Job-Related Stressors Among Nurses During Different Career Stages and Their Relation to Quality-of-Life Enjoyment and Satisfaction

Job-Related Stressors Among Nurses During Different Career Stages and Their Relation to Quality-of-Life Enjoyment and Satisfaction | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Research Article Job-Related Stressors Among Nurses During Different Career Stages and Their Relation to Quality-of-Life Enjoyment and Satisfaction Hind Ismail Ali, Safaa Moustafa Mohamed Abdeen, Hanaa Sayed Ewise This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-8428237/v1 This work is licensed under a CC BY 4.0 License Status: Posted Version 1 posted You are reading this latest preprint version Abstract Background With the high demand for effectiveness and efficiency of health service delivery, nursing staff are placed under a high responsibility to ensure the quality of care. Nurses progress through various career stages, each with distinct stressors that can disturb their lives. This study aimed to assess job-related stressors among nurses across different career stages and their relationships with quality-of-life enjoyment and satisfaction. Methods A descriptive correlational research design was adopted to conduct this study at governmental hospitals in Sohag city from August 2025 to September 2025. Study participants were 277 nurses at different career stages. The data was collected by using three tools: a personal characteristics sheet, Work Stress Assessment Questionnaire (WSAQ), and Quality-of-Life Enjoyment and Satisfaction Questionnaire Short Form (Q-LES-Q-SF). Results Based on the participants' responses, the results revealed that the highest percentage of participants were distressed with a low level of life satisfaction and enjoyment during the establishment stage, followed by the exploration stage. Also, there was a significant negative correlation between quality-of-life enjoyment and satisfaction and job-related stressors. Conclusion Overall, the findings emphasize that career-related variables are more predictive of stress and well-being outcomes than demographic characteristics. It is important for health managers to control the sources of work-related stressors, especially for early and mid-career stages, where nurses are more vulnerable to stress and reduced well-being, by effective stress management interventions, and create a friendly work environment to improve nurses’ quality of life. Career stages Job-related stressors nurses Quality-of-life enjoyment and satisfaction Figures Figure 1 Background Nursing is a highly demanding and stressful profession. Negative consequences of job demands were widely discussed throughout the literature, like; poor quality of care, poor health, burnout, greater intent to leave, and lower level of job satisfaction. Nurses’ dissatisfaction among nurses has also been discussed exhaustively in the literature in regards to its negative outcomes, represented by burnout, absenteeism, turnover, greater intent to leave, and finally leaving the nursing profession. Recent statistics indicate that 20–40% of nurses report experiencing burnout [ 1 ]. Stressors not only deteriorate nurses’ work performance but also adversely influence their health and well-being. Response to stress can be physical, psychological, emotional, or spiritual in nature or a combination of these dimensions and can be either internal or external [ 2 ]. According to the statistics provided by the International Council of Nurses, the costs of work-related stress are estimated at $ 200–300 million annually in the United States, and nearly 90% of employees’ medical problems are attributed to job stress [ 3 ]. The ICN's 2025 International Nurses Day report and survey confirm that many nurses are experiencing high levels of stress, burnout, and are at risk of workplace violence, which undermines retention and has significant economic implications [ 4 ]. A 2025 ICN report estimates that initiatives to improve nurse well-being could have a total value of (\ $ 100300\) billion, based solely on recapturing lost workforce productivity [ 5 ]. Job stress has been linked to a dozen sources. Sources of job stress can be a detriment to the health and well-being of an individual. Sources of stress among nurses can be as staff shortages, high level of responsibility, dealing with death and dying, dealing with patients’ relatives, coping with the unpredictable, making a critical judgment about interventions and treatment, and balancing between work and family commitments [ 6 ]. Excessive workload, a lack of institutional support, difficult relationships with superiors, manual lifting of patients and equipment, infection risks, inadequate feedback, limited opportunities for professional development, and coworkers are some of the factors that contribute to this stress [ 7 ]. Nurses progress through different career stages, from a novice learning the ropes to an expert with deep clinical knowledge, and their careers can advance through roles like management, specialization, or advanced practice. Each stage is defined by the nurse's growing competence and experience, with early-career nurses often needing more support while experienced nurses can take on greater autonomy [ 8 ]. Career stages are important to help differentiate one`s goals throughout own professional life. Some stages demand ambition, have a different level of stress, need a different coping mechanism, and promote growth, while others offer stability and encourage rest. A career stage model demonstrates the four stages that individuals pass through in their careers. The four stages consist of establishment, advancement, maintenance, and withdrawal [ 9 ]. The exploration stage (21–25 years old) refers to the stage of gaining employment. This stage may include finishing an undergraduate or graduate degree and making a career choice. This stage shapes the direction of one professional ambition. The establishment stage (25–35 years old) includes an entry-level or mid-level position with comparably minor responsibilities, gaining acceptance from peers, developing and improving needed skills, and experiencing uncertainty and anxiety entering the workforce for the first time, and encountering many new situations and people [ 10 ]. The advancement stage (35–45 years old), also called mid-career, is characterized by either career stability and progression or a transition into a profession or field. Many employees in this stage reach their peak levels of productivity and maintain a skill set specific to their role. By remaining dedicated to a current job, people can receive greater responsibility and the resulting rewards and recognition [ 11 ]. The Withdrawal stage (45years old and more) is also called the late-career stage, which can be an opportunity for a less demanding work environment. Rather than learning or obtaining new skills, the late-stage employee can teach others and begin identifying and training a successor. This stage can include developing interests outside of work, having fewer opportunities for advancement, but can enjoy tasks like mentoring younger employees [ 12 ]. Job stressors can affect their job satisfaction and, in turn, strongly affect nurses’ life satisfaction, which is directly affected by life satisfaction. The study used the Quality-of-Life Enjoyment and Satisfaction to describe an individual's subjective well-being through reflecting their satisfaction and enjoyment in various life domains and monitor changes in quality of life over time in clinical settings. It provides insights into how content a person is with aspects like their physical health, social relationships, and daily activities.[ 13 ] Quality of Life Enjoyment and Satisfaction (Q-LES) refers to an individual’s perceived level of happiness and fulfillment across different aspects of daily life [ 14 ]. It measures how satisfied people feel with their overall well-being and functioning. Participants rate their satisfaction with specific domains of activity, including physical health, feelings, work, household duties, field work, leisure time activities, and social relations. These domains together provide a comprehensive picture of how individuals experience enjoyment and satisfaction in both personal and professional areas of life, reflecting their overall quality of life and psychological well-being [ 15 ],[ 16 ]. Stress is a part of nurses' everyday life and affects all aspects of their activities, with its attendant effects on the physical and psychological well-being of the nurse. Many researchers studied work stress among health care personnel in many countries as [ 17 ]. But the studies were not always clear regarding which job-related stressors occurred during different career stages, and the nurses' quality of life enjoyment, and satisfaction at Upper Egypt Sector. This study tried to find the sources of job-related stress during each career stage among nurses and their quality-of-life enjoyment and satisfaction. The findings of this study would provide insights about what the nurses face in various stressors during different career stage and their level of quality of life enjoyment and satisfaction at each stage toward career growth. Therefore, this study aimed to assess job-related stressors among nurses during different career stages. Theoretical framework The study used a Theoretical framework to guide the study: Job demands-resources (JD-R) model and the PERMA Model. According to the Job Demands-Resources (JD-R) model [ 18 ], job demands—such as heavy workloads, long shifts, emotional strain from patient suffering, staffing shortages, and administrative pressures—require sustained physical, mental, and emotional effort, which can lead to stress, fatigue, and burnout. Conversely, job resources, including supportive leadership, teamwork, professional development, autonomy in decision-making, and access to adequate equipment, help nurses cope with these demands, maintain engagement, and reduce stress. The balance between demands and resources determines whether nurses experience burnout or thrive, highlighting the importance of enhancing resources to mitigate stress and promote well-being in nursing practice. The PERMA model [ 19 ] defines well-being through Positive emotions, Engagement, Relationships, Meaning, and Accomplishment. Positive work environments, meaningful patient relationships, and recognition of achievements enhance life satisfaction and overall flourishing. Positive emotions involve happiness, hope, and satisfaction; Engagement reflects focus and absorption in activities; Relationships emphasize connection with family, friends, and colleagues; Meaning arises from belonging to something larger than oneself, such as spirituality or advocacy; and Accomplishment involves goal pursuit requiring perseverance and resilience. Enhancing these elements can improve well-being across personal and professional life. For nursing staff, the Job Demands-Resources (JD-R) model and the PERMA model are closely connected in understanding their well-being during a stressful work environment. High job demands in nursing, such as long shifts, emotional strain from patient care, and workload, can lead to stress and burnout, whereas job resources, like supportive colleagues, effective leadership, training, and autonomy, promote engagement and resilience. These resources can enhance PERMA components for nurses: supportive teams and positive workplace culture foster Positive emotions and Relationships, opportunities to use skills and make clinical decisions increase Engagement and Accomplishment, and meaningful patient care strengthens Meaning. Without sufficient resources, the high demands of nursing can diminish these aspects of well-being, reducing job satisfaction and overall quality of life. Aim of the study: The study was conducted to assess job-related stressors among nurses during different career stages and their relation to quality of life-enjoyment and satisfaction. Research Questions : What is the level of job-related stressors and quality of life enjoyment and satisfaction among nurses during different career stages? Is there a relation between job-related stressors and quality of life-enjoyment, and satisfaction among nurses during different career stages? Methods Study Design This study adopted a descriptive correlational design. Complying with the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines. The present study was carried out at many government hospitals in the Sohag Governorate. This design was adopted as the study objectives were descriptive and associational rather than causal, and because randomization or longitudinal follow-up was not feasible or ethical across multiple hospitals within the study period. Sampling and recruitment A convenient sample of nurses from the hospitals listed above (N = 277). A traditional alpha level of 0.05, multiple regression analysis planning, a medium effect size based on prior research, and a statistical power of 0.80 were used to calculate the sample size, indicating that at least 184 nurses were required. All nurses who fulfilled the inclusion criteria (registered nurses, working in the selected units, with at least one year of clinical experience, providing direct patient care, and willing to participate) were included in the study. As a result, the sample consisted of 277 nurses overall. The study's participants hold a variety of jobs and have varying years of experience. This strategy sought to obtain the broadest feasible representation of available nursing staff within each hospital, while acknowledging the inherent limitations of convenience sampling, including potential selection bias and limited generalizability. Study tools The study used three tools to achieve its aim. The first one was a general personal characteristics form, which included data such as age, gender, career length, etc. These data helped in determining the career stage. The second tool was the Work Stress Assessment Questionnaire (WSAQ). This questionnaire was adopted from [ 20 ]. A 5-point Likert scale, ranging from 1 to 5, was used to score the 23 statements that made up the WSAQ based on the degree of agreement. Responses from participants were deemed stressful if the arithmetic mean was more than or equal to 2.5. Six domains linked to roles in organizations (role overload, role ambiguity), organizational environment & support, relationships with peers and superiors, rewards, job control, and job demand. The Quality-of-Life Enjoyment and Satisfaction Questionnaire Short Form (Q-LES-Q-SF) was the third tool. This questionnaire was adopted from [ 15 ]. The Q-LES-Q-SF assesses general activities that are evaluated in the Q-LES-Q's lengthier form. A 5-point rating system is used for each item, with 1 being extremely poor and 5 representing very good. Higher scores indicate greater life satisfaction and happiness. A total score is calculated from 14 items, with a maximum score of 70. Participants were asked to