Occupational Stress among Nurses in Ghana: A Comparative study between Government and Private Hospitals in the Ashanti Region

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This study conducted a comparative analysis of occupational stress among nurses in government and private hospitals in the Ashanti Region of Ghana, identifying levels, predictors, effects, and coping strategies. Methodology: A hospital-based comparative cross-sectional study was conducted among 375 nurses selected through multistage sampling. Data were collected via structured questionnaires covering demographic data, stress levels, influencing factors, effects, and coping mechanisms. The data were analysed with SPSS version 27.0 via descriptive statistics, chi-square tests and logistic regression. Results: High occupational stress was reported by 51.2% of nurses, with stress levels significantly higher in government hospitals than in private hospitals [AOR=2.43 (0.486–0.99), p=0.039]. Marital status, age, rank, and years of experience were significantly associated with stress levels. Key stressors included heavy workload (69.6%), inadequate resources (61.1%), lack of overtime pay (61.6%), and unsatisfactory salaries (64.3%). Nurses in government hospitals were twice as likely to report reduced patient care attitudes [AOR=1.78 (1.06–3.00), p=0.030]. Emotional stressors such as patient deaths were reported by 81.1% of the nurses. Nurses adopted coping strategies such as time management, hobbies, and peer support. Conclusion: This study revealed that a significant proportion of nurses in both government and private hospitals in the Ashanti Region experienced high levels of occupational stress. Nurses in government hospitals were more likely to report stress than were those in private hospitals. To mitigate stress, hospital management and policymakers should strengthen support systems, ensure fair remuneration, recognize nurses’ efforts, and enforce adequate staffing and resources. Hospital Nurse Occupational stress Stress Stressors Work-related stress INTRODUCTION The International Labour Organization [ 1 ] defines occupational stress as harmful physical and psychological responses that occur when work demands exceed an individual’s capacity to cope. Nursing is consistently among the most stressful occupations worldwide because of the emotional labour, unpredictable workloads, and critical decision-making inherent in the profession [ 2 ]. Persistent exposure to such stressors negatively affects nurses’ physical and mental health, job satisfaction, and retention rates while also compromising the quality of patient care. In many low- and middle-income countries (LMICs), including those in sub-Saharan Africa, the burden of occupational stress is further intensified by systemic healthcare challenges [ 3 ]. In Ghana, nurses constitute the largest proportion of the healthcare workforce and are central to the delivery of both preventive and curative services. However, the Ghana Health Service [ 4 ] reports that the majority of nurses work under strenuous conditions characterized by insufficient staffing levels, limited equipment, and overwhelming patient numbers. The Ashanti Region, which is a major healthcare hub in Ghana, hosts a mix of government and private hospitals where nurses operate under varying conditions. Government hospitals often experience overcrowding, limited resources, and high patient-to-nurse ratios, whereas private hospitals may impose strict performance expectations with fewer support mechanisms [5, 6 ]. Despite these differences, limited comparative research exists on how occupational stress levels and influencing factors differ between these two types of facilities in the region. Moreover, occupational stress has far-reaching implications not only for nurses’ physical and mental health but also for patient safety and the overall efficiency of the healthcare system [ 6 ]. Without addressing stressors and improving coping strategies, the healthcare workforce may experience declining productivity and morale. Comparative evidence on stress levels, influencing factors, effects, and coping strategies can inform targeted interventions to mitigate stress and promote a healthier work environment. Therefore, this study conducted a comparative analysis of occupational stress among nurses in government and private hospitals in the Ashanti Region. METHOD Study design A hospital-based comparative cross-sectional design was employed to perform a comparative analysis of occupational stress among nurses working in government and private health facilities in the Ashanti Region. The study was undertaken over a twelve-month period, commencing in June 2024 and ending in May 2025. The study included registered nurses aged 18 years and above who had been employed in either government or private hospitals in the Ashanti Region for more than one year and consented to the study. However, nurses on extended leave during the study period, such as maternity or sick leave, were omitted to ensure that only actively practicing nurses participated. Sampling technique The multistage sampling technique was used to select 375 nurse respondents. In the first stage, the Ashanti Region was clustered into four geographical zones based on the 43 administrative districts. Using simple random sampling, one district was selected from each zone: Mampong Municipal (Zone A), Adansi South District (Zone B), Kumasi Metropolis (Zone C), and Asante Akim South Municipal (Zone D). In the second stage, both government and private hospitals were selected from these districts. Purposive sampling was used to select government hospitals where only one facility existed in the district, whereas simple random sampling was used where multiple hospitals were present. For private hospitals, simple random sampling was applied to select two facilities from each district, resulting in eight private hospitals. In the final stage, a list of eligible nurses from the selected hospitals was obtained from hospital administrators. Simple random sampling was then used to select nurses who met the inclusion criteria. This approach ensured representation from both government and private hospitals while minimizing selection bias. The following government hospitals were sampled for the study: Mampong District Hospital, New Edubiase Government Hospital, and Juaso District Hospital. Additionally, Calvary Health Service, Quality Health Care Hospital, Hilltop Maternity Home, Fountain Specialist Hospital, Adiebeba Hospital, Asafo-Agyei Hospital, Stewards Hospital, and First-Class Hospital were the private hospitals selected for the study. Data collection tool(s) Data were collected via a structured, self-administered questionnaire specifically designed to assess occupational stress among nurses. The questionnaire comprises five sections: sociodemographic information (age, sex, marital status, education, years of experience) and occupational stress levels, which are assessed via standardized Likert scale items. Factors influencing occupational stress include workload, resources, the work environment, and management practices; effects of occupational stress, covering aspects such as job performance, health outcomes, and job satisfaction; and coping strategies, capturing the mechanisms nurses use to manage stress. The instrument included both closed-ended and Likert-scale questions to facilitate quantitative analysis, with an open-ended section to allow participants to express additional views on stress management. Confidentiality was assured by assigning unique identification codes rather than names, and all collected data were securely stored with restricted access limited to the research team. Statistical analysis The data were analysed via both descriptive and inferential statistical methods. Descriptive statistics, including frequencies, percentages, means, and standard deviations, were computed to summarize participants’ sociodemographic characteristics, stress levels, factors influencing stress, effects of stress, and coping strategies. Chi-square tests were used to examine associations between categorical variables such as hospital type (government or private) and levels of occupational stress. Furthermore, binary logistic regression was conducted to identify predictors of high occupational stress while adjusting for potential confounders such as age, sex, and years of experience. A p value of less than 0.05 was considered statistically significant, and all analyses were carried out at the 95% confidence level. RESULTS Demographic characteristics of the respondents In Table 1 , the majority (56.8%) of the respondents were female, 47.7% were single, 38.7% were aged 20–29 years, 38.9% were ranked as senior/principal/DNS, 50.4% worked in government hospitals, 49.3% had less than 5 years of experience, 62.9% worked 7–9 hours per day, and 52.3% reported doing extra work beyond their regular duties. Table 1 Demographic characteristics Demographic Characteristics Frequency (N = 375) Percentage % Gender Male 162 43.2 Female 213 56.8 Marital status Single 179 47.7 Widowed/widower 18 4.8 Married 178 47.5 Age range in years 20–29 145 38.7 30–39 89 23.7 40 and above 141 37.6 Rank Certified Registered Nurse 115 30.7 Nurse Officer 114 30.4 Senior/Principal/DNS 146 38.9 Type of Health facility Government hospital 189 50.4 Private hospital 186 49.6 Number of years of experience 10 years 71 18.9 Working hours per a day 1–6 hours 57 15.2 7–9 hours 236 62.9 > 9 hours 82 21.9 Do you do any extra work Yes 196 52.3 No 179 47.7 (Data source: Field survey, 2025) Level of Occupational Stress among Nurses in both Government and Private Hospitals As shown in Table 2 , the majority (31.7%) of nurses agreed that they often feel overwhelmed by their work (p < 0.001). Approximately 26.4% remained neutral about feeling tired in the morning and dreading work. The highest percentage (26.7%) agreed that they felt drained at the end of the workday. Regarding feeling positive and in control at work, 32.0% agreed. Additionally, 28.0% were neutral about tolerating interruptions at work, whereas 24.8% agreed with feeling indifferent or less caring toward patients. Most nurses (26.1%) agreed that there is a high stress level in their institution, and 27.7% remained neutral in worrying about panicking or making mistakes at work. Table 3 presents the comparison of occupational stress indicators among nurses in government and private hospitals. A significant association was found between the type of hospital and difficulty tolerating interruptions at work (χ²=6.750, p = 0.031). Nurses in government hospitals were 8% less likely to report tolerance to interruptions than those in private hospitals were [AOR = 0.92 (0.44–0.98), p = 0.043]. Additionally, nurses in government hospitals were approximately 2 times more likely to report becoming less caring toward patients than were those in private hospitals [AOR = 1.78 (1.06–3.00), p = 0.030]. Furthermore, high stress levels were more than 2 times more common among nurses in government hospitals than among those in private facilities [AOR = 2.43 (0.486–0.99), p = 0.039]. Table 4 shows the associations between demographic characteristics and occupational stress among nurses. Marital status, age, rank and years of experience were significantly associated with occupational stress (χ²=7.496, p = 0.024), (χ²=9.519, p = 0.009), (χ²=10.642, p = 0.005), and (χ²=13.438, p = 0.001), respectively. Compared with their counterparts’, married nurses were approximately 3 times more likely to experience high stress [AOR = 2.81 (0.15–0.97), p = 0.027]. Older nurses (aged 40 years and above) were 2 times more likely to report high stress levels than younger nurses were [AOR = 2.13 (1.08–4.42), p = 0.041]. Compared with certified registered nurses, senior/principal nurses were 57% less likely to experience high stress [AOR = 0.43 (0.07–0.86), p = 0.044]. Nurses with more than 10 years of experience were approximately 2 times more likely to experience high stress than those with less than 10 years of experience [AOR = 1.99 (1.01–3.90), p = 0.045]. Table 2 Levels of Occupational Stress among Nurses in both Government and Private Hospitals Variables Responses P value Strongly Agree (%) Agree (%) Neutral (%) Disagree (%) Strongly disagree (%) I often feel overwhelmed by my work 80 (21.3) 119 (31.7) 98 (26.1) 51 (13.6) 27 (7.2) 0.000 I feel tired in the morning and dread going to work 62 (16.5) 96 (25.6) 99 (26.4) 85 (22.7) 33 (8.8) 0.000 I feel drained at the end of my workday 96 (25.6) 100 (26.7) 85 (22.7) 70 (18.7) 24 (6.4) 0.000 I feel positive, energetic, and in control at work 66 (17.6) 120 (32.0) 106 (28.3) 59 (15.7) 24 (6.4) 0.000 I find it hard to tolerate interruptions at work 56 (14.9) 83 (22.1) 105 (28.0) 94 (25.1) 37 (9.9) 0.000 I have become indifferent or less caring toward patients 59 (15.7) 93 (24.8) 84 (22.4) 84 (22.4) 55 (14.7) 0.004 There is a high stress level in my institution 96 (25.6) 98 (26.1) 96 (25.6) 56 (14.9) 29 (7.7) 0.000 I worry about panicking and making mistakes at work 83 (22.1) 82 (21.9) 104 (27.7) 61 (16.3) 45 (12.0) 0.000 (Data source: Field survey, 2025) Table 3 Chi-square and logistic regression analyses of the level of occupational stress between the government and private hospitals Level of Occupational Stress Type of Hospital X 2 (P value) AOR (95% CI) P value Government (%) Private (%) I often feel overwhelmed by my work Yes 87(43.7) 112(56.3) 7.572(0.006) 1.38 (0.86, 2.21) 0.185 No 102(58.0) 74(42.0) Ref : I feel tired in the morning and dread going to work Yes 64(40.5) 94(59.5) 10.691(< 0.001) 1.45 (0.87, 2.42) 0.154 No 125(57.6) 92(42.4) Ref: I feel drained at the end of my workday Yes 89(45.4) 107(54.6) 4.093(0.043) 0.79 (0.46, 1.36) 0.398 No 100(55.9) 79(44.1) Ref I feel positive, energetic, and in control at work Yes 80(43.3) 106(57.0) 8.06(0.005) 1.40(0.86, 2.29) 0.178 No 109(57.7) 80(42.3) Ref: I find it hard to tolerate interruptions at work Yes 61(43.9) 78(56.1) 6.750(0.031) 0.92 (0.44, 0.98) 0.043 No 128(54.2) 108(45.8) Ref Have become less caring toward patients Yes 58(38.2) 94(61.8) 15.324(< 0.001) 1.78 (1.06, 3.00) 0.030 No 131(58.7) 92(41.3) Ref : Level of stress among nurses High 88(45.4) 106(54.6) 6.083(0.043) 2.43 (0.486, 0.99) 0.039 Low 101(55.8) 80(44.2) Ref I worry about making mistakes at work Yes 68(41.2) 97(58.8) 9.950(0.002) 1.31 (0.763, 2.23) 0.330 No 121(57.6) 89(42.4) Ref : (Data source: Field survey, 2025) Table 4 Chi-square analysis and logistic regression of the associations between demographic characteristics and level of occupational stress among nurses Demographics Level of stress among nurses X 2 (P value) AOR (95% CI) P value High (%) Low (%) Male 94 (58.0) 68 (42.0) 4.521(0.33) 0.69 (0.44, 1.07) 0.098 Female 100(46.9) 113(53.1) Ref : Marital status Single 83(46.4) 96 (53.6) 7.496(0.024) Ref: Widowed/widower 14(77.8) 4(22.2) 0.95 (0.54, 1.67) 0.858 Married 97(54.5) 81(45.5) 2.81 (0.15, 0.97) 0.027 Age 20–29 62(42) 83(57.2) 9.519(0.009) Ref: 30–39 46(51.7) 43(48.3) 1.43 (0.68, 3.04) 0.347 40 and above 86(61.0) 55(39.0) 2.13 (1.08, 4.42) 0.041 Rank Certified Registered Nurse 46(40.0) 69(60.0) 10.642(0.005) Ref : Nurse Officer 60(52.6) 54(47.4) 1.40 (0.70, 2.77) 0.341 Senior/Principal/DNS 88(60.3) 58(39.7) 0.43 (0.07, 0.86) 0.044 Number of years of experience 10 years 50(70.4) 21(29.6) 1.99 (1.01, 3.90) 0.045 Working hours per a day 1–6 hours 27(47.4) 30(52.6) 2.117(0.347) 1.1 (0.53, 2.23) 0.806 7–9 hours 119(50.4) 117(49.6) 1.2 (0.70, 2.06) 0.507 > 9 hours 48(58.5) 34 (41.5) Ref : Do you do any extra work Yes 102 (52.0) 94 (48.0) 0.016 (0.901) 1.2 (0.79, 1.92) 0.361 No 92 (51.4) 87 (48.6) Ref : (Data source: Field survey, 2025) Predictors of Occupational Stress among Nurses in both Government and