Document Verification
As per the official notification, the online application process for RRB Paramedical Recruitment 2024 has been started on the official website https://indianrailways.gov.in/, the application link will remain active till 16th September 2024. Candidates must bookmark the important dates to avoid any deadlines.
RRB Nursing Officer Notification 2024 | 8th August 2024 |
Last Date to Edit Application Form | 26th September 2024 |
Candidates who were waiting for RRB Staff Nurse Recruitment 2024 but as of this year no vacancy is released for this post but Nursing Officer vacancies are released which are similar to Staff Nurse. A total of 713 vacancies for Nursing Officer posts have been released. As the detailed RRB Nursing Officer Notification 2024 PDF is released, candidates can get to know the railway- vacancy distribution for the released posts.
Ahmedabad | 20 |
Prayagraj | 22 |
Ajmer | 3 |
Banglore | 25 |
Bhopal | 18 |
Bhubaneswar | 5 |
Bilaspur | 26 |
Chennai | 58 |
Gorakhpur | 73 |
Guwahati | 52 |
Jammu-Srinagar | 4 |
Kolkata | 127 |
Malda | 22 |
Mumbai | 133 |
Muzaffarpur | 10 |
Patna | 23 |
Ranchi | 23 |
Secunderabad | 54 |
Siliguri | 15 |
RRB Paramedical Recruitment 2024 Notification Out for 1376 Vacancies
The online application portal for accepting the application forms for RRB Nursing Officer Recruitment 2024 has been started at https://indianrailways.gov.in/. The direct link to apply for RRB Nursing Officer Recruitment 2024 is also shared here. Click on the below link and start submitting their application form without waiting last registration date. The last date to apply online for RRB Nursing Officer Recruitment 2024 is 16th September 2024 by 11:59 pm.
RRB Paramedical Apply Online 2024 (Active) – Click to Apply
To make it more easier and convenient for candidates, we have shared a few simple steps that will help to easily fill out the online form for RRB Paramedical 2024 for Nursing Officer posts.
To fill out the application form for RRB Nursing Officer Recruitment 2024, candidates are required to pay some amount as an application fee as per their respective categories. Those who belong to the General/OBC categories need to pay Rs. 500/- and other reserved categories are required to pay Rs. 250/-.
SC | Rs. 250/- |
ST | |
Female | |
PwBD | |
Ex-Serviceman | |
Transgender | |
EBC | |
Minorities | |
OBC | Rs. 500/- |
General |
Note:- Those candidates belonging to OBC/General categories who appear for the CBT exam will receive a refund of Rs. 400 and a refund of Rs. 250/- to reserved category candidates.
If you are interested in applying for Railway Nursing Officer Recruitment 2024, then fulfilling the necessary eligibility requirements is important. These eligibility parameters are specified by the Railway Recruitment Board, based on which the candidate’s eligibility is evaluated for the released vacancies. The eligibility requirements for the candidate’s age, medical fitness, and educational qualification are mentioned here in detail.
The candidate interested in applying for the post of Nursing Officer for Indian Railways must be at least 20 years old and should not be more than 43 years old as on 1st January 2025. If any candidate does not fall within the specified age limit, he/she is not eligible and cannot fill out the RRB Nursing Officer Application Form 2024. Some years of age relaxations are provided to the candidates belonging to reserved categories.
SC/ST | 5 years |
OBC | 3 years |
Ex-Serviceman | UR & EWS: 3 years OBC-NCL: 6 years SC/ST: 8 years |
PwBD | UR & EWS: 10 years OBC-NCL: 13 years SC/ST: 15 years |
Candidates who are serving Group ‘C’ and erstwhile Group ‘D’ Railway Staff with a minimum 3 years’ service as well as Substitutes with a minimum of 3 years service in continuous or in broken spells, in Railways | UR & EWS: 40 years OBC-NCL: 43 years SC/ST: 45 years |
Female candidates who are widowed, divorced, or judicially separated from husbands but not remarried. | UR & EWS: 35 years OBC-NCL: 38 years SC/ST: 40 years |
Candidates who are working in Quasi-Administrative offices of the Railway organization such as Railway Canteens, Co-operative Societies, and Institutes. | Up to the length of services rendered or 5 years, whichever is less |
RRB specifies some minimum educational qualifications, and all those who want to become Nursing Officers in the railway sector need to fulfill and possess any of these qualifications.
Some visual standards are necessary to be fulfilled for RRB Nursing Officer Recruitment 2024. The medical standard for the post is C1 which is specified below.
A large number of applications will be received by candidates for RRB Nursing Officer Recruitment 2024, so to select eligible candidates out of these, the Railway Recruitment Board follows a two-stage selection process. The candidates are selected for Nursing Officer posts based on a Computer-Based Test (CBT) followed by Document Verification. More detailed information regarding the same is released with the detailed RRB Nursing Officer Notification 2024 PDF.
The Computer-Based Test for Nursing Officer posts will be conducted for a total of 100 marks including questions from diverse subjects. Have a look at the detailed exam pattern shared below.
General Science | 10 | 10 | 90 to 120 minutes |
Professional Ability | 70 | 70 | |
General Arithmetic, General Intelligence & General Reasoning | 10 | 10 | |
General Awareness | 10 | 10 | |
Once the entire selection process is completed for RRB Nursing Officer Recruitment 2024, those who successfully qualify for both stages will be hired for the posts of Nursing Officer in Indian Railways. These selected employees are entitled to receive a starting pay of Rs. 44,900/-. Along with these employees also receive Dearness Allowance, House Rental Allowance, Transport Allowance, and other additional perks and benefits.
Candidates who want to become Nursing Officers in RRB must thoroughly prepare for the CBT exam as per the subject-wise syllabus mentioned here below. Topic-wise preparation helps in understanding the concepts better and more easily.
Aptitude Test | Chain Rules Volume and Surface Area Height and Distance Simple Interest H.C.F and L.C.M Stocks and Shares Famous Authors & Books Ratio and Proportions Time and Work Decimal Function Square Root and Cube Root Simplification Races and Games Allegation and Mixture Time and Distance |
Nursing Subjects | Microbiology Biochemistry Mental Health Anatomy and Physiology Midwifery & Gynaecological Nursing Health Education & Community Pharmacy Hospital & Clinical Pharmacy Fundamentals of Nursing Environmental Hygiene Community Health Nursing Medical-Surgical Nursing Toxicology Pharmaceutical Chemistry Nursing Management Drug Store Management Computers in Nursing Human Anatomy & Physiology Psychology |
General Awareness | Indian Current Affairs Indian Politics Indian Famous Places Civics Famous Days and Dates Inventions and Discoveries Indian Environmental Issues Latest General Knowledge General Sciences Indian History Indian Parliament Indian Rivers, Lakes, and Seas Indian Sports Indian Tourism Indian Artists National and International News Updates Countries and Capitals |
RRB Paramedical Syllabus 2024- Click to Check
Q1: how many vacancies are announced for rrb nursing officerrecruitment 2024.
A total of 713 vacancies are announced for RRB Nursing Officer posts.
The salary of Nursing Officer in RRB is Rs. 44,900/-.
The age limit for RRB Nursing Officer is between 20 to 43 years.
The selection process for Railway Nursing Officer posts includes a computer-based test followed by document verification.
The fees for filling out RRB Nursing Officer application form is Rs. 500/- for General/OBC category and Rs. 250/- for reserved categories.
Yes, 1/3 marks will be deducted for every wrong answer.
No, CBT exam for RRB Nursing Officer posts is not tough, candidates just thoroughly needs to prepare for it.
The online registration for RRB Staff Nursing posts will begin on 17th August 2024.
No, both posts are different, however, candidates interested in Staff Nurse posts can apply for Nursing Officer.
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Ssc cgl 2024 exam.