score how satisfied they were with their physical health, emotions, work, domestic chores, school/course work, leisure activities, and social relationships during the course of the previous week. This measure can be used to evaluate the quality of life for the healthy population, even though it was initially created for a psychiatric group [ 21 ]. The maximum cumulative score of the completed items (1–100) is used to express the overall score as a percentage. Scores below 70 are clinically significant because the typical range for population sample scores is 70–100 [ 14 ]. To convert the raw score into a percentage of the maximum possible score, the following formula was used: Percentage = (Raw Score − 14) ÷ (70 − 14) ; or simply, Percentage = (Raw Score − 14) ÷ 56 The internal consistency of the Work Stress Assessment Questionnaire demonstrated a Cronbach’s alpha of 0.89, while the Quality-of-Life Enjoyment and Satisfaction Questionnaire (Q-LES-Q-SF) showed values ranging from 0.86 to 0.90. Previous research has also confirmed the reliability of the Q-LES-Q-SF, with test–retest reliability reported at 0.86 and internal consistency ranging between 0.86 and 0.90 [ 22 ]. Tools validity was done by a panel of experts who revised the tools for clarity, relevance, applicability, and ease of implementation, and according to their opinion, modifications were applied. For the purpose of examining the tools' clarity, application, relevance, and feasibility, as well as the time required for data collection, a pilot study including 28 nurses (10% of the overall sample size) was conducted. The required adjustments were made following an analysis of the pilot study's findings. Lastly, the nurses who participated in the pilot study were later removed from the research sample. Data collection procedure After obtaining all required authorizations from the respective hospitals, the data collection procedure was conducted online over two months, from August 2025 to September 2025. The researchers were sending the electronic questionnaire to all nursing staff who work at the previously mentioned hospitals. The purpose of the study and methods of data collection were explained in the header of the electronic questionnaire. Over these months, the study participants were responding as they would without any intervention. Participation in the study was voluntary and based on staff nurses’ agreement to fill out the questionnaire. Participation in the study was voluntary and based on their agreement. Ethical Considerations : Ethical approval for this study was obtained from the Research Ethics Committee of the Faculty of Nursing at Sohag University in Egypt (IRB No: 225).The Ethical Committee Decision to safeguard researchers’ rights and participant safety and legality based on the standard of the Faculty of Nursing at Sohag University. Besides that, the study complied with the principles of the Declaration of Helsinki, including respect for participants’ autonomy, voluntary participation, the provision of informed consent, assurance of confidentiality and anonymity, the right to withdraw at any time without penalty, and the minimization of potential risks or harm. Informed consent was obtained electronically from all participants before their participation after they were fully informed about the study objectives, procedures, potential risks and benefits, confidentiality, and their right to withdraw at any time without any consequences. Participants were informed that their participation was voluntary and that their responses would remain confidential and anonymous. Any personal data that reveals their personality has not been collected in the data collection. Statistical analysis Upon completion of data collection, the data were scored, tabulated, and analyzed through data entry and analysis by computer using the "Statistical Package for Social Science" (SPSS) version 26. Data were presented using descriptive statistics in the form of percentages, frequency, mean, and standard deviation. Inferential statistical tests of significance, such as Pearson correlation and independent t-test, were used to identify group differences and the relations among the study variables. The P-value > 0.05 indicates a non-significant result, while the P-value ˂ 0.05 is significant, and the P-value ≤ 0.01 is highly significant. Results Table 1 Distribution of personal characteristics for the study participants (N = 277) Personal characteristics Variable Study sample N = 277 No. % Gender Male 115 41.5 Female 162 58.5 Age 45yrs 9 3.2 Mean ± SD 27.32 ± 6.05 Role Direct care nurse 94 33.9 Head nurse 93 33.6 Nursing supervisor 60 21.7 Assistant nurse director 15 5.4 Nurse director 15 5.4 Career length 1 ≤ 5yrs 149 53.8 5 ≤ 10yrs 96 34.7 10 ≤ 20yrs 21 7.6 More than 20 years 11 4 Marital status Single 159 57.4 Married without children 25 9 Married with children 93 33.6 Table 2 Descriptive analysis of Job-Related Stressors as perceived by study participants (N = 277): Domain no. items Mean Score Average Score Rank Control 4 13.32 ± 6.36 3.33 ± 0.80 5 Role 6 21.80 ± 3.64 3.64 ± 0.61 2 Relation 3 10.69 ± 2.33 3.56 ± 0.78 4 Demand 4 14.39 ± 2.92 3.60 ± 0.73 3 Support 3 9.04 ± 2.51 3.01 ± 0.84 6 Reward 3 11.82 ± 2.74 3.94 ± 0.91 1 Total 23 80.91 ± 13.98 4.13 ± 0.70 - Figure 1 Percentage distribution of job-related stress and quality-of-life enjoyment and satisfaction at different career stages (N = 277) . Table 3 Distribution of the study participants according to their level of quality-of-life enjoyment and satisfaction (N = 277): Domain Average Mean Score Rank 1. Physical health 3.43 ± 4.06 1 2. Mood 2.58 ± 1.26 6 3. Work 2.78 ± 1.41 12 4. Household activities 2.70 ± 1.48 11 5. Social relationships 2.53 ± 1.45 4 6. Family relationships 2.66 ± 1.46 8 7. Leisure time activities 2.29 ± 1.27 2 8. Ability to function in daily life 2.64 ± 1.48 7 9. Sexual drive, interest, and/or performance 2.68 ± 1.48 9 10. Economic status 3.45 ± 1.31 14 11.Living/housing situation 2.69 ± 1.47 10 12. Ability to get around physically without feeling dizzy or unsteady or falling 2.57 ± 1.46 5 13. Your vision in terms of the ability to do work or hobbies 3.14 ± 1.31 13 14. Overall sense of well-being 2.51 ± 1.43 3 Total 2.84 ± 0.33 - 70–100 73 26.35% less than 70 204 73.65% Table 4 Correlation between personal characteristics, job-related stress, and level of quality-of-life enjoyment and satisfaction among study participants during different career stages (N = 277): Personal characteristics Job-Related Stress Level Quality of life enjoyment and satisfaction r P -value r P -value Gender .38 0.16 .76 0.14 Age − .53 0.04* 0.883 0.00* Role − .65 ** 0.00** 0.657 0.00* Career length − .51 * 0.04* 0.668 0.00* Marital status .36 0.24 .44 0.27 Table 5 Correlation between career stages, total job-related stress, and total quality-of-life enjoyment and satisfaction among study participants (N = 277): Items Mean SD Job-related stress Quality of life enjoyment and satisfaction t p t p Exploration stage 51.90 ± 13.34 74.89 0.00** 59.72 0.00* Establishment stage 60.27 ± 12.44 64.01 0.00** 56.33 0.00* Advancement stage 61.88 ± 19.63 15.12 0.28 13.10 0.33 Withdrawal stage 68.18 ± 12.01 20.91 0.47 15.23 0.54 Table 6 Correlation between job-related stress and quality-of-life enjoyment and satisfaction among study participants (N = 277) Correlations Quality of life enjoyment and satisfaction r P-value Job-related stress -0.833 < 0.001 As shown in Table 1 , the distribution of personal characteristics for the study participants where (58.5%) female, (70.8%) aged from 25 to 25years old with 27.32 ± 6.05, (33.9%) working in direct nursing care, (53.8%) had less than 5 years career length, and (57.4%) of the participants were single. Table 2 , The descriptive analysis of the Job-related stressors domains. The domain of Reward was the first stressor as perceived by study participants, with an average mean 3.94 ± 0.91, followed by the Role domain 3.01 ± 0.84, and Demand 3.60 ± 0.73. Support was identified as the least significant stressor, 3.01 ± 0.84. The total Job-Related Stressors were high with 80.91 ± 13.98. Figure1. presents that the distribution of the study participants` stress and dissatisfaction levels across their career development stages, they had high stress and dissatisfaction levels during the establishment stage, followed by the exploration stage. The stress level was higher at the withdrawal stage than dissatisfaction level. Table 3 reveals notable variations in participants’ responses across domains of quality-of-life enjoyment and satisfaction. Physical health (Mean = 3.43 ± 4.06) and economic status (Mean = 3.45 ± 1.31) ranked highest, indicating relatively better satisfaction in these areas. In contrast, leisure time activities (Mean = 2.29 ± 1.27), overall sense of well-being (Mean = 2.51 ± 1.43), and social relationships (Mean = 2.53 ± 1.45) scored lowest, reflecting areas of concern for participants. The total mean score was 2.84 ± 0.33, with the majority (73.65%) scoring below 70, suggesting that most participants reported unsatisfactory levels of quality-of-life enjoyment and satisfaction. These findings highlight the need for targeted interventions to improve psychosocial domains such as mood, relationships, and leisure activities, which appear to be most affected The next section shows the correlational statistics of the studied variables. Table 4 , The correlation analysis highlights significant associations between personal characteristics, job-related stress, and quality-of-life enjoyment and satisfaction among nurses. Age, role, and career length showed statistically significant negative correlations with job-related stress (r = -0.53, p = 0.04; r = -0.65, p = 0.00; r = -0.51, p = 0.04, respectively), indicating that older nurses, those in specific roles, and those with longer career experience reported lower stress levels. Conversely, these same variables demonstrated strong positive correlations with quality-of-life enjoyment and satisfaction (age: r = 0.883, p = 0.00; role: r = 0.657, p = 0.00; career length: r = 0.668, p = 0.00), suggesting that professional maturity and role stability enhance well-being. Gender and marital status did not show statistically significant correlations with either stress or quality of life, implying a limited influence of these factors in this sample. Overall, the findings emphasize that career-related variables are more predictive of stress and well-being outcomes than demographic characteristics. Table 5 . shows that the correlation between career stages, job-related stress, and quality-of-life enjoyment and satisfaction reveals clear differences across phases. Nurses in the exploration stage (Mean = 51.90 ± 13.34) and establishment stage (Mean = 60.27 ± 12.44) reported significantly higher levels of job-related stress (t = 74.89, p = 0.00; t = 64.01, p = 0.00) and lower quality-of-life satisfaction (t = 59.72, p = 0.00; t = 56.33, p = 0.00). In contrast, the advancement stage (Mean = 61.88 ± 19.63) and withdrawal stage (Mean = 68.18 ± 12.01) showed no statistically significant correlations with stress or satisfaction (p > 0.05). These findings suggest that early and mid-career nurses are more vulnerable to stress and reduced well-being, whereas nurses in later career stages experience comparatively stable outcomes. Table 6 presents that there was a strong and statistically significant negative correlation between total job-related stress and overall quality-of-life enjoyment and satisfaction (r = -0.833, p < 0.001). This suggests that as job-related stress increases, nurses’ quality of life and satisfaction markedly decrease. The strength of the correlation underscores the critical impact of occupational stressors on well-being, highlighting the need for effective stress management interventions to improve nurses’ quality of life. Discussion Stress is part of our everyday life and affects all aspects of our activities. The nature of the nursing profession encounters many types of stressors throughout the career path [ 11 ]. The study was designed to assess job-related stressors and their relation to quality-of-life enjoyment and satisfaction among nurses during different career stages. The findings highlight the multifaceted nature of occupational stress in nursing and its significant impact on well-being. Regarding personal characteristics of the participants of the current study, it was shown that more than half of the study participants were females and about two-thirds of their ages were varied from 25 to 35years old. More than half of the study participants had less than 5 years in their career path. Nearly one-third of them were working as head nurses, and another third of them were providing direct nursing care. More than half of the participants were single, and the rest of them were married. These demographic characteristics are consistent with nursing workforce trends in many healthcare systems, where younger nurses often dominate frontline care. Such characteristics may predispose nurses to higher stress levels, particularly when combined with limited professional experience and social support. Regarding descriptive analysis of the studied variables, Table 2 reveals that Reward was perceived as the most significant stressor, followed by Role and Demand, while Support was ranked lowest. This suggests that nurses feel undervalued and inadequately rewarded for their efforts, which aligns with previous studies emphasizing the importance of recognition and fair compensation in mitigating stress. This result was congruent with Bengaline's study, which assessed work-related stress and its associated factors among managerial staff [ 23 ], where the role and relation factors had a high agreement level. An Indian study about occupational stress, mental health, and coping among information technology professionals revealed that job demand and superior control had the main effect on work stress level, which was incongruent with this study's result [ 6 ]. The current study's finding shows that the high total job-related stress score (80.91 ± 13.98) underscores the intensity of occupational demands in nursing. The present study result was in the same line with many previous studies in the nursing field and other fields. A previous study [ 23 ] assessed work organization and stress, reporting that there was a high level of work stress among their study participant who worked at health organizations. Another previous study held in Malaysia in the industry field about occupational stress among managers [ 25 ] disagreed with this result, where there was a moderate and low level of occupational stress among participants. This may be due to different sample sizes among studies, different work environments, or different personal characteristics of the study participants Table 3 highlights substantial variation in quality-of-life domains. Physical health and economic status ranked highest, while leisure activities, overall well-being, and social relationships