Private Hospitals As shown in Table 5 , most nurses (81.1%) indicated that emotional stress, such as patient deaths, affects them at work, the majority (61.1%) reported working with inadequate resources, and 70.9% confirmed that qualified staff are available when needed. Approximately 61.9% stated that they are supervised by senior staff, 58.1% face family-related challenges, 56.0% said that they are free to choose their work methods, and 69.6% reported having a heavy workload per shift. More than half (58.4%) noted that they were recognized for good work, but 61.6% reported not being paid for overtime. Additionally, 48.3% expressed dissatisfaction with their colleagues’ attitudes, and 64.3% were not satisfied with their salary. Table 6 examines the predictors of occupational stress among nurses in government and private hospitals. Recognition of good work and payment for overtime were significantly associated with occupational stress (χ²=5.73, p = 0.030 and χ²=5.04, p = 0.025, respectively). Nurses who were recognized for good work were 43% less likely to experience occupational stress than those who were not recognized [AOR = 0.57 (1.13–3.14), p = 0.042]. Additionally, nurses who received overtime pay were 54% less likely to report stress than those who were not paid for extra work [AOR = 0.46 (1.21–4.24), p = 0.033]. Table 7 shows the associations between demographic characteristics and salary satisfaction among nurses. Marital status, rank, working hours per day, and engagement in extra work were significantly associated with salary satisfaction (χ²=28.32, p = 0.000), (χ²=16.93, p = 0.000), (χ²=10.21, p = 0.006), and (χ²=4.69, p = 0.030), respectively. Compared with married nurses, single nurses were 55% more likely to be satisfied with their salary [AOR = 0.45 (0.25–0.84), p = 0.011]. Compared with senior/principal nurses, nurse officers were more than 2 times more likely to be dissatisfied with their salary [AOR = 2.62 (1.31–5.23), p = 0.006]. Nurses working 7–9 hours per day were 76% more likely to be satisfied with their salary than those working more than 9 hours [AOR = 1.76 (0.22–0.92), p = 0.037]. Nurses who did extra work were nearly 2 times more likely to be dissatisfied with their salary than those who did not [AOR = 1.84 (1.41–3.25), p = 0.032]. Table 5 Predictors of occupational stress among nurses Variables Frequency (N = 375) Percentage % Do patient deaths affect you at work Yes 304 81.1 No 71 18.9 Do you work with inadequate resources Yes 229 61.1 No 146 38.9 Are qualified staff available when needed Yes 266 70.9 No 109 29.1 Are you supervised by senior staff Yes 232 61.9 No 143 38.1 Do you face family-related challenges Yes 218 58.1 No 157 41.9 Are you free to choose your work methods Yes 210 56.0 No 165 44.0 Is your workload heavy per shift Yes 261 69.6 No 114 30.4 Are you recognized for good work Yes 219 58.4 No 156 41.6 Table 5 Predictors of occupational stress among nurses (cont.’) Variables Frequency (N = 375) Percentage % Are you paid for overtime work Yes 144 38.4 No 231 61.6 Are you dissatisfied with colleagues’ attitudes Yes 181 48.3 No 194 51.7 Are you satisfied with your salary Yes 134 35.7 No 241 64.3 (Data source: Field survey, 2025) Table 6 Chi-square analysis and logistic regression of the predictors of occupational stress among nurses in government and private hospitals Predictors of Occupational Stress Type of Hospital X 2 (P value) AOR (95% CI) P value Government (%) Private (%) Emotion/Patient deaths affect your work Yes 152 (50.0) 152 (50.50) 0.10 (0.749) 0.95 (0.54, 1.68) 0.853 No 37 (52.1) 34 (47.9) Ref : Work with inadequate resource Yes 117 (51.1) 112 (48.9) 0.11 (0.737) 0.86 (0.54, 1.36) 0.520 No 72 (49.3) 74 (50.7) Ref : Qualify staff available when needed Yes 129 (48.5) 137 (51.5) 1.33 (0.249) 1.12 (0.68, 1.80) 0.685 No 60 (55.0) 49 (45.0) Ref : Workload heavy per shift Yes 127 (48.7) 134 (51.3) 1.04 (0.308) 1.31 (0.82, 2.10) 0.257 No 62 (54.4) 52 (45.6) Ref : You are recognized for good work Yes 100 (45.7) 119 (54.3) 5.73 (0.030) 0.57 (1.13, 3.14) 0.042 No 89 (57.1) 67 (42.9) Ref: Are you paid overtime work Yes 62 (43.1) 82 (56.9) 5.04 (0.025) 0.46 (1.21, 4.24) 0.033 No 127 (55.0) 104 (45.0) Ref : Satisfied with your salary Satisfied 59 (44.0) 75 (56.0) 3.39 (0.066) 1.57 (0.98, 2.53) 0.063 Not satisfied 130 (53.9) 111 (46.1) Ref : (Data source: Field survey, 2025) Table 7 Chi-square analysis and logistic regression of the association between demographic characteristics and salary satisfaction among nurses in government and private hospitals Demographics Satisfied with salary X 2 (P value) AOR (95% CI) P value Satisfied (%) Not Satisfied (%) Male 49 (30.2) 113 (69.8) 3.74 (0.053) 1.48 (0.91, 2.40) 0.117 Female 85 (39.9) 128 (60.1) Ref : Marital status Single 87 (48.6) 92 (51.4) 28.32 (0.000) 0.45 (0.25, 0.84) 0.011 Widowed/widower 8 (44.4) 10 (55.6) 0.33 (0.12, 0.97) 0.044 Married 39 (21.9) 139 (78.1) Ref : Age 20–29 73 (50.3) 72 (49.7) 23.52 (0.000) 0.50 (0.22, 1.15) 0.103 30–39 28 (31.5) 61 (68.5) 0.62 (0.31, 1.26) 0.186 40 and above 33 (23.4) 108 (76.6) Ref: Rank Certified Registered Nurse 57 (49.6) 58 (50.4) 16.93 (0.000) 1.55 (0.74, 3.28) 0.248 Nurse Officer 27 (23.7) 87 (76.3) 2.62 (1.31, 5.23) 0.006 Senior/Principal/DNS 50 (34.2) 96 (65.8) Ref : Number of years of experience 10 years 20 (28.2) 51 (71.8) Ref : Working hours per a day 1–6 hours 31 (54.4) 26 (45.6) 10.21 (0.006) 0.53 (0.25, 1.15) 0.108 7–9 hours 77 (32.6) 159 (67.4) 1.76 (0.22, 0.92) 0.037 > 9 hours 26 (31.7) 56 (68.3) Ref : Do you do any extra work Yes 60 (30.6) 136 (69.4) 4.69 (0.030) 1.84 (1.41, 3.25) 0.032 No 74 (41.3) 105 (58.7) Ref : (Data source: Field survey, 2025) Effects of Occupational Stress among Nurses in both Government and Private hospitals As shown in Table 8 , the majority (81.9%) of nurses reported experiencing physical health problems such as body pain, 36.3% had mental health challenges, most respondents (59.2%) agreed that patient care has decreased in their facility because of stress, 45.3% reported high nurse absenteeism in their facility, and 53.9% stated that staff turnover is high. Table 8 Effects of occupational stress among nurses Variables Frequency (N = 375) Percentage % Experience physical health problems like body pain Yes 307 81.9 No 68 18.1 Do you have mental health challenges Yes 136 36.3 No 239 63.7 Has patient care reduced in your facility Yes 222 59.2 No 153 40.8 Is nurse absenteeism high in your facility Yes 170 45.3 No 205 54.7 Is staff turnover high in your facility Yes 202 53.9 No 173 46.1 (Data source: Field survey, 2025) Table 9 Effects of occupational stress among nurses in government and private hospitals Effects of Occupational Stress Type of Hospital X 2 (P value) Government (%) Private (%) Experience physical problem like body pain Yes 154 (50.2) 153 (49.8) 0.04 (0.845) No 35 (51.5) 33 (48.5) Have mental challenge Yes 66 (48.5) 70 (51.5) 0.30 (0.585) No 123 (51.5) 116 (48.5) Has patient care reduced in your facility Yes 108 (48.6) 114 (51.4) 0.67 (0.414) No 81 (52.9) 72 (47.1) Nurses’ absenteeism is high in my facility Yes 84 (49.4) 86 (50.6) 0.12 (0.727) No 105 (51.2) 100 (48.8) High staff turnover in my facility Yes 96 (47.5) 106 (52.5) 1.45 (0.229) No 93 (53.8) 80 (46.2) (Data source: Field survey, 2025) Table 9 examines the effects of occupational stress among nurses in government and private hospitals. There were no associations between any of the effects (such as physical problems such as body pain, mental challenges, reduced patient care, high absenteeism, or high staff turnover) and the type of hospital. Coping Strategies Adopted by Nurses both Governmentally and Privately Hospitals As shown in Table 10 , the majority (37.3%) of nurses agreed that they use positive self-talk to cope with stress at work (p < 0.001). Approximately 34.1% of the participants remained neutral in talking to family, friends, or colleagues for stress relief. The majority (30.9%) agreed that they tried to control their emotions and reactions when they were under stress. Additionally, 28.8% were neutral about believing that they are not responsible for stressful situations. Most participants (35.7%) agreed that they reward themselves to relieve stress, whereas 25.1% agreed that they avoid or withdraw from stressful work situations. Table 11 examines the coping strategies adopted by nurses in government and private hospitals. Seeking support from family and friends, rewarding oneself, and avoiding stressful situations were significantly associated with stress coping strategies (χ²=6.39, p = 0.011), (χ²=7.50, p = 0.019), and (χ²=10.12, p = 0.001), respectively. Nurses who sought support from family and friends were 1.4 times more likely to adopt effective coping strategies than those who did not [AOR = 1.40 (1.06–2.89), p = 0.021]. Those who rewarded themselves were approximately 2 times more likely to cope effectively with stress than those who did not [AOR = 2.18 (1.01–2.95), p = 0.047]. Additionally, nurses who avoided stressful situations were 1.6 times more likely to adopt better coping mechanisms than those who did not [AOR = 1.61 (1.02–2.514), p = 0.042]. Table 10 Coping strategies adopted by nurses Variables Responses P value Strongly Agree (%) Agree (%) Neutral (%) Disagree (%) Strongly disagree (%) I use positive self-talk to help me cope with stress at work 80 (21.3) 140 ( 37.3 ) 89 (23.7) 49 (13.1) 17 (4.5) 0.000 I talk to family, friends, or colleagues to help manage my stress 49 (13.1) 118 (31.5) 128 ( 34.1 ) 64 (17.1) 16 (4.3) 0.000 I try to control my emotions and reactions when under stress 82 (21.9) 116 ( 30.9 ) 96 (25.6) 55 (14.7) 26 (6.9) 0.000 I believe I am not responsible for stressful situations at work 60 (16.0) 100 (26.7) 108 ( 28.8 ) 74 (19.7) 33 (8.8) 0.000 I reward myself with something I enjoy to relieve stress 69 (18.4) 134 ( 35.7 ) 94 (25.1) 59 (15.7) 19 (5.1) 0.000 I avoid or withdraw from stressful work situations 57 (15.2) 94 ( 25.1 ) 78 (20.8) 75 (20.0) 71 (18.9) 0.000 (Data source: Field survey, 2025) Table 11 Chi-square analysis and logistic regression of the coping strategies adopted by nurses in government and private hospitals Coping Strategies of Stress Type of Hospital X 2 (P value) AOR (95% CI) P value Government (%) Private (%) Use positive self-talk to cope Yes 101 (45.9) 119 (54.1) 4.29 (0.038) 1.37 (0.86, 2.18) 0.190 No 88 (56.8) 67 (43.2) Ref : Seek family and friends support to cope Yes 72 (43.1) 95 (56.9) 6.39 (0.011) 1.40 (1.06, 2.89) 0.0.021 No 117 (56.3) 91 (43.7) Ref : I try to control my emotions Yes 95 (48.0) 103 (52.0) 0.98 (0.321) 0.80 (0.48, 1.34) 0.394 No 94 (53.1) 83 (46.9) Ref : I reward myself to relieve stress Yes 91 (44.8) 112 (55.2) 750 (0.019) 2.18 (1.01, 2.95) 0.047 No 98 (57.0) 74 (43.0) Ref : I avoid stressful situation Yes 61 (40.4) 90 (59.6) 10.12 (0.001) 1.61 (1.02, 2.514) 0.042 No 128 (57.1) 96 (42.9) Ref : (Data source: Field survey, 2025) DISCUSSION Level of Occupational Stress among Nurses in Government and Private Hospitals The findings revealed a significantly greater level of occupational stress among nurses in government hospitals than among their counterparts in private facilities. Specifically, nurses in government hospitals were more than twice as likely to experience high stress [AOR = 2.43 (0.486–0.99), p = 0.039]. This could be attributed to systemic differences in working conditions, such as higher patient loads, administrative bureaucracy, and resource constraints, which are often characteristic of government health facilities [ 7 ]. In contrast, private hospitals are often better resourced, more flexible in management practices, and maintain better nurse-to-patient ratios, which can contribute to reduced work-related stress. Predictors of occupational stress among nurses in government and private hospitals The current study identified several significant predictors of occupational stress among nurses in both government and private hospitals in the Ashanti Region, Ghana. Notably, a high percentage (81.1%) of respondents reported that emotional stress, particularly with respect to patient deaths, adversely affected them at work. This finding is consistent with those of previous studies that emphasized the emotional toll of nursing, especially in high-mortality wards or under resourced health systems [ 8 , 9 ]. Workload and compensation also emerged as key stressors. A large proportion of respondents (69.6%) indicated that they had a heavy workload per shift, whereas 61.6% stated that they were not paid for overtime. This is in line with earlier studies, which associated long shifts and unpaid labour with nurse burnout and dissatisfaction [ 10 , 11 ]. Effects of Occupational Stress among Nurses in Government and Private Hospitals The present study revealed significant physical and mental health effects of occupational stress among nurses working in both government and private hospitals in the Ashanti Region. A majority of the respondents (81.9%) reported experiencing physical health issues such as body pain, suggesting that prolonged standing, heavy workloads, and poor ergonomic conditions are contributing factors. This aligns with findings from studies [ 12 , 13 ] indicating that musculoskeletal disorders and fatigue are common outcomes of stress among healthcare workers in low-resource settings. Additionally, 36.3% of nurses admitted to having mental health challenges, a result that is consistent with global research emphasizing the psychological toll of nursing work, particularly in environments with high patient loads, insufficient breaks, and limited psychosocial support [ 14 , 15 ] . Coping Strategies Adopted by Nurses in Government and Private Hospitals The current study explored the coping strategies adopted by nurses in both government and private hospitals in the Ashanti Region to manage occupational stress. A significant proportion of participants (37.3%) reported using positive self-talk as a key coping mechanism, suggesting that cognitive behavioural strategies are commonly employed to regulate emotional responses in stressful work environments. This aligns with findings by [ 16 ], who identified positive self-talk as a key element in emotion-focused coping. Studies in Ghana also emphasized the usefulness of such internal coping techniques among healthcare workers in emotionally demanding roles [ 17 , 18 ]. Conclusion However, occupational stress among nurses in both government and private hospitals was high. Nurses in government hospitals were more than two times more likely to report stress than were those in private hospitals. Married and older nurses, as well as those with more work experience, were more susceptible to stress, whereas higher-ranking nurses were less likely to report stress. Additionally, recognition of good work and overtime pay significantly reduced the likelihood of stress. The Ministry of Health (MoH) of Ghana should promote policies that enforce fair compensation, including timely payment over time, to reduce financial-related stress among nurses. Facilities should introduce recognition systems and staff appreciation initiatives to motivate healthcare professionals and reduce burnout. Future studies should adopt longitudinal or mixed-method approaches to examine the long-term impacts of occupational stress and coping strategies among nurses across different regions of Ghana. Abbreviations AAMUSTED - Akenten -Appiah University of Skills Training and Entrepreneurial Development. GHS - Ghana Health Service ILO - International Labour Organization LMICs - Low- and middle- income countries MoH - Ministry of Health Declarations Ethics approval and consent to participate Ethical approval for the study was obtained from the Ghana Health Service Ethical Review Committee with the reference number GHS-ERC:087/07/24. Additional authorization was granted by the Akenten Appiah-Menka University of Skills Training and Entrepreneurial Development (AAMUSTED) to ensure compliance with institutional research ethics. Permission to access the study sites was also obtained from the Ashanti Regional Health Directorate and the management of all the participating hospitals. Participation was voluntary, and respondents were informed of their right to withdraw at any point without repercussions. Written informed consent was obtained from every participant. Consent for publication Not applicable Availability of data and materials The datasets used and analysed during the current study are available from the corresponding author upon reasonable request. Disclosure of conflicts of interest The authors declare that they have no competing interests. Funding The authors bore the costs of the project. Author contributions B-A: conceptualization, methodology and writing-original draft, J-A: review and editing. D-Y: editing and visualization. P-A: Data collection and manuscript draft. C-K: data curation and data analysis. All the authors have read and approved the final manuscript. Acknowledgement I want to express my gratitude to the nurse respondents in the various hospitals and to all the parties who contributed to this research. References International Law Organization. Occupational stress and stress prevention in specific occupations. 