Railway Recruitment Cell Central Railway |
All eligible candidates desiring to apply for the post's of Railway Recruitment Cell are requested to have Aadhaar Card available with them as it will be compulsorily needed to establish identity in future online application process.
Updated On : 10 Mar, 2022
Railway Recruitment Board (RRB) conducts various exams such as RRB Staff Nurse, RRB JE, RRB Stenographer, RRB Junior Translator, etc. Since the official notification of these vacancies, this year is not released yet.
We are providing you with the details of the previous year. Once it's updated by the board, we will update it here accordingly.
Important Dates
|
|
Notification Released | 24th March 2021 |
Last Date To Apply (Online Mode) | 31st March 2021 |
How To Apply
Candidates can fill out this application form online, in case you are facing any trouble in filling this examination, then you can follow the below-mentioned steps:
1. The very first step is to visit the official website of Click Here . 2. Now, Click on the online E- application link.
3. After that, register yourself with the required details.
4. Your registration details will be sent to your registered Email address.
5. Now, log in with registered details and fill your application form with the needed details.
6. After filling out the application, upload your required documents in the needed format and size.
7. Now, pay your application charges with net banking.
8. Now, take a printout of your submitted response and download the same.
Application Fee
Category-wise Application Fees for these posts are tabulated below:
|
|
SCs/ STs/ PwDs/ Women/ Transgender/ Minorities/ Economic Backward Classes/ Ex-servicemen | INR 250/- |
Other categories | INR 500/- |
Admit Card Or Hall Ticket
Admit Card will be available on the official website of Click Here before 10-15 of the examination. Admit Card is the document in which your Examination Date, Examination Centre, Name, Examination Shift, and all the required details are mentioned without this you are not permitted to enter the examination hall.
In case you are having any trouble downloading your Admit Card you can follow these steps:
1. Firstly, visit the official website of Click Here by clicking this link.
2. Click on download the admit card.
3. Now, enter your required details carefully.
4. After this, your admit card will appear on the screen, download it and take a printout of the same for further processing.
(a) Educational Qualification
|
|
X-ray Technician | Candidates must have cleared 10+2 with Physics and Chemistry and having 2 years Diploma in X-Ray Technician or Radiography. |
Lab Technician | Candidates must hold a B.Sc. with (Bio-Chemistry/Micro Biology/Life Science/Chemistry and Biology) Or B.Sc.in Medical from Medical Lab Technology or 2 years course in B.Sc. |
Pharmacist | Candidates must have cleared 10+2 in Science and Bachelors in pharmacy. |
Staff Nurse | Candidates must hold a certificate of registered Nurse and Midwifery from a recognized School of Nurse. |
Division/ Hospital | Recruitment of Para Medical Staff | Age Limit (In years) |
Divisional Railway Hospital, Bhusawal. | X-ray Technician | 19-33 |
Divisional Railway Hospital, Bhusawal. | Lab Technician | 18-33 |
Divisional Railway Hospital, Bhusawal. | Pharmacist | 20-35 |
Divisional Railway Hospital, Bhusawal. | Staff Nurse | 20-40 |
The examination will be conducted online. A total of 100 questions will be asked in the examination, each right answer will be rewarded with 1 mark and the wrong answer will lead to a deduction of 1/3rd mark.
|
|
|
|
Professional Ability | 70 | 70 | 90 Mins. |
General Science | 10 | 10 | |
General Awareness | 10 | 10 | |
Arithmetic, Intelligence, and Reasoning | 10 | 10 |
|
|
Staff Nurse | Anatomy, Physiology, Nutrition, Biochemistry Nursing Foundations, Psychology ,Microbiology Sociology, Pharmacology, Pathology, Genetics Medical-Surgical Nursing (adult including Geriatrics) Child health Nursing, Mental Health Nursing |
General Science | Physics Chemistry Life Sciences |
General Awareness | Rail Budget, Indian Polity and Constitution, Current Events Indian Geography, Indian Economy Banking Sports Finance Marketing Culture and Indian History including freedom struggle Current Affairs ,Environmental Issues concerning India and the world General scientific and Technological Developments |
General Intelligence, and Reasoning | Alphabetical and Number Series Input and Output Syllogism , Coding-Decoding, Word Building Clock, Seating Arrangement, Calendar, Decision making Direction Sense, Visual Memory Blood Relations, Figural Classification |
General Arithmetic | Algebra ,Polynomial, Installments Factors and Simplification Arithmetic Simple and Compound Interest ,Number System Shares and Dividends, Ratio and Proportion Percentage, Time and Distance ,Time and Work Profit and Loss, Pipes and Cisterns ,Mensuration Problem on age, Investment ,Basic data Interpretation Histogram, Frequency Polygon, Bar-Diagram Pie-Chart, Pictorial Graph, Bodmas ,Decimals Fractions, LCM & HCF, Geometry, Trigonometry, Square Root |
Division/ Hospital | Recruitment of Para Medical Staff | Medical Standard | Vacancy |
Divisional Railway Hospital, Bhusawal. | X-ray Technician | B1 | 09 |
Divisional Railway Hospital, Bhusawal. | Lab Technician | B1 | 09 |
Divisional Railway Hospital, Bhusawal. | Pharmacist | C2 | 04 |
Divisional Railway Hospital, Bhusawal. | Staff Nurse | C1 | 30 |
Salary for this post will be paid on level-7 which is INR 44,900/-
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Home » SSC & Railways » RRB Staff Nurse Recruitment 2024, 713 Vacancies Available
The Railway Recruitment Board has released an RRB Staff Nurse Recruitment 2024 notification for appointing 713 staff nurses across the country. Candidates who are willing to work as staff nurses in the Indian Railways are provided with a great opportunity. The application process for RRB Paramedical Recruitment 2024 has started on 17th August 2024. Hence, interested candidates are advised to check this article on RRB Staff Nurse Recruitment 2024 for further details.
The Staff Nurse position is crucial in the Indian Railways, as it provides healthcare facilities to passengers and railway personnel. Interested candidates who are ready to apply for the positions can do so starting from 17th August 2024. It is important to check the RRB Staff Nurse 2024 Overview table below for a better understanding of the event.
RRB Paramedical | |
Railway Recruitment Board – Paramedical | |
National Level | |
Railway Recruitment Board | |
Staff Nurse | |
713 Posts | |
5th August 2024 | |
17th August 2024 | |
16th September 2024 | |
Online i.e. Computer Based Test (CBT) | |
Computer Based Test (CBT) and Document Verification | |
To be Announced | |
To be Announced | |
To be Announced |
Interested aspirants can start applying for RRB Staff Nurse posts as the application window has opened from 17th August 2024. However, the application window will remain open until 16th September 2024. Hence, candidates can visit the official website to apply, or they can click on the direct link for RRB Staff Nurse Apply Online 2024 below for easy access.
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Apply Online for RRB Staff Nurse Recruitment 2024 (Link Active)
Candidates visiting the official website to apply can follow the steps below to successfully apply for RRB Staff Nurse 2024.
Step 1: Apply directly using the link provided above.
Step 2: Go to the official webpage for the relevant RRB region.
Step 3: Locate and click on the “Recruitment for Staff Nurse 2024” button.
Step 4: Click the “Apply Online” button to access the application form.
Step 5: Fill out the form with your basic personal information and educational background.
Step 6: Upload your signature and photo as required.
Step 7: Pay the application fee of ₹500 or ₹250 using the specified payment option and submit your application.
To successfully complete the RRB Staff Nurse 2024 application process, candidates need to submit the application fees according to their category. Check the table below to find out the application fee for each category.
UR/OBC* | Rs. 500/- |
SC/ST/Ex-Servicemen/PwBDs/Transgender** | Rs. 250/- |
* For UR/OBC candidates, Rs. 400/- will be refunded after deducting bank charges upon appearing in the 1st Stage CBT.
