Transcript Stress in Nurses Starting Work Andy Smith Healthy Minds at Work: An ESF funded project.

Stress in Nurses Starting
Work
Andy Smith
Healthy Minds at Work: An ESF funded
project
Importance of studying stress in those
starting work
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Most of our knowledge of stress at work is based on crosssectional studies of people who have been in work for some
time. It is difficult to separate out current influences and those
from past working situations.
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It may be possible to give appropriate pre-work guidance or
training to prevent stress occurring in the first place.
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Our previous studies of teachers and doctors on work
placements suggest that this is a very stressful time.
Nurses on work placement
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Baseline measures taken prior to starting
work
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Measures of stress at work and mental health
taken after the placement
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Over 130 nurses completed the study
Results
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Perceived stress was found to be associated with established risk
factors (e.g. job demands and interpersonal stressors).
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Stress was associated with mental health problems.
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The best predictor of stress at work was prior mental health
problems.
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Levels of stress at work were generally low which may reflect some
nurses observing work rather than having a “hands on role”. Future
studies will examine the start of the actual job rather than job
placements.
The role of a case manager in improving
job retention for those with mental health
problems.
Healthy Minds at Work: An ESF funded
project
Stress and job retention
Stress and mental health problems often threaten job
retention, both in those starting work and those in
established jobs. Approaches are needed to address
this.
Initial work in the Healthy Minds at Work project has
shown that a case manager can recommend appropriate
support services (e.g. counselling) that improve job
retention.
A proposed approach to improving job
retention in those who are stressed at work
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Initial assessment of work factors, personal factors
and nature of illness and level of functioning.
Development of an action plan with the client to aid
job retention/return to work. This is considered along
with the organisational perspective.
Other information may be obtained from relevant
sources (e.g. medical information requested).
Workplace assessments may be arranged.
“Reasonable adjustments” may be explored with the
employer.
Proposed approach (contd)
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Support in the workplace may be arranged
Individual therapies (e.g. counselling, stress
management, CBT) may be arranged.
Lifestyle changes may be discussed.
This approach can be tailored to fit the
individual’s needs. Similarly, evaluation can
occur at all stages and modifications made
accordingly.