2024. https://www.ilo.org/resource/occupational-stress-and-stress-prevention-specific-occupations . Accessed 10 January 2025. Goudarzian AH, Nasrabadi N, Sharif-Nia A, Farhadi H, B., Navab EJ. F. i. p. Exploring the concept and management strategies of caring stress among clinical nurses: a scoping review. 2024; 15, 1337938. Khonde Kumbu R, Matondo H, Labat A, Kianu B, Godin I, Kiyombo G, Coppieters YJ. B. P. H. Job stress, a source of hypertension among workers in Sub-Saharan Africa: a scoping review. 2023; 23(1), 2316. Ghana Health Service. Annual Health Report. 2022. https://www.ghs.gov.gh . Accessed 20 December 2024. Addai-Duah E. Impact of Leadership Characteristics of Empowerment and Support of Employee Growth on Job Commitment and Turnover Intent of Nurses in Ghana. https://scholarworks.waldenu.edu/dissertations (2024). Accessed 11 January 2025. Mensah NK, Adzakpah G, Kissi J, Abdulai K, Taylor-Abdulai H, Johnson SB. Making, D. Health professionals’ perceptions of electronic health records system: a mixed method study in Ghana. 2024; 24(1), 254. Manyisa ZM, van Aswegen EJ. J. I. j. o. A. n. s. Factors affecting working conditions in public hospitals: A literature review. 2017; 6, 28–38. Kalyan G, Joshi P, Murry LL, Campbell-Yeo M, Tiwari SK. J. T. L. R. H.-S. A. 2025. Transforming neonatal nursing in India: challenges, opportunities, and the way forward. 2025; p 32. Nagel C. and subtitle: From crisis to care: The evolution of nurses’ work environments. 2025. Emmanuel T. Using data science to optimize nurses’ shift patterns in acute hospitals [dissertation]. Southampton (UK): University of Southampton; 2025. Moreno-Martínez M, Sánchez-Martínez I. The Associated Factors of Work Engagement, Work Overload, Work Satisfaction, and Emotional Exhaustion and Their Effect on Healthcare Workers: A Cross-Sectional Study. Healthcare. 2025. Erasmus E. Association between perceived demands and musculoskeletal disorders among hospital nurses: a cross-sectional study [ dissertation]. Johannesburg (South Africa) University of Johannesburg; 2024. Adams R, Nino VJ. I. j. o. e. r., & health, p. Work-related psychosocial factors and their effects on mental workload perception and body postures. 2024; 21(7), 876. Ali SI, Shaban MJ. W. o. E. B. N. Applying Evidence to Improve Practice: Qualitative Insights into Nurses' Experiences with Organizational Support for Mental Health Recovery. 2025; 22(3), e70045. ALJAZIRI AS. The Effect of Stress and Fatigue in the Workplace on the Performance of Nurses. Rose RE. Self-Talk Functions as Self-Regulation to Predict Academic Burnout for Undergraduate Students [dissertation]: Grand Canyon University; 2024. Komesuor J, Manu E, Meyer-Weitz AJ. F. i. P. H. Work-related challenges and their associated coping mechanisms among female head porters. (Kayayei) Ghana. 2024;12:1383879. Nkyi AK, Baaba BJ. P. o. Coping, health anxiety, and stress among health professionals during Covid-19: Cape Coast. Ghana. 2024; 19(1), e0296720. Additional Declarations No competing interests reported. Cite Share Download PDF Status: Published Journal Publication published 27 Jan, 2026 Read the published version in BMC Nursing → Version 1 posted Editorial decision: Revision requested 06 Oct, 2025 Editor assigned by journal 04 Oct, 2025 Submission checks completed at journal 04 Oct, 2025 First submitted to journal 30 Sep, 2025 You are reading this latest preprint version Research Square lets you share your work early, gain feedback from the community, and start making changes to your manuscript prior to peer review in a journal. As a division of Research Square Company, we’re committed to making research communication faster, fairer, and more useful. We do this by developing innovative software and high quality services for the global research community. Our growing team is made up of researchers and industry professionals working together to solve the most critical problems facing scientific publishing. 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International Labour Organization [\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e] defines occupational stress as harmful physical and psychological responses that occur when work demands exceed an individual\u0026rsquo;s capacity to cope. Nursing is consistently among the most stressful occupations worldwide because of the emotional labour, unpredictable workloads, and critical decision-making inherent in the profession [\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e].\u003c/p\u003e\u003cp\u003ePersistent exposure to such stressors negatively affects nurses\u0026rsquo; physical and mental health, job satisfaction, and retention rates while also compromising the quality of patient care.\u003c/p\u003e\u003cp\u003eIn many low- and middle-income countries (LMICs), including those in sub-Saharan Africa, the burden of occupational stress is further intensified by systemic healthcare challenges [\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e]. In Ghana, nurses constitute the largest proportion of the healthcare workforce and are central to the delivery of both preventive and curative services. However, the Ghana Health Service [\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e] reports that the majority of nurses work under strenuous conditions characterized by insufficient staffing levels, limited equipment, and overwhelming patient numbers. The Ashanti Region, which is a major healthcare hub in Ghana, hosts a mix of government and private hospitals where nurses operate under varying conditions. Government hospitals often experience overcrowding, limited resources, and high patient-to-nurse ratios, whereas private hospitals may impose strict performance expectations with fewer support mechanisms [5, \u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e]. Despite these differences, limited comparative research exists on how occupational stress levels and influencing factors differ between these two types of facilities in the region.\u003c/p\u003e\u003cp\u003eMoreover, occupational stress has far-reaching implications not only for nurses\u0026rsquo; physical and mental health but also for patient safety and the overall efficiency of the healthcare system [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e]. Without addressing stressors and improving coping strategies, the healthcare workforce may experience declining productivity and morale.\u003c/p\u003e\u003cp\u003eComparative evidence on stress levels, influencing factors, effects, and coping strategies can inform targeted interventions to mitigate stress and promote a healthier work environment. Therefore, this study conducted a comparative analysis of occupational stress among nurses in government and private hospitals in the Ashanti Region.\u003c/p\u003e"},{"header":"METHOD","content":"\u003cdiv id=\"Sec3\" class=\"Section2\"\u003e\u003ch2\u003eStudy design\u003c/h2\u003e\u003cp\u003eA hospital-based comparative cross-sectional design was employed to perform a comparative analysis of occupational stress among nurses working in government and private health facilities in the Ashanti Region. The study was undertaken over a twelve-month period, commencing in June 2024 and ending in May 2025.\u003c/p\u003e\u003cp\u003eThe study included registered nurses aged 18 years and above who had been employed in either government or private hospitals in the Ashanti Region for more than one year and consented to the study. However, nurses on extended leave during the study period, such as maternity or sick leave, were omitted to ensure that only actively practicing nurses participated.\u003c/p\u003e\u003c/div\u003e\n\u003ch3\u003eSampling technique\u003c/h3\u003e\n\u003cp\u003eThe multistage sampling technique was used to select 375 nurse respondents. In the first stage, the Ashanti Region was clustered into four geographical zones based on the 43 administrative districts. Using simple random sampling, one district was selected from each zone: Mampong Municipal (Zone A), Adansi South District (Zone B), Kumasi Metropolis (Zone C), and Asante Akim South Municipal (Zone D). In the second stage, both government and private hospitals were selected from these districts. Purposive sampling was used to select government hospitals where only one facility existed in the district, whereas simple random sampling was used where multiple hospitals were present. For private hospitals, simple random sampling was applied to select two facilities from each district, resulting in eight private hospitals.\u003c/p\u003e\u003cp\u003eIn the final stage, a list of eligible nurses from the selected hospitals was obtained from hospital administrators. Simple random sampling was then used to select nurses who met the inclusion criteria. This approach ensured representation from both government and private hospitals while minimizing selection bias.\u003c/p\u003e\u003cp\u003eThe following government hospitals were sampled for the study: Mampong District Hospital, New Edubiase Government Hospital, and Juaso District Hospital. Additionally, Calvary Health Service, Quality Health Care Hospital, Hilltop Maternity Home, Fountain Specialist Hospital, Adiebeba Hospital, Asafo-Agyei Hospital, Stewards Hospital, and First-Class Hospital were the private hospitals selected for the study.\u003c/p\u003e\n\u003ch3\u003eData collection tool(s)\u003c/h3\u003e\n\u003cp\u003eData were collected via a structured, self-administered questionnaire specifically designed to assess occupational stress among nurses. The questionnaire comprises five sections: sociodemographic information (age, sex, marital status, education, years of experience) and occupational stress levels, which are assessed via standardized Likert scale items. Factors influencing occupational stress include workload, resources, the work environment, and management practices; effects of occupational stress, covering aspects such as job performance, health outcomes, and job satisfaction; and coping strategies, capturing the mechanisms nurses use to manage stress.\u003c/p\u003e\u003cp\u003eThe instrument included both closed-ended and Likert-scale questions to facilitate quantitative analysis, with an open-ended section to allow participants to express additional views on stress management.\u003c/p\u003e\u003cp\u003eConfidentiality was assured by assigning unique identification codes rather than names, and all collected data were securely stored with restricted access limited to the research team.\u003c/p\u003e\u003cdiv id=\"Sec6\" class=\"Section2\"\u003e\u003ch2\u003eStatistical analysis\u003c/h2\u003e\u003cp\u003eThe data were analysed via both descriptive and inferential statistical methods. Descriptive statistics, including frequencies, percentages, means, and standard deviations, were computed to summarize participants\u0026rsquo; sociodemographic characteristics, stress levels, factors influencing stress, effects of stress, and coping strategies. Chi-square tests were used to examine associations between categorical variables such as hospital type (government or private) and levels of occupational stress. Furthermore, binary logistic regression was conducted to identify predictors of high occupational stress while adjusting for potential confounders such as age, sex, and years of experience. A p value of less than 0.05 was considered statistically significant, and all analyses were carried out at the 95% confidence level.\u003c/p\u003e\u003c/div\u003e"},{"header":"RESULTS","content":"\u003cdiv id=\"Sec8\" class=\"Section2\"\u003e\n \u003ch2\u003eDemographic characteristics of the respondents\u003c/h2\u003e\n \u003cp\u003eIn Table \u003cspan class=\"InternalRef\"\u003e1\u003c/span\u003e, the majority (56.8%) of the respondents were female, 47.7% were single, 38.7% were aged 20\u0026ndash;29 years, 38.9% were ranked as senior/principal/DNS, 50.4% worked in government hospitals, 49.3% had less than 5 years of experience, 62.9% worked 7\u0026ndash;9 hours per day, and 52.3% reported doing extra work beyond their regular duties.\u003c/p\u003e\n \u003cdiv class=\"gridtable\"\u003e\n \u003ctable id=\"Tab1\" border=\"1\"\u003e\n \u003ccaption\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003eDemographic characteristics\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eDemographic Characteristics\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eFrequency (N\u0026thinsp;=\u0026thinsp;375)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003ePercentage %\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eGender\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eMale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e162\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e43.2\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eFemale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e213\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e56.8\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eMarital status\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eSingle\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e179\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e47.7\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eWidowed/widower\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e18\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4.8\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eMarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e178\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e47.5\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eAge range in years\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e20\u0026ndash;29\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e145\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e38.7\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e30\u0026ndash;39\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e89\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e23.7\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e40 and above\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e141\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e37.6\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRank\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eCertified Registered Nurse\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e115\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e30.7\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNurse Officer\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e114\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e30.4\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eSenior/Principal/DNS\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e146\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e38.