This study aimed to understand stressors specific to rehabilitation nurses based on the relationship between stress and burnout among nurses working in rehabilitation units. Web-based survey data from 268 valid responses out of 410 nurses were analyzed.

The survey was conducted using the Professional Identity in Nursing Scale, the Team Approach Assessment Scale-Revised, the Nursing Stress Scale, the New Psychological Stress Response Scale, and the Japanese version of Burnout Scale. The analysis showed that lower occupational identity and team approach ratings negatively affected stress reactions. In addition, higher stress reactions were associated with higher emotional exhaustion and depersonalization. Furthermore, stresses specific to nurses working in the rehabilitation unit were related to discharge support, fall prevention, interprofessional relationships, and patient status. These findings implied that job content related to clinical function in the rehabilitation unit could be a stress factor for rehabilitation nurses.

The purpose of this study was to examine the influence of the organizational climate within a hospital ward on nurses’ organizational identification. Questionnaires were distributed to 274 participants, and 121 (44.1%) responded. Using multiple regression analysis, the study found that organizational identification was significantly associated with the factors intimacy (β=.27, p<.05) and sense of control (β=.33, p<.01) in the organizational climate of the ward, along with the years of experience in the ward (β=.18, p<.05) (R²=.40, p<.001). Member identification was significantly linked to intimacy (β=.32, p<.01) and consideration for staff nurses (β=.30, p<.01) by nurse managers (R²=.49, p<.001). It was also noted that intimacy in the organizational climate is an indispensable factor for organizational identification and member identification, and fostering a more favorable organizational climate can enhance organizational identification. Furthermore, it is evident that the role of the head nurse is pivotal in shaping the organizational climate, and can help to increase nurses’ organizational identification, ultimately contributing to reduced stress and lower turnover rates among the staff.