Scoping the common antecedents of job stress and job satisfaction for nurses (2000-2013) using the job demands-resources model of stress

Aim To identify core antecedents of job stress and job satisfaction, and to explore the potential of stress interventions to improve job satisfaction. Background Decreased job satisfaction for nurses is strongly associated with increased job stress. Stress management strategies might have the potential to improve job satisfaction. Evaluation Comparative scoping review of studies (2000–2013) and location of their outcomes within the 'job demands–job resources' (JD-R) model of stress to identify commonalities and trends. Discussion Many, but not all, antecedents of both phenomena appeared consistently suggesting they are common mediators. Others were more variable but the appearance of 'emotional demands' as a common antecedent in later studies suggests an evolving influence of the changing work environment. The occurrence of 'shift work' as a common issue in later studies points to further implications for nurses' psychosocial well-being. Conclusions Job satisfaction problems in nursing might be co-responsive to stress management intervention. Improving the buffering effectiveness of increased resilience and of prominent perceived job resource issues are urgently required. Implications for nursing management Participatory, psychosocial methods have the potential to raise job resources but will require high-level collaboration by stakeholders, and participative leadership and facilitation by managers to enable better decision-latitude, support for action planning and responsive changes.