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eType of Health facility\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eGovernment hospital\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e189\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e50.4\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003ePrivate hospital\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e186\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e49.6\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eNumber of years of experience\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;5 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e185\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e49.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e5\u0026ndash;10 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e119\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e31.7\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026gt;\u0026thinsp;10 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e71\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e18.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eWorking hours per a day\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1\u0026ndash;6 hours\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e57\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e15.2\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e7\u0026ndash;9 hours\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e236\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e62.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026gt;\u0026thinsp;9 hours\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e82\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e21.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eDo you do any extra work\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e196\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e52.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e179\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e47.7\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n \u003c/div\u003e\n\u003c/div\u003e\n\u003cp\u003e(Data source: Field survey, 2025)\u003c/p\u003e\n\u003cdiv id=\"Sec10\" class=\"Section2\"\u003e\n \u003ch2\u003eLevel of Occupational Stress among Nurses in both Government and Private Hospitals\u003c/h2\u003e\n \u003cp\u003eAs shown in Table\u0026nbsp;\u003cspan class=\"InternalRef\"\u003e2\u003c/span\u003e, the majority (31.7%) of nurses agreed that they often feel overwhelmed by their work (p\u0026thinsp;\u0026lt;\u0026thinsp;0.001). Approximately 26.4% remained neutral about feeling tired in the morning and dreading work. The highest percentage (26.7%) agreed that they felt drained at the end of the workday. Regarding feeling positive and in control at work, 32.0% agreed. Additionally, 28.0% were neutral about tolerating interruptions at work, whereas 24.8% agreed with feeling indifferent or less caring toward patients. Most nurses (26.1%) agreed that there is a high stress level in their institution, and 27.7% remained neutral in worrying about panicking or making mistakes at work.\u003c/p\u003e\n \u003cp\u003eTable\u0026nbsp;\u003cspan class=\"InternalRef\"\u003e3\u003c/span\u003e presents the comparison of occupational stress indicators among nurses in government and private hospitals. A significant association was found between the type of hospital and difficulty tolerating interruptions at work (\u0026chi;\u0026sup2;=6.750, p\u0026thinsp;=\u0026thinsp;0.031). Nurses in government hospitals were 8% less likely to report tolerance to interruptions than those in private hospitals were [AOR\u0026thinsp;=\u0026thinsp;0.92 (0.44\u0026ndash;0.98), p\u0026thinsp;=\u0026thinsp;0.043]. Additionally, nurses in government hospitals were approximately 2 times more likely to report becoming less caring toward patients than were those in private hospitals [AOR\u0026thinsp;=\u0026thinsp;1.78 (1.06\u0026ndash;3.00), p\u0026thinsp;=\u0026thinsp;0.030]. Furthermore, high stress levels were more than 2 times more common among nurses in government hospitals than among those in private facilities [AOR\u0026thinsp;=\u0026thinsp;2.43 (0.486\u0026ndash;0.99), p\u0026thinsp;=\u0026thinsp;0.039].\u003c/p\u003e\n \u003cp\u003eTable\u0026nbsp;\u003cspan class=\"InternalRef\"\u003e4\u003c/span\u003e shows the associations between demographic characteristics and occupational stress among nurses. Marital status, age, rank and years of experience were significantly associated with occupational stress (\u0026chi;\u0026sup2;=7.496, p\u0026thinsp;=\u0026thinsp;0.024), (\u0026chi;\u0026sup2;=9.519, p\u0026thinsp;=\u0026thinsp;0.009), (\u0026chi;\u0026sup2;=10.642, p\u0026thinsp;=\u0026thinsp;0.005), and (\u0026chi;\u0026sup2;=13.438, p\u0026thinsp;=\u0026thinsp;0.001), respectively. Compared with their counterparts\u0026rsquo;, married nurses were approximately 3 times more likely to experience high stress [AOR\u0026thinsp;=\u0026thinsp;2.81 (0.15\u0026ndash;0.97), p\u0026thinsp;=\u0026thinsp;0.027]. Older nurses (aged 40 years and above) were 2 times more likely to report high stress levels than younger nurses were [AOR\u0026thinsp;=\u0026thinsp;2.13 (1.08\u0026ndash;4.42), p\u0026thinsp;=\u0026thinsp;0.041]. Compared with certified registered nurses, senior/principal nurses were 57% less likely to experience high stress [AOR\u0026thinsp;=\u0026thinsp;0.43 (0.07\u0026ndash;0.86), p\u0026thinsp;=\u0026thinsp;0.044]. Nurses with more than 10 years of experience were approximately 2 times more likely to experience high stress than those with less than 10 years of experience [AOR\u0026thinsp;=\u0026thinsp;1.99 (1.01\u0026ndash;3.90), p\u0026thinsp;=\u0026thinsp;0.045].\u003c/p\u003e\n \u003cdiv class=\"gridtable\"\u003e\n \u003cdiv class=\"colspec\" align=\"left\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003cdiv class=\"colspec\" align=\"char\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003ctable id=\"Tab2\" border=\"1\"\u003e\n \u003ccaption\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003eLevels of Occupational Stress among Nurses in both Government and Private Hospitals\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eVariables\u003c/p\u003e\n \u003c/th\u003e\n \u003cth colspan=\"5\" align=\"left\"\u003e\n \u003cp\u003eResponses\u003c/p\u003e\n \u003c/th\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eP value\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eStrongly Agree (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eAgree (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eNeutral (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eDisagree (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eStrongly disagree (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eI often feel overwhelmed by my work\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e80 (21.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e119 (31.7)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e98 (26.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e51 (13.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e27 (7.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.000\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eI feel tired in the morning and dread going to work\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e62 (16.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e96 (25.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e99 (26.4)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e85 (22.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e33 (8.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.000\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eI feel drained at the end of my workday\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e96 (25.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e100 (26.7)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e85 (22.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e70 (18.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e24 (6.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.000\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eI feel positive, energetic, and in control at work\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e66 (17.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e120 (32.0)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e106 (28.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e59 (15.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e24 (6.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.000\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eI find it hard to tolerate interruptions at work\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e56 (14.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e83 (22.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e105 (28.0)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e94 (25.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e37 (9.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.000\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eI have become indifferent or less caring toward patients\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e59 (15.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e93 (24.8)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e84 (22.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e84 (22.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e55 (14.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.004\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eThere is a high stress level in my institution\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e96 (25.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e98 (26.1)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e96 (25.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e56 (14.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e29 (7.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.000\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eI worry about panicking and making mistakes at work\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e83 (22.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e82 (21.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e104 (27.7)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e61 (16.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e45 (12.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.000\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n \u003c/div\u003e\n\u003c/div\u003e\n\u003cdiv id=\"Sec11\" class=\"Section2\"\u003e\n \u003cp\u003e(Data source: Field survey, 2025)\u003c/p\u003e\n \u003cdiv class=\"gridtable\"\u003e\n \u003cdiv class=\"colspec\" align=\"left\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003ctable id=\"Tab3\" border=\"1\"\u003e\n \u003ccaption\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003eChi-square and logistic regression analyses of the level of occupational stress between the government and private hospitals\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eLevel of Occupational Stress\u003c/p\u003e\n \u003c/th\u003e\n \u003cth colspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eType of Hospital\u003c/p\u003e\n \u003c/th\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eX\u003csup\u003e2\u003c/sup\u003e (P value)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eAOR (95% CI) P value\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eGovernment (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003ePrivate (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eI often feel overwhelmed by my work\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e87(43.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e112(56.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e7.572(0.006)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.38 (0.86, 2.21) 0.185\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e102(58.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e74(42.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eI feel tired in the morning and dread going to work\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e64(40.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e94(59.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e10.691(\u0026lt;\u0026thinsp;0.001)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.45 (0.87, 2.42) 0.154\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e125(57.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e92(42.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eRef:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eI feel drained at the end of my workday\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e89(45.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e107(54.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e4.093(0.043)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.79 (0.46, 1.36) 0.398\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e100(55.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e79(44.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eRef\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eI feel positive, energetic, and in control at work\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e80(43.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e106(57.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e8.06(0.005)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.40(0.86, 2.29) 0.178\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e109(57.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e80(42.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eRef:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eI find it hard to tolerate interruptions at work\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e61(43.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e78(56.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e6.750(0.031)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.92 (0.44, 0.98) 0.043\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e128(54.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e108(45.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eRef\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eHave become less caring toward patients\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e58(38.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e94(61.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e15.324(\u0026lt;\u0026thinsp;0.001)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e1.78 (1.06, 3.00) 0.030\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e131(58.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e92(41.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eLevel of stress among nurses\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eHigh\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e88(45.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e106(54.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e6.083(0.043)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e2.43 (0.486, 0.99) 0.039\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eLow\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e101(55.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e80(44.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eI worry about making mistakes at work\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e68(41.