scored lowest. The majority of participants (73.65%) reported unsatisfactory levels of quality-of-life enjoyment and satisfaction, pointing to psychosocial domains as critical areas for intervention. Limited leisure time and strained relationships may exacerbate stress and reduce resilience among nurses. In our study, physical health and economic status ranked highest, while leisure, well-being, and social relationships ranked lowest. Comparable findings were reported in a study [ 26 ], where economic stability and physical functioning were protective factors, but psychosocial domains such as mood and relationships were most affected by stress. This suggests that while nurses may maintain physical functioning, their psychosocial well-being is more vulnerable to occupational pressures. The previous result may be due to nurses' quality of life is significantly impacted by their career stage. Early-career nurses often face challenges related to heavy workloads and lack of experience, while mid-career nurses may struggle with work-life balance and burnout. Experienced nurses, while often enjoying greater autonomy and job satisfaction, may still encounter challenges related to physical demands and career stagnation. The present study results were in agreement with the study conducted by[ 27 ] found that more than half of the study participants had a low level of quality of life. Also, this current study's results disagree with [ 28 ] found that the majority of study participants had a low level of quality of life satisfaction. Figure 1 demonstrates that stress and dissatisfaction peaked during the establishment stage, followed by the exploration stage. Interestingly, stress remained relatively high in the withdrawal stage, while dissatisfaction declined, possibly reflecting adaptation or emotional detachment among late-career nurses. These findings suggest that early and mid-career stages are particularly vulnerable periods requiring targeted support. The study results showed that nurses in the exploration and establishment stages reported significantly higher stress and lower satisfaction, while those in the advancement and withdrawal stages were more stable. This aligns with [ 29 ], who found that early-career nurses face heightened stress due to role ambiguity, workload, and limited coping strategies, whereas experienced nurses develop resilience and role clarity. The consistency across studies highlights the importance of targeted interventions for early-career nurses. The correlational analyses (Tables 4 – 6 ) provide deeper insights into the interplay between personal characteristics, career stages, stress, and well-being. Age, role, and career length were negatively correlated with stress but positively associated with quality-of-life satisfaction, suggesting that professional maturity and role stability buffer against occupational strain. Gender and marital status, however, showed no significant associations, indicating that demographic factors may be less influential than career-related variables. It was observed that age, role, and career length were negatively correlated with stress but positively correlated with quality of life. This mirrors findings from [ 30 ], who showed that older nurses and those with longer tenure reported better coping mechanisms and higher well-being during the COVID-19 pandemic. Gender and marital status were not significant in our study, which is consistent with several cross-sectional analyses that found career-related variables outweigh demographic factors in predicting stress outcomes. The level of job-related stress was varied based on the personal characteristics of the study participants. There was a moderate, insignificant positive correlation between gender and level of job-related stress. Males and females differ in their response to stress. This may be referred to as nursing can be described as a female profession, so males can feel stressed in the working environment. Reversing this study result, a previous study revealed that the home-work interface is especially important among female workers who bear the burden of looking after the children [ 31 ]. The study revealed that there was a moderately insignificant positive correlation between marital status and level of job-related stress. These results may be due to those married nurses went to their work with a load of gain money and at the same time had family responsibilities. Long working hours mean less family life, and this will develop stress in the relationship with partners, children, family, and friends. Previous research examined factors associated with mental health outcomes among health care workers; results supported this result considered the infectious work environment is the main cause of the high level of work stress among married nurses, both male and female [ 32 ]. Besides that, the present study showed that there was a strong negative correlation between age, role, career path, and job-related stress. This means that participants at the establishment stage had a high level of work stress. Based on the theory of career development by Donald Super [ 10 ], the establishment stage is the peak of career development, where the goal during this stage is for individuals to stabilize their role within the career context. Some individuals may work towards promotion and advancement in their careers, thus increasing their job-related responsibilities [ 33 ]. Table 5 further demonstrated that nurses in the exploration and establishment stages experienced significantly higher stress and lower satisfaction, whereas those in the advancement and withdrawal stages showed no significant correlations. This reinforces the notion that early and mid-career nurses are at greatest risk of stress-related declines in well-being. Finally, Table 6 revealed a strong negative correlation (r = -0.833, p < 0.001) between total job-related stress and overall quality-of-life satisfaction, underscoring the profound impact of occupational stress on nurses’ well-being. Our study found a strong negative correlation (r = -0.833, p < 0.001) between job-related stress and quality-of-life enjoyment and satisfaction. This result may be due to Job stress among nurses varies across different career stages and significantly impacts their quality of life. Factors like workload, interpersonal relationships, and resource limitations contribute to job-related stress, which in turn can negatively affect nurses' well-being, potentially impacting their caring behaviors and patient outcomes. The present study result was in agreement with the study conducted by [ 34 ] found that high stress levels are linked to diminished quality of life. This is consistent with [ 35 ], who reported that higher stress levels among nurses were significantly associated with poorer quality of life and reduced caring behaviors. Similarly, [ 36 ] emphasized that occupational stress adversely affects both physical and psychosocial health, reducing resilience and service delivery. These parallels reinforce the robustness of your findings. Conclusion The present study concluded that nurses experienced high levels of job-related stress, with Reward identified as the most significant stressor, with overall elevated stress scores. Quality-of-life domains showed marked variation, with physical health and economic status ranking highest; more than two-thirds of participants reported unsatisfactory quality of life. Stress and dissatisfaction peaked during the establishment and exploration stages. The majority of participants had a high level of job-related stressors and a low level of quality-of-life enjoyment and satisfaction. There was a strong negative correlation was found between total job-related stress and overall quality-of-life satisfaction, highlighting the profound impact of occupational stress on nurses’ well-being and the need for targeted interventions, particularly for early- and mid-career nurses. This knowledge is important for health managers to control the sources of work-related stress, then employees are more committed and provide quality care, which increases the reputation and prestige of an organization. Limitations One of the limitations of this study was related to the type of research, since it is not possible to correctly determine causal relationships in cross-sectional studies; however, the performance of this study in many hospitals contributed to the effective generalization of the results. Moreover, the non-significant result, especially between groups, may require more larger sample size, and because of the small sample size, the number of predictive variables to be included in the regression models was limited. Recommendations The study findings support creating policies that institutionalize stress management, tailor interventions by career stage, enhance psychosocial well-being, and reshape the public image of nursing, such as the Stress Reduction Policy which mandates structured reward systems (fair pay, recognition programs, promotion pathways), requires clear role descriptions and supportive supervision to reduce role ambiguity, and implements flexible scheduling and workload redistribution to protect nurses’ work-life balance. Also, Career Stage–Specific Policy, which involves developing targeted support programs for early- and mid-career nurses (mentorship, resilience training), provides advancement opportunities and leadership development for mid-career nurses to prevent burnout, and introduces wellness and adaptation programs for late-career nurses to sustain engagement. Quality of Life Enhancement Policy that can institutionalize psychosocial support services (counseling, peer support groups), ensure access to leisure and wellness facilities within hospitals, and promote initiatives that strengthen social and family relationships among staff. Finally, the Monitoring & Evaluation Policy establishes regular assessments of job-related stress and quality of life using validated tools and requires hospital managers to report annually on nurse well-being indicators. The findings suggested further research that focuses on the personality traits of an individual to cope with job stress. Conduct long-term follow-up studies to track how job-related stress and quality of life evolve across different career stages, rather than relying on cross-sectional data. Compare stress and satisfaction levels among nurses working in different healthcare settings (public vs. private hospitals, urban vs. rural facilities) to identify contextual factors influencing outcomes. Investigate in more depth how gender roles and family responsibilities interact with occupational stress, particularly in societies where nursing is perceived as a female-dominated profession. Explore how cultural perceptions of nursing and societal respect impact nurses’ satisfaction and career retention across different regions or countries. Abbreviations (WSAQ) Work Stress Assessment Questionnaire (ICN) International Council of Nurses (Q-LES) Quality of Life Enjoyment and Satisfaction (JD-R) Job demands-resources (PERMA) Positive emotions, Engagement, Relationships, Meaning, and Accomplishment (STROBE) Strengthening the Reporting of Observational Studies in Epidemiology (Q-LES-Q-SF) Quality-of-Life Enjoyment and Satisfaction Questionnaire Short Form Declarations Ethical approval : this study obtained approval from the Research Ethics Committee of the Faculty of Nursing at Sohag University in Egypt (IRB No: 225). Consent for Publication: Not applicable. This study did not include any individual-level identifiable data, images, or personal information. All data were collected and reported in an anonymous and aggregated form. Data availability statement: Data available on request from the authors. *Corresponding author: Hind Ismail Ali, [email protected] Competing Interests: The authors declare no conflicts of interest. Funding: The study was funded by Prince Sattam bin Abdulaziz University through the project number (PSAU/2025/01/36694 ( Clinical trials no .: not applicable. Author contribution statement: Hind Ismail Ali: contributed to the conceptualization, study design, data collection, and drafting of the manuscript. Safaa Mohammed: contributed to data analysis, interpretation of results, and critical revision of the manuscript. Hanaa Sayed Ewise: contributed to methodology development, supervision, and final approval of the manuscript. All authors have read and approved the final version of the manuscript and agree to be accountable for all aspects of the work. Acknowledgements : The authors extend their appreciation to Prince Sattam bin Abdulaziz University for funding this research work. The researchers extend their gratitude to all officials and staff nurses whose support made this study possible. References Clark RRS, Lake E. Burnout, job dissatisfaction, and missed care among maternity nurses. J Nurs Manage. 2020;28(11):1–6. Roczniewska M, Bakker AB. (2021) Burnout and self-regulation failure: a diary study of self-undermining and job crafting among nurses. J Adv Nurs. 2021;77(8):3424–35. Hassard J, Teoh KR, Visockaite G, Dewe P, Cox T. The cost of work-related stress to society: A systematic review. J Occup Health Psychol. 2018;23(1):1. International Council of Nurses. (2025). 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J Psychiatr Ment Health Nurs. 2011;18(8):744–50. https://doi.org/10.1111/j.1365-2850.2011.01735.x . Anandi B, Rajaram D, Aravind B, Gautham, Kunnavil R. (2019), Assessment of Work-Related Stress And Its Associated Factors Among Managerial Staff In An Industry Located In Bangalore City. National Journal of Research in Community Medicine. Available at: https://www.researchgate.net/publication/320195912_Assessment_Of_Work- Leka S, Griffiths A. (2020), Work organization and stress. WHO, Protecting workers Health Series No.3. Available at: http://www.who.int/occupational_health/en/oehstrategy Manshor AM, Fontaine R, Choym S. Occupational stress among managers: a Malaysian survey. J Manage Psychol. 2019;18(6):622–8. Lalkhaida,., Muhammad D, Rahim T, Ajmal H, Bibi N. Psychosocial Risk Factors and Quality of Life Among Nurses Working in Public Sector Tertiary Care Hospitals of Peshawar, A Correlational Study: Psychosocial Risk Factors and Quality of Life among Nurses. Pakistan J Health Sci. 2022;3(05):41–5. https://doi.org/10.54393/pjhs.v3i05.162 . Abbasi M, Zakerian A, Akbarzade A, Dinarvand N, Ghaljahi M, Poursadeghiyan M, et al. Investigation of the relationship between work ability and work-related quality of life in nurses. Iran J Public Health [Internet]. 2017;46(10):1404–12. http://ijph.tums.ac.ir/ index.php/ijph/article/view/11253/5777 . Lee YW, Dai YT, Park CG, Mccreary LL. Predicting quality of work life on nurses’ intention to leave. J Nurs Scholarsh. 2016;45(2):160–8. Dutta B, Khanikor MS. Occupational stress and coping among nurses. Int J Health Sci Res. 2022;12(6):326–33. https://doi.org/10.52403/ijhsr.20220640 . Kupcewicz E, Piwko G, Araminowicz-Kierklo E, Młynarska-Antochów K. Quality of life vs. coping with stress by nurses during the COVID-19 pandemic. Front public health. 