed at safeguarding and preserving the well-being of all staff and maintainability of the organization. Unfortunately, bullying is common in today's increasingly complex and stressful environment, such as the hospital, as evidenced by the journal Australian Nursing and Midwifery (2018), according to which almost 50% of nurses working in hospitals have been victims of bullying and some experience it several times a week. Koh (2016) cited some examples of direct and indirect, subjective and objective responses including body language, raising one's voice in response to colleagues, offensive comments, reacting to a situation that demoralizes the..

Essay / Factors Affecting Mental Health of a Nurse daily, and is able to work efficiently. and interact with others and get involved in the community. Additionally, a good support system such as friends, family, community and the healthcare system can promote mental well-being. While mental health promotion confirms the importance of psychological well-being which will enable an individual to develop their coping mechanism rather than improving symptoms of poor mental health. It is the duty of healthcare providers to provide and maintain an optimal level of holistic well-being of the patient. Therefore, nurses must maintain their physical, spiritual, social, emotional and psychological fitness to provide quality nursing care to patients. According to Kester and Wei (2018), one of the many strengths of nursing is essential to develop, as it is a skill in which a nurse is able to respond effectively and remain focused in a hostile environment and a master key to save time. service in nursing is a positive state of mind. In society, a wide variety of psychosocial and environmental aspects such as housing, education, salary, occupation, use of public services, community support and individual skills, in which all these determinants can transform into risk and protective factors that will affect people's psychological health. a person and a community (Margaret, 2007). The nursing profession can be mentally challenging, so it is essential to regulate workplace safety guidelines in hospitals as well as other organizations. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an original essay Some people find that working in a hospital is both rewarding and stressful. Nurses are considered the backbone of hospitals; they see acute or complex cases every day. Like most workers, nurses have three rotating shifts each week and there are full-time and casual nurses. Eldevik et al. (2013) found that nurses working with less than 11 hours between shifts may suffer from shift work disorder (SWD) related to rapid returns, meaning the work schedule is planned during shift hours. typical sleep. Evidence showed that men had a higher number of incidents than women and that the number of incidents increased significantly between nurses who had 30 prompt returns and no prompt returns duty. Eldevik et al. (2013) also mentioned that SWD develops when an individual is unable to coordinate their body clock during work schedules. While Uribe and Schub (2018) describe that people suffering from ADD may exhibit an abnormal circadian rhythm due to a disrupted sleep pattern which can lead to lethargy or insomnia, thus limiting the performance of their daily tasks at the hospital. As a result, fewer hours of sleep will stimulate the central nervous system's "fight or flight response" and may contribute to risk factors for stress-related illnesses. Therefore, shift workers, including nurses, may be more likely to suffer from cardiovascular and gastroenterological diseases, depression and infertility,cancer and alterations in the reproductive function of women. Additionally, Uribe and Schub (2018) found that employees may also suffer from chronic fatigue, inattention, inability to speak clearly, less productivity, job dissatisfaction, higher risks of workplace incidents. error and professional burnout. Therefore, rapid turnarounds of nursing staff can be avoided to optimize the quality of patient care around the clock. However, rotating shift work is inevitable in the healthcare sector. Costa (2010) suggests that managers and employees should be aware of the likelihood of adverse health effects when engaging in shift work. There are several policies, here in Australia and overseas, that aim to minimize or even eliminate disability-related stress, in line with the framework of the Ottawa Charter for Health Promotion, one of its aims is to Develop healthy public policy in the workplace. There is also a similar policy implemented in the United States by the Washington State Nurses Association, as mentioned by Ritcher et al. (2010) to combat fatigue and manage nurses' schedule change strategies, firstly, educate hospital management and employees on its negative impacts and recognize by the organization the potential risk of fatigue for the health and ensuring safety at work. Second, provide instruction and training on methods to relieve fatigue, such as rest periods, and finally, establish policies regarding shift work disorders (Ritcher et al, 2010). The Australian Nursing and Midwifery Federation has clarified that nurses, midwives and nursing assistants are advised to engage in leisure activities, vacations, sports, rest and relaxation, as shift work has a major impact on mental health, physical and psychosocial well-being. Furthermore, according to the ANMF company agreement (2016), “when overtime is worked, employees must benefit from at least 10 consecutive hours of rest between the end of the overtime and the next shift. successive work”. Thus, Australian nurses will benefit from policies implemented by the government sector to promote work-life balance by getting enough hours of sleep between shifts and will improve an individual's quality of life. Another risk factor that can contribute to a negative impact on a nurse's mental health is the prevalence of harassment in an organization that threatens professional relationships between leaders and staff members, causing a lack of trust and decreased enthusiasm for work, leading to a noticeable deterioration in the quality of care. The World Health Organization explains that a healthy workplace is a cooperation between staff members and managers to demonstrate a development process aimed at safeguarding and preserving the well-being of all staff and maintainability of the organization. Unfortunately, bullying is common in today's increasingly complex and stressful environment, such as the hospital, as evidenced by the journal Australian Nursing and Midwifery (2018), according to which almost 50% of nurses working in hospitals have been victims of bullying and some experience it several times a week. Koh (2016) cited some examples of direct and indirect, subjective and objective responses including body language, raising one's voice in response to colleagues, offensive comments, reacting to a situation that demoralizes the..

Navigation

« Prev 1 2 3 4 5 Next »

Get In Touch