护理人员工作家庭冲突、社会支持与工作满意度关系研究

目的:明确护理人员工作家庭冲突、社会支持与工作满意度三者的关系,探索提高其工作满意度的有效措施。方法:采用横断面调查法,用工作家庭冲突量表、社会支持量表和工作满意度量表对天津3所三级甲等医院的480名护士进行调查。结果:工作家庭冲突与工作满意度呈负相关(P<0.01);社会支持与工作满意度呈正相关(P<0.01);社会支持在工作家庭冲突和工作满意度中起部分中介作用。结论:管理者及护理人员的家庭成员应该采取有效措施,从各方面为护理人员提供支持,缓解其工作家庭冲突,提高其工作满意度。     

Validation of the Korean language version of the incontinence‐quality of life scale

The purpose of this study is to determine the reliability and validity of the translated Korean version of the incontinence‐quality of life (I‐QOL) in a sample of community‐dwelling Korean American women with urinary incontinence in the USA. A survey design was used and a convenience sampling method of 176 Korean American women who reported having urinary incontinence symptoms was used. Translation–back translation procedures were used to translate the English version of the I‐QOL into Korean version. Reliability of the Korean I‐QOL questionnaire was demonstrated by Cronbach's α coefficients. Pearson's correlations of an item with its own scale and other scales were calculated to evaluate item‐convergent and item‐discriminant validity. Confirmatory factor analysis was performed to examine the underlying factor structure of the Korean version of the I‐QOL. Cronbach's α coefficient for all three subscales was greater than 0·70. The results of item‐convergent validity indicated that each item was strongly correlated with the originally belonged subscale. Item‐discriminant validity was evidenced by all lower correlations of an item to the other subscales than that of own subscale. Three factors were extracted from I‐QOL, accounting for 67·37% of the variance. The findings supported the reliability and validity of Korean version of I‐QOL questionnaire. It would be considered as a valuable instrument to assess the different aspects of health‐related quality of life in incontinence patients and recommended for use in clinical research.     

Job satisfaction and subjective well‐being among Czech nurses

The aim of the present study was to investigate the relationship between domains of the job satisfaction and components of subjective well‐being in nurses. A convenience sample of hospital nurses was recruited from six hospitals in Czech Republic. Data were collected using a set of questionnaires that included the McCloskey/Mueller Satisfaction Scale, the Positive Affect Scale, the Negative Affect Scale and the Personal Well‐being Index. We confirmed low association between job satisfaction and subjective well‐being of nurses. Satisfaction with extrinsic rewards, co‐workers and family/work balance accounted for only a small percentage of variance in cognitive component of subjective well‐being. Positive affect was predicted by interaction opportunities and scheduling. Negative affect was predicted by interaction opportunities and scheduling and intention to leave the actual workplace. Low percentage of the variance suggests that subjective well‐being is not strongly influenced by job satisfaction.     

Home Healthcare Nurses' Job Satisfaction Scale: refinement and psychometric testing

AIMS: This paper describes a study to further develop and test the psychometric properties of the Home Healthcare Nurses' Job Satisfaction Scale, including reliability and construct and criterion validity. BACKGROUND: Numerous scales have been developed to measure nurses' job satisfaction. Only one, the Home Healthcare Nurses' Job Satisfaction Scale, has been designed specifically to measure job satisfaction of home healthcare nurses. The Home Healthcare Nurses' Job Satisfaction Scale is based on a theoretical model that integrates the findings of empirical research related to job satisfaction. METHODS: A convenience sample of 340 home healthcare nurses completed the Home Healthcare Nurses' Job Satisfaction Scale and the Mueller and McCloskey Satisfaction Scale, which was used to test criterion validity. Factor analysis was used for testing and refinement of the theory-based assignment of items to constructs. Reliability was assessed by Cronbach's alpha internal consistency reliability coefficients. The data were collected in 2003. RESULTS: Nine factors contributing to home healthcare nurses' job satisfaction emerged from the factor analysis and were strongly supported by the underlying theory. Factor loadings were all above 0.4. Cronbach's alpha coefficients for each of the nine subscales ranged from 0.64 to 0.83; the alpha for the global scale was 0.89. The correlations between the Home Healthcare Nurses' Job Satisfaction Scale and Mueller and McCloskey Satisfaction Scale was 0.79, indicating good criterion-related validity. CONCLUSIONS: The Home Healthcare Nurses' Job Satisfaction Scale has potential as a reliable and valid scale for measurement of job satisfaction of home healthcare nurses.     