2025;13:1664792. https://doi.org/10.3389/fpubh.2025.1664792 . Dalton A. The relationship between work and nonwork domains: a review of empirical research. Acad Manage Rev. 2020;5:415–29. Lai J, Ma S, Wang Y, Cai Z, Hu J, Wei N, Wu J, Du H, Chen T, Li R, Tan H, Kang L, Yao L, Huang M, Wang H, Wang G, Liu Z, Hu S. Factors Associated With Mental Health Outcomes Among Health Care Workers Exposed to Coronavirus Disease 2019. JAMA Netw Open. 2020;3(3):e203976. https://doi.org/10.1001/jamanetworkopen.2020.3976 . Gmayinaam VU, Nortey AN, Sedode S, Apedo SK, Kye-Duodu G, Kwabla P, Osei E, Ananga MK. Work-related stress among nurses: A comparative cross-sectional study of two government hospitals in Ghana. BMC Public Health. 2024;24(1):2257. https://doi.org/10.1186/s12889-024-19757-3 . Al-Maskari MA, Dupo JU, Al-Sulaimi NK. (2020). Quality of work life among nurses a case study from ad Dakhiliyah Governorate, Oman. Sultan Qaboos Univ Med J; 20. Epub ahead of print 2020. 10.18295/squmj.20.04.005 Babapour AR, Gahassab-Mozaffari N, Fathnezhad-Kazemi A. Nurses' job stress and its impact on quality of life and caring behaviors: a cross-sectional study. BMC Nurs. 2022;21(1):75. https://doi.org/10.1186/s12912-022-00852-y . Dartey AF, Tackie V, Worna Lotse C, Dziwornu E, Affrim D, Delanyo Akosua DR. Occupational Stress and Its Effects on Nurses at a Health Facility in Ho Municipality, Ghana. SAGE Open Nurs. 2023;5:9:23779608231186044. PMID: 37435580; PMCID: PMC10331231. Additional Declarations No competing interests reported. Cite Share Download PDF Status: Posted Version 1 posted 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. 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Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-8428237","acceptedTermsAndConditions":true,"allowDirectSubmit":true,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":587910061,"identity":"9fe5359f-f0cd-415f-83c6-db39422a7e94","order_by":0,"name":"Hind Ismail Ali","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAABBklEQVRIie2QsWrDMBCGzzWoywl3dCi0r6CQwYRS8iouHroo0AfwECi4S/HcJe/gLCndXA6cJQ9g0FIvnjJ0MppMbScdo2YsRN8g/cN93C8BWCz/EAHg5PvoHm4I/1TgMMp+R09XUJymBF0fwnh9G/iyqXRM4F1K4ej4uDJdsJCwUOOPt/n7BAuC0etOuFgYiuUoCJlysnK+vgZGIEopXGAmxfsmbNUsK2U90i3BrOyLtcYtQDxRD53CfJ50W3wpgCcGhZj4XKYqyrZ1MOHpI/rb+ol4alA2z9XXrlH32SaqK93c3Xgv0aoLxxVwAS6wD1fh8OQh5wZhwNH96eWGX7JYLJaz5gfePlgiNqs5WAAAAABJRU5ErkJggg==","orcid":"","institution":"Prince Sattam Bin Abdulaziz University","correspondingAuthor":true,"prefix":"","firstName":"Hind","middleName":"Ismail","lastName":"Ali","suffix":""},{"id":587910064,"identity":"f7ba46c7-0187-4445-8436-6176eee8cf52","order_by":1,"name":"Safaa Moustafa Mohamed Abdeen","email":"","orcid":"","institution":"Sohag University","correspondingAuthor":false,"prefix":"","firstName":"Safaa","middleName":"Moustafa Mohamed","lastName":"Abdeen","suffix":""},{"id":587910067,"identity":"ab40e193-a8fe-4189-aa61-a27bebb12b6b","order_by":2,"name":"Hanaa Sayed Ewise","email":"","orcid":"","institution":"Prince Sattam Bin Abdulaziz University","correspondingAuthor":false,"prefix":"","firstName":"Hanaa","middleName":"Sayed","lastName":"Ewise","suffix":""}],"badges":[],"createdAt":"2025-12-22 20:38:02","currentVersionCode":1,"declarations":"","doi":"10.21203/rs.3.rs-8428237/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-8428237/v1","draftVersion":[],"editorialEvents":[],"editorialNote":"","failedWorkflow":false,"files":[{"id":102337085,"identity":"10ac95e4-03bc-4d76-8747-ad04987e1206","added_by":"auto","created_at":"2026-02-10 16:11:49","extension":"png","order_by":1,"title":"Figure 1","display":"","copyAsset":false,"role":"figure","size":65966,"visible":true,"origin":"","legend":"\u003cp\u003ePercentage distribution of job-related stress and quality-of-life enjoyment and satisfaction at different career stages (N= 277)\u003c/p\u003e","description":"","filename":"floatimage1.png","url":"https://assets-eu.researchsquare.com/files/rs-8428237/v1/5f90a67c6bfc5ff43d4577cf.png"},{"id":104882313,"identity":"1be0434e-ec3f-4593-8017-46a038b31555","added_by":"auto","created_at":"2026-03-18 09:29:20","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":969522,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-8428237/v1/4b792f34-a61d-403d-a133-091347e575d8.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"Job-Related Stressors Among Nurses During Different Career Stages and Their Relation to Quality-of-Life Enjoyment and Satisfaction","fulltext":[{"header":"Background","content":"\u003cp\u003e\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003eNursing is a highly demanding and stressful profession. Negative consequences of job demands were widely discussed throughout the literature, like; poor quality of care, poor health, burnout, greater intent to leave, and lower level of job satisfaction. Nurses\u0026rsquo; dissatisfaction among nurses has also been discussed exhaustively in the literature in regards to its negative outcomes, represented by burnout, absenteeism, turnover, greater intent to leave, and finally leaving the nursing profession. Recent statistics indicate that 20\u0026ndash;40% of nurses report experiencing burnout [\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e]. Stressors not only deteriorate nurses\u0026rsquo; work performance but also adversely influence their health and well-being. Response to stress can be physical, psychological, emotional, or spiritual in nature or a combination of these dimensions and can be either internal or external [\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eAccording to the statistics provided by the International Council of Nurses, the costs of work-related stress are estimated at \u003cspan\u003e$\u003c/span\u003e 200\u0026ndash;300\u0026nbsp;million annually in the United States, and nearly 90% of employees\u0026rsquo; medical problems are attributed to job stress [\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e]. The ICN's 2025 International Nurses Day report and survey confirm that many nurses are experiencing high levels of stress, burnout, and are at risk of workplace violence, which undermines retention and has significant economic implications [\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e]. A 2025 ICN report estimates that initiatives to improve nurse well-being could have a total value of (\\\u003cspan\u003e$\u003c/span\u003e100300\\) billion, based solely on recapturing lost workforce productivity [\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eJob stress has been linked to a dozen sources. Sources of job stress can be a detriment to the health and well-being of an individual. Sources of stress among nurses can be as staff shortages, high level of responsibility, dealing with death and dying, dealing with patients\u0026rsquo; relatives, coping with the unpredictable, making a critical judgment about interventions and treatment, and balancing between work and family commitments [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e]. Excessive workload, a lack of institutional support, difficult relationships with superiors, manual lifting of patients and equipment, infection risks, inadequate feedback, limited opportunities for professional development, and coworkers are some of the factors that contribute to this stress [\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eNurses progress through different career stages, from a novice learning the ropes to an expert with deep clinical knowledge, and their careers can advance through roles like management, specialization, or advanced practice. Each stage is defined by the nurse's growing competence and experience, with early-career nurses often needing more support while experienced nurses can take on greater autonomy [\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e]. Career stages are important to help differentiate one`s goals throughout own professional life. Some stages demand ambition, have a different level of stress, need a different coping mechanism, and promote growth, while others offer stability and encourage rest. A career stage model demonstrates the four stages that individuals pass through in their careers. The four stages consist of establishment, advancement, maintenance, and withdrawal [\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eThe exploration stage (21\u0026ndash;25 years old) refers to the stage of gaining employment. This stage may include finishing an undergraduate or graduate degree and making a career choice. This stage shapes the direction of one professional ambition. The establishment stage (25\u0026ndash;35 years old) includes an entry-level or mid-level position with comparably minor responsibilities, gaining acceptance from peers, developing and improving needed skills, and experiencing uncertainty and anxiety entering the workforce for the first time, and encountering many new situations and people [\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eThe advancement stage (35\u0026ndash;45 years old), also called mid-career, is characterized by either career stability and progression or a transition into a profession or field. Many employees in this stage reach their peak levels of productivity and maintain a skill set specific to their role. By remaining dedicated to a current job, people can receive greater responsibility and the resulting rewards and recognition [\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e]. The Withdrawal stage (45years old and more) is also called the late-career stage, which can be an opportunity for a less demanding work environment. Rather than learning or obtaining new skills, the late-stage employee can teach others and begin identifying and training a successor. This stage can include developing interests outside of work, having fewer opportunities for advancement, but can enjoy tasks like mentoring younger employees [\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eJob stressors can affect their job satisfaction and, in turn, strongly affect nurses\u0026rsquo; life satisfaction, which is directly affected by life satisfaction. The study used the Quality-of-Life Enjoyment and Satisfaction to describe an individual's subjective well-being through reflecting their satisfaction and enjoyment in various life domains and monitor changes in quality of life over time in clinical settings. It provides insights into how content a person is with aspects like their physical health, social relationships, and daily activities.[\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e]\u003c/p\u003e\u003cp\u003eQuality of Life Enjoyment and Satisfaction (Q-LES) refers to an individual\u0026rsquo;s perceived level of happiness and fulfillment across different aspects of daily life [\u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e]. It measures how satisfied people feel with their overall well-being and functioning. Participants rate their satisfaction with specific domains of activity, including physical health, feelings, work, household duties, field work, leisure time activities, and social relations. These domains together provide a comprehensive picture of how individuals experience enjoyment and satisfaction in both personal and professional areas of life, reflecting their overall quality of life and psychological well-being [\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e],[\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eStress is a part of nurses' everyday life and affects all aspects of their activities, with its attendant effects on the physical and psychological well-being of the nurse. Many researchers studied work stress among health care personnel in many countries as [\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e]. But the studies were not always clear regarding which job-related stressors occurred during different career stages, and the nurses' quality of life enjoyment, and satisfaction at Upper Egypt Sector. This study tried to find the sources of job-related stress during each career stage among nurses and their quality-of-life enjoyment and satisfaction. The findings of this study would provide insights about what the nurses face in various stressors during different career stage and their level of quality of life enjoyment and satisfaction at each stage toward career growth. Therefore, this study aimed to assess job-related stressors among nurses during different career stages.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e\n\u003ch3\u003eTheoretical framework\u003c/h3\u003e\n\u003cp\u003e \u003cdiv class=\"BlockQuote\"\u003e \u003cp\u003eThe study used a Theoretical framework to guide the study: Job demands-resources (JD-R) model and the PERMA Model. According to the Job Demands-Resources (JD-R) model [\u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e], job demands\u0026mdash;such as heavy workloads, long shifts, emotional strain from patient suffering, staffing shortages, and administrative pressures\u0026mdash;require sustained physical, mental, and emotional effort, which can lead to stress, fatigue, and burnout. Conversely, job resources, including supportive leadership, teamwork, professional development, autonomy in decision-making, and access to adequate equipment, help nurses cope with these demands, maintain engagement, and reduce stress. The balance between demands and resources determines whether nurses experience burnout or thrive, highlighting the importance of enhancing resources to mitigate stress and promote well-being in nursing practice.\u003c/p\u003e \u003cp\u003eThe PERMA model [\u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e] defines well-being through Positive emotions, Engagement, Relationships, Meaning, and Accomplishment. Positive work environments, meaningful patient relationships, and recognition of achievements enhance life satisfaction and overall flourishing. Positive emotions involve happiness, hope, and satisfaction; Engagement reflects focus and absorption in activities; Relationships emphasize connection with family, friends, and colleagues; Meaning arises from belonging to something larger than oneself, such as spirituality or advocacy; and Accomplishment involves goal pursuit requiring perseverance and resilience. Enhancing these elements can improve well-being across personal and professional life.\u003c/p\u003e \u003cp\u003eFor nursing staff, the Job Demands-Resources (JD-R) model and the PERMA model are closely connected in understanding their well-being during a stressful work environment. High job demands in nursing, such as long shifts, emotional strain from patient care, and workload, can lead to stress and burnout, whereas job resources, like supportive colleagues, effective leadership, training, and autonomy, promote engagement and resilience. These resources can enhance PERMA components for nurses: supportive teams and positive workplace culture foster Positive emotions and Relationships, opportunities to use skills and make clinical decisions increase Engagement and Accomplishment, and meaningful patient care strengthens Meaning. Without sufficient resources, the high demands of nursing can diminish these aspects of well-being, reducing job satisfaction and overall quality of life.