Workplace stressors in relation to causes and rate of absenteeism among emergency nurses

Background Workplace stress in nursing arises from heavy workloads, long shifts, and emotional strain, leading to burnout and exhaustion. This results in a high absenteeism rate, negatively affecting patient quality of care and increasing operational costs. Aim The study aimed to assess workplace stressors in relation to causes and rate of absenteeism among emergency nurses. Design A descriptive correlational design was used. Setting This study was conducted at 185 Kasr El-Einy Emergency and Burn Hospital. Patients A convenience sample of all staff nurses ( n =151) working in the study setting. Data collection tools First tool: personal characteristic datasheet, second tool: Nurses’ Occupational Stressor scale, third tool: causes of absenteeism, and fourth tool: official absenteeism records. Results The study results showed that participants perceived most workplace stressor domains as highly stressful. The highest mean percentages were 74.2% for work–family, 70.9% for occupational hazards, and 70.9% for powerlessness. Additionally, the total mean percentage was 77.4%. More than half (53%) of the staff nurses reported moderate workplace stress, while approximately one-quarter (25.7%) reported a high level of workplace stress. Staff nurses also perceived all domains of absenteeism causes as highly stressful. The total absenteeism rate was 8.6%. There was a significant statistical relationship between absenteeism without permission and total work stressors ( P =0.03). However, no correlation was found between sick leave/emergency leave and total absenteeism rate with total workplace stressors ( P >0.05). Conclusion The study concluded that more than half of the staff nurses experienced moderate stress, with a total absenteeism rate of 8.1%. There were significant statistical relationships between unauthorized absenteeism, and total work stressors. However, no correlation was found between sick leave/emergency leave and total absenteeism rate with workplace stressors. Recommendations Hospital administrators should establish incentive programs that reward nurses for consistent attendance, encourage flexible scheduling, implement peer support programs or mentorship, develop and implement policies for regular breaks during shifts to prevent burnout, nurse managers should support staff with sufficient supplies and required equipment, and organize workshops for staff nurses focused on stress management, coping strategies, resilience, and promoting a healthy lifestyle to enhance their overall well-being.