الفهرس 
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Abstract
SUMMARY
Nurses play a crucial part in all healthcare organisations and represent the majority of the staff in all healthcare organisations (Wulandari & Wardani, 2022) because they are the backbone of any healthcare delivery system (Møller et al., 2022). Nurses provide direct care to patients, and they are subjected to a heavy physical and psychological workload that includes concerns for patients’ needs and safety, long shifts, work overload, and conflicts at work (Salem & Ebrahem, 2018).
These factors that nurses face at the workplace are called the job stress. It occurs when a job’s requirements do not match the resources and the abilities of the employee who must do it (Chaudhry et al., 2017). One of the most significant elements affecting employee performance is job stress. Job performance is essentially how well nurses complete the responsibilities entrusted to them regarding patient care (Bhatti et al., 2018).
Emotional stability refers to the capacity to maintain calm under pressure and to feel secure and confident in one’s own abilities (Pijlman, 2018). Nurses with higher emotional stability identify as trusting, unsuspecting, accepting, self-assured, unworried, complacent, relaxed, placid, patient, emotionally stable, adaptive, and mature. All of these characteristics contributed to high job performance, especially in jobs with high pressure, like the nursing profession (Halim et al., 2011).
The present study aimed to assess the emotional stability and its relation to job stress and job performance among nurses working at Damanhour Eye Hospital.
Subjects and methods: research design: A descriptive explanatory research design was utilized to conduct this study. Setting: The study was conducted at Damanhour Eye Hospital because it is the only ophthalmology hospital in Beheira Governorate, it receives a large number of patients daily (about 700 to 900), and only about 140 nurses work there, not 160 because some nurses have reached the age of retirement. Damanhour Eye Hospital includes the outpatient departments of ophthalmology, dental, family planning, and physiotherapy, the department of small, medium, and major operations, the department of radiology, the department of oral and maxillofacial surgery, and the inpatient department. Subjects of the study: The sample was a ”convenient sample”: All nurses working at Damanhour Eye Hospital within the year 2022 (from the 1st of January to the 31st of June) who agreed to participate in the study were included (127 out of 140 nurses).
Tools for data collection:
Data was collected using the following tools:
A) Demographic Interview Questionnaire:
It was constructed by the researcher after reviewing literature in the field of the topic of the research to collect data pertaining to the demographic characteristics of the study subjects, which include age, sex, marital status, level of education, and years of work experience.
B) Emotional Stability Scale (ESS):
Emotional stability scale was developed by Cohen (2013). ESS consists of six sub-clusters, namely, balance; courage; ego strength; emotional control; emotional sensitivity; and neuroticism or anxiety. This emotional stability scale consists of 29 items. It was translated into Arabic by the researcher and assessed by five experts from the Department of Psychiatric-Mental Health Nursing at the Faculty of Nursing at Ain Shams University.
C) Job Performance Scale (JPS):
Job performance scale was developed by Greenslade and Jimmieson (2007). JPS consists of two parts:
1-Task Performance Items:
Task performance incorporated behaviors that were core components of being a nurse. Sixteen items examined task performance behaviors and required nurses to rate how well nurses in their unit (or ward) completed a variety of activities. It was translated into Arabic by the researcher and assessed by five experts from the Department of Psychiatric-Mental Health Nursing at the Faculty of Nursing at Ain Shams University.
2- Contextual Performance Items:
Contextual performance comprises behaviors that contribute to the organizational, social, or psychological environment of the hospital. Thirteen items examined contextual performance behaviors and required nurses to rate how often nurses in their ward completed the activities listed. It was translated into Arabic by the researcher and assessed by five experts from the Department of Psychiatric-Mental Health Nursing at the Faculty of Nursing at Ain Shams University.
D) Nurses’ Occupational Stressor Scale (NOSS):
Nurses’ occupational stressor scale was developed by Chen et al. (2020). Nurses’ Occupational Stressor Scale consists of 10 subscales, Work Demands; Work–Family Conflict; Insufficient Support from Coworkers or Caregivers; Workplace Violence and Bullying; Organizational Issues; Occupational Hazards; Difficulty Taking Leave; Powerlessness; Interpersonal Relationships and Unmet Basic Physiological Needs. It was translated into Arabic by the researcher and assessed by five experts from the Department of Psychiatric-Mental Health Nursing at the Faculty of Nursing at Ain Shams University.
The results of the study showed that:
Most of the studied nurses (95.3%) were female, with a mean age of 36.33±8.17 years.
As regards marital status, the majority of the nurses (85.8%) were married.