\u003c/p\u003e \u003c/div\u003e \u003c/p\u003e \u003cdiv id=\"Sec3\" class=\"Section2\"\u003e \u003ch2\u003eAim of the study:\u003c/h2\u003e \u003cp\u003e \u003cdiv class=\"BlockQuote\"\u003e \u003cp\u003eThe study was conducted to assess job-related stressors among nurses during different career stages and their relation to quality of life-enjoyment and satisfaction.\u003c/p\u003e \u003cp\u003e \u003cb\u003eResearch Questions\u003c/b\u003e:\u003c/p\u003e \u003c/div\u003e \u003c/p\u003e \u003cp\u003e \u003col\u003e \u003cspan\u003e \u003cli\u003e \u003cp\u003eWhat is the level of job-related stressors and quality of life enjoyment and satisfaction among nurses during different career stages?\u003c/p\u003e \u003c/li\u003e \u003c/span\u003e \u003cspan\u003e \u003cli\u003e \u003cp\u003eIs there a relation between job-related stressors and quality of life-enjoyment, and satisfaction among nurses during different career stages?\u003c/p\u003e \u003c/li\u003e \u003c/span\u003e \u003c/ol\u003e \u003c/p\u003e \u003c/div\u003e"},{"header":"Methods","content":"\u003cp\u003e \u003cstrong\u003eStudy Design\u003c/strong\u003e \u003cp\u003eThis study adopted a descriptive correlational design. Complying with the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines. The present study was carried out at many government hospitals in the Sohag Governorate. This design was adopted as the study objectives were descriptive and associational rather than causal, and because randomization or longitudinal follow-up was not feasible or ethical across multiple hospitals within the study period.\u003c/p\u003e \u003c/p\u003e \u003cp\u003e \u003cstrong\u003eSampling and recruitment\u003c/strong\u003e \u003cp\u003eA convenient sample of nurses from the hospitals listed above (N\u0026thinsp;=\u0026thinsp;277). A traditional alpha level of 0.05, multiple regression analysis planning, a medium effect size based on prior research, and a statistical power of 0.80 were used to calculate the sample size, indicating that at least 184 nurses were required.\u003c/p\u003e \u003c/p\u003e \u003cp\u003e \u003cdiv class=\"BlockQuote\"\u003e \u003cp\u003eAll nurses who fulfilled the inclusion criteria (registered nurses, working in the selected units, with at least one year of clinical experience, providing direct patient care, and willing to participate) were included in the study. As a result, the sample consisted of 277 nurses overall. The study's participants hold a variety of jobs and have varying years of experience. This strategy sought to obtain the broadest feasible representation of available nursing staff within each hospital, while acknowledging the inherent limitations of convenience sampling, including potential selection bias and limited generalizability.\u003c/p\u003e \u003c/div\u003e \u003c/p\u003e \u003cp\u003e \u003cstrong\u003eStudy tools\u003c/strong\u003e \u003cp\u003eThe study used three tools to achieve its aim. The first one was a general personal characteristics form, which included data such as age, gender, career length, etc. These data helped in determining the career stage. The second tool was the Work Stress Assessment Questionnaire (WSAQ). This questionnaire was adopted from [\u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e20\u003c/span\u003e]. A 5-point Likert scale, ranging from 1 to 5, was used to score the 23 statements that made up the WSAQ based on the degree of agreement. Responses from participants were deemed stressful if the arithmetic mean was more than or equal to 2.5. Six domains linked to roles in organizations (role overload, role ambiguity), organizational environment \u0026amp; support, relationships with peers and superiors, rewards, job control, and job demand.\u003c/p\u003e \u003c/p\u003e \u003cp\u003e\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003eThe Quality-of-Life Enjoyment and Satisfaction Questionnaire Short Form (Q-LES-Q-SF) was the third tool. This questionnaire was adopted from [\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e]. The Q-LES-Q-SF assesses general activities that are evaluated in the Q-LES-Q's lengthier form. A 5-point rating system is used for each item, with 1 being extremely poor and 5 representing very good. Higher scores indicate greater life satisfaction and happiness. A total score is calculated from 14 items, with a maximum score of 70. Participants were asked to score how satisfied they were with their physical health, emotions, work, domestic chores, school/course work, leisure activities, and social relationships during the course of the previous week. This measure can be used to evaluate the quality of life for the healthy population, even though it was initially created for a psychiatric group [\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e]. The maximum cumulative score of the completed items (1\u0026ndash;100) is used to express the overall score as a percentage. Scores below 70 are clinically significant because the typical range for population sample scores is 70\u0026ndash;100 [\u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e]. To convert the raw score into a percentage of the maximum possible score, the following formula was used:\u003c/p\u003e\u003cp\u003ePercentage = (Raw Score\u0026thinsp;\u0026minus;\u0026thinsp;14) \u0026divide; (70\u0026thinsp;\u0026minus;\u0026thinsp;14) ; or simply, Percentage = (Raw Score\u0026thinsp;\u0026minus;\u0026thinsp;14)\u0026thinsp;\u0026divide;\u0026thinsp;56\u003c/p\u003e\u003cp\u003eThe internal consistency of the Work Stress Assessment Questionnaire demonstrated a Cronbach\u0026rsquo;s alpha of 0.89, while the Quality-of-Life Enjoyment and Satisfaction Questionnaire (Q-LES-Q-SF) showed values ranging from 0.86 to 0.90. Previous research has also confirmed the reliability of the Q-LES-Q-SF, with test\u0026ndash;retest reliability reported at 0.86 and internal consistency ranging between 0.86 and 0.90 [\u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e22\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eTools validity was done by a panel of experts who revised the tools for clarity, relevance, applicability, and ease of implementation, and according to their opinion, modifications were applied. For the purpose of examining the tools' clarity, application, relevance, and feasibility, as well as the time required for data collection, a pilot study including 28 nurses (10% of the overall sample size) was conducted. The required adjustments were made following an analysis of the pilot study's findings. Lastly, the nurses who participated in the pilot study were later removed from the research sample.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003e \u003cstrong\u003eData collection procedure\u003c/strong\u003e \u003cp\u003eAfter obtaining all required authorizations from the respective hospitals, the data collection procedure was conducted online over two months, from August 2025 to September 2025. The researchers were sending the electronic questionnaire to all nursing staff who work at the previously mentioned hospitals. The purpose of the study and methods of data collection were explained in the header of the electronic questionnaire. Over these months, the study participants were responding as they would without any intervention. Participation in the study was voluntary and based on staff nurses\u0026rsquo; agreement to fill out the questionnaire. Participation in the study was voluntary and based on their agreement.\u003c/p\u003e \u003c/p\u003e \u003cp\u003e\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003e\u003cb\u003eEthical Considerations\u003c/b\u003e: Ethical approval for this study was obtained from the Research Ethics Committee of the Faculty of Nursing at Sohag University in Egypt (IRB No: 225).The Ethical Committee Decision to safeguard researchers\u0026rsquo; rights and participant safety and legality based on the standard of the Faculty of Nursing at Sohag University. Besides that, the study complied with the principles of the Declaration of Helsinki, including respect for participants\u0026rsquo; autonomy, voluntary participation, the provision of informed consent, assurance of confidentiality and anonymity, the right to withdraw at any time without penalty, and the minimization of potential risks or harm.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003e \u003cstrong\u003eInformed consent\u003c/strong\u003e \u003cp\u003e was obtained electronically from all participants before their participation after they were fully informed about the study objectives, procedures, potential risks and benefits, confidentiality, and their right to withdraw at any time without any consequences. Participants were informed that their participation was voluntary and that their responses would remain confidential and anonymous. Any personal data that reveals their personality has not been collected in the data collection.\u003c/p\u003e \u003c/p\u003e \u003cp\u003e \u003cstrong\u003eStatistical analysis\u003c/strong\u003e \u003cp\u003eUpon completion of data collection, the data were scored, tabulated, and analyzed through data entry and analysis by computer using the \"Statistical Package for Social Science\" (SPSS) version 26. Data were presented using descriptive statistics in the form of percentages, frequency, mean, and standard deviation. Inferential statistical tests of significance, such as Pearson correlation and independent t-test, were used to identify group differences and the relations among the study variables. The P-value\u0026thinsp;\u0026gt;\u0026thinsp;0.05 indicates a non-significant result, while the P-value ˂ 0.05 is significant, and the P-value\u0026thinsp;\u0026le;\u0026thinsp;0.01 is highly significant.\u003c/p\u003e \u003c/p\u003e"},{"header":"Results","content":"\u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eDistribution of personal characteristics for the study participants (N\u0026thinsp;=\u0026thinsp;277)\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"4\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003ePersonal characteristics\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eVariable\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c4\" namest=\"c3\"\u003e \u003cp\u003eStudy sample N\u0026thinsp;=\u0026thinsp;277\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eNo.\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003e%\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eGender\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e115\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e41.5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eFemale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e162\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e58.5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003eAge\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;25yrs\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e54\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e19.5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e25-35yrs\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e196\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e70.8\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e35\u0026thinsp;\u0026ge;\u0026thinsp;45yrs\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e18\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e6.5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u0026gt;\u0026thinsp;45yrs\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e9\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e3.2\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colspan=\"4\" nameend=\"c4\" namest=\"c1\"\u003e \u003cp\u003e\u003cb\u003eMean\u0026thinsp;\u0026plusmn;\u0026thinsp;SD 27.32\u0026thinsp;\u0026plusmn;\u0026thinsp;6.05\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"4\" rowspan=\"5\"\u003e \u003cp\u003eRole\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eDirect care nurse\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e94\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e33.9\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eHead nurse\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e93\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e33.6\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eNursing supervisor\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e60\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e21.7\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eAssistant nurse director\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e15\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e5.4\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eNurse director\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e15\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e5.4\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"3\" rowspan=\"4\"\u003e \u003cp\u003eCareer length\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e1\u0026thinsp;\u0026le;\u0026thinsp;5yrs\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e149\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e53.8\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e5\u0026thinsp;\u0026le;\u0026thinsp;10yrs\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e96\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e34.7\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e10\u0026thinsp;\u0026le;\u0026thinsp;20yrs\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e21\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e7.6\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMore than 20 years\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e11\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\" morerows=\"2\" rowspan=\"3\"\u003e \u003cp\u003eMarital status\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSingle\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e159\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e57.4\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMarried without children\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e25\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e9\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMarried with children\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e93\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e33.6\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab2\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eDescriptive analysis of Job-Related Stressors as perceived by study participants (N\u0026thinsp;=\u0026thinsp;277):\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"5\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\"\u0026plusmn;\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\"\u0026plusmn;\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDomain\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eno. items\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eMean Score\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eAverage Score\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRank\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eControl\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e13.32\u0026thinsp;\u0026plusmn;\u0026thinsp;6.36\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c4\"\u003e \u003cp\u003e3.33\u0026thinsp;\u0026plusmn;\u0026thinsp;0.80\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eRole\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e21.80\u0026thinsp;\u0026plusmn;\u0026thinsp;3.64\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c4\"\u003e \u003cp\u003e3.64\u0026thinsp;\u0026plusmn;\u0026thinsp;0.61\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eRelation\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e10.69\u0026thinsp;\u0026plusmn;\u0026thinsp;2.33\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c4\"\u003e \u003cp\u003e3.56\u0026thinsp;\u0026plusmn;\u0026thinsp;0.78\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDemand\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e14.39\u0026thinsp;\u0026plusmn;\u0026thinsp;2.92\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c4\"\u003e \u003cp\u003e3.60\u0026thinsp;\u0026plusmn;\u0026thinsp;0.73\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSupport\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e9.04\u0026thinsp;\u0026plusmn;\u0026thinsp;2.51\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c4\"\u003e \u003cp\u003e3.01\u0026thinsp;\u0026plusmn;\u0026thinsp;0.84\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e6\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eReward\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e11.82\u0026thinsp;\u0026plusmn;\u0026thinsp;2.74\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c4\"\u003e \u003cp\u003e3.94\u0026thinsp;\u0026plusmn;\u0026thinsp;0.91\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eTotal\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e23\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c3\"\u003e \u003cp\u003e80.91\u0026thinsp;\u0026plusmn;\u0026thinsp;13.98\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c4\"\u003e \u003cp\u003e4.13\u0026thinsp;\u0026plusmn;\u0026thinsp;0.70\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003e \u003cdiv class=\"BlockQuote\"\u003e \u003cp\u003e \u003cb\u003eFigure 1\u003c/b\u003e Percentage distribution of job-related stress and quality-of-life enjoyment and satisfaction at different career stages (N\u0026thinsp;=\u0026thinsp;277)\u003c/p\u003e \u003cp\u003e .\u003c/p\u003e \u003c/div\u003e \u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab3\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eDistribution of the study participants according to their level of quality-of-life enjoyment and satisfaction (N\u0026thinsp;=\u0026thinsp;277):\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"3\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDomain\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eAverage Mean Score\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eRank\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e1. Physical health\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e3.43\u0026thinsp;\u0026plusmn;\u0026thinsp;4.06\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e2. Mood\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e2.58\u0026thinsp;\u0026plusmn;\u0026thinsp;1.26\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e6\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e3. Work\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e2.78\u0026thinsp;\u0026plusmn;\u0026thinsp;1.41\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e12\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e4. Household activities\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e2.70\u0026thinsp;\u0026plusmn;\u0026thinsp;1.48\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e11\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e5. Social relationships\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e2.53\u0026thinsp;\u0026plusmn;\u0026thinsp;1.45\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e6. Family relationships\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e2.66\u0026thinsp;\u0026plusmn;\u0026thinsp;1.46\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e8\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e7. Leisure time activities\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e2.29\u0026thinsp;\u0026plusmn;\u0026thinsp;1.27\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e8. Ability to function in daily life\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e2.64\u0026thinsp;\u0026plusmn;\u0026thinsp;1.48\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e7\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e9. Sexual drive, interest, and/or performance\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e2.68\u0026thinsp;\u0026plusmn;\u0026thinsp;1.48\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e9\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e10. Economic status\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e3.45\u0026thinsp;\u0026plusmn;\u0026thinsp;1.31\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e14\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e11.Living/housing situation\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e2.69\u0026thinsp;\u0026plusmn;\u0026thinsp;1.47\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e10\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e12. Ability to get around physically without feeling dizzy or unsteady or falling\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e2.57\u0026thinsp;\u0026plusmn;\u0026thinsp;1.46\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e13. Your vision in terms of the ability to do work or hobbies\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e3.14\u0026thinsp;\u0026plusmn;\u0026thinsp;1.31\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e13\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e14. Overall sense of well-being\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e2.51\u0026thinsp;\u0026plusmn;\u0026thinsp;1.43\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003eTotal\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e2.84\u0026thinsp;\u0026plusmn;\u0026thinsp;0.33\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e-\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003e70\u0026ndash;100\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e73\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e26.35%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003eless than 70\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e204\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e73.65%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab4\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 4\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eCorrelation between personal characteristics, job-related stress, and level of quality-of-life enjoyment and satisfaction among study participants during different career stages (N\u0026thinsp;=\u0026thinsp;277):\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"5\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003ePersonal characteristics\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c3\" namest=\"c2\"\u003e \u003cp\u003eJob-Related Stress Level\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c5\" namest=\"c4\"\u003e \u003cp\u003eQuality of life enjoyment and satisfaction\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u003cb\u003er\u003c/b\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003e\u003cb\u003eP\u003c/b\u003e \u003cb\u003e-value\u003c/b\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u003cb\u003er\u003c/b\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u003cb\u003eP\u003c/b\u003e \u003cb\u003e-value\u003c/b\u003e\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGender\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e.38\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.16\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.76\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.14\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAge\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.53\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.04*\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.883\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.00*\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eRole\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.65\u003csup\u003e**\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.00**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.657\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.00*\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCareer length\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u0026minus;\u0026thinsp;.51\u003csup\u003e*\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.04*\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.668\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.00*\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eMarital status\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e.36\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.24\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e.44\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.27\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab5\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 5\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eCorrelation between career stages, total job-related stress, and total quality-of-life enjoyment and satisfaction among study participants (N\u0026thinsp;=\u0026thinsp;277):\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"7\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eItems\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eMean\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eSD\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c5\" namest=\"c4\"\u003e \u003cp\u003eJob-related stress\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c7\" namest=\"c6\"\u003e \u003cp\u003eQuality of life enjoyment and satisfaction\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u003cb\u003et\u003c/b\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u003cb\u003ep\u003c/b\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u003cb\u003et\u003c/b\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\"\u003e \u003cp\u003e\u003cb\u003ep\u003c/b\u003e\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eExploration stage\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e51.90\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e\u0026plusmn;\u0026thinsp;13.34\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e74.89\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.00**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e59.72\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e0.00*\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eEstablishment stage\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e60.27\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e\u0026plusmn;\u0026thinsp;12.44\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e64.01\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.00**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e56.33\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e0.00*\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAdvancement stage\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e61.88\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e\u0026plusmn;\u0026thinsp;19.63\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e15.12\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.28\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e13.10\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e0.33\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWithdrawal stage\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e68.18\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e\u0026plusmn;\u0026thinsp;12.01\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e20.91\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.47\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e15.23\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e0.54\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab6\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 6\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eCorrelation between job-related stress and quality-of-life enjoyment and satisfaction among study participants (N\u0026thinsp;=\u0026thinsp;277)\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"3\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e \u003cp\u003eCorrelations\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colspan=\"2\" nameend=\"c3\" namest=\"c2\"\u003e \u003cp\u003eQuality of life enjoyment and satisfaction\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003er\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eP-value\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eJob-related stress\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e-0.833\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e\u0026lt;\u0026thinsp;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003e \u003cdiv class=\"BlockQuote\"\u003e \u003cp\u003eAs shown in Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e, the distribution of personal characteristics for the study participants where (58.5%) female, (70.8%) aged from 25 to 25years old with 27.32\u0026thinsp;\u0026plusmn;\u0026thinsp;6.05, (33.9%) working in direct nursing care, (53.8%) had less than 5 years career length, and (57.4%) of the participants were single.\u003c/p\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e, The descriptive analysis of the Job-related stressors domains. The domain of Reward was the first stressor as perceived by study participants, with an average mean 3.94\u0026thinsp;\u0026plusmn;\u0026thinsp;0.91, followed by the Role domain 3.01\u0026thinsp;\u0026plusmn;\u0026thinsp;0.84, and Demand 3.60\u0026thinsp;\u0026plusmn;\u0026thinsp;0.73. Support was identified as the least significant stressor, 3.01\u0026thinsp;\u0026plusmn;\u0026thinsp;0.84. The total Job-Related Stressors were high with 80.91\u0026thinsp;\u0026plusmn;\u0026thinsp;13.98.\u003c/p\u003e \u003c/div\u003e \u003c/p\u003e \u003cp\u003eFigure1. presents that the distribution of the study participants` stress and dissatisfaction levels across their career development stages, they had high stress and dissatisfaction levels during the establishment stage, followed by the exploration stage. The stress level was higher at the withdrawal stage than dissatisfaction level.