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e97(58.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e9.950(0.002)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.31 (0.763, 2.23) 0.330\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e121(57.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e89(42.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n \u003c/div\u003e\n\u003c/div\u003e\n\u003cdiv id=\"Sec12\" class=\"Section2\"\u003e\n \u003cp\u003e(Data source: Field survey, 2025)\u003c/p\u003e\n \u003cdiv class=\"gridtable\"\u003e\n \u003cdiv class=\"colspec\" align=\"left\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003ctable id=\"Tab4\" border=\"1\"\u003e\n \u003ccaption\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable 4\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003eChi-square analysis and logistic regression of the associations between demographic characteristics and level of occupational stress among nurses\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eDemographics\u003c/p\u003e\n \u003c/th\u003e\n \u003cth colspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eLevel of stress among nurses\u003c/p\u003e\n \u003c/th\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eX\u003csup\u003e2\u003c/sup\u003e (P value)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eAOR (95% CI) P value\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eHigh (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eLow (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eMale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e94 (58.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e68 (42.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"char\"\u003e\n \u003cp\u003e4.521(0.33)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.69 (0.44, 1.07) 0.098\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eFemale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e100(46.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e113(53.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eMarital status\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eSingle\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e83(46.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e96 (53.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e7.496(0.024)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eRef:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eWidowed/widower\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e14(77.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e4(22.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.95 (0.54, 1.67) 0.858\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eMarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e97(54.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e81(45.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e2.81 (0.15, 0.97) 0.027\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eAge\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e20\u0026ndash;29\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e62(42)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e83(57.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e9.519(0.009)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eRef:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e30\u0026ndash;39\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e46(51.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e43(48.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.43 (0.68, 3.04) 0.347\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e40 and above\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e86(61.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e55(39.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e2.13 (1.08, 4.42) 0.041\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRank\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eCertified Registered Nurse\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e46(40.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e69(60.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e10.642(0.005)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNurse Officer\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e60(52.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e54(47.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.40 (0.70, 2.77) 0.341\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eSenior/Principal/DNS\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e88(60.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e58(39.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.43 (0.07, 0.86) 0.044\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eNumber of years of experience\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;5 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e83(44.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e102(55.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e13.438(0.001)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e5\u0026ndash;10 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e61(51.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e58(48.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.76 (0.78 ,3.94) 0.168\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026gt;\u0026thinsp;10 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e50(70.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e21(29.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e1.99 (1.01, 3.90) 0.045\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eWorking hours per a day\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1\u0026ndash;6 hours\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e27(47.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e30(52.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" align=\"char\"\u003e\n \u003cp\u003e2.117(0.347)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.1 (0.53, 2.23) 0.806\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e7\u0026ndash;9 hours\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e119(50.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e117(49.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.2 (0.70, 2.06) 0.507\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026gt;\u0026thinsp;9 hours\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e48(58.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e34 (41.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eDo you do any extra work\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e102 (52.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e94 (48.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.016 (0.901)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.2 (0.79, 1.92) 0.361\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e92 (51.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e87 (48.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n \u003c/div\u003e\n \u003cdiv id=\"Sec13\" class=\"Section3\"\u003e\n \u003cp\u003e(Data source: Field survey, 2025)\u003c/p\u003e\n \u003cdiv id=\"Sec14\" class=\"Section4\"\u003e\n \u003ch2\u003ePredictors of Occupational Stress among Nurses in both Government and Private Hospitals\u003c/h2\u003e\n \u003cp\u003eAs shown in Table\u0026nbsp;\u003cspan class=\"InternalRef\"\u003e5\u003c/span\u003e, most nurses (81.1%) indicated that emotional stress, such as patient deaths, affects them at work, the majority (61.1%) reported working with inadequate resources, and 70.9% confirmed that qualified staff are available when needed. Approximately 61.9% stated that they are supervised by senior staff, 58.1% face family-related challenges, 56.0% said that they are free to choose their work methods, and 69.6% reported having a heavy workload per shift. More than half (58.4%) noted that they were recognized for good work, but 61.6% reported not being paid for overtime. Additionally, 48.3% expressed dissatisfaction with their colleagues\u0026rsquo; attitudes, and 64.3% were not satisfied with their salary.\u003c/p\u003e\n \u003cp\u003eTable\u0026nbsp;\u003cspan class=\"InternalRef\"\u003e6\u003c/span\u003e examines the predictors of occupational stress among nurses in government and private hospitals. Recognition of good work and payment for overtime were significantly associated with occupational stress (\u0026chi;\u0026sup2;=5.73, p\u0026thinsp;=\u0026thinsp;0.030 and \u0026chi;\u0026sup2;=5.04, p\u0026thinsp;=\u0026thinsp;0.025, respectively). Nurses who were recognized for good work were 43% less likely to experience occupational stress than those who were not recognized [AOR\u0026thinsp;=\u0026thinsp;0.57 (1.13\u0026ndash;3.14), p\u0026thinsp;=\u0026thinsp;0.042]. Additionally, nurses who received overtime pay were 54% less likely to report stress than those who were not paid for extra work [AOR\u0026thinsp;=\u0026thinsp;0.46 (1.21\u0026ndash;4.24), p\u0026thinsp;=\u0026thinsp;0.033].\u003c/p\u003e\n \u003cp\u003eTable\u0026nbsp;\u003cspan class=\"InternalRef\"\u003e7\u003c/span\u003e shows the associations between demographic characteristics and salary satisfaction among nurses. Marital status, rank, working hours per day, and engagement in extra work were significantly associated with salary satisfaction (\u0026chi;\u0026sup2;=28.32, p\u0026thinsp;=\u0026thinsp;0.000), (\u0026chi;\u0026sup2;=16.93, p\u0026thinsp;=\u0026thinsp;0.000), (\u0026chi;\u0026sup2;=10.21, p\u0026thinsp;=\u0026thinsp;0.006), and (\u0026chi;\u0026sup2;=4.69, p\u0026thinsp;=\u0026thinsp;0.030), respectively. Compared with married nurses, single nurses were 55% more likely to be satisfied with their salary [AOR\u0026thinsp;=\u0026thinsp;0.45 (0.25\u0026ndash;0.84), p\u0026thinsp;=\u0026thinsp;0.011]. Compared with senior/principal nurses, nurse officers were more than 2 times more likely to be dissatisfied with their salary [AOR\u0026thinsp;=\u0026thinsp;2.62 (1.31\u0026ndash;5.23), p\u0026thinsp;=\u0026thinsp;0.006]. Nurses working 7\u0026ndash;9 hours per day were 76% more likely to be satisfied with their salary than those working more than 9 hours [AOR\u0026thinsp;=\u0026thinsp;1.76 (0.22\u0026ndash;0.92), p\u0026thinsp;=\u0026thinsp;0.037]. Nurses who did extra work were nearly 2 times more likely to be dissatisfied with their salary than those who did not [AOR\u0026thinsp;=\u0026thinsp;1.84 (1.41\u0026ndash;3.25), p\u0026thinsp;=\u0026thinsp;0.032].\u003c/p\u003e\n \u003cdiv class=\"gridtable\"\u003e\n \u003cdiv class=\"colspec\" align=\"left\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003ctable id=\"Tab5\" border=\"1\"\u003e\n \u003ccaption\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable 5\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003ePredictors of occupational stress among nurses\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eVariables\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eFrequency (N\u0026thinsp;=\u0026thinsp;375)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003ePercentage %\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eDo patient deaths affect you at work\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e304\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e81.1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e71\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e18.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eDo you work with inadequate resources\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e229\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e61.1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e146\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e38.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eAre qualified staff available when needed\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e266\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e70.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e109\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e29.1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eAre you supervised by senior staff\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e232\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e61.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e143\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e38.1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eDo you face family-related challenges\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e218\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e58.1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e157\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e41.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eAre you free to choose your work methods\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e210\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e56.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e165\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e44.0\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eIs your workload heavy per shift\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e261\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e69.6\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e114\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e30.4\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eAre you recognized for good work\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e219\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e58.4\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e156\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e41.6\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n \u003c/div\u003e\n \u003cdiv class=\"gridtable\"\u003e\n \u003cdiv class=\"colspec\" align=\"left\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003cdiv class=\"colspec\" align=\"char\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003ctable id=\"Tab6\" border=\"1\"\u003e\n \u003ccaption\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable 5\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003ePredictors of occupational stress among nurses (cont.\u0026rsquo;)\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eVariables\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eFrequency (N\u0026thinsp;=\u0026thinsp;375)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003ePercentage %\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eAre you paid for overtime work\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e144\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e38.4\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e231\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e61.6\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eAre you dissatisfied with colleagues\u0026rsquo; attitudes\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e181\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e48.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e194\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e51.7\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eAre you satisfied with your salary\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e134\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e35.7\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e241\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e64.