In addition, more than two-fifths (40.2%) of the studied nurses were school-graduated nurses,
More than three-fifths of them (61.4%) had more than ten years of experience.
Nearly three-quarters (72.4%) of the studied nurses had an average level of emotional stability, and slightly more than one-fifth (20.5%) of them had a low level of emotional stability. Also, the minority (7.1%) of them had a high level of emotional stability.
More than three-fifths (66.6%) of the studied nurses had a moderate level of job stress and slightly more than one-fifth (22.0%) of them had a severe level of job stress. Also, the minority (13.4%) of them had a mild level of job stress.
Nearly half (49.6%) of the studied nurses had a good level of task performance, and more than one-third (38.6%) of them had an average level of task performance. Also, the minority (11.8%) of them had a poor level of task performance.
More than two-fifths (44.1%) of the studied nurses had an average level of contextual performance and more than one-third (38.6%) of them had a good level of contextual performance. Also, less than one-fifth (17.3%) of them had poor levels of contextual performance.
Nearly half (47.2%) of the studied nurses had an average level of job performance and more than two-fifths (41.4%) of them had good level of job performance. Also, the minority (8.7%) of them had a poor level of job performance.
There was a highly statistically significant relationship between the total levels of emotional stability of the studied nurses and their education level (P < 0.01).
Also, there was a statistically significant relationship between their age and years of experience (P < 0.05).
There was a highly statistically significant relationship between the total levels of job stress of the studied nurses and their education level (P < 0.01).
Also, there was a statistically significant relationship between their age and years of experience (P < 0.05).
There was a highly statistically significant relationship between the total levels of job performance of the studied nurses and their years of experience (P < 0.01).
Also, there was a statistically significant relationship between the levels of job performance and their education level (P < 0.05).
There was a highly statistically significant relationship between the total levels of emotional stability and the levels of job performance of the studied nurses (P < 0.05).
There was a highly statistically significant relationship between the total levels of emotional stability and the levels of job stress of the studied nurses (P < 0.05).
There was a statistically significant relationship between the total levels of occupational stressor and total levels of job performance of the studied nurses (P < 0.05).
There was a highly statistically significant relationship between the total levels of emotional stability, occupational stress and job performance of the studied nurses (P < 0.05).
Conclusion:
The results of this study concluded that:
Most of the studied nurses had an average level of emotional stability, moderate level of job stress, and an average level of job performance. In addition, there was a highly statistically significant relationship between the total levels of emotional stability, occupational stress and the job performance of the studied nurses. There was a negative correlation between emotional stability and job stress; there was a positive correlation between emotional stability and job performance; and there was a negative correlation between job stress and job performance.
Recommendations:
On the basis of the current study findings, the following recommendations are suggested:
Recommendations for inservices:
Developing a policy that rewards employees who do a better job with incentives and additional benefits.
Designing counselling clinics for nurses to seek assistance from when necessary so they won’t have to deal with challenges they encounter alone, ensuring that nurses are free to talk about any problems they encounter at work.
Establishment a policy for extending the amount of time that nurses have to provide appropriate patient care by hiring more administrative staff to reduce nurses’ administrative and non-nursing responsibilities.
Establishment a policy to optimize the staff recruitment and selection systems.
Establishing a policy that calls for conducting a questionnaire and periodic evaluation of nurses to measure their levels of job performance as well as the job pressure they are exposed to will help them identify problems at work and handle them in an effective way.
Educational programmes should be provided for nurses’ supervisors and managers about how to create a helpful and harmonious atmosphere that enhances interpersonal relationships among nurses and develop an organizational climate that encourages nurses to maintain their emotional stability, inspires them to be passionate about their work to improve their job performance, and helps them cope with stress.
Recommendations for education:
Creating an educational program keeping up with the latest information reached by science in the field of work. Ongoing education is necessary to stay current with the quick changes in patient care brought on by the advancements in information and technology.
Performing an educational programme for nurses about coping skills and tactics to help them improve their capacity to handle stress on the job.
Establishing educational workshops and regular training programmes for all nurses to strengthen their knowledge and skills regarding the development of emotional stability, especially for those working in challenging environments as psychiatric mental health nurses.
Recommendations for future research:
Further research is advised to determine the variables influencing nurses’ performance at work.
Further interventional studies are advised to confirm the results and clarify the accurate and consistent benefits of increased emotional stability for enhancing work performance and decreasing job stress.
Further studies are recommended to identify factors stimulating job stress.
Applying the current research in other geographical areas and comparing the result with the current result in order to determine the interference of environmental conditions in the results of the study and to ensure that the results of this study can be generalized.