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Psychological Responses to Stress01:20

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Psychological responses to stress encompass the various cognitive and emotional reactions individuals experience when faced with challenging or threatening situations, such as a job loss. Prolonged exposure to stressors can disturb emotional balance, increasing negative emotions (e.g., anxiety and sadness) and diminishing positive emotions (e.g., joy and satisfaction). These persistent emotional shifts are associated with an increased risk of both physical illness and mental health issues, such...
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Personality types, particularly Type A and Type B, significantly influence how individuals respond to stress. These personality distinctions are marked by varying levels of ambition, competitiveness, and coping styles, all of which shape an individual's resilience to stressors.
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Stress analysis under multiple loading conditions is intricate, necessitating a comprehensive grasp of normal and shearing stresses. Consider a small cube at point O, subjected to stress on all six faces, visible or not. Normal stress components σx, σy, σz act perpendicularly to the x, y, and z axes. Shearing stress components τxy and τxz are exerted on faces perpendicular to these axes.
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Understanding Generation-Z New Graduate Nurses' Intention to Stay: Applying the Stress and Coping Model.

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  • 1Seoul St. Mary's Hospital, The Catholic University of Korea, Seoul, South Korea.

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Generation Z nurses

Keywords:
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Area of Science:

  • Nursing
  • Psychology
  • Organizational Behavior

Background:

  • Generation Z nurses face unique challenges entering the workforce.
  • Understanding factors influencing their job retention is crucial for healthcare systems.
  • Lazarus and Folkman's stress and coping framework provides a basis for exploring these factors.

Purpose of the Study:

  • To develop and validate a model predicting Generation Z new graduate nurses' intention to stay.
  • To identify direct and indirect pathways influencing job retention in this demographic.
  • To apply stress and coping theories to understand nurse retention.

Main Methods:

  • Cross-sectional path analysis using structural equation modelling (SEM).
  • Data collected from 215 Generation Z nurses (post-1995) with less than one year of experience in Seoul, Korea.
  • Confirmatory factor analysis used for model validation, with path analysis exploring mediating effects.

Main Results:

  • The proposed model demonstrated good fit indices.
  • Character strengths (ß=0.41) and reality shock (ß=-0.75) significantly influenced intention to stay, explaining 53.5% of the variance.
  • Reality shock mediated the effects of character strengths and job resources on intention to stay.

Conclusions:

  • Character strengths and managing reality shock are key to retaining Generation Z nurses.
  • Interventions should focus on enhancing nurses' coping mechanisms and addressing workplace stressors.
  • The findings offer valuable insights for developing effective retention strategies for early-career nurses.