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n \u003c/div\u003e\n \u003c/div\u003e\n \u003c/div\u003e\n\u003c/div\u003e\n\u003cdiv id=\"Sec15\" class=\"Section2\"\u003e\n \u003cp\u003e(Data source: Field survey, 2025)\u003c/p\u003e\n \u003cdiv class=\"gridtable\"\u003e\n \u003cdiv class=\"colspec\" align=\"left\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003cdiv class=\"colspec\" align=\"left\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003ctable id=\"Tab7\" border=\"1\"\u003e\n \u003ccaption\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable 6\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003eChi-square analysis and logistic regression of the predictors of occupational stress among nurses in government and private hospitals\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003ePredictors of Occupational Stress\u003c/p\u003e\n \u003c/th\u003e\n \u003cth colspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eType of Hospital\u003c/p\u003e\n \u003c/th\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eX\u003csup\u003e2\u003c/sup\u003e (P value)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eAOR (95% CI) P value\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eGovernment (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003ePrivate (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eEmotion/Patient deaths affect your work\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e152 (50.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e152 (50.50)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.10 (0.749)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.95 (0.54, 1.68) 0.853\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e37 (52.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e34 (47.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eWork with inadequate resource\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e117 (51.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e112 (48.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.11 (0.737)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.86 (0.54, 1.36) 0.520\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e72 (49.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e74 (50.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eQualify staff available when needed\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e129 (48.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e137 (51.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e1.33 (0.249)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.12 (0.68, 1.80) 0.685\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e60 (55.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e49 (45.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eWorkload heavy per shift\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e127 (48.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e134 (51.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e1.04 (0.308)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.31 (0.82, 2.10) 0.257\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e62 (54.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e52 (45.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eYou are recognized for good work\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e100 (45.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e119 (54.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e5.73 (0.030)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.57 (1.13, 3.14) 0.042\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e89 (57.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e67 (42.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eRef:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eAre you paid overtime work\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e62 (43.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e82 (56.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e5.04 (0.025)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.46 (1.21, 4.24) 0.033\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e127 (55.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e104 (45.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eSatisfied with your salary\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eSatisfied\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e59 (44.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e75 (56.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e3.39 (0.066)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.57 (0.98, 2.53) 0.063\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNot satisfied\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e130 (53.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e111 (46.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n \u003c/div\u003e\n\u003c/div\u003e\n\u003cdiv id=\"Sec16\" class=\"Section2\"\u003e\n \u003cp\u003e(Data source: Field survey, 2025)\u003c/p\u003e\n \u003cdiv class=\"gridtable\"\u003e\n \u003cdiv class=\"colspec\" align=\"left\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003ctable id=\"Tab8\" border=\"1\"\u003e\n \u003ccaption\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable 7\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003eChi-square analysis and logistic regression of the association between demographic characteristics and salary satisfaction among nurses in government and private hospitals\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eDemographics\u003c/p\u003e\n \u003c/th\u003e\n \u003cth colspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eSatisfied with salary\u003c/p\u003e\n \u003c/th\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eX\u003csup\u003e2\u003c/sup\u003e (P value)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eAOR (95% CI) P value\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eSatisfied (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eNot Satisfied (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eMale\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e49 (30.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e113 (69.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"2\" align=\"char\"\u003e\n \u003cp\u003e3.74 (0.053)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.48 (0.91, 2.40) 0.117\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eFemale\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e85 (39.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e128 (60.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eMarital status\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eSingle\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e87 (48.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e92 (51.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e28.32 (0.000)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.45 (0.25, 0.84) 0.011\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eWidowed/widower\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e8 (44.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e10 (55.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.33 (0.12, 0.97) 0.044\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eMarried\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e39 (21.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e139 (78.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eAge\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e20\u0026ndash;29\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e73 (50.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e72 (49.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e23.52 (0.000)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.50 (0.22, 1.15) 0.103\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e30\u0026ndash;39\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e28 (31.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e61 (68.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.62 (0.31, 1.26) 0.186\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e40 and above\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e33 (23.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e108 (76.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eRef:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRank\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eCertified Registered Nurse\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e57 (49.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e58 (50.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e16.93 (0.000)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.55 (0.74, 3.28) 0.248\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNurse Officer\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e27 (23.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e87 (76.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e2.62 (1.31, 5.23) 0.006\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eSenior/Principal/DNS\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e50 (34.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e96 (65.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eNumber of years of experience\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026lt;\u0026thinsp;5 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e85 (45.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e100 (54.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e16.86 (0.000)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.78 (0.32, 1.91) 0.585\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e5\u0026ndash;10 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e29 (24.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e90 (75.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.12 (0.53, 2.38) 0.771\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026gt;\u0026thinsp;10 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e20 (28.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e51 (71.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eWorking hours per a day\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1\u0026ndash;6 hours\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e31 (54.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e26 (45.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd rowspan=\"3\" align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e10.21 (0.006)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.53 (0.25, 1.15) 0.108\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e7\u0026ndash;9 hours\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e77 (32.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e159 (67.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e1.76 (0.22, 0.92) 0.037\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u0026gt;\u0026thinsp;9 hours\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e26 (31.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e56 (68.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eDo you do any extra work\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e60 (30.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e136 (69.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e4.69 (0.030)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e1.84 (1.41, 3.25) 0.032\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e74 (41.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e105 (58.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n \u003c/div\u003e\n\u003c/div\u003e\n\u003cdiv id=\"Sec17\" class=\"Section2\"\u003e\n \u003cp\u003e(Data source: Field survey, 2025)\u003c/p\u003e\n \u003cdiv id=\"Sec18\" class=\"Section3\"\u003e\n \u003ch2\u003eEffects of Occupational Stress among Nurses in both Government and\u003c/h2\u003e\n \u003cdiv id=\"Sec19\" class=\"Section4\"\u003e\n \u003ch2\u003ePrivate hospitals\u003c/h2\u003e\n \u003cp\u003eAs shown in Table\u0026nbsp;\u003cspan class=\"InternalRef\"\u003e8\u003c/span\u003e, the majority (81.9%) of nurses reported experiencing physical health problems such as body pain, 36.3% had mental health challenges, most respondents (59.2%) agreed that patient care has decreased in their facility because of stress, 45.3% reported high nurse absenteeism in their facility, and 53.9% stated that staff turnover is high.\u003c/p\u003e\n \u003cdiv class=\"gridtable\"\u003e\n \u003ctable id=\"Tab9\" border=\"1\"\u003e\n \u003ccaption\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable 8\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003eEffects of occupational stress among nurses\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eVariables\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eFrequency (N\u0026thinsp;=\u0026thinsp;375)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003ePercentage %\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eExperience physical health problems like body pain\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e307\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e81.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e68\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e18.1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eDo you have mental health challenges\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e136\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e36.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e239\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e63.7\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eHas patient care reduced in your facility\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e222\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e59.2\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e153\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e40.8\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eIs nurse absenteeism high in your facility\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e170\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e45.3\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e205\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e54.7\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eIs staff turnover high in your facility\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e202\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e53.9\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e173\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e46.1\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n \u003c/div\u003e\n \u003c/div\u003e\n \u003c/div\u003e\n\u003c/div\u003e\n\u003cdiv id=\"Sec20\" class=\"Section2\"\u003e\n \u003cp\u003e(Data source: Field survey, 2025)\u003c/p\u003e\n \u003cdiv class=\"gridtable\"\u003e\n \u003cdiv class=\"colspec\" align=\"left\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003cdiv class=\"colspec\" align=\"char\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003ctable id=\"Tab10\" border=\"1\"\u003e\n \u003ccaption\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable 9\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003eEffects of occupational stress among nurses in government and private hospitals\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eEffects of Occupational Stress\u003c/p\u003e\n \u003c/th\u003e\n \u003cth colspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eType of Hospital\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eX\u003csup\u003e2\u003c/sup\u003e (P value)\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eGovernment (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003ePrivate (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eExperience physical problem like body pain\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e154 (50.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e153 (49.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.04 (0.845)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e35 (51.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e33 (48.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eHave mental challenge\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e66 (48.