** For SC/ST/Ex-Servicemen/PwBDs/Transgender candidates, the fee of Rs. 250/- will be refunded after deducting bank charges upon appearing in the 1st Stage CBT.
Candidates should be well aware of the eligibility criteria for RRB Staff Nurse 2024. They need to meet both the age limit and educational qualifications to apply. Not meeting the criteria may result in the cancellation of the application form.
Staff Nurse | B.Sc Nursing OR Certificate as Registered Nurse and Midwife with 3 years course in General Nursing and Midwifery | 20 to 40 years |
The selection process for RRB Staff Nurse includes two stages. The final selection list will be prepared, and candidates who pass the CBT will be contacted for document verification.
After applying for RRB Staff Nurse Recruitment 2024, candidates can start their preparation journey with the RRB Staff Nurse Syllabus 2024 . Check the table below for further details.
Microbiology, Biochemistry, Mental Health, Anatomy and Physiology, Midwifery & Gynaecological Nursing, Health Education & Community Pharmacy, Hospital & Clinical Pharmacy, Fundamentals of Nursing, Environmental Hygiene, Community Health Nursing, Medical-Surgical Nursing, Toxicology, Pharmaceutical Chemistry, Nursing Management, Drug Store Management, Computers in Nursing, Human Anatomy & Physiology, Psychology | |
Indian Current Affairs, Indian Politics, Indian Famous Places, Civics, Famous Days and Dates, Inventions and Discoveries, Indian Environmental Issues, Latest General Knowledge, General Sciences, Indian History, Indian Parliament, Indian Rivers, Lakes, and Seas, Indian Sports Latest Updates, Indian Tourism, Indian Artists, National and International News Updates, Countries and Capitals | |
Chain Rules, Volume and Surface Area, Height and Distance, Simple Interest, H.C.F and L.C.M, Stocks and Shares, Famous Authors & Books, Ratio and Proportions, Time and Work, Decimal Function, Square Root and Cube Root, Simplification, Races and Games, Allegation and Mixture, Time and Distance |
Candidates must be familiar with the question pattern and prepare for each section accordingly. The RRB Staff Nurse Recruitment 2024 exam pattern is provided in the table below.
Professional Ability | 70 | 70 |
General Awareness | 10 | 10 |
General Arithmetic, General Intelligence and Reasoning | 10 | 10 |
General Science | 10 | 10 |
Candidates who make it to the final merit list will receive an attractive salary package as per Level 7 under the 7th CPC. The starting salary for this post is ₹44,900, and recruited candidates will receive basic perks and allowances such as Dearness Allowance (DA), House Rent Allowance (HRA), Transport Allowance, and other benefits.
Ans: The age limit for RRB Staff Nurse Recruitment 2024 is between 21 and 40 years. Age relaxation is provided for reserved categories such as SC, ST, and OBC according to Indian Railway regulations.
Ans: To apply for the RRB Staff Nurse position, candidates must have either a Bachelor of Science in Nursing or a 3-year General Nursing and Midwifery course from a recognized institution. Additionally, applicants must be between 18 and 40 years old as of the cutoff date.
Ans: The application period for RRB Staff Nurse 2024 will begin in the 1st week of August 2024, and candidates can submit their applications until the last week of September. The exact dates for application submission will be announced soon by the RRB Board.
Ans: The RRB Staff Nurse exam is generally conducted annually to fill Staff Nurse positions. However, the schedule may vary depending on recruitment needs and other factors. The board adjusts the cut-off marks each year based on the level of competition.
Priti Palit, an accomplished edtech writer, boasts a wealth of experience in preparing candidates for multiple government exams. With a passion for education and a keen eye for detail, she has contributed significantly to the field of online learning. Priti’s expertise and dedication continue to empower aspiring individuals in their pursuit of success in government examinations.
Oliveboard Live Courses & Mock Test Series
Eastern railway recruitment 2022 for nursing superintendent, pharmacist & other posts - apply online.
Here is great news for the candidates who are eagerly waiting for the Railway Jobs. RRC Eastern Railway announced a Walk-in-interview Notification for Para-Medical posts. So, interested candidates can attend walk-in-interview on 17th October 2022 and 20th October 2022. For more details like Education Qualification, Age Limit, etc must check the complete article and then apply for the vacancies.
Eastern Railway Apprentice Application Form
Eastern Railway Walk-in-interview for Para-Medical posts of Medical Department Notification details available below.
Eastern Railway was established on 14th April 1952 with the help of the East Indian Railway. The Railway Recruitment Cell - Eastern Railway declared various notifications for the employment of the candidates to various posts. In this, the candidates were selected on the basis of the Written Test and the PET test Physical efficiency Test. RRC ER pays band-I Rs.5200-20200/ with Grade Pay 1800.
Name of the Organization: Eastern Railway
Post name: Para-Medical Posts
Total Vacancies: 18
Category: Recruitment
Check Eastern Railway Notification Details - Qualification, Age Limit, Application Fee, Selection Process and other.
The candidates will be selected based on Walk-in-Interview
For Nursing Superintendent, Health & Malaria Inspector Posts:
Walk-in-Interview date: 17th October 2022 at 10 AM
For Remaining posts
Walk-in-interview date: 20th October 2022 at 10 AM
Level as Per 7th CPC pay Matrix
Eastern railway recruitment 2022 - official notification.
Circle/State | Vacancies | Results |
Andhra Pradesh | ||
Assam | ||
Bihar | ||
Chhattisgarh | ||
Delhi | ||
Goa | ||
Gujarat | ||
Haryana | ||
Himachal Pradesh | ||
Jammu and Kashmir | ||
Jharkhand | ||
Karnataka | ||
Kerala | ||
Madhya Pradesh | ||
Maharashtra | ||
Odisha | ||
Punjab | ||
Rajasthan | ||
Tamil Nadu | ||
Telangana | ||
Uttar Pradesh | ||
Uttarakhand | ||
West Bengal | ||
Manipur | ||
Nagaland | ||
Meghalaya | ||
Arunachal Pradesh | ||
Tripura | ||
Mizoram | ||
Sikkim | ||
Chandigarh | ||
Dadra and Nagar Haveli | ||
Daman Diu | ||
Ladakh | ||
Puducherry | ||
Across India |
BMC Nursing volume 23 , Article number: 648 ( 2024 ) Cite this article
Metrics details
A positive work environment can enhance nursing safety and patient satisfaction while alleviating nurse stress. Conversely, a poor work environment can harm nurses’ physical and mental health and compromise the quality of care, particularly in the high-intensity and shift-based setting of the ICU.
Based on the Job demands-resources (JD-R) model, this study examined the effects of job demands and job resources in the work environment, as well as personal resources, on the night-shift alertness of ICU shift nurses.
This cross-sectional correlational exploratory study, conducted from July to September 2022, recruited 291 ICU shift nurses from a hospital in Beijing, China. The Copenhagen Psychosocial Questionnaire (COPSOQ), the Self-resilience scale, the General Self-Efficacy Scale (GSES), and the Psychomotor Vigilance Task (PVT) were used to subjectively and objectively measure the job demands, job resources, personal resources, and night-shift alertness. SPSS 26.0 and Mplus 8.3 were used to analyze the data and construct the structural equation model.
The night-shift reaction time was 251.0 ms (Median), indicating a relatively high level of alertness. Job demands were negatively correlated with both job resources ( r =-0.570, P < 0.001) and personal resources ( r =-0.462, P < 0.001), while a positive correlation existed between job resources and personal resources ( r = 0.554, P < 0.001). The results show that increased job demands can lead to higher levels of nurse strain (β = 0.955, P < 0.001), whereas job resources were found that it can decrease strain (β=-0.477, P = 0.047). Adequate job resources can enhance motivation directly (β = 0.874, P < 0.001), subsequently reducing reaction time (β=-0.148, P = 0.044) and improving night-shift alertness among ICU shift nurses.
