Page 140 - GHES-2-3

Global Health Economics and
Sustainability
Nurses’ perceived affective well-being at work

Figure 1. The impact of emotional dissonance and role dissonance on diminished perceived motivation and perceived affective well-being in the workplace

roles, as they were continually assigned additional tasks in navigating work relationships, often experiencing a
without sufficient time or resources to fulfill the increasing lack of support from senior staff and managers, as well as
demands. Comparisons were made, with nurses feeling as a pervasive sense of mistrust and overbearing attitudes
if they were expected to perform duties akin to those of from other professionals. Obtaining support—both
junior doctors, yet perceiving their work as contributing general and for career advancement—requires persistent
to systemic shortcomings and feeling inadequate in effort and remains a continuous struggle. The frustration
various aspects. The seven different quotes in the extracts among nurses is palpable, particularly when discussing
illustrate nurses’ ED and disconnect, as well as their the lack of collegial support and effort. While nurses are
distrust in leadership and management. Nurses expressed resolute in defending their decisions and addressing the
feelings of self-pity and disappointment, lamenting how stress they face, there is a prevailing sense of sadness and
“we (nurses) have been short for ages,” and criticized the disillusionment among those who feel demoralized by
bureaucracy, noting that “it is more bureaucracy because the actions of their peers and colleagues across different
some people who are in terms of requirements, they don’t levels of nursing. It is evident that there is an immediate
meet the requirements… ” This sentiment underscores need for educators and managers to assess the support
the lack of planning and support for nurses to progress systems available to nurses on a daily basis and to establish
and develop in their jobs. It is evident that nurses pathways that facilitate career advancement or enable
are grappling with the challenge of reconciling their career reconfiguration for those who desire it.
perceived “nursing” and “non-nursing” responsibilities,
resulting in increased effort and time commitment on a 3.1.4. ED3: Negative feelings about self - Frustrated
regular basis, while feeling pulled in various directions as Nurses expressed frustrated and apprehensive feelings
a consequence. about voicing opinions that differ from those of their
team members. They indicated that there was an
3.1.3. ED2: Negative feelings about self - Exhausted expectation to comply and refrain from challenging the
Nurses conveyed that the demands of nursing work are system, as dissent might be perceived as antiquated.
too great to continue beyond a certain age. They expressed They described feeling compelled to “toe the line” to be
feeling physically and emotionally drained by their nursing considered as understanding. As discussions progressed,
responsibilities, describing a sense of emotional overwhelm. nurse participants’ demeanor shifted from negativity to
Many indicated that, if given the choice, they would have vulnerability, with profound disappointment, anger, and
opted out of the nursing profession long ago. The mounting frustration becoming evident. Many nurses reported
pressures and demands faced by nurses have become feeling marginalized and embarrassed when seeking
increasingly overwhelming, leading to significant stress assistance and support from their colleagues. These feelings
and exhaustion. In addition, nurses encounter challenges of isolation, neglect, and despondency were primarily

Volume 2 Issue 3 (2024) 5 https://doi.org/10.36922/ghes.3012