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e70 (51.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.30 (0.585)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e123 (51.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e116 (48.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eHas patient care reduced in your facility\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e108 (48.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e114 (51.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.67 (0.414)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e81 (52.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e72 (47.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eNurses\u0026rsquo; absenteeism is high in my facility\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e84 (49.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e86 (50.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.12 (0.727)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e105 (51.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e100 (48.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eHigh staff turnover in my facility\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e96 (47.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e106 (52.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e1.45 (0.229)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e93 (53.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e80 (46.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n \u003c/div\u003e\n\u003c/div\u003e\n\u003cdiv id=\"Sec21\" class=\"Section2\"\u003e\n \u003cp\u003e(Data source: Field survey, 2025)\u003c/p\u003e\n \u003cp\u003eTable\u0026nbsp;\u003cspan class=\"InternalRef\"\u003e9\u003c/span\u003e examines the effects of occupational stress among nurses in government and private hospitals. There were no associations between any of the effects (such as physical problems such as body pain, mental challenges, reduced patient care, high absenteeism, or high staff turnover) and the type of hospital.\u003c/p\u003e\n \u003cdiv id=\"Sec22\" class=\"Section3\"\u003e\n \u003ch2\u003eCoping Strategies Adopted by Nurses both Governmentally and Privately\u003c/h2\u003e\n \u003cdiv id=\"Sec23\" class=\"Section4\"\u003e\n \u003ch2\u003eHospitals\u003c/h2\u003e\n \u003cp\u003eAs shown in Table\u0026nbsp;\u003cspan class=\"InternalRef\"\u003e10\u003c/span\u003e, the majority (37.3%) of nurses agreed that they use positive self-talk to cope with stress at work (p\u0026thinsp;\u0026lt;\u0026thinsp;0.001). Approximately 34.1% of the participants remained neutral in talking to family, friends, or colleagues for stress relief. The majority (30.9%) agreed that they tried to control their emotions and reactions when they were under stress. Additionally, 28.8% were neutral about believing that they are not responsible for stressful situations. Most participants (35.7%) agreed that they reward themselves to relieve stress, whereas 25.1% agreed that they avoid or withdraw from stressful work situations.\u003c/p\u003e\n \u003cp\u003eTable\u0026nbsp;\u003cspan class=\"InternalRef\"\u003e11\u003c/span\u003e examines the coping strategies adopted by nurses in government and private hospitals. Seeking support from family and friends, rewarding oneself, and avoiding stressful situations were significantly associated with stress coping strategies (\u0026chi;\u0026sup2;=6.39, p\u0026thinsp;=\u0026thinsp;0.011), (\u0026chi;\u0026sup2;=7.50, p\u0026thinsp;=\u0026thinsp;0.019), and (\u0026chi;\u0026sup2;=10.12, p\u0026thinsp;=\u0026thinsp;0.001), respectively. Nurses who sought support from family and friends were 1.4 times more likely to adopt effective coping strategies than those who did not [AOR\u0026thinsp;=\u0026thinsp;1.40 (1.06\u0026ndash;2.89), p\u0026thinsp;=\u0026thinsp;0.021]. Those who rewarded themselves were approximately 2 times more likely to cope effectively with stress than those who did not [AOR\u0026thinsp;=\u0026thinsp;2.18 (1.01\u0026ndash;2.95), p\u0026thinsp;=\u0026thinsp;0.047]. Additionally, nurses who avoided stressful situations were 1.6 times more likely to adopt better coping mechanisms than those who did not [AOR\u0026thinsp;=\u0026thinsp;1.61 (1.02\u0026ndash;2.514), p\u0026thinsp;=\u0026thinsp;0.042].\u003c/p\u003e\n \u003cdiv class=\"gridtable\"\u003e\n \u003cdiv class=\"colspec\" align=\"char\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003ctable id=\"Tab11\" border=\"1\"\u003e\n \u003ccaption\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable 10\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003eCoping strategies adopted by nurses\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eVariables\u003c/p\u003e\n \u003c/th\u003e\n \u003cth colspan=\"5\" align=\"left\"\u003e\n \u003cp\u003eResponses\u003c/p\u003e\n \u003c/th\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eP value\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eStrongly Agree (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eAgree (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eNeutral (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eDisagree (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eStrongly disagree (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eI use positive self-talk to help me cope with stress at work\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e80 (21.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e140 (\u003cstrong\u003e37.3\u003c/strong\u003e)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e89 (23.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e49 (13.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e17 (4.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.000\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eI talk to family, friends, or colleagues to help manage my stress\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e49 (13.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e118 (31.5)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e128 (\u003cstrong\u003e34.1\u003c/strong\u003e)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e64 (17.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e16 (4.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.000\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eI try to control my emotions and reactions when under stress\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e82 (21.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e116 (\u003cstrong\u003e30.9\u003c/strong\u003e)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e96 (25.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e55 (14.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e26 (6.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.000\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eI believe I am not responsible for stressful situations at work\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e60 (16.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e100 (26.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e108 (\u003cstrong\u003e28.8\u003c/strong\u003e)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e74 (19.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e33 (8.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.000\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eI reward myself with something I enjoy to relieve stress\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e69 (18.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e134 (\u003cstrong\u003e35.7\u003c/strong\u003e)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e94 (25.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e59 (15.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e19 (5.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.000\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eI avoid or withdraw from stressful work situations\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e57 (15.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e94 (\u003cstrong\u003e25.1\u003c/strong\u003e)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e78 (20.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e75 (20.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e71 (18.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e0.000\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n \u003c/div\u003e\n \u003c/div\u003e\n \u003c/div\u003e\n \u003cdiv id=\"Sec24\" class=\"Section3\"\u003e\n \u003cp\u003e(Data source: Field survey, 2025)\u003c/p\u003e\n \u003cdiv class=\"gridtable\"\u003e\n \u003cdiv class=\"colspec\" align=\"left\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003cdiv class=\"colspec\" align=\"left\"\u003e\u0026nbsp;\u003c/div\u003e\n \u003ctable id=\"Tab12\" border=\"1\"\u003e\n \u003ccaption\u003e\n \u003cdiv class=\"CaptionNumber\"\u003eTable 11\u003c/div\u003e\n \u003cdiv class=\"CaptionContent\"\u003e\n \u003cp\u003eChi-square analysis and logistic regression of the coping strategies adopted by nurses in government and private hospitals\u003c/p\u003e\n \u003c/div\u003e\n \u003c/caption\u003e\n \u003cthead\u003e\n \u003ctr\u003e\n \u003cth rowspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eCoping Strategies of Stress\u003c/p\u003e\n \u003c/th\u003e\n \u003cth colspan=\"2\" align=\"left\"\u003e\n \u003cp\u003eType of Hospital\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eX\u003csup\u003e2\u003c/sup\u003e (P value)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eAOR (95% CI) P value\u003c/p\u003e\n \u003c/th\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eGovernment (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003ePrivate (%)\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003cth align=\"left\"\u003e\n \u003cp\u003eUse positive self-talk to cope\u003c/p\u003e\n \u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003cth align=\"left\"\u003e\u0026nbsp;\u003c/th\u003e\n \u003c/tr\u003e\n \u003c/thead\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e101 (45.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e119 (54.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e4.29 (0.038)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e1.37 (0.86, 2.18) 0.190\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e88 (56.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e67 (43.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eSeek family and friends support to cope\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e72 (43.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e95 (56.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e6.39 (0.011)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e1.40 (1.06, 2.89) 0.0.021\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e117 (56.3)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e91 (43.7)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eI try to control my emotions\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e95 (48.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e103 (52.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e0.98 (0.321)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e0.80 (0.48, 1.34) 0.394\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e94 (53.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e83 (46.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eI reward myself to relieve stress\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e91 (44.8)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e112 (55.2)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e750 (0.019)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e2.18 (1.01, 2.95) 0.047\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e98 (57.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e74 (43.0)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eI avoid stressful situation\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eYes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e61 (40.4)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e90 (59.6)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e\u003cstrong\u003e10.12 (0.001)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003e1.61 (1.02, 2.514) 0.042\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003eNo\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e128 (57.1)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"char\"\u003e\n \u003cp\u003e96 (42.9)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd align=\"left\"\u003e\u0026nbsp;\u003c/td\u003e\n \u003ctd align=\"left\"\u003e\n \u003cp\u003e\u003cstrong\u003eRef\u003c/strong\u003e:\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n \u003c/div\u003e\n \u003c/div\u003e\n \u003cdiv id=\"Sec25\" class=\"Section3\"\u003e\n \u003cp\u003e(Data source: Field survey, 2025)\u003c/p\u003e\n \u003c/div\u003e\n\u003c/div\u003e"},{"header":"DISCUSSION","content":"\u003cdiv id=\"Sec27\" class=\"Section2\"\u003e\u003ch2\u003eLevel of Occupational Stress among Nurses in Government and Private Hospitals\u003c/h2\u003e\u003cp\u003eThe findings revealed a significantly greater level of occupational stress among nurses in government hospitals than among their counterparts in private facilities. Specifically, nurses in government hospitals were more than twice as likely to experience high stress [AOR\u0026thinsp;=\u0026thinsp;2.43 (0.486\u0026ndash;0.99), p\u0026thinsp;=\u0026thinsp;0.039]. This could be attributed to systemic differences in working conditions, such as higher patient loads, administrative bureaucracy, and resource constraints, which are often characteristic of government health facilities [\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e]. In contrast, private hospitals are often better resourced, more flexible in management practices, and maintain better nurse-to-patient ratios, which can contribute to reduced work-related stress.\u003c/p\u003e\u003c/div\u003e\u003cdiv id=\"Sec28\" class=\"Section2\"\u003e\u003ch2\u003ePredictors of occupational stress among nurses in government and private hospitals\u003c/h2\u003e\u003cp\u003eThe current study identified several significant predictors of occupational stress among nurses in both government and private hospitals in the Ashanti Region, Ghana. Notably, a high percentage (81.1%) of respondents reported that emotional stress, particularly with respect to patient deaths, adversely affected them at work. This finding is consistent with those of previous studies that emphasized the emotional toll of nursing, especially in high-mortality wards or under resourced health systems [\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e, \u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eWorkload and compensation also emerged as key stressors. A large proportion of respondents (69.6%) indicated that they had a heavy workload per shift, whereas 61.6% stated that they were not paid for overtime. This is in line with earlier studies, which associated long shifts and unpaid labour with nurse burnout and dissatisfaction [\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e, \u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e].\u003c/p\u003e\u003c/div\u003e\n\u003ch3\u003eEffects of Occupational Stress among Nurses in Government and Private Hospitals\u003c/h3\u003e\n\u003cp\u003eThe present study revealed significant physical and mental health effects of occupational stress among nurses working in both government and private hospitals in the Ashanti Region. A majority of the respondents (81.9%) reported experiencing physical health issues such as body pain, suggesting that prolonged standing, heavy workloads, and poor ergonomic conditions are contributing factors. This aligns with findings from studies [\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e, \u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e] indicating that musculoskeletal disorders and fatigue are common outcomes of stress among healthcare workers in low-resource settings. Additionally, 36.3% of nurses admitted to having mental health challenges, a result that is consistent with global research emphasizing the psychological toll of nursing work, particularly in environments with high patient loads, insufficient breaks, and limited psychosocial support [\u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e, \u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e] .