Development of a Chinese short form of the Prenatal Self‐Evaluation Questionnaire

Aims. To develop a short‐form version of the Chinese Prenatal Self‐Evaluation Questionnaire and to examine its reliability and validity. Background. Health professionals are short of screening instruments, especially in Chinese, to assess adaptation of pregnant women. Design. A cross‐sectional research design was used. Pregnant women who visited prenatal clinics in southern Taiwan were recruited for this study. This study was conducted in two phases. The first phase was to develop a Chinese short form of the Prenatal Self‐Evaluation Questionnaire, using a convenience sample that consisted of 600 pregnant women. The second phase was to examine the reliability and validity of the short‐form Chinese Prenatal Self‐Evaluation Questionnaire, and used a convenience sample consisting of 225 pregnant women. Internal consistency and split‐half reliability were used to assess reliability. Construct, convergent and discriminate validities were conducted to assess the validity. Results. Item, correlation, factor and cluster analyses were used to eliminate 35 items from the questionnaire and to retain 44 items in phase one. The correlation coefficient between the short‐form Chinese Prenatal Self‐Evaluation Questionnaire and the original Chinese Prenatal Self‐Evaluation Questionnaire was 0·95, indicating that the short‐form Chinese Prenatal Self‐Evaluation Questionnaire was acceptable. In phase two, 35 items were eventually retained and divided into six factors: concern for well‐being of self and baby (seven items), acceptance of pregnancy (six items), identification of a motherhood role (three items), preparation for labour (six items), relationship with own mother (eight items) and relationship with husband (five items), accounting for 50·42% of the total variance. The convergent and discriminant validities were good, because the correlation coefficients between subscales and the total scale as well as between subscales and subscales were 0·57–0·71 and 0·18–0·41 (p < 0·01), respectively. The Cronbach's α and split‐half reliabilities of the short form were 0·90 and 0·88, respectively. Conclusions. A 35‐item Chinese short form of the Prenatal Self‐Evaluation Questionnaire was developed. The results of this study can be used as a measurement tool for widespread, cost‐effective clinical assessment and further research. Relevance to clinical practice. Use of the new tool may help nurses to understand the adaptation status of pregnant women and thereby provide suitable nursing care for good adaptation to pregnancy as well as enhanced quality of life.     

The impact of nurse empowerment on job satisfaction

Title. The impact of nurse empowerment on job satisfaction. Aim. This paper is a report of a study conducted to test Kanter’s organizational empowerment theoretical model specifying the relationships among demographics, structural empowerment, and job satisfaction. Background. Empowerment has become an increasingly important factor in determining nurses’ job satisfaction in current restructured work environments in China. Methods. A correlational, cross‐sectional design was used to test Kanter’s organizational empowerment model with a sample of 650 full‐time nurses employed in six Chinese hospitals in 2007, with a response rate of 92% (n = 598). The instruments used were the Demographic Data Questionnaire, Conditions of Work Effectiveness Questionnaire‐II, and Job Satisfaction Scale. Results. The three lowest scoring items for Conditions of Work Effectiveness Questionnaire‐II were resources, opportunity and informal power. The job satisfaction items revealing most dissatisfaction were workload and compensation, professional promotion, amount of work responsibility, work environments, and organizational policies. A statistically significant positive correlation was found between empowerment and job satisfaction (r = 0·547, P < 0·01). The demographic factors influencing empowerment were work objectives and age. The influencing factors for job satisfaction were work objectives and education level. Conclusion. The results provide support for Kanter’s organizational empowerment theory in the Chinese nurse population. Nurses who view their work environments as empowering are more likely to provide high quality care. Enhancing empowerment in a supportive environment would allow nurses to experience satisfaction with their jobs.     

护士工作满意度和角色冲突的相关性

目的了解护士工作满意度和角色冲突的现状,探讨护士工作满意度与角色冲突在不同人口统计维度上的差异及其相关性。方法便利选取上海市某三级甲等综合性医院102名护士为研究对象,采用工作满意度调查表与角色冲突量表对其进行问卷调查。结果不同科室、年龄、学历、职称、工作年限的护士,其工作满意度得分存在一定差异,但角色冲突的得分差异均无统计学意义(均P0.05)。除利益满意度、工作本身满意度与角色冲突相关不显著外,工作满意度其他维度与角色冲突之间呈显著负相关(P0.05)。结论护士的角色冲突水平越高,其工作满意度水平越低,且角色冲突对工作满意度有预测作用。     