Enhancing ICU shift nurses’ work motivation through bolstering job resources can boost night-shift alertness. However, it is noteworthy that, in this study, neither strain nor individual resources significantly influenced nurses’ night-shift alertness. This may be attributed to the complexity of the ICU environment and individual differences. Future research should explore the relationship between these factors and nurses’ work alertness.
Peer Review reports
The World Health Organization (WHO) emphasizes that “protecting the health and safety of healthcare workers contributes to improving their productivity, job satisfaction, and retention rates,” calling on all countries to “take necessary measures to safeguard and protect healthcare personnel at all levels“ [ 1 ]. The “Global Patient Safety Action Plan 2021–2030” also prioritizes healthcare worker safety actions as a key component of patient safety [ 2 ]. It is recognized that the hospital work environment can profoundly impact both nurses’ safety behaviors and patient safety [ 3 ]. Evidence showed that a favorable work environment enhances nursing safety and patient satisfaction while alleviating nurse stress and emotional fatigue [ 4 , 5 , 6 ]. Conversely, suboptimal work environments can compromise nurses’ physical and mental well-being, decreasing job satisfaction, diminishing nursing quality, and increasing turnover rates [ 7 , 8 , 9 ]. Given the unique demands of the ICU work environment, nurses are subjected to high-intensity workloads and extended shifts [ 10 ], resulting in adverse physical and mental health outcomes [ 11 , 12 ], reduced work engagement [ 13 , 14 ], and impaired clinical decision-making ability, and lead to the decline of nursing quality [ 15 , 16 ]. Moreover, the rotating shift patterns in the ICU disrupt circadian rhythms, negatively impacting sleep quality and increasing nurses’ burnout during working time [ 17 ], particularly during night shifts, which escalates patient safety risks [ 18 ].
The job demands-resources (JD-R) model [ 19 ] is a theoretical framework that examines the relationship between job characteristics and occupational health, focusing on the impact of job demands and resources in the work environment on individuals [ 20 ]. According to the JD-R model, every occupation has specific factors that influence job performance, which can be categorized into two main components: job demands and resources [ 20 ]. It is believed that balancing job demands and resources is crucial for reducing work stress and fostering work motivation, thus enhancing job performance [ 21 ]. On the other hand, the JD-R model suggests that job resources can lead to higher levels of social support, which in turn positively influences the enhancement of individual resources among employees [ 22 ]; these individual resources can also empower individuals with the motivation and ability to control and influence their work environment, thereby producing better work outcomes [ 23 , 24 ]. In studies focused on nurses’ job performance, two variables—self-resilience and self-efficacy—are commonly involved, as they are shown to alleviate symptoms of depression [ 25 ], reduce burnout and anxiety [ 26 , 27 ], increase job engagement [ 28 ], and help achieve work goals [ 24 ]. When individuals enhance these personal resources, their well-being and job performance can improve [ 29 ]. Many studies have explored the relationship among job demands, job resources, and individual resources of nurses and their perceived workload or work stress [ 30 , 31 ]; however, the impact of acute fatigue on alertness needs to be further explored.
Currently, shift work schedules in global healthcare institutions vary, primarily consisting of 8-hour- and 12-hour shifts. The 8-hour shift pattern involves frequent personnel rotations, which can somewhat alleviate nurse shortages [ 32 ]. However, this scheduling pattern can exacerbate the difficulty for nurses in adapting to shift work and increase their experience of job burnout [ 33 , 34 ]. ICU nurses in many Chinese hospitals work on a 12-hour night shift. Although this scheduling pattern reduces the frequency of shifts, it also increases nurses’ workload and continuous standby time [ 35 , 36 ]. The study reported an even higher (68.3%) level of burnout among 1289 ICU nurses, where working in general ICU, more years of experience, working night shifts, and personal comorbidities were associated with higher burnout [ 37 ]. Thus, it is imperative to conduct research based on the specific work environment and demands, using a combination of subjective and objective measurements to thoroughly explore the impact of job demands and resources on nurses’ alertness. The Psychomotor Vigilance Task (PVT) is a commonly used tool to assess alertness levels by measuring reaction time and sustained attention [ 38 ], serving as the most widely used objective measure of alertness [ 39 , 40 ]. Previous studies have utilized this tool to measure nurses’ alertness during shifts, with longer reaction times indicating lower alertness level [ 41 , 42 ] and night-shift nurses exhibiting longer reaction times than day-shift nurses [ 41 ]. Furthermore, the likelihood of medication errors during night shifts was three times higher than during day shifts (AOR = 3.1) [ 43 ]. Hence, maintaining a high level of alertness during night shifts is crucial to ensuring patient safety and the quality of nursing.
This study describes the objective status of night-shift alertness among ICU shift nurses in China. Based on the JD-R model, it explores the effect of ICU job demands, job resources and personal resources on night-shift alertness. The result will enable organizations and managers to implement targeted interventions, form supportive work environments, decrease night-shift acute fatigue among ICU shift nurses, and improve nursing performance.
Based on the JD-R model proposed by Bakker and Demerouti in 2001 (Fig. 1 ) [ 44 ], job demands and resources are two major categories of job characteristics. Job demands (such as quantitative demands, emotional demands, work-family conflict, etc.) refer to the objective physical, psychological, social, or organizational requirements present in the job, requiring sustained physical and/or mental effort to accomplish tasks and meet specific standards [ 45 ]. These demands are objectively present in every workplace. They are not inherently negative, but if they exceed employees’ coping ability, they can become sources of strain, leading to excessive psychological burden and eventually resulting in employee exhaustion [ 46 ], triggering the process of health impairment [ 44 ].
Job resources (including colleague support, team collaboration, development opportunities, etc.) refer to factors in the workplace that support individuals in completing tasks, providing a sense of achievement and satisfaction [ 44 ]. These resources contribute to individuals effectively coping with job demands, enhancing job satisfaction and overall well-being [ 45 ], and promoting the process of health motivation [ 44 ]. Adequate job resources can buffer the impact of job demands on stress, particularly when facing high job demands, emphasizing the crucial role of job resources in individual motivation. Like job resources, personal resources are considered positive responses to job demands in the JD-R model, contributing to maintaining individuals’ workability and motivation, ultimately influencing job performance.
Based on the above statements and previous studies, this study proposes the following hypotheses:
There exists a correlation among the job demands, job resources, and personal resources of ICU shift nurses.
Job demands, job resources, and personal resources can influence ICU shift nurses’ strain and/or motivation, thereby affecting their job performance (night-shift alertness).
The Job demands-resources model designed by Bakker & Demerouti [ 44 ]
This study was a descriptive cross-sectional survey. Using the “semTools” package in R to calculate the required sample size for the Root Mean Square Error of Approximation (RMSEA) of the structural equation model, with the model’s degrees of freedom (df) set to 10, the expected RMSEA value at 0.05, a significance level (α) of 0.05, and a power of 0.80, the required sample size was determined to be 203. The study was conducted from July to September 2022, involving 291 ICU nurses from a hospital in Beijing, China. The duration of the shift was 12 h. Each nurse was responsible for 2 to 3 patients in the ICU where the study participants worked. These patients were primarily suffering from respiratory and circulatory disorders and required life support from external devices. The inclusion criterion was Registered Nurses (RN) providing direct patient care in the ICU and participation in clinical shifts, with at least 3-night shifts during the survey month. RNs with pregnancy and a history of mental illness were excluded. Institutional review board approval was obtained for the study (No. 2022030). Informed consent was obtained from all participants before their participation.
Sociodemographic characteristics.
Sociodemographic characteristics included participants’ age, gender, educational level, marital status, number of children, and whether they had sleep problems.