\u003c/p\u003e\u003cdiv id=\"Sec30\" class=\"Section2\"\u003e\u003ch2\u003eCoping Strategies Adopted by Nurses in Government and Private Hospitals\u003c/h2\u003e\u003cp\u003eThe current study explored the coping strategies adopted by nurses in both government and private hospitals in the Ashanti Region to manage occupational stress. A significant proportion of participants (37.3%) reported using positive self-talk as a key coping mechanism, suggesting that cognitive behavioural strategies are commonly employed to regulate emotional responses in stressful work environments. This aligns with findings by [\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e], who identified positive self-talk as a key element in emotion-focused coping. Studies in Ghana also emphasized the usefulness of such internal coping techniques among healthcare workers in emotionally demanding roles [\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e, \u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e].\u003c/p\u003e\u003c/div\u003e"},{"header":"Conclusion","content":"\u003cp\u003eHowever, occupational stress among nurses in both government and private hospitals was high. Nurses in government hospitals were more than two times more likely to report stress than were those in private hospitals. Married and older nurses, as well as those with more work experience, were more susceptible to stress, whereas higher-ranking nurses were less likely to report stress.\u003c/p\u003e\u003cp\u003eAdditionally, recognition of good work and overtime pay significantly reduced the likelihood of stress.\u003c/p\u003e\u003cp\u003eThe Ministry of Health (MoH) of Ghana should promote policies that enforce fair compensation, including timely payment over time, to reduce financial-related stress among nurses. Facilities should introduce recognition systems and staff appreciation initiatives to motivate healthcare professionals and reduce burnout.\u003c/p\u003e\u003cp\u003eFuture studies should adopt longitudinal or mixed-method approaches to examine the long-term impacts of occupational stress and coping strategies among nurses across different regions of Ghana.\u003c/p\u003e"},{"header":"Abbreviations","content":"\u003cp\u003eAAMUSTED - Akenten -Appiah University of Skills Training and Entrepreneurial Development.\u003c/p\u003e\n\u003cp\u003eGHS \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; - \u0026nbsp; \u0026nbsp; \u0026nbsp; Ghana Health Service\u003c/p\u003e\n\u003cp\u003eILO \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; - \u0026nbsp; \u0026nbsp; \u0026nbsp; International Labour Organization\u003c/p\u003e\n\u003cp\u003eLMICs \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; - \u0026nbsp; \u0026nbsp; \u0026nbsp; Low- and middle- income countries\u003c/p\u003e\n\u003cp\u003eMoH \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp;- \u0026nbsp; \u0026nbsp; \u0026nbsp;Ministry of Health\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eEthics approval and consent to participate\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eEthical approval for the study was obtained from the Ghana Health Service Ethical Review Committee with the reference number GHS-ERC:087/07/24. Additional authorization was granted by the Akenten Appiah-Menka University of Skills Training and Entrepreneurial Development (AAMUSTED) to ensure compliance with institutional research ethics. Permission to access the study sites was also obtained from the Ashanti Regional Health Directorate and the management of all the participating hospitals.\u003c/p\u003e\n\u003cp\u003eParticipation was voluntary, and respondents were informed of their right to withdraw at any point without repercussions. Written informed consent was obtained from every participant.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConsent for publication\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNot applicable\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAvailability of data and materials\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe datasets\u0026nbsp;used and analysed during the current study are available from the corresponding author upon reasonable request.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eDisclosure of\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003econflicts of interest\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors declare\u0026nbsp;that they have no competing interests.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFunding\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors bore the costs of the project.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAuthor\u0026nbsp;contributions\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eB-A: conceptualization, methodology and writing-original draft, J-A: review and editing.\u003c/p\u003e\n\u003cp\u003eD-Y: editing and visualization. P-A:\u0026nbsp;Data collection and manuscript draft. C-K: data curation and data analysis. All the authors have read and approved the final manuscript.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAcknowledgement\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eI want to express my gratitude to the nurse respondents in the various hospitals and to all the parties who contributed to this research.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\u003cli\u003e\u003cspan\u003eInternational Law Organization. Occupational stress and stress prevention in specific occupations. 2024. \u003cspan class=\"ExternalRef\"\u003e\u003cspan class=\"RefSource\"\u003ehttps://www.ilo.org/resource/occupational-stress-and-stress-prevention-specific-occupations\u003c/span\u003e\u003cspan address=\"https://www.ilo.org/resource/occupational-stress-and-stress-prevention-specific-occupations\" targettype=\"URL\" class=\"RefTarget\"\u003e\u003c/span\u003e\u003c/span\u003e. Accessed 10 January 2025.\u003c/span\u003e\u003c/li\u003e\u003cli\u003e\u003cspan\u003eGoudarzian AH, Nasrabadi N, Sharif-Nia A, Farhadi H, B., Navab EJ. F. i. p. Exploring the concept and management strategies of caring stress among clinical nurses: a scoping review. 2024; 15, 1337938.\u003c/span\u003e\u003c/li\u003e\u003cli\u003e\u003cspan\u003eKhonde Kumbu R, Matondo H, Labat A, Kianu B, Godin I, Kiyombo G, Coppieters YJ. B. P. H. Job stress, a source of hypertension among workers in Sub-Saharan Africa: a scoping review. 2023; 23(1), 2316.\u003c/span\u003e\u003c/li\u003e\u003cli\u003e\u003cspan\u003eGhana Health Service. Annual Health Report. 2022. \u003cspan class=\"ExternalRef\"\u003e\u003cspan class=\"RefSource\"\u003ehttps://www.ghs.gov.gh\u003c/span\u003e\u003cspan address=\"https://www.ghs.gov.gh\" targettype=\"URL\" class=\"RefTarget\"\u003e\u003c/span\u003e\u003c/span\u003e. Accessed 20 December 2024.\u003c/span\u003e\u003c/li\u003e\u003cli\u003e\u003cspan\u003eAddai-Duah E. Impact of Leadership Characteristics of Empowerment and Support of Employee Growth on Job Commitment and Turnover Intent of Nurses in Ghana. \u003cspan class=\"ExternalRef\"\u003e\u003cspan class=\"RefSource\"\u003ehttps://scholarworks.waldenu.edu/dissertations\u003c/span\u003e\u003cspan address=\"https://scholarworks.waldenu.edu/dissertations\" targettype=\"URL\" class=\"RefTarget\"\u003e\u003c/span\u003e\u003c/span\u003e (2024). Accessed 11 January 2025.\u003c/span\u003e\u003c/li\u003e\u003cli\u003e\u003cspan\u003eMensah NK, Adzakpah G, Kissi J, Abdulai K, Taylor-Abdulai H, Johnson SB. Making, D. Health professionals\u0026rsquo; perceptions of electronic health records system: a mixed method study in Ghana. 2024; 24(1), 254.\u003c/span\u003e\u003c/li\u003e\u003cli\u003e\u003cspan\u003eManyisa ZM, van Aswegen EJ. J. I. j. o. A. n. s. Factors affecting working conditions in public hospitals: A literature review. 2017; 6, 28\u0026ndash;38.\u003c/span\u003e\u003c/li\u003e\u003cli\u003e\u003cspan\u003eKalyan G, Joshi P, Murry LL, Campbell-Yeo M, Tiwari SK. J. T. L. R. H.-S. A. 2025. Transforming neonatal nursing in India: challenges, opportunities, and the way forward. 2025; p 32.\u003c/span\u003e\u003c/li\u003e\u003cli\u003e\u003cspan\u003eNagel C. and subtitle: From crisis to care: The evolution of nurses\u0026rsquo; work environments. 2025.\u003c/span\u003e\u003c/li\u003e\u003cli\u003e\u003cspan\u003eEmmanuel T. Using data science to optimize nurses\u0026rsquo; shift patterns in acute hospitals [dissertation]. Southampton (UK): University of Southampton; 2025.\u003c/span\u003e\u003c/li\u003e\u003cli\u003e\u003cspan\u003eMoreno-Mart\u0026iacute;nez M, S\u0026aacute;nchez-Mart\u0026iacute;nez I. The Associated Factors of Work Engagement, Work Overload, Work Satisfaction, and Emotional Exhaustion and Their Effect on Healthcare Workers: A Cross-Sectional Study. Healthcare. 2025.\u003c/span\u003e\u003c/li\u003e\u003cli\u003e\u003cspan\u003eErasmus E. Association between perceived demands and musculoskeletal disorders among hospital nurses: a cross-sectional study [ dissertation]. Johannesburg (South Africa) University of Johannesburg; 2024.\u003c/span\u003e\u003c/li\u003e\u003cli\u003e\u003cspan\u003eAdams R, Nino VJ. I. j. o. e. r., \u0026amp; health, p. Work-related psychosocial factors and their effects on mental workload perception and body postures. 2024; 21(7), 876.\u003c/span\u003e\u003c/li\u003e\u003cli\u003e\u003cspan\u003eAli SI, Shaban MJ. W. o. E. B. N. Applying Evidence to Improve Practice: Qualitative Insights into Nurses' Experiences with Organizational Support for Mental Health Recovery. 2025; 22(3), e70045.\u003c/span\u003e\u003c/li\u003e\u003cli\u003e\u003cspan\u003eALJAZIRI AS. The Effect of Stress and Fatigue in the Workplace on the Performance of Nurses.\u003c/span\u003e\u003c/li\u003e\u003cli\u003e\u003cspan\u003eRose RE. Self-Talk Functions as Self-Regulation to Predict Academic Burnout for Undergraduate Students [dissertation]: Grand Canyon University; 2024.\u003c/span\u003e\u003c/li\u003e\u003cli\u003e\u003cspan\u003eKomesuor J, Manu E, Meyer-Weitz AJ. F. i. P. H. Work-related challenges and their associated coping mechanisms among female head porters. (Kayayei) Ghana. 2024;12:1383879.\u003c/span\u003e\u003c/li\u003e\u003cli\u003e\u003cspan\u003eNkyi AK, Baaba BJ. P. o. Coping, health anxiety, and stress among health professionals during Covid-19: Cape Coast. Ghana. 2024; 19(1), e0296720.\u003c/span\u003e\u003c/li\u003e\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":true,"hideJournal":false,"highlight":"","institution":"","isAcceptedByJournal":true,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"bmc-nursing","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"nurs","sideBox":"Learn more about [BMC Nursing](http://bmcnurs.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/nurs/default.aspx","title":"BMC Nursing","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true},"keywords":"Hospital, Nurse, Occupational stress, Stress, Stressors, Work-related stress","lastPublishedDoi":"10.21203/rs.3.rs-7747691/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-7747691/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003e\u003cstrong\u003eBackground: \u003c/strong\u003eOccupational stress, which negatively affects nurses’ health, job satisfaction, and quality of patient care, is a major challenge in nursing.\u003cstrong\u003e \u003c/strong\u003eThis study conducted a comparative analysis of occupational stress among nurses in government and private hospitals in the Ashanti Region of Ghana, identifying levels, predictors, effects, and coping strategies.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eMethodology: \u003c/strong\u003eA hospital-based comparative cross-sectional study was conducted among 375 nurses selected through multistage sampling. Data were collected via structured questionnaires covering demographic data, stress levels, influencing factors, effects, and coping mechanisms. The data were analysed with SPSS version 27.0 via descriptive statistics, chi-square tests and logistic regression.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eResults: \u003c/strong\u003eHigh occupational stress was reported by 51.2% of nurses, with stress levels significantly higher in government hospitals than in private hospitals [AOR=2.43 (0.486–0.99), p=0.039]. Marital status, age, rank, and years of experience were significantly associated with stress levels. Key stressors included heavy workload (69.6%), inadequate resources (61.1%), lack of overtime pay (61.6%), and unsatisfactory salaries (64.3%). Nurses in government hospitals were twice as likely to report reduced patient care attitudes [AOR=1.78 (1.06–3.00), p=0.030]. Emotional stressors such as patient deaths were reported by 81.1% of the nurses. Nurses adopted coping strategies such as time management, hobbies, and peer support.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConclusion: \u003c/strong\u003eThis study revealed that a significant proportion of nurses in both government and private hospitals in the Ashanti Region experienced high levels of occupational stress. Nurses in government hospitals were more likely to report stress than were those in private hospitals.\u003cstrong\u003e \u003c/strong\u003eTo mitigate stress, hospital management and policymakers should strengthen support systems, ensure fair remuneration, recognize nurses’ efforts, and enforce adequate staffing and resources.\u003c/p\u003e","manuscriptTitle":"Occupational Stress among Nurses in Ghana: A Comparative study between Government and Private Hospitals in the Ashanti Region","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-10-07 12:30:15","doi":"10.21203/rs.3.rs-7747691/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"decision","content":"Revision requested","date":"2025-10-06T21:37:02+00:00","index":"","fulltext":""},{"type":"editorAssigned","content":"","date":"2025-10-04T09:29:14+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2025-10-04T09:27:39+00:00","index":"","fulltext":""},{"type":"submitted","content":"BMC Nursing","date":"2025-09-30T06:06:39+00:00","index":"","fulltext":""}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"bmc-nursing","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"nurs","sideBox":"Learn more about [BMC Nursing](http://bmcnurs.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/nurs/default.aspx","title":"BMC Nursing","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"dae24d70-9830-43ca-aa25-fc58319a8731","owner":[],"postedDate":"October 7th, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"published-in-journal","subjectAreas":[],"tags":[],"updatedAt":"2026-02-02T16:07:23+00:00","versionOfRecord":{"articleIdentity":"rs-7747691","link":"https://doi.org/10.1186/s12912-026-04365-w","journal":{"identity":"bmc-nursing","isVorOnly":false,"title":"BMC Nursing"},"publishedOn":"2026-01-27 15:58:42","publishedOnDateReadable":"January 27th, 2026"},"versionCreatedAt":"2025-10-07 12:30:15","video":"","vorDoi":"10.1186/s12912-026-04365-w","vorDoiUrl":"https://doi.org/10.1186/s12912-026-04365-w","workflowStages":[]},"version":"v1","identity":"rs-7747691","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-7747691","identity":"rs-7747691","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}