护士"互联网+护理服务"参与行为意愿量表的编制及信效度检验

目的编制护士"互联网+护理服务"参与行为意愿量表,并进行信效度检验。方法以计划行为理论为框架,采用文献回顾、半结构式访谈法形成量表的条目池;通过专家咨询、项目分析对量表条目进行筛选,初步形成护士"互联网+护理服务"参与行为意愿量表。采用方便抽样法,于2020年10—12月选取江苏省6所医院(2所三级医院、2所二级医院、2所一级医院)的825名护士进行正式调查,检验问卷的信效度。结果护士"互联网+护理服务"参与行为意愿量表包括3个分量表(参与行为态度、主观行为规范、感知行为控制)、8个维度、17个条目。总量表的Cronbach'sα系数为0.927、重测信度系数为0.805。护士"互联网+护理服务"参与行为意愿与参与行为的相关系数为0.743(P<0.01)。因子分析提取出8个公因子,累积方差贡献率为72.33%。结论护士"互联网+护理服务"参与行为意愿量表具有较好的信效度,可用于护士"互联网+护理服务"参与行为意愿的评估。     

Nurses’ behavioral intention in using virtual clinical simulation training: By structural equation modeling

AimTo examine the relationship between the nurses’ behavioral intention to use virtual clinical simulation training and study variables, including perceived usefulness, perceived ease of use, self-efficacy, technology anxiety, perceived enjoyment and personal innovativeness.BackgroundLittle is known about the nurses’ behavioral intentions behind using virtual clinical simulation training.DesignA cross-sectional study.MethodsA total of 206 registered nurses participated in this survey. Data were collected through online survey from March 20, 2021, to April 2, 2021, since entry into the hospital was strictly controlled due to the COVID-19 outbreak.ResultsStructural equation modeling identified that both perceived usefulness and perceived ease of use were the predictors which influenced behavioral intention. Additionally, perceived enjoyment indirectly affected behavioral intention by influencing both perceived usefulness and perceived ease of use.ConclusionThe successful introduction of virtual clinical simulation training depends on nurses’ willingness and acceptance of its use. The findings of this study show that virtual clinical simulation training should be perceived as useful, easy to use and enjoyable to be accepted by nurses. Virtual clinical simulation programs may have the potential to help improve nurses’ clinical skills and competencies in patient care.Tweetable abstractThis study revealed that the usefulness of its contents, ease of use and enjoyment are important to increase nurses' behavioral intention to use virtual clinical simulation training.     

The Effect of Prostate Cancer Educational Program on the level of Knowledge and Intention to Screen among Jordanian Men in Amman

Purpose: The purpose of this study was to examine the effect of prostate cancer educational program on the level of knowledge and intention to screen for prostate cancer among Jordanian men in Amman. Methods: A quasi-experimental, with nonequivalent control group design was used. 154 participants were randomly assigned to the intervention and control groups.  Level of Knowledge and intention to screen were measured at baseline and at 1 month after the application of the prostate cancer educational program. Independent sample t-test was used to analyze the data. Results: The results showed statistically significant change in the mean knowledge scores (8.7), p < 0.001 and the mean of intention to screen scores (3.71), p < 0.001, after 1 month from the application of the educational program in the experimental group compared to the control group. Conclusion: Implementing prostate cancer educational programs help enhance knowledge and intention to screen among Jordanian men.     

The Health Belief Model in predicting healthcare workers' intention for influenza vaccine uptake in Jordan

BackgroundTheories of health behavior change are being inadequately adopted to understand the reasons behind low influenza vaccination rates among healthcare workers (HCWs). The Theory of Planned Behavior (TPB) is being used to predict intention-behavior relationship while the Health Belief Model (HBM) is being employed to predict actual behavior. The purpose of this study was to test a conceptual model based on the HBM’s constructs to predict Jordanian HCWs’ intentions for influenza vaccine uptake as an alternative to the TPB.MethodA cross-sectional questionnaire-based study was conducted in 2016 in a tertiary teaching hospital in Amman-Jordan including a convenience sample of 477 HCWs with direct patient contact. The study instrument was tested for validity and reliability. A conceptual regression model was proposed incorporating the constructs of the primary HBM with some modifications in the threat construct as well as an additional variable about explicit past vaccination behavior (in the past year and/or any previous history of influenza vaccine uptake).ResultsAlmost all the constructs of the HBM demonstrated significant differences between participants intending and those who did not intend to vaccinate against influenza. After adjusting for the confounding variables in the final conceptual regression model, past vaccination behavior (OR= 4.50, 95%Confidence Interval 3.38–6.00, P< 0.0005) and the perceived benefit scale (OR= 1.19, 95% Confidence Interval 1.11–1.28, P< 0.0005) were the only significant predictors of intentions to vaccinate against influenza in the next season.ConclusionTaking into consideration the altruistic beliefs of HCWs and their explicit past vaccination history augments the utility of the original HBM tool in predicting HCWs’ intentions to vaccinate against influenza in a way that is consistent with the predictive ability of the Theory of Planned Behavior.     