The Copenhagen Psychosocial Questionnaire (COPSOQ) II-short version [ 47 ] was utilized in this study as a 40-item Likert-type scale to evaluate the psychosocial work environment and personal health. In this study, the job demands were measured using quantitative demands, emotional demands, and work-family conflict in the COPSOQ. The intensity or frequency of each question was measured on a score range of 0 to 100. Higher scores indicated higher levels of measured dimensions. The Cronbach’s α of the COPSOQ was 0.83, and the job demands dimension was 0.84.
The job resources of ICU shift nurses were measured using six dimensions of the COPSOQ: support from supervisors, support from colleagues, commitment to the workplace, job recognition, trust, and justice of the COPSOQ. The Likert 5-level scoring method is adopted, and the score is the average score of the item, with a total score of 100. Higher scores indicated higher levels of measured dimensions; Cronbach’s α of this dimension is 0.78.
The motivation of ICU shift nurses was measured using two dimensions of the COPSOQ: role clarity and job satisfaction. Role Clarity was assessed using a 5-point Likert scale, while Job Satisfaction was assessed using a 4-point Likert scale, with a total score of 100 points. Higher scores indicate higher levels of the dimensions being measured; Cronbach’s α coefficient of this dimension is 0.81.
The strain of ICU shift nurses was measured using two COPSOQ dimensions: burnout and stress. And the Likert 5-level score was used, with a total score of 100. Higher scores indicated higher levels of dimensions measured. Cronbach’s α coefficient of this dimension is 0.75.
The Self-resilience scale, developed by Block and Kremen [ 48 ] in 1996, was utilized to assess the self-resilience level of night-shift nurses. Comprising 14 items rated on a 4-point Likert scale, with total scores ranging from 14 to 56, higher scores indicate higher levels of self-resilience. The Cronbach’s α of this scale was 0.83.
Additionally, the General Self-Efficacy Scale (GSES), developed by Schwarzer et al. [ 49 ], was employed to measure the self-efficacy of night-shift nurses. Consisting of 10 items, each rated on a 4-point Likert scale ranging from “completely incorrect” to “completely correct” (scores 1 to 4), with total scores ranging from 10 to 40; higher scores indicate higher levels of self-efficacy. The Cronbach’s α of the GSES was 0.83.
The objective alertness level of ICU night-shift nurses is represented using reaction time. Reaction time refers to the time interval from stimulus presentation to the physical response, indicating the gap between stimulus and reaction [ 50 ]. This study measured reaction time using the Psychomotor Vigilance Task (PVT-192), widely utilized as a behavioral alertness measure [ 40 , 51 ]. The PVT task lasted 5 min, recorded in milliseconds (ms), ranging from 100 to 1000 ms. Data exceeding 600 ms, anticipation, and false touches (i.e., pressing the button without the screen displaying the number) were deemed erroneous. The participants were drawn from ICU units that follow a rotating shift pattern: day shift (day 1) − 12-hour night shift (day 2) - post-night shift (day 3) - rest day (day 4) - day shift (day 5) - day shift (day 6) - rest day (day 7). Reaction time was measured during the night shift on day 2, 30 min before the start of the shift, to facilitate the implementation of measures aimed at increasing the night-shift alertness level of ICU shift nurses.
This study used electronic surveys and on-site measurements for data collection. Before the survey, eligible shift nurses within each department were provided with standardized instructions detailing the survey’s objectives, cooperation requirements, and relevant considerations. Voluntary informed consent was obtained from participants before their enrollment. Electronic questionnaire links were then disseminated via WeChat, a popular Chinese social media platform. Participants were required to complete all questionnaire items before submission. On-site PVT measurements were conducted within the departments, with two researchers assigned to provide face-to-face guidance. They addressed any questions participants encountered during the questionnaire completion process and offered hands-on assistance with the PVT tasks. Both researchers underwent standardized training before the survey to ensure consistency and reliability.
We conducted data analysis using SPSS 26.0 and Mplus 8.3. Descriptive statistics were used for all variables. Frequency and percentage were employed to describe categorical data. At the same time, mean ± standard deviation (SD) was used for normally distributed continuous data, and median (upper and lower quartiles) [M(P25, P75)] was used for non-normally distributed continuous data. Single-factor analysis utilized t-tests and analysis of variance (ANOVA). Correlation analysis employed the Spearman method.
In our model, job demands, job resources, personal resources, motivation, and strain were treated as latent variables, while reaction time served as the manifest variable. Due to the skewed distribution of reaction time, the generally weighted least squares (GWLS) method was used to estimate the model accurately [ 52 ]. Model fit was assessed using chi-square (χ 2 ), degree of freedom (df), χ 2 /df, Comparative Fit Index (CFI), Tucker–Lewis Index (TLI), Standardized Root Mean Square Residual (SRMR), and Root Mean Square Error of Approximation (RMSEA). Criteria for good model fit were set as CFI and TLI > 0.90, χ 2 /df < 3.0, SRMR < 0.05, and RMSEA < 0.08.
The study included 291 ICU shift nurses with an average age of 29.80 years (SD = 4.84). The majority were female (89.7%), married (56.0%), without children (56.7%), and held a bachelor’s degree or higher (73.5%). 52.6% had subjective sleep problems. The average length of work experience was 7.88 years (SD = 5.07). Results of the single-factor analysis indicated no statistically significant differences in reaction time among shift nurses of different personal characteristics ( P > 0.05), as shown in Table 1 .
The median reaction time was 251.0 ms. Scores for job demands, job resources, and personal resources are shown in the table below. The level of quantitative demands (median = 25.00) was lower than that of emotional demands (median = 37.50) and work-family conflict (median = 33.30). Scores for job resources dimensions were generally high, with average scores of trust, justice, and support from colleagues exceeding 80. Detailed information is presented in Table 2 .
The correlation analysis of job demands, job resources, personal resources, motivation, strain, and reaction time of ICU shift nurses are presented in Table 3 . Job demands, job resources, personal resources, motivation, and strain dimensions were all correlated. However, reaction time was only negatively correlated with support from colleagues ( r =-0.132, P = 0.025) and job recognition ( r =-0.119, P = 0.043).
Based on the JD-R model, a hypothetical model was constructed using Mplus 8.3, and the model was adjusted and fitted based on modification indices and specific circumstances, as shown in Table 4 ; Fig. 2 .
The result indicated a negative correlation between job demands and job resources among ICU shift nurses ( r =-0.570, P < 0.001), as well as a positive correlation between job resources and personal resources ( r = 0.554, P < 0.001). Job demands were found to increase strain (β = 0.955, P < 0.001), while job resources can decrease ICU shift nurses’ strain (β=-0.477, P = 0.047). Furthermore, enhancing motivation (β = 0.874, P < 0.001) was observed to shorten reaction time (β=-0.148, P = 0.044) and increase night-shift alertness among ICU shift nurses. The model fitting indexes were χ 2 /df = 2.736, CFI = 0.923, TLI = 0.901, SRMR = 0.047, RMSEA = 0.077, indicating that this model fit well.
Structural equation model with standardized path coefficients. Job demands can increase strain, and job resources can decrease strain and enhance motivation, which can shorten reaction time. **: P < 0.01; *: P < 0.05
This study aims to investigate the objective status of night-shift alertness among ICU shift nurses and develop a path model based on the JD-R model to explore the impact of job demands, job resources, and personal resources on night-shift alertness. The model demonstrates a negative relationship between job demands and both job resources and personal resources, while a positive relationship exists between job resources and personal resources (Hypothesis 1 ). Furthermore, it is concluded that job resources can reduce reaction time by enhancing motivation, thereby increasing night-shift alertness among ICU shift nurses (Hypothesis 2 ).
