Page 142 - GHES-2-3

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

as unrealistic and dehumanizing. This dilemma creates become overwhelming (Petrides et al., 2007). Individuals
a divergence between nurses’ personal beliefs and values with high levels of personal responsibility may respond
and those imposed by the organizations they serve (Cho more negatively to emotionally charged experiences and
et al., 2022; Dunning et al., 2021; Hill, 2020). Notably, struggle to maintain positive mental states over time
nurses struggle to connect with peers, colleagues, and (Zeidner & Shani-Zinovich, 2011). This may elucidate
management, leading to profound feelings of frustration, some of the feelings of hopelessness reported among nurses
anger, and isolation (Begley, 1998; Buchan et al., 2022; in other studies (Fiabane et al., 2019; Firouzkouhi et al.,
Jarden et al., 2021). Their narratives highlight issues of 2022; Rahman & Plummer, 2020). This study suggests that
emotional insecurity in the workplace, alongside a tangible nurses experience ED and RD, which can have detrimental
disconnect, mistrust, and emotional neglect. Younger effects on their motivation and emotional well-being in the
nurses are leaving the profession prematurely each year, workplace.
contributing to an anticipated shortfall of approximately This study, being exploratory in nature, involved a
36,700 nurses by 2030/31 (Buchan et al., 2022; Hill, 2020; sample of 38 nurses. Increasing the sample size would
Shembavnekar et al., 2022). Nurses perceive themselves as bolster the applicability of the study’s findings to a broader
“inadequate,” as indicated by the data, which may explain context. In addition, a more diverse sample could enhance
their negative feelings toward themselves and others, such the credibility of the research. While the proportion of
as emotional exhaustion, frustration, disillusionment, and female nurses in the sample outweighs that of male nurses,
feeling undervalued. Generally, high levels of emotional which is not ideal, it does align with the gender distribution
labor are associated with feelings of dissonance, anxiety, typically observed in the NHS nursing workforce.
and distress (Bae et al., 2022; Catton, 2020; Lake et al., 2022; Nonetheless, future research endeavors should strive for
Maslach, 1982; Thompson et al., 2022). In this study, nurses equal representation of both genders. This approach could
reported “suffering” from their burdensome, unmanageable unveil disparities in experiences and perceptions among
workloads, resulting in emotional detachment, isolation, staff of different genders and ethnic backgrounds, thereby
disillusionment with their profession, and a desire to leave. shedding light on variations in dissonance and motivation.
They raised concerns about the devaluation of nursing as Such insights could inform future nurse education and
a profession and the struggle to cope with a job that drains training initiatives, aimed at enhancing motivation and
them both physically and mentally. Nurses acknowledged emotional management to foster improved emotional
that certain aspects of their profession remain invisible well-being in the workplace.
to the public but emphasized the importance of their
management recognizing and rewarding these aspects 5. Conclusion
to make nursing more attractive to younger generations
(Thompson et al., 2022). A broad range of skills, such as This study indicates that nurses’ negative perceptions of
the coaching skills used by senior nurses to supervise and themselves and others may account for their diminished
support junior staff, should be acknowledged and rewarded work motivation and lack of enthusiasm for nursing.
to attract and recruit future generations of nurses. Of utmost significance, the findings reveal that nurses
expressed low job satisfaction and a sense of disconnection
Unmanageable work pressures can be demoralizing for from their profession. The data subtly suggests that nurses’
staff, necessitating a strategic approach at both individual personal beliefs regarding the responsibilities of their
and organizational levels to reform nurses’ future career role may influence their attitudes, work motivation, and
trajectories and training (Priest et al., 2015; Shembavnekar perceptions of themselves and others, ultimately adversely
et al., 2022). This approach is particularly crucial for nurses affecting their affective well-being.
who are currently undecided about their career paths but
may not yet exhibit clear signs of distress. This group of Acknowledgments
nurses may benefit most from careful coaching, early career I would like to thank Dr. Sinead Mehigan and Dr. Tracey
engagement, and strategies aimed at protecting their well- Cockerton for their continuous support throughout this
being and enhancing their self-esteem (Festinger, 1957; project.
Petrides & Furnham, 2001; Scher & Cooper, 1989). Fiabane
et al. (2019) argue that discrepancies between perceived Funding
expectations and reality can evoke strong negative effects
and agonizing feelings of despair, particularly when This project was funded by Middlesex University.
individuals feel personally responsible for their job Conflict of interest
situation. Without corresponding feelings of self-worth
and self-esteem, this sense of personal responsibility can The authors declare no conflicts of interest.

Volume 2 Issue 3 (2024) 7 https://doi.org/10.36922/ghes.3012