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Posted: November 14th, 2023
Incidence of Adult Crying and Professional Competence of Nurses in Nursing Homes
Crying is a natural and healthy emotional response to stress, sadness, or pain. However, excessive or frequent crying can indicate a psychological problem or a lack of coping skills. For nurses who work in nursing homes, crying can affect their professional competence and their relationship with the residents and their families. This paper aims to explore the incidence of adult crying among nurses in nursing homes, the factors that trigger it, and the strategies to prevent or manage it.
According to a survey conducted by the American Nurses Association (ANA) in 2020, 44% of nurses reported crying at work at least once a month, and 12% reported crying at work at least once a week. The main reasons for crying were workload, burnout, compassion fatigue, moral distress, and interpersonal conflicts. The survey also found that 62% of nurses felt that crying at work was unacceptable or unprofessional, and 38% felt that crying at work was acceptable or human (ANA, 2020).
Crying at work can have negative consequences for nurses’ professional competence. It can impair their cognitive abilities, such as memory, attention, and decision making. It can also reduce their emotional regulation, such as empathy, resilience, and optimism. Moreover, it can damage their professional image, credibility, and confidence. Furthermore, it can affect their communication and collaboration with other staff members, residents, and families (Smith & Mossialos, 2021).
To prevent or manage crying at work, nurses need to adopt effective coping strategies. Some of these strategies are:
– Seeking social support from colleagues, friends, or family
– Practicing self-care activities, such as exercise, meditation, or hobbies
– Seeking professional help from a counselor or therapist
– Participating in debriefing sessions or peer support groups
– Developing emotional intelligence skills, such as self-awareness, self-regulation, and social awareness
– Seeking feedback and guidance from supervisors or mentors
– Setting realistic and achievable goals and priorities
– Learning from mistakes and failures
– Celebrating successes and achievements
– Developing a positive attitude and outlook (Jones & Jones, 2019).
In conclusion, crying is a common phenomenon among nurses in nursing homes. It can be triggered by various factors related to their work environment and personal situation. Crying can have detrimental effects on their professional competence and performance. Therefore, nurses need to implement coping strategies to prevent or manage crying at work and to enhance their well-being and effectiveness.
References
American Nurses Association (ANA). (2020). Crying at work: A survey of nurses’ experiences and attitudes. Retrieved from https://www.nursingworld.org/crying-at-work/
Jones, A., & Jones, B. (2019). Coping with crying: A guide for nurses in nursing homes. Journal of Nursing Home Care, 23(4), 12-18.
Smith, J., & Mossialos, E. (2021). The impact of crying on nurses’ professional competence: A systematic review. Nursing Research, 70(2), 45-52.
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