In this study, the nurse-patient ratio was 1:2 ~ 3. This ratio is slightly lower than the 1:2 ratio commonly found in the United States [ 53 ], but higher than the 1:1 ratio reported in Australia [ 54 ]. Under the condition of consistent staffing level, the median reaction time of ICU shift nurses before night shifts was 251.0 ms, which is consistent with the results of Ruggiero (participants were American female shift nurses) [ 27 ] but shorter than that reported by Liu (median = 288.44 ms) [ 41 ]. Liu’s study, also conducted in China, utilized PVT to assess the reaction time levels of 118 ICU nurses before and after day and night shifts and explored their influenced factors. Results indicated that factors influencing pre-night shift reaction time included gender, number of children, years of work experience, and caffeine intake. However, in our study, Table 1 demonstrates that demographic factors such as gender and number of children did not significantly impact night-shift reaction time. This discrepancy is primarily attributed to differences in work environments. Nurses’ performance is significantly influenced by the work environment [ 6 ], and in our study, the reaction time reflecting the alertness of ICU shift nurses was not influenced by individual characteristics like gender. This suggests that other factors in the work environment may play a role. Liu’s study did not explore factors of the ICU work environment, which our study aims to supplement. Furthermore, the existence of sleep problems among ICU shift nurses also had no statistical significance on the difference in night-shift alertness, which may be related to differences in the amount and/or timing of sleep before or between night shifts rather than circadian rhythm [ 55 , 56 ], indicating that ICU nurses may have other adaptive mechanisms may be established to maintain the stability of night-shift alertness even if they have sleep problems.
In this study, the level of job demands and resources among ICU shift nurses was relatively balanced. Within job demands, emotional demands and work-family conflict scores were higher than quantitative demands. This suggested that the core issues within the ICU shift nurses may not lay solely within the job tasks themselves but rather focused more on emotional labor and work-family balance. This placed greater demands on nurses’ emotional investment, potentially leading to psychological burdens and fatigue [ 57 ]. The level of job resources among ICU shift nurses was generally high [ 42 ], with the colleague support score being the highest. This was consistent with the features of nursing work. Medical care tasks require close teamwork, mutual assistance, and support among colleagues, contributing to holistic patient care and enhancing nursing quality [ 56 ]. They are directly associated with reduced occupational burnout and the fostering of positive work relationships [ 58 ].
In this study, ICU shift nurses demonstrated higher scores in self-resilience and self-efficacy compared to the average scores of the scales, indicating their confidence in effectively coping with work tasks and their strong ability to recover and adapt when facing work pressure and challenges [ 59 ]. This is also related to the fact that the study subjects are ICU nurses who often need strong psychological adjustment and coping skills to handle high-intensity work environments and unexpected situations [ 60 , 61 ].
The results (Table 4 ; Fig. 2 ) demonstrated a significant negative correlation between job demands and both job resources and personal resources, consistent with the JD-R model [ 46 ]. On the one hand, the limited availability of both job and personal resources can intensify the perceived pressure of job demands among nurses; on the other hand, it may lead to competition and conflict among nurses for resources, exacerbating the bad effects of job demands [ 31 ]. This calls for managerial intervention to improve the work environment, optimize job resources, and simultaneously enhance nurses’ personal resources, fostering a balanced work ecosystem to alleviate the adverse effects of job demands among ICU shift nurses.
In the framework of the JD-R model, there are multifaceted positive relationships between job and personal resources [ 62 ]. Firstly, by providing support and protective mechanisms, job resources can mitigate the negative impact of job demands faced by individuals [ 63 ]. Secondly, job resources can foster individual professional development and growth by offering training and developmental opportunities; they enhance individuals’ professional competence, thereby bolstering their confidence and capability to tackle various work challenges [ 24 ]. Moreover, job resources play a crucial role in establishing social support networks. Positive colleague relationships and support contribute to heightened perceived levels of social support, facilitating individuals’ resilience in coping with stress and adversity [ 22 ].
Furthermore, social support serves as a significant source of self-efficacy. Encouragement and support from colleagues instill greater belief in individuals’ ability to accomplish tasks [ 22 , 64 ]. Additionally, a strong sense of job cognition and a fair, trusted work environment can cultivate a positive psychological atmosphere, enhancing individuals’ emotional and mental well-being and reducing emotional fatigue [ 65 , 66 ]. These factors collectively create favorable conditions for the utilization of personal resources.
The model (Fig. 2 ) illustrated that adequate job resources positively impacted motivation, while a high level of motivation can increase the night-shift alertness of ICU shift nurses. As described above, sufficient job resources can support and assist nurses to engage more actively in their work. When nurses feel more motivated at work, they are inclined to focus on tasks, value work quality more, and thus maintain high alertness and attention [ 45 ]. Nursing managers should ensure ample job resources, emphasize the motivation level of ICU shift nurses, and foster a supportive team atmosphere. Regular evaluation of nurses’ job performance should also be conducted to identify and address issues promptly.
The model (Fig. 2 ) also indicated that the job demands of ICU shift nurses can increase their strain, while job resources can reduce strain. A complex and high-intensity work environment with elevated job demands can induce pressure on nurses. Yet, in the presence of adequate support, training, and resources, ICU shift nurses are better equipped to manage work pressure [ 31 , 67 ]. Notably, we did not observe a significant impact of strain on night-shift reaction time. Possible reasons for this could be twofold: (1) Sample characteristics: Model outcomes are influenced by the characteristics of the study sample [ 68 ]. Due to their cultivated professional skills and experience in high-pressure work environments, ICU shift nurses may manage work stress effectively through adaptive strategies or self-regulation mechanisms [ 69 ]. Thus, even when experiencing some pressure, it may not significantly affect their alertness. (2) “Supernurse” Culture: Henshall et al. [ 70 ] found a “supernurse” phenomenon in the professional culture of nursing. This includes enduring hardship, being willing to sacrifice, having a strong sense of responsibility, and believing in self-sacrifice for the greater good. This culture compels nurses to overcome strain and maintain alertness in their work, even when facing significant stress. (3) Interventions by other factors: In this model, the strain may have been influenced by other unaccounted factors, resulting in its lack of impact on night-shift reaction time. Future research should explore the relationship between individual psychological characteristics and job performance in high-pressure work environments.
Our study did not observe a significant impact of personal resources on strain, motivation, and night-shift alertness among ICU shift nurses. This suggested that the role of personal resources in the ICU nurses may not be as significant as expected. The ICU work environment is exceptionally complex, involving high-intensity nursing tasks and unpredictable medical situations [ 10 ]. In such work environments, the effect of personal resources may be interfered with or weakened by other factors, such as the suddenness and urgency of job demands. Additionally, teamwork and organizational support are more critical in the ICU environment than personal resources [ 71 ]. Nurses rely more on teamwork and leadership support to cope with work pressure, while the role of personal resources is relatively minor. However, this may also be related to our study’s dimension selection limitations and sample size. Nonetheless, this does not imply that nurses’ personal resources are entirely ineffective. Previous studies have shown that high levels of personal resources lead nurses to take a more positive view of the work environment, proactively optimize job demands, adjust their perception levels of job resources [ 72 , 73 ], alleviate fatigue, stress, and other adverse effects of work, and are associated with higher job satisfaction, work performance, and lower absenteeism rates [ 74 ].
Based on the above results, it appeared that there are some discrepancies with the traditional JD-R model assumptions, which may impact its applicability within this specific cohort: (1) Insignificant influence of personal resources: In the JD-R model, personal resources are typically presumed to affect strain and motivation positively. However, within the ICU shift nurses, personal resources were not observed to affect strain, motivation, or night-shift alertness significantly. This suggests that the role of personal resources may not be as pronounced in this cohort as anticipated, or other factors may be at play. (2) Influence of other factors: Besides the factors considered in the JD-R model, such as job demands, job resources, personal resources, motivation, and strain, there may be additional factors influencing the job performance of ICU shift nurses. Factors such as specific work environment, teamwork atmosphere, and complexity of job tasks might have a greater impact on their job performance. (3) Necessity for model revision: Based on our findings, Hypotheses 1 and 2 are supported in the context of ICU shift nurses. There is a significant correlation among job demands, job resources, and personal resources. Additionally, these factors influence strain and motivation, subsequently affecting night-shift alertness. However, our study’s model diverges from the JD-R model. To enhance the model’s explanatory power and applicability, we recommend appropriate adjustments to the JD-R model to capture better ICU shift nurses’ unique work characteristics and influencing factors.
