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This study investigates work-related stress, moral reward and job satisfaction among healthcare professionals in the postpandemic era, focusing on the psychological and professional challenges they face. The study examines the role of excessive demands, inadequate support and reward imbalances, and explores the impact on healthcare workers' well-being and patient care quality.
Utilising a quantitative research design, the study involved Greek healthcare professionals across various specialities.
Data were gathered via standardised questionnaires: the Perceived Stress Scale (PSS-14), Effort–Reward Imbalance (ERI) Questionnaire and Employee Satisfaction Index (ESI). The instruments assessed stress levels, effort–reward balance and job satisfaction, with analysis conducted using SPSS to identify key stressors and their correlation with job satisfaction.
The findings indicated high levels of perceived stress among participants without significant gender differences. Nurses particularly reported higher efforts and reward imbalances. Overall job satisfaction was moderate, with specific dissatisfaction with rewards, benefits and career advancement opportunities. Statistical analyses revealed significant correlations between increased stress, ERI and emotional overcommitment.
The study highlights the critical need for interventions that address ERIs and improve psychosocial support and working conditions, especially for nursing staff. It emphasises the importance of equitable compensation, professional advancement opportunities and a supportive work environment to enhance job satisfaction and reduce stress among healthcare professionals in a postpandemic context.
This study underscores the need for systemic interventions to alleviate work-related stress, ensuring better work-life balance and improved job satisfaction among healthcare professionals.
No public or patient involvement.
Nurse migration remains a significant issue in global healthcare, often driven by economic incentives, work environment factors, and professional development opportunities. Greece's prolonged economic crisis and low nurse-to-population ratios have further intensified the outflow of skilled nursing personnel. We aimed to examine how demographic, educational, and professional factors, along with working conditions and perceived challenges, influence Greek nurses' motivation to migrate after the COVID-19 pandemic.
This quantitative study surveyed 121 Greek nurses–both employed and unemployed, from various regions.
Structured questionnaires featuring closed-ended, Likert-scale, and open-ended items were used. Questions covered demographics, working conditions, migration motives, and perceived challenges. Data were analysed using Pearson's Chi-Square, Likelihood Ratio tests, and correlation coefficients, with statistical significance set at p < 0.05.
Economic prospects, quality of life, and access to language support emerged as key “pull” factors. Conversely, family obligations, emotional attachments to Greece, fear of discrimination, and inadequate language skills served as barriers to migration. Age and marital status both shaped participants' attitudes; younger nurses were generally more optimistic about overseas opportunities, while those with multiple children expressed greater reluctance. Increased computer literacy and higher education correlated with reduced concerns, and leadership responsibilities were linked to heightened caution about relocating.
Findings underscore the complexity of nurse migration decisions. Policymakers and healthcare institutions should consider providing enhanced career development, language support, and better working conditions to retain Greek nurses and mitigate the impact of ongoing workforce shortages.
This study highlights critical factors influencing nurse migration, informing policies to improve retention and address workforce shortages in Greece.
Participants provided insights on migration motives, enriching understanding of healthcare workforce dynamics and informing policy development for retention.
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