The Effect of Stress and Communication Barriers on The Resistance to Change Among Nurses in A Tertiary Hospital

Abstract

Background: Resistance to change among nurses in tertiary hospitals is influenced by multiple factors, including stress and communication barriers. Understanding these relationships is essential for improving change management strategies in healthcare settings. This study aimed to examine the impact of stress and communication barriers on nurses' resistance to change at a tertiary hospital. Specifically, it evaluates the prevalence of perceived stress and communication barriers and their association with resistance to change, while also considering demographic and job-related factors.

Methods: An analytical cross-sectional study was conducted at Madinah Cardiac Center in Saudi Arabia. A structured questionnaire was distributed to 216 nurses, assessing perceived stress, communication barriers, and resistance to change using validated scales. Data were analyzed using descriptive statistics, Pearson correlations, and multiple regression analysis.

Results: The findings indicated a significant positive correlation between perceived stress and resistance to change (r = 0.403, p < 0.001) as well as between communication barriers and resistance to change (r = 0.467, p < 0.001). Regression analysis revealed that communication barriers (B = 4.375, p < 0.001) had a stronger influence on resistance to change than perceived stress (B = 0.693, p < 0.001). Additionally, resistance to change varied based on gender, years of experience, work shift, and department.

Conclusions: Stress and communication barriers significantly contribute to nurses' resistance to change, with communication barriers playing a more substantial role. Addressing these factors through targeted interventions such as stress management programs, communication training, and leadership mentorship can enhance adaptability and improve patient care.