The aim of this study was to investigate the level of work-related stress and its reasons, expressions and coping strategies among nurses during the COVID-19 situation.

Methods. A quantitative research strategy was applied for the study. Data were collected using a structured survey. Nurses answered 92 questions divided into four sections: reasons of stress (32 questions); the impact of stress on personal health (20 questions); stress coping strategies (31 questions); sociodemographic data and stress level (9 questions). 83 items were rated by the Likert scale from ‘strongly agree’ to ‘strongly disagree’. In total, 180 nurses participated in the study.

Results. The main reasons of work-related stress to occur were the risk of contracting (67.2%) or transmitting (87.1%) the virus to family members, requirements for the use of personal protective equipment (61.1%), changes in a work organization due to increasing workload and working time (56.9%), lack of nursing staff (64.2%) and high media attention exclusively for doctors rescuing the lives of those suffering from the disease and thus ignoring the contribution of nurses (52.3%). To cope with stress, nurses mostly used to follow the work under COVID-19 situation guidelines (82.1%), to stay calm and not think a lot about the pandemic (71.7%); specific relaxation techniques or spiritual interventions were rarely used.

Conclusions. Nurses expressed work-related stress concerned with the specific reasons of the coronavirus pandemic: fear to be infected or transmit infection to family, unforeseen clinical situations, permanent use of personal protective devices and shortage of human resources in the unit. Use of education and information tools, the application of relaxing methods and a rational approach to the critical situation were the most common work-related stress reduction methods used by nurses during the coronavirus pandemic in Lithuania.

Material and Methods. A cross-sectional design study was conducted in three intensive care units of Lithuanian hospitals from March to December 2019. Totally, 228 intensive care unit nurses working in intensive care units participated in the study (response rate was 90.8%). The Multidimensional Fatigue Inventory was employed to assess nurse’s fatigue. The study protocol was approved by the Bioethics Centre of Lithuanian University of Health Sciences (No. BEC–SL(M)–196).

Results. Nurses assessed general fatigue with the highest scores (41.06 ± 22.82), and the lowest scores indicated reduced activity (26.81 ± 18.23). General fatigue was not associated with the nurses’ age and working shift. Physical fatigue was more prevalent among nurses working in 24-h shifts compared with daytime shifts with the scores of 41.20 ± 21.86 and 35.82 ± 25.77, respectively.

Reduced motivation (31.09 ± 17.86) and mental fatigue (31.70 ± 24.81) were higher in nurses working in the daytime shift than in the 24-h shift. General fatigue correlated significantly positively with physical fatigue (r = 0.774, P < 0.001), mental fatigue (r = 0.548, P < 0.001), reduced activity (r = 0.614, P < 0.001), and reduced motivation (r = 0.607, P < 0.001).

Conclusions. General fatigue was most frequent among intensive care unit nurses. Daytime shift was associated with reduced nurses’ activity; furthermore, younger nurses indicated higher mental fatigue.

Methods. A descriptive, cross-sectional, correlative design was applied in this study.

Results. The research results revealed that the score of general job satisfaction was 148.78±15.4, which allows stating that the majority of the nurses were satisfied with their job. It was also determined that nurses’ job satisfaction was conditioned by the nature of work (18.64±3.1), supervision style (18.36±2.7) and relations with co-workers (17.42±3.7). The lowest nurses’ job satisfaction was caused by their remuneration (7.89±2.8). The respondents claimed that clan organisational culture (3.92±0.7) was prevalent in nursing and supportive treatment units followed by adhocracy type organisational culture (3.79±0.8); hierarchy (3.55±0.7) and market (3.64±0.7) were claimed to be the rarest types of organisational culture. Correlations were found between clan type organisational culture and job satisfaction items. In the case of predominant market type organisational culture, a statistically significant increase in job satisfaction items, except for satisfaction with operating conditions, was observed.

Conclusions. The majority of the nurses were satisfied with their job, especially with the nature of work and supervision style. The study did not reveal one predominant organisational culture type; however, statistically significantly more often the respondents claimed that clan culture was prevalent in comparison with hierarchy type culture. A correlation between clan organisational culture and satisfaction with relations with co-workers was determined.

Methods. An anonymous survey was performed during May 1−31, 2012. General practice and community care nurses from 4 primary health care centers of Kaunas city participated in the survey (N=230, response rate 82.1%). All the respondents were women. A 56-item Extended Nursing Stress Scale was used. The Committee on Bioethics at the Lithuanian University of Health Sciences provided permission to perform this survey.

Results. The most frequent stressful situations for nurses were related to patient’s death and dying, as well as to situations of patient care and communication with their relatives. Discrimination was the rarest stressful factor among the nurses. The nurses were enthusiastic at work and 83% of them had no intent to leave.

Conclusions. Death and dying are the most stressful factors for nurses at work in primary care centers. The other source of stress is irrelevant professional preparation of nurses, shortage of necessary knowledge and uncertainty in meeting patients’ needs. The nurses expressed satisfaction with their job and felt their work was pleasant for them. Intent to leave the job had a weak positive relationship with nurses’ stress at work and correlated with their job satisfaction.

The aim of the study was to assess the nurses’ knowledge about the application and care of peripheral and central venous and port catheters focusing on prevention of complications that may occur.

Methods. Nurses (n=151) working in the intensive care-nephrology unit, the emergency service, and the oncology clinic in Dışkapı Yıldırım Beyazıt Education and Research Hospital and Turgut Ozal University Medicine Faculty Hospital in Turkey were enrolled in the study. The data were collected using a specially developed questionnaire. The 3-part questionnaire consisted of 55 questions.

Results. The response rates obtained were 79.1% and 62.5% for university graduate nurses and college graduate nurses, respectively; there was a significant difference in knowledge between those 2 groups. The knowledge of the nurses about peripheral and central venous catheters significantly differed considering the length of their professional experience and the working place. The information about port catheterization was extraordinarily low, as 91% (n=138) of the nurses failed during the test or had no idea about this procedure.

Conclusion. The knowledge of nurses about the application, care, and complications of central and peripheral catheters and port catheters differs in relation to their education, duration of practical experience, and working site. The lack of knowledge about port catheters was the greatest. In-service training of nurses is required to improve their knowledge and skills on the topic of safe nursing practice.