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

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