In summary, while the JD-R model provides a useful framework for understanding the relationship between work strain, motivation, and job performance, its applicability may be subject to certain limitations within specific groups. When applying the JD-R model to ICU shift nurses, careful consideration should be given to the validity of the model’s assumptions, and modifications and adjustments should be made based on the specific circumstances to accommodate this group’s characteristics better.
While our research has made strides in uncovering key factors in ICU nursing work, there are still limitations to consider. For instance, our study focused solely on ICU shift nurses at a single location. In the selection and competence of ICU nurses, there is a certain degree of selection and survivorship bias. ICU nurses typically need to possess specific skills and qualities. This means that our study sample may not fully represent the entire nursing population, as the results are skewed toward those nurses who can endure the long-term pressures of ICU work. To mitigate these effects, we recommend that future research employ broader recruitment strategies, including different types of nursing personnel. This would enhance the diversity and representativeness of the sample, providing a more comprehensive perspective.
Furthermore, the job demands, resources, motivations, strains, and personal resources in nursing are multifaceted. Our study only classified them based on the JD-R model and the COPSOQ, which is not exhaustive. Future research could consider incorporating additional physiological and psychological measurement tools to assess nursing work factors from multiple perspectives, thereby providing a more comprehensive evaluation of the impact of the nursing work environment on nursing professionals. Additionally, future research and practice should focus on the effects of cultural factors on nurse performance and implement measures to change the work environment and culture. This would help alleviate nurse burnout and enhance job satisfaction and efficiency.
This study demonstrated that the JD-R model exhibits a certain degree of adaptability among ICU shift nurses. High job demands positively influence strain, while job resources buffer against strain, alleviating nurse strain with provided support. Job resources positively impact motivation, increasing alertness during night shifts. However, personal resources do not significantly influence strain, motivation, or night-shift alertness, nor does strain. This may be attributed to the specific and complex nature of the ICU work environment and individual differences among nurses, warranting further investigation. Job resources significantly reduce strain, enhance motivation, and improve night-shift alertness, highlighting their importance. Managers should reinforce job resources within the ICU environment to cultivate a supportive work environment and increase nurses’ job alertness.
The datasets generated and/or analysed during the present study are not publicly available due to the data being proprietary and confidential records of Chinese Academy of Medical Sciences & Peking Union Medical College, but are available from the corresponding author on reasonable request.
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Acknowledgment and sincere thanks to the nurses who participated in this study.
Chinese National Natural Science Foundation [71603279] has supported this project.
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School of Nursing, BSN, Chinese Academy of Medical Sciences & Peking Union Medical College, Beijing, RN, China
Jiayan Gou, Yichen He & Kexin He
School of Nursing, Chinese Academy of Medical Sciences & Peking Union Medical College, Beijing, China
MSN, RN, Jiaxing Municipal Heath Commission, Jiaxing, Zhejiang, China
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Conceptualization, methodology, and formal analysis: G.-J.Y., Z.-X.; investigation: G.-J.Y., H.-Y.C., H.-K.X, X.-J.J.; writing—original draft: G.-J.Y., H.-Y.C., H.-K.X.; writing—review and editing: Z.-X., G.-J.Y.; data curation: Z.-X. All authors have read and agreed to the published version of the manuscript.
Correspondence to Xin Zhang .
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This study was approved by the Institutional Review Board of Peking Union Medical College (No. 2022030). It was conducted in accordance with the principles outlined in the Declaration of Helsinki. All participants were informed about the study details before participation, including its purpose, procedures, potential risks, benefits, confidentiality measures, and voluntary involvement. Informed consent was obtained from all participants, and the survey was conducted following relevant procedural guidelines.
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Gou, J., Zhang, X., He, Y. et al. Effects of job demands, job resources, personal resources on night-shift alertness of ICU shift nurses: a cross‑sectional survey study based on the job demands-resources model. BMC Nurs 23 , 648 (2024). https://doi.org/10.1186/s12912-024-02313-0
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Quick overview of Krasnogorsk with our expert tips and insights. Jump to any section.
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Welcome to Krasnogorsk! Located just 20 kilometers west of Moscow, this vibrant city offers a unique blend of historical charm and modern attractions. Known for its picturesque landscapes and rich cultural heritage, Krasnogorsk is a must-visit destination for travelers seeking an authentic Russian experience. Explore the city's stunning architecture, including the iconic Church of the Nativity of the Virgin Mary, or take a stroll along the scenic Moskva River. For those interested in history, the Krasnogorsk Museum of History and Local Lore provides fascinating insights into the region's past. With its convenient location and diverse range of activities, Krasnogorsk promises an unforgettable journey for all who visit.
We've curated authentic Krasnogorsk videos for inspiration and practical tips. Discover all the amazing places to visit and things to do in Krasnogorsk in 2024. Make your own Itinerary, like a Pro.
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Krasnogorsk offers a variety of activities and attractions for visitors to enjoy. Whether you are interested in exploring nature , immersing yourself in history , or indulging in cultural experiences , this city has something for everyone.
One of the main attractions in Krasnogorsk is the Arkhangelskoye Estate , a beautiful historical complex that dates back to the 18th century. Visitors can explore the stunning palace , wander through the picturesque gardens , and learn about the estates rich history . The estate also hosts various cultural events and exhibitions , providing a unique opportunity to immerse yourself in Russian art and culture .
For those who enjoy outdoor activities , Krasnogorsk offers several parks and recreational areas . The Krasnogorsk City Park is a popular spot for picnics and leisurely walks , while the Krasnogorskoye Reservoir provides opportunities for boating , fishing , and relaxing by the water . Nature enthusiasts can also visit the nearby Moscow Canal , where they can hike , cycle , or simply enjoy the scenic views .
If you are interested in history , a visit to the Krasnogorsk Museum of Local Lore is a must. This museum showcases the history and culture of the region, with exhibits ranging from archaeological artifacts to folk art . The museum also offers educational programs and guided tours , allowing visitors to deepen their understanding of the areas past.
For those looking for entertainment , Krasnogorsk has a variety of theaters and concert halls . The Krasnogorsk Cultural Center regularly hosts performances , including theater productions , musical concerts , and dance shows . Attending a performance here is a great way to experience the local arts scene and enjoy a night out .
Lastly, dont forget to indulge in the local cuisine while in Krasnogorsk.
Check out these Experiences around the Krasnogorsk region. Read real reviews and highlights.
Check out Top-Rated Tours and Activities in Moscow Oblast (State region of Krasnogorsk).
The best time to visit Krasnogorsk is during the summer months of June, July, and August . During this time, the weather is mild and pleasant , with average temperatures ranging from 18°C to 25°C . The days are long , with up to 18 hours of daylight , allowing visitors to make the most of their time exploring the city and its surroundings. Additionally, many outdoor activities such as hiking, biking, and boating are available during the summer months. However, it is important to note that summer is also the peak tourist season , so expect larger crowds and higher prices for accommodations and attractions. If you prefer a quieter and more budget-friendly experience, consider visiting in the shoulder seasons of spring (April and May) or autumn (September and October) . During these times, the weather is still pleasant , with average temperatures ranging from 10°C to 15°C , and there are fewer tourists . Winter in Krasnogorsk can be extremely cold , with temperatures dropping below freezing and heavy snowfall . However, if you enjoy winter sports such as skiing or ice skating , this can be a great time to visit.