\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e reveals notable variations in participants\u0026rsquo; responses across domains of quality-of-life enjoyment and satisfaction. Physical health (Mean\u0026thinsp;=\u0026thinsp;3.43\u0026thinsp;\u0026plusmn;\u0026thinsp;4.06) and economic status (Mean\u0026thinsp;=\u0026thinsp;3.45\u0026thinsp;\u0026plusmn;\u0026thinsp;1.31) ranked highest, indicating relatively better satisfaction in these areas. In contrast, leisure time activities (Mean\u0026thinsp;=\u0026thinsp;2.29\u0026thinsp;\u0026plusmn;\u0026thinsp;1.27), overall sense of well-being (Mean\u0026thinsp;=\u0026thinsp;2.51\u0026thinsp;\u0026plusmn;\u0026thinsp;1.43), and social relationships (Mean\u0026thinsp;=\u0026thinsp;2.53\u0026thinsp;\u0026plusmn;\u0026thinsp;1.45) scored lowest, reflecting areas of concern for participants. The total mean score was 2.84\u0026thinsp;\u0026plusmn;\u0026thinsp;0.33, with the majority (73.65%) scoring below 70, suggesting that most participants reported unsatisfactory levels of quality-of-life enjoyment and satisfaction. These findings highlight the need for targeted interventions to improve psychosocial domains such as mood, relationships, and leisure activities, which appear to be most affected\u003c/p\u003e\u003cp\u003eThe next section shows the correlational statistics of the studied variables.\u003c/p\u003e\u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e, The correlation analysis highlights significant associations between personal characteristics, job-related stress, and quality-of-life enjoyment and satisfaction among nurses. Age, role, and career length showed statistically significant negative correlations with job-related stress (r = -0.53, p\u0026thinsp;=\u0026thinsp;0.04; r = -0.65, p\u0026thinsp;=\u0026thinsp;0.00; r = -0.51, p\u0026thinsp;=\u0026thinsp;0.04, respectively), indicating that older nurses, those in specific roles, and those with longer career experience reported lower stress levels. Conversely, these same variables demonstrated strong positive correlations with quality-of-life enjoyment and satisfaction (age: r\u0026thinsp;=\u0026thinsp;0.883, p\u0026thinsp;=\u0026thinsp;0.00; role: r\u0026thinsp;=\u0026thinsp;0.657, p\u0026thinsp;=\u0026thinsp;0.00; career length: r\u0026thinsp;=\u0026thinsp;0.668, p\u0026thinsp;=\u0026thinsp;0.00), suggesting that professional maturity and role stability enhance well-being. Gender and marital status did not show statistically significant correlations with either stress or quality of life, implying a limited influence of these factors in this sample. Overall, the findings emphasize that career-related variables are more predictive of stress and well-being outcomes than demographic characteristics.\u003c/p\u003e\u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab5\" class=\"InternalRef\"\u003e5\u003c/span\u003e. shows that the correlation between career stages, job-related stress, and quality-of-life enjoyment and satisfaction reveals clear differences across phases. Nurses in the exploration stage (Mean\u0026thinsp;=\u0026thinsp;51.90\u0026thinsp;\u0026plusmn;\u0026thinsp;13.34) and establishment stage (Mean\u0026thinsp;=\u0026thinsp;60.27\u0026thinsp;\u0026plusmn;\u0026thinsp;12.44) reported significantly higher levels of job-related stress (t\u0026thinsp;=\u0026thinsp;74.89, p\u0026thinsp;=\u0026thinsp;0.00; t\u0026thinsp;=\u0026thinsp;64.01, p\u0026thinsp;=\u0026thinsp;0.00) and lower quality-of-life satisfaction (t\u0026thinsp;=\u0026thinsp;59.72, p\u0026thinsp;=\u0026thinsp;0.00; t\u0026thinsp;=\u0026thinsp;56.33, p\u0026thinsp;=\u0026thinsp;0.00). In contrast, the advancement stage (Mean\u0026thinsp;=\u0026thinsp;61.88\u0026thinsp;\u0026plusmn;\u0026thinsp;19.63) and withdrawal stage (Mean\u0026thinsp;=\u0026thinsp;68.18\u0026thinsp;\u0026plusmn;\u0026thinsp;12.01) showed no statistically significant correlations with stress or satisfaction (p\u0026thinsp;\u0026gt;\u0026thinsp;0.05). These findings suggest that early and mid-career nurses are more vulnerable to stress and reduced well-being, whereas nurses in later career stages experience comparatively stable outcomes.\u003c/p\u003e\u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab6\" class=\"InternalRef\"\u003e6\u003c/span\u003e presents that there was a strong and statistically significant negative correlation between total job-related stress and overall quality-of-life enjoyment and satisfaction (r = -0.833, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001). This suggests that as job-related stress increases, nurses\u0026rsquo; quality of life and satisfaction markedly decrease. The strength of the correlation underscores the critical impact of occupational stressors on well-being, highlighting the need for effective stress management interventions to improve nurses\u0026rsquo; quality of life.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e"},{"header":"Discussion","content":"\u003cp\u003eStress is part of our everyday life and affects all aspects of our activities. The nature of the nursing profession encounters many types of stressors throughout the career path [\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e]. The study was designed to assess job-related stressors and their relation to quality-of-life enjoyment and satisfaction among nurses during different career stages. The findings highlight the multifaceted nature of occupational stress in nursing and its significant impact on well-being.\u003c/p\u003e \u003cp\u003eRegarding personal characteristics of the participants of the current study, it was shown that more than half of the study participants were females and about two-thirds of their ages were varied from 25 to 35years old. More than half of the study participants had less than 5 years in their career path. Nearly one-third of them were working as head nurses, and another third of them were providing direct nursing care. More than half of the participants were single, and the rest of them were married. These demographic characteristics are consistent with nursing workforce trends in many healthcare systems, where younger nurses often dominate frontline care. Such characteristics may predispose nurses to higher stress levels, particularly when combined with limited professional experience and social support.\u003c/p\u003e \u003cp\u003eRegarding descriptive analysis of the studied variables, Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e reveals that Reward was perceived as the most significant stressor, followed by Role and Demand, while Support was ranked lowest. This suggests that nurses feel undervalued and inadequately rewarded for their efforts, which aligns with previous studies emphasizing the importance of recognition and fair compensation in mitigating stress. This result was congruent with Bengaline's study, which assessed work-related stress and its associated factors among managerial staff [\u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e23\u003c/span\u003e], where the role and relation factors had a high agreement level. An Indian study about occupational stress, mental health, and coping among information technology professionals revealed that job demand and superior control had the main effect on work stress level, which was incongruent with this study's result [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eThe current study's finding shows that the high total job-related stress score (80.91\u0026thinsp;\u0026plusmn;\u0026thinsp;13.98) underscores the intensity of occupational demands in nursing. The present study result was in the same line with many previous studies in the nursing field and other fields. A previous study [\u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e23\u003c/span\u003e] assessed work organization and stress, reporting that there was a high level of work stress among their study participant who worked at health organizations. Another previous study held in Malaysia in the industry field about occupational stress among managers [\u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e] disagreed with this result, where there was a moderate and low level of occupational stress among participants. This may be due to different sample sizes among studies, different work environments, or different personal characteristics of the study participants\u003c/p\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e highlights substantial variation in quality-of-life domains. Physical health and economic status ranked highest, while leisure activities, overall well-being, and social relationships scored lowest. The majority of participants (73.65%) reported unsatisfactory levels of quality-of-life enjoyment and satisfaction, pointing to psychosocial domains as critical areas for intervention. Limited leisure time and strained relationships may exacerbate stress and reduce resilience among nurses. In our study, physical health and economic status ranked highest, while leisure, well-being, and social relationships ranked lowest. Comparable findings were reported in a study [\u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e26\u003c/span\u003e], where economic stability and physical functioning were protective factors, but psychosocial domains such as mood and relationships were most affected by stress. This suggests that while nurses may maintain physical functioning, their psychosocial well-being is more vulnerable to occupational pressures.\u003c/p\u003e \u003cp\u003eThe previous result may be due to nurses' quality of life is significantly impacted by their career stage. Early-career nurses often face challenges related to heavy workloads and lack of experience, while mid-career nurses may struggle with work-life balance and burnout. Experienced nurses, while often enjoying greater autonomy and job satisfaction, may still encounter challenges related to physical demands and career stagnation. The present study results were in agreement with the study conducted by[\u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e27\u003c/span\u003e] found that more than half of the study participants had a low level of quality of life. Also, this current study's results disagree with [\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e] found that the majority of study participants had a low level of quality of life satisfaction.\u003c/p\u003e \u003cp\u003eFigure 1 demonstrates that stress and dissatisfaction peaked during the establishment stage, followed by the exploration stage. Interestingly, stress remained relatively high in the withdrawal stage, while dissatisfaction declined, possibly reflecting adaptation or emotional detachment among late-career nurses. These findings suggest that early and mid-career stages are particularly vulnerable periods requiring targeted support.\u003c/p\u003e \u003cp\u003eThe study results showed that nurses in the exploration and establishment stages reported significantly higher stress and lower satisfaction, while those in the advancement and withdrawal stages were more stable. This aligns with [\u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e29\u003c/span\u003e], who found that early-career nurses face heightened stress due to role ambiguity, workload, and limited coping strategies, whereas experienced nurses develop resilience and role clarity. The consistency across studies highlights the importance of targeted interventions for early-career nurses.\u003c/p\u003e \u003cp\u003eThe correlational analyses (Tables\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e\u0026ndash;\u003cspan refid=\"Tab6\" class=\"InternalRef\"\u003e6\u003c/span\u003e) provide deeper insights into the interplay between personal characteristics, career stages, stress, and well-being. Age, role, and career length were negatively correlated with stress but positively associated with quality-of-life satisfaction, suggesting that professional maturity and role stability buffer against occupational strain. Gender and marital status, however, showed no significant associations, indicating that demographic factors may be less influential than career-related variables. It was observed that age, role, and career length were negatively correlated with stress but positively correlated with quality of life. This mirrors findings from [\u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e], who showed that older nurses and those with longer tenure reported better coping mechanisms and higher well-being during the COVID-19 pandemic. Gender and marital status were not significant in our study, which is consistent with several cross-sectional analyses that found career-related variables outweigh demographic factors in predicting stress outcomes.\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003eThe level of job-related stress was varied based on the personal characteristics of the study participants. There was a moderate, insignificant positive correlation between gender and level of job-related stress. Males and females differ in their response to stress. This may be referred to as nursing can be described as a female profession, so males can feel stressed in the working environment. Reversing this study result, a previous study revealed that the home-work interface is especially important among female workers who bear the burden of looking after the children [\u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e31\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eThe study revealed that there was a moderately insignificant positive correlation between marital status and level of job-related stress. These results may be due to those married nurses went to their work with a load of gain money and at the same time had family responsibilities. Long working hours mean less family life, and this will develop stress in the relationship with partners, children, family, and friends. Previous research examined factors associated with mental health outcomes among health care workers; results supported this result considered the infectious work environment is the main cause of the high level of work stress among married nurses, both male and female [\u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e32\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eBesides that, the present study showed that there was a strong negative correlation between age, role, career path, and job-related stress. This means that participants at the establishment stage had a high level of work stress. Based on the theory of career development by Donald Super [\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e], the establishment stage is the peak of career development, where the goal during this stage is for individuals to stabilize their role within the career context. Some individuals may work towards promotion and advancement in their careers, thus increasing their job-related responsibilities [\u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e33\u003c/span\u003e].