Nursing is a highly challenging and stressful workplace setting that requires a certain level of mental preparation and stress resistance among future professionals. For this reason, over the past decades, the researchers have come up with a series of tools to assess the stress factors and coping strategies among future nurses, such as the Student Nurse Stress Index Scale (SNSI) (Guo et al., 2019). The notion of excessive workload is frequently regarded as one of the crucial stress factors that affect both the quality of services provided and the nurses’ job satisfaction, especially when compared with the financial rewards for the efforts. For this reason, it is imperative for the administration and nursing leaders to ensure that nurses are able to voice their concerns and handle stress from potential work overload.
Undeniably, one of the most obvious methods to avoid heavy workload would be to create an efficient workflow pattern where the staffs work sufficient hours without overtime. However, given the reality of the hospital environment, such an outcome is highly unlikely. Hence, to make sure that the nurses are ready to provide quality service in a limited time, nursing leaders are to establish proper communication patterns, constant feedback, and active listening strategies, as the nurses want to be heard and valued for the efforts they put into health care (Grand Canyon University, 2018). Singh et al. (2020) indicate that greater work-related empowerment is key in reducing occupational stressors even when nurses are asked to work more than expected. Moreover, a strong support network in the team is also a way to promote greater efficiency in terms of limited time and resources, as encouraging organizational culture contributes to the nurses’ commitment to the job (Sprajc et al., 2018). Hence, considering the aforementioned arguments, it may be concluded that the culture of respect and support within a team is key as far as the expectations of providing quality service with limited resources are concerned.
Grand Canyon University. (2018). Nursing leadership & management: Leading and serving [E-book]. Web.
Guo, L., Jones, M. C., Liu, Y., Yv, S., Zhu, Y., & Guo, Y. (2019). Cross-cultural validation of the Student Nurse Stress Index Scale: A descriptive survey targeting student nurses in China. Journal of Affective Disorders, 251, 31-38.
Singh, C., Cross, W., Munro, I., & Jackson, D. (2020). Occupational stress facing nurse academics—A mixed‐methods systematic review. Journal of Clinical Nursing, 29(5-6), 720-735.
Sprajc, P., Podbregar, I., & Hribar, N. (2018). Strategic aspects of the human capital management in the development of organizational culture. In Economic and social development: Book of proceedings (pp. 106-112). Varazdin Development and Entrepreneurship Agency.