Process models of interrelated speech intentions from online health-related conversations

Being related to the adoption of new beliefs, attitudes and, ultimately, behaviors, analyzing online communication is of utmost importance for medicine. Multiple health care, academic communities, such as information seeking and dissemination and persuasive technologies, acknowledge this need. However, in order to obtain understanding, a relevant way to model online communication for the study of behavior is required. In this paper, we propose an automatic method to reveal process models of interrelated speech intentions from conversations. Specifically, a domain-independent taxonomy of speech intentions is adopted, an annotated corpus of Reddit conversations is released, supervised classifiers for speech intention prediction from utterances are trained and assessed using 10-fold cross validation (multi-class, one-versus-all and multi-label setups) and an approach to transform conversations into well-defined, representative logs of verbal behavior, needed by process mining techniques, is designed. The experimental results show that: (1) the automatic classification of intentions is feasible (with Kappa scores varying between 0.52 and 1); (2) predicting pairs of intentions, also known as adjacency pairs, or including more utterances from even other heterogeneous corpora can improve the predictions of some classes; and (3) the classifiers in the current state are robust to be used on other corpora, although the results are poorer and suggest that the input corpus may not sufficiently capture varied ways of expressing certain speech intentions. The extracted process models of interrelated speech intentions open new views on grasping the formation of beliefs and behavioral intentions in and from speech, but in-depth evaluation of these conversational models is further required.     

Some personality traits converge gradually by long-term partnership through the lifecourse – Genetic and environmental structure of Cloninger's temperament and character dimensions

Temperament and Character Inventory (TCI) is a comprehensive personality inventory that is widely used in behavioral genetics. The original theory suggested that temperament traits were under genetic influences, whereas character traits were gradually built by an interaction between temperaments and environment until early adulthood. This study attempted to evaluate TCI by examining the genetic and environmental contributions to personality with particular attention to spousal effects. From 687 families, a total of 3459 Korean adult individuals completed the survey. Among them, there were 542 Monozygotic (MZ) twin pairs and 122 Dizygotic twin pairs. Intraclass correlation coefficients (ICCs) and heritability were calculated to examine the genetic and shared environmental contributions to personality. Moderate genetic contributions (0.17–0.43) were found for all TCI traits along with the evidence of shared environment (0.11–0.31) for harm avoidance (HA) and all characters. The ICCs of TCI in MZ pairs ranged 0.36–0.46. Spouses' had little resemblance for temperament, whereas for character dimensions, spouses (0.27–0.38) were more similar than first degree relatives (0.10–0.29). Resemblance between spouses increased with duration of marriage for most characters and HA. When the growing similarities between spouses were compared with their MZ cotwins' for subgroup of 81 trios, self-directedness (SD) of character showed even more similarities toward their spouses than cotwins as partnership duration increased (r = 0.32). Our findings with regard to change in SD into late adulthood support the psychobiological theory of temperament and character, which suggests that both personality domains have distinct developmental trajectories despite equally large genetic influences.     

医院思政工作贵在求真务实

医院思想政治工作是医院管理的一项常抓常新的课题。新形势下,尤其是在城市公立医院全面深化医药卫生体制综合改革试点的当下,它要求思政工作务必做到求真务实。该文从求真务实的角度,阐述了医院思想政治工作如何创新思路、做出实效的问题。     

Reward frustration at work and intention to leave the nursing profession--prospective results from the European longitudinal NEXT study

Background

Many countries are facing a serious situation of nursing shortage, and retention of nurses is a challenge.

Objectives

To examine whether reward frustration at work, as measured by the effort-reward imbalance model, predicts intention to leave the nursing profession, using data from the European longitudinal nurses’ early exit study.

Design

A prospective study with one-year follow-up.

Methods

6469 registered female nurses working in hospitals in seven European countries who did not have intention to leave the nursing profession at baseline were included in our analyses by multivariate Poisson regression.

Results

8.24% nurses newly developed intention to leave during follow-up. High effort-reward imbalance at baseline predicted an elevated risk of intention to leave the profession (relative risk 1.33, 95% confidence interval 1.22-1.45), and reward frustration (poor salary and promotion prospects, lack of esteem) showed the strongest explanatory power. Findings were similar in a majority of the countries.

Conclusions

Results suggest that improving the psychosocial work environment, and specifically occupational rewards, may be helpful in retaining nurses and consequently reducing nursing shortage in Europe.     

Understanding intention to leave amongst new graduate Canadian nurses: A repeated cross sectional survey

Background

Previous studies indicate that new graduate nurses’ first year of work is both stressful and difficult. The turnover rate of this group is particularly high. There is a need to increase our understanding of why new graduate nurses intend to leave their current employer.

Objectives

The purpose of this study is to examine what proportion of new graduate nurses intends to leave their current position and to examine the relationship between transition programs, empowerment, work environment and intent to leave.

Design

Survey data was collected with new graduate nurses over a 5-year period, beginning in 2004 and ending in 2008. A total of 348 new graduate nurses were surveyed in eastern Canada.

Results

The results showed that 49.6% of the new graduate nurses did not intend to leave their current employer, whereas 4.9% were definitely planning to leave and 45.5% expressed different levels of uncertainty. Regression analysis indicated that a component of the work environment, foundations for quality nursing care, and a component of psychological empowerment, goal internalization explained, 24% of the variance of intent to leave.

Conclusion

This study provides a more comprehensive understanding of factors that influence intent to leave. It also supports the importance of a good working environment for the retention of new graduate nurses.     

Paternalistic Leadership,Organizational Cynicism,and Intention to Quit One’s Job in Nursing

The aim of this study was to determine the relationship between paternalistic leadership, organizational cynicism, and the intention to quit one’s job among nurses. The implementation part of the study was carried out with nurses working in a public hospital in the city of Mersin, Turkey. Data were collected in January 2018 from 215 participants and then analyzed. The analyses indicate that the dimensions of organizational cynicism and paternalistic leadership explained 41.8% of the variance for the intention to quit. In addition, there were negative and significant relationships between paternalistic leadership and dimensions of organizational cynicism. As the participants’ perceptions of cognitive cynicism and behavioral cynicism increased, their intention to quit increased. In addition, as their perceptions of paternalistic leadership increased, their cognitive, affective, and behavioral cynicism decreased. This study will help managers of healthcare institutions better understand how paternalistic leadership is related to organizational cynicism and the intention to quit one’s job.