Understanding job frustration and coping strategies among mental health nurses in Oman: a qualitative study

Abstract

Background Job frustration among mental health nurses can have determinant impact on staff wellbeing, retention, and quality of care. However, little is known about the factors contributing to job frustration and the coping strategies used by mental health nurses in Oman. An alarming sign of stress and discontent at work is the high intention to leave among mental health nurses in Oman.

Aim This study aimed to explore the factors contributing to job frustration and the adaptation strategies used by mental health nurses in Oman.

Method A qualitative descriptive design was adopted for this study. Forty-two participants who were purposively selected after obtaining consent were involved in six focus group discussions, divided equally between mental health nurses (n = 21) and mental health nursing leaders (n = 21) within a mental healthcare setting in Oman. Data were transcribed verbatim, translated where necessary, and analyzed using thematic analysis supported by NVivo 14 software. Ethical approvals were obtained from relevant institutional ethics committees in Malaysia and Oman.

Results Three main themes emerged: external factors (workplace environment, obligatory and blame culture, reciprocal communication, and job insecurity), internal factors (role perception and engagement, effort–reward imbalance, work–life balance, and self-efficacy) that contribute to job frustration, and adaptation strategies (personal and professional-oriented approaches). For both participant groups, perceived lack of recognition, communication obstacles, and leadership difficulties were major sources of frustration.

Conclusion Individual, organizational, and contextual factors lead to job dissatisfaction among mental health nurses in Oman. In mental health settings, addressing perceived limitation in leadership styles, communication procedures, workplace culture, and employee support systems may lessen job dissatisfaction and enhance employee retention and welfare.