Use our flight calendar to discover the Cheapest Days and Months to Book Flight to Krasnogorsk.
Krasnogorsk is a vibrant city located just outside of Moscow. It offers a variety of great areas for accommodation, each with its own unique charm and amenities.
Krasnogorsk City Center is the heart of the city and is a popular choice for those who want to be in the midst of the action. Here, you will find a wide range of hotels, apartments, and guesthouses to suit every budget. The area is known for its bustling streets, shopping centers, and a vibrant nightlife scene.
Krasnogorskaya Embankment is a picturesque area located along the Moscow River. It offers stunning views of the river and is perfect for those who enjoy outdoor activities such as jogging or cycling. The area is dotted with cozy bed and breakfasts and boutique hotels, providing a peaceful and relaxing atmosphere for visitors.
Krasnogorsk Residential Districts are ideal for those who prefer a quieter and more residential setting. These areas offer a range of modern apartment complexes and private houses, providing a comfortable and homely environment for long-term stays. The residential districts are well-connected to the city center and offer easy access to amenities such as supermarkets, parks, and schools.
Krasnogorsk Industrial Zone is a great choice for business travelers or those who are interested in the citys industrial sector. This area is home to a number of business hotels and serviced apartments, providing convenient accommodation options for those working in the nearby industrial facilities. The area also offers easy access to transportation links, making it a practical choice for those who need to travel frequently.
Overall, Krasnogorsk offers a diverse range of accommodation options to suit every preference. Whether you prefer to be in the heart of the city or in a more peaceful residential area, you are sure to find the perfect place to stay in this vibrant Russian city.
Use our All-in-one Map to find Best Hotels, Vacation Rentals, Tours, Activities and Restaurants in Krasnogorsk.
There are several transportation options to get to Krasnogorsk.
1. By plane : The nearest airport to Krasnogorsk is Sheremetyevo International Airport (SVO), which is located approximately 20 kilometers away. From the airport, you can take a taxi or use public transportation to reach Krasnogorsk.
2. By train : Krasnogorsk has a train station called Krasnogorskaya, which is connected to the Moscow Central Ring. You can take a train from Moscow to Krasnogorskaya station.
3. By bus : There are several bus routes that connect Krasnogorsk to Moscow and other nearby cities. You can take a bus from Moscow to Krasnogorsk.
4. By car : If you have access to a car, you can drive to Krasnogorsk. The city is located approximately 30 kilometers west of Moscow, and you can reach it via the M1 or M9 highways.
5. By taxi : You can also hire a taxi or use ride-sharing services to travel to Krasnogorsk from Moscow or other nearby cities.
It is recommended to check the schedules and availability of transportation options before your trip to ensure a smooth journey.
Find the cheapest travel deals to book your trip to Krasnogorsk. Easily book your Hotels, Tours and Tickets without advance payment and cancel anytime.
1. Moscow : The capital city of Russia, known for its iconic landmarks such as the Red Square and the Kremlin.
2. Zelenograd : A satellite city of Moscow, famous for its high-tech industries and research centers.
3. Khimki : A town located near Moscow, home to the Khimki Forest, one of the largest forests in the Moscow region.
4. Mytishchi : A historic town near Moscow, known for its beautiful parks and architectural landmarks.
5. Odintsovo : A suburban town near Moscow, offering a peaceful atmosphere and picturesque landscapes.
6. Krasnogorsk : The city itself, known for its vibrant cultural scene and the Crocus Expo International Exhibition Center.
7. Istra : A town located on the banks of the Istra River, famous for its stunning monasteries and historical sites.
8. Dolgoprudny : A small town near Moscow, known for its prestigious universities and scientific institutions.
9. Krasnogorskoye : A village near Krasnogorsk, offering a tranquil countryside experience with beautiful nature trails.
10. Nakhabino : A village known for its luxurious country estates and golf courses, providing a relaxing getaway from the city.
Read the most detailed and up-to-date information on Krasnogorsk in 2024. Learn about the attractions to see, activities to do, regional food to eat, climate, culture, history, people, transport facilities, safety tips and lot more.
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Step 2: Visit the correct RRB region's official webpage. Step 3: Find the "Recruitment for Staff Nurse 2024" button and click on it. Step 4: To view the application form, click the "Apply Online" button. Step 5: Please complete the following forms with your basic personal information and educational background.
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Railroad Jobs 07-22-24 (204.8 KB) The RRB routinely maintains a job vacancy list as openings are reported by hiring railroad employers. The following list includes job postings (order nos.) that are not expected to be filled locally. The date of the vacancy list reflects RRB records regarding the status of open/closed positions.
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The Railway Recruitment Board has released the detailed notification for RRB Staff Nurse Recruitment 2024 against advertisement number 04/2024.. A total of 713 vacancies have been announced for the post of Nursing Superintendent. Aspirants can apply online from 17th August to 16th September 2024. The RRB Staff Nurse position entails delivering ...
It is an excellent opportunity for all government job seekers who are preparing for jobs in the Indian Railways. Based on our latest information, the vacant RRB Staff Nurse 2024 position will be emancipated to fill the nurse positions in the railway. ... Railway Staff Nurse Vacancy 2024. ... 3 Jun 2022. The application forms of RRB Staff Nurse ...
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RRB STAFF NURSE SALARY. Salary for this post will be paid on level-7 which is INR 44,900/-. Please rate the article so that we can improve the quality for you -. RRB Staff Nurse Recruitment 2022 will soon announce the RRB Staff Nurse 2022 Notification. eligible and interested candidates can apply through online mode.
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Step 2: Go to the official webpage for the relevant RRB region. Step 3: Locate and click on the "Recruitment for Staff Nurse 2024" button. Step 4: Click the "Apply Online" button to access the application form. Step 5: Fill out the form with your basic personal information and educational background. Step 6: Upload your signature and ...
Eastern Railway Recruitment 2022 for Nursing Superintendent, Pharmacist & Other Posts - Apply Online. Here is great news for the candidates who are eagerly waiting for the Railway Jobs. RRC Eastern Railway announced a Walk-in-interview Notification for Para-Medical posts. So, interested candidates can attend walk-in-interview on 17th October ...
Railway Recruitment Board has released RRB NTPC Notification 2024 for 11558 Vacancies for Level 2, 3, 5, and 6 posts. RRB NTPC 2024 Apply Online Starts on 14th September on the RRB official website at indianrailways.gov.in. Check Vacancy and other details Below.
- Graduate of an approved/accredited nursing program. Licensure as Registered Nurse by Board of Nurse Examiners for State of Texas and one (1) year of clinical nursing experience is preferred. Specialty areas may have increased experience requirements as dicated by clinic or standard of care.
A positive work environment can enhance nursing safety and patient satisfaction while alleviating nurse stress. Conversely, a poor work environment can harm nurses' physical and mental health and compromise the quality of care, particularly in the high-intensity and shift-based setting of the ICU. Based on the Job demands-resources (JD-R) model, this study examined the effects of job demands ...
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Description. Also known as. English. Krasnogorsk. town and administrative center of Krasnogorsky District of Moscow Oblast in Russia.
9. Krasnogorskoye: A village near Krasnogorsk, offering a tranquil countryside experience with beautiful nature trails. 10. Nakhabino: A village known for its luxurious country estates and golf courses, providing a relaxing getaway from the city. All the best things to do in Krasnogorsk.
Pavshino industrial railway (17 F) S. Spassky Most (6 F) Streets in Krasnogorsk, Moscow Oblast (49 C, 815 F) T. ... out of 27 total. Kranogorsk Banner 2022.jpg 7,077 × 1,011; 1.22 MB. Krasnogorsk (16895297821).jpg 5,496 × 3,670; 24.47 MB. Krasnogorsk (17110905831).jpg 4,096 × 2,737; 15.44 MB. Krasnogorsk Banner Pavshinskaya Poima ...