\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab5\" class=\"InternalRef\"\u003e5\u003c/span\u003e further demonstrated that nurses in the exploration and establishment stages experienced significantly higher stress and lower satisfaction, whereas those in the advancement and withdrawal stages showed no significant correlations. This reinforces the notion that early and mid-career nurses are at greatest risk of stress-related declines in well-being. Finally, Table\u0026nbsp;\u003cspan refid=\"Tab6\" class=\"InternalRef\"\u003e6\u003c/span\u003e revealed a strong negative correlation (r = -0.833, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001) between total job-related stress and overall quality-of-life satisfaction, underscoring the profound impact of occupational stress on nurses\u0026rsquo; well-being.\u003c/p\u003e \u003cp\u003eOur study found a strong negative correlation (r = -0.833, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001) between job-related stress and quality-of-life enjoyment and satisfaction. This result may be due to Job stress among nurses varies across different career stages and significantly impacts their quality of life. Factors like workload, interpersonal relationships, and resource limitations contribute to job-related stress, which in turn can negatively affect nurses' well-being, potentially impacting their caring behaviors and patient outcomes. The present study result was in agreement with the study conducted by [\u003cspan citationid=\"CR34\" class=\"CitationRef\"\u003e34\u003c/span\u003e] found that high stress levels are linked to diminished quality of life. This is consistent with [\u003cspan citationid=\"CR35\" class=\"CitationRef\"\u003e35\u003c/span\u003e], who reported that higher stress levels among nurses were significantly associated with poorer quality of life and reduced caring behaviors. Similarly, [\u003cspan citationid=\"CR36\" class=\"CitationRef\"\u003e36\u003c/span\u003e] emphasized that occupational stress adversely affects both physical and psychosocial health, reducing resilience and service delivery. These parallels reinforce the robustness of your findings.\u003c/p\u003e"},{"header":"Conclusion","content":"\u003cp\u003e\u003cdiv class=\"BlockQuote\"\u003e\u003cp\u003eThe present study concluded that nurses experienced high levels of job-related stress, with Reward identified as the most significant stressor, with overall elevated stress scores. Quality-of-life domains showed marked variation, with physical health and economic status ranking highest; more than two-thirds of participants reported unsatisfactory quality of life. Stress and dissatisfaction peaked during the establishment and exploration stages. The majority of participants had a high level of job-related stressors and a low level of quality-of-life enjoyment and satisfaction. There was a strong negative correlation was found between total job-related stress and overall quality-of-life satisfaction, highlighting the profound impact of occupational stress on nurses\u0026rsquo; well-being and the need for targeted interventions, particularly for early- and mid-career nurses. This knowledge is important for health managers to control the sources of work-related stress, then employees are more committed and provide quality care, which increases the reputation and prestige of an organization.\u003c/p\u003e\u003c/div\u003e\u003c/p\u003e \u003cdiv id=\"Sec8\" class=\"Section2\"\u003e \u003ch2\u003eLimitations\u003c/h2\u003e \u003cp\u003e \u003cdiv class=\"BlockQuote\"\u003e \u003cp\u003eOne of the limitations of this study was related to the type of research, since it is not possible to correctly determine causal relationships in cross-sectional studies; however, the performance of this study in many hospitals contributed to the effective generalization of the results. Moreover, the non-significant result, especially between groups, may require more larger sample size, and because of the small sample size, the number of predictive variables to be included in the regression models was limited.\u003c/p\u003e \u003c/div\u003e \u003c/p\u003e \u003c/div\u003e\n\u003ch3\u003eRecommendations\u003c/h3\u003e\n\u003cp\u003e \u003cdiv class=\"BlockQuote\"\u003e \u003cp\u003eThe study findings support creating policies that institutionalize stress management, tailor interventions by career stage, enhance psychosocial well-being, and reshape the public image of nursing, such as the Stress Reduction Policy which mandates structured reward systems (fair pay, recognition programs, promotion pathways), requires clear role descriptions and supportive supervision to reduce role ambiguity, and implements flexible scheduling and workload redistribution to protect nurses\u0026rsquo; work-life balance. Also, Career Stage\u0026ndash;Specific Policy, which involves developing targeted support programs for early- and mid-career nurses (mentorship, resilience training), provides advancement opportunities and leadership development for mid-career nurses to prevent burnout, and introduces wellness and adaptation programs for late-career nurses to sustain engagement. Quality of Life Enhancement Policy that can institutionalize psychosocial support services (counseling, peer support groups), ensure access to leisure and wellness facilities within hospitals, and promote initiatives that strengthen social and family relationships among staff. Finally, the Monitoring \u0026amp; Evaluation Policy establishes regular assessments of job-related stress and quality of life using validated tools and requires hospital managers to report annually on nurse well-being indicators.\u003c/p\u003e \u003cp\u003eThe findings suggested further research that focuses on the personality traits of an individual to cope with job stress. Conduct long-term follow-up studies to track how job-related stress and quality of life evolve across different career stages, rather than relying on cross-sectional data. Compare stress and satisfaction levels among nurses working in different healthcare settings (public vs. private hospitals, urban vs. rural facilities) to identify contextual factors influencing outcomes. Investigate in more depth how gender roles and family responsibilities interact with occupational stress, particularly in societies where nursing is perceived as a female-dominated profession. Explore how cultural perceptions of nursing and societal respect impact nurses\u0026rsquo; satisfaction and career retention across different regions or countries.\u003c/p\u003e \u003c/div\u003e \u003c/p\u003e"},{"header":"Abbreviations","content":"\u003cdiv class=\"DefinitionList\"\u003e \u003cdiv class=\"DefinitionListEntry\"\u003e \u003cdiv class=\"Term\"\u003e(WSAQ)\u003c/div\u003e \u003cdiv class=\"Description\"\u003e \u003cp\u003eWork Stress Assessment Questionnaire\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv class=\"DefinitionListEntry\"\u003e \u003cdiv class=\"Term\"\u003e(ICN)\u003c/div\u003e \u003cdiv class=\"Description\"\u003e \u003cp\u003eInternational Council of Nurses\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv class=\"DefinitionListEntry\"\u003e \u003cdiv class=\"Term\"\u003e(Q-LES)\u003c/div\u003e \u003cdiv class=\"Description\"\u003e \u003cp\u003eQuality of Life Enjoyment and Satisfaction\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv class=\"DefinitionListEntry\"\u003e \u003cdiv class=\"Term\"\u003e(JD-R)\u003c/div\u003e \u003cdiv class=\"Description\"\u003e \u003cp\u003eJob demands-resources\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv class=\"DefinitionListEntry\"\u003e \u003cdiv class=\"Term\"\u003e(PERMA)\u003c/div\u003e \u003cdiv class=\"Description\"\u003e \u003cp\u003ePositive emotions, Engagement, Relationships, Meaning, and Accomplishment\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv class=\"DefinitionListEntry\"\u003e \u003cdiv class=\"Term\"\u003e(STROBE)\u003c/div\u003e \u003cdiv class=\"Description\"\u003e \u003cp\u003eStrengthening the Reporting of Observational Studies in Epidemiology\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv class=\"DefinitionListEntry\"\u003e \u003cdiv class=\"Term\"\u003e(Q-LES-Q-SF)\u003c/div\u003e \u003cdiv class=\"Description\"\u003e \u003cp\u003eQuality-of-Life Enjoyment and Satisfaction Questionnaire Short Form\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003c/div\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eEthical approval\u003c/strong\u003e: this study obtained approval from the Research Ethics Committee of the Faculty of Nursing at Sohag University in Egypt (IRB No: 225).\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConsent for Publication:\u0026nbsp;\u003c/strong\u003eNot applicable. This study did not include any individual-level identifiable data, images, or personal information. All data were collected and reported in an anonymous and aggregated form.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eData availability statement:\u0026nbsp;\u003c/strong\u003eData available on request from the authors.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e*Corresponding author: Hind Ismail Ali, [email protected]\u003cstrong\u003e\u003cspan dir=\"RTL\"\u003e\u0026nbsp;\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eCompeting Interests:\u003c/strong\u003e The authors declare no conflicts of interest.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFunding:\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe study was funded by Prince Sattam bin Abdulaziz University through the project number (PSAU/2025/01/36694\u003cstrong\u003e\u003cspan dir=\"RTL\"\u003e(\u003c/span\u003e\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eClinical trials no\u003c/strong\u003e.: not applicable.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAuthor contribution statement:\u003c/strong\u003e\u003c/p\u003e\n\u003col\u003e\n \u003cli\u003eHind Ismail Ali: contributed to the conceptualization, study design, data collection, and drafting of the manuscript.\u003c/li\u003e\n \u003cli\u003eSafaa Mohammed: contributed to data analysis, interpretation of results, and critical revision of the manuscript.\u003c/li\u003e\n \u003cli\u003eHanaa Sayed Ewise: contributed to methodology development, supervision, and final approval of the manuscript.\u003c/li\u003e\n\u003c/ol\u003e\n\u003cp\u003eAll authors have read and approved the final version of the manuscript and agree to be accountable for all aspects of the work.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAcknowledgements\u003c/strong\u003e\u003cspan dir=\"RTL\"\u003e:\u003c/span\u003e\u003c/p\u003e\n\u003cp\u003eThe authors extend their appreciation to Prince Sattam bin Abdulaziz University for funding this research work. The researchers extend their gratitude to all officials and staff nurses whose support made this study possible.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\u003cli\u003e\u003cspan\u003eClark RRS, Lake E. Burnout, job dissatisfaction, and missed care among maternity nurses. J Nurs Manage. 2020;28(11):1\u0026ndash;6.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eRoczniewska M, Bakker AB. (2021) Burnout and self-regulation failure: a diary study of self-undermining and job crafting among nurses. J Adv Nurs. 2021;77(8):3424\u0026ndash;35.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eHassard J, Teoh KR, Visockaite G, Dewe P, Cox T. The cost of work-related stress to society: A systematic review. J Occup Health Psychol. 2018;23(1):1.\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eInternational Council of Nurses. (2025). 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PMID: 37435580; PMCID: PMC10331231.\u003c/span\u003e\u003c/li\u003e\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":true,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true},"keywords":"Career stages, Job-related stressors, nurses, Quality-of-life enjoyment and satisfaction","lastPublishedDoi":"10.21203/rs.3.rs-8428237/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-8428237/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003ch2\u003eBackground\u003c/h2\u003e \u003cp\u003eWith the high demand for effectiveness and efficiency of health service delivery, nursing staff are placed under a high responsibility to ensure the quality of care. Nurses progress through various career stages, each with distinct stressors that can disturb their lives. This study aimed to assess job-related stressors among nurses across different career stages and their relationships with quality-of-life enjoyment and satisfaction.\u003c/p\u003e\u003ch2\u003eMethods\u003c/h2\u003e \u003cp\u003eA descriptive correlational research design was adopted to conduct this study at governmental hospitals in Sohag city from August 2025 to September 2025. Study participants were 277 nurses at different career stages. The data was collected by using three tools: a personal characteristics sheet, Work Stress Assessment Questionnaire (WSAQ), and Quality-of-Life Enjoyment and Satisfaction Questionnaire Short Form (Q-LES-Q-SF).\u003c/p\u003e\u003ch2\u003eResults\u003c/h2\u003e \u003cp\u003eBased on the participants' responses, the results revealed that the highest percentage of participants were distressed with a low level of life satisfaction and enjoyment during the establishment stage, followed by the exploration stage. Also, there was a significant negative correlation between quality-of-life enjoyment and satisfaction and job-related stressors.\u003c/p\u003e\u003ch2\u003eConclusion\u003c/h2\u003e \u003cp\u003eOverall, the findings emphasize that career-related variables are more predictive of stress and well-being outcomes than demographic characteristics. It is important for health managers to control the sources of work-related stressors, especially for early and mid-career stages, where nurses are more vulnerable to stress and reduced well-being, by effective stress management interventions, and create a friendly work environment to improve nurses\u0026rsquo; quality of life.\u003c/p\u003e","manuscriptTitle":"Job-Related Stressors Among Nurses During Different Career Stages and Their Relation to Quality-of-Life Enjoyment and Satisfaction","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2026-02-10 16:09:42","doi":"10.21203/rs.3.rs-8428237/v1","editorialEvents":[{"type":"communityComments","content":0}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"2731efbf-3155-43ca-9eb7-fb573ffbbb00","owner":[],"postedDate":"February 10th, 2026","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"posted","subjectAreas":[],"tags":[],"updatedAt":"2026-03-18T09:28:34+00:00","versionOfRecord":[],"versionCreatedAt":"2026-02-10 16:09:42","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-8428237","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-8428237","identity":"rs-8428237","version":["v1"]},"buildId":"XKTyCvWXoU3ODBz1xrDgd","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}