手术室护士的自我正念水平对工作厌倦和生活满足感的中介作用

目的分析手术室护士的自我正念水平对工作厌倦和生活满足感的中介作用。方法便利抽样选取2018年11月广元市3所医院手术室工作的90名护士为研究对象,利用基础数据资料调查表、自我正念水平觉察问卷、生活满意感问卷、护士工作厌倦问卷对手术室护士展开调研。结果自我正念水平与工作厌倦呈负相关,与生活满足感呈正相关(P<0.01);工作厌倦总得分与个体的生活满足感总分和2项分量表得分呈负相关(P<0.01);自我正念在护士的工作厌倦感及生活满足感之间起着部分调节效应,中介调节效应达-0.093,中介效应所占总效应比值为34.7%;自我正念对个体的工作厌倦和生活满足感均有调节效应。结论手术室护士的工作厌倦能通过自我正念对护士的生活满足感产生直接及间接的影响,而自我正念能够缓冲工作厌倦对个体生活满足感的负面效应,是提升护士生活满足感的正导向因素。     

Psychometric testing of the Chinese version of the Contraceptive Behavior Scale: a preliminary study

Aims and objectives. To test the psychometric characteristics of a five‐item Chinese Contraceptive Behavior Scale (CBS) among female adolescents in Taiwan. Background. Improving contraceptive practice is important for reducing adolescent pregnancy. A scale for measuring contraceptive behaviour of sexually active female adolescents will help nurses promote contraceptive practices to sexually active female adolescents. Design. A cross‐sectional design. Methods. Based on literature review and interview with female adolescents, a five‐item CBS was developed. Using convenience sampling, 525 sexually active female adolescents were invited to complete the (anonymous) CBS. Exploratory factor analysis, confirmatory factor analysis (CFA), contrasting group validity and concurrent validity were tested to examine the validity of CBS. A multiple‐group analysis was used to test the cross‐validation of the structure of CBS in two groups. Cronbach’s α and test–retest reliability were used to examine the reliability of CBS. Results. One factor was produced by exploratory factor analysis. Each item significantly loaded on the CBS by CFA. A multiple‐group analysis indicated that the structure of CBS was reliable across two different samples. The overall chi‐square and model fit indices were χ² = 13·554, df = 8, p = 0·094, normed fit index = 0·992, comparative fit index = 0·994 and root mean square error of approximation = 0·036 (90% CI = 0·001, 0·069). The scores of CBS significantly correlated with subscales of perceptions of benefits to contraception (r = 0·47, p < 0·001) and subscales of perceptions of barriers to contraception (r = ?0·29, p < 0·001). CBS mean scores significantly differed between the participants who used and did not use contraceptives at first sexual intercourse (t = 10·00, p < 0·001). Cronbach’s α for the CBS was 0·81. The intraclass correlation coefficient was 0·94. Conclusions. The CBS had satisfactory validity and reliability. Relevance to clinical practice. Nurses can use CBS to initiate discussions with sexually active female adolescents about their contraceptive practices and provide them with useful strategies to improve their contraceptive practices.     

The relationship of empowerment and selected personality characteristics to nursing job satisfaction

PURPOSE: This study reports on a secondary data analysis undertaken to better understand the determinants of job satisfaction for hospital nurses. Both workplace and personal factors can contribute to job satisfaction.THEORETICAL FRAMEWORK: Kanter's theory of structural empowerment and Spreitzer's theory of psychological empowerment explain logical outcomes of managerial efforts to create structural conditions of empowerment. Selected personal attributes were also considered. METHOD AND SAMPLE: Instruments used were 1) Conditions for Work Effectiveness Questionnaire; 2) psychological empowerment tool; 3) a mastery scale; 4) an achievement scale; and 5) a job satisfaction scale. The sample of 347 nurses (58% response rate) came from all specialty areas. RESULTS: Structural and psychological empowerment predicted 38% of the variance in job satisfaction. Achievement and mastery needs were not significant. Other personal attributes can be found in future research to improve job satisfaction. CONCLUSIONS: Through careful manipulation of the hospital environment, both structural and psychological empowerment can be increased, resulting in greater job and patient satisfaction and, ultimately, improved patient outcomes.     

The relationship between nursing leadership and nurses' job satisfaction in Canadian oncology work environments

Background  Current Canadian oncology work environments are challenged by the same workforce statistics as other nursing specialties: nurses are among the most overworked, stressed and sick workers, and more than 8% of the nursing workforce is absent each week due to illness.
Aim  To develop and estimate a theoretical model of work environment factors affecting oncology nurses' job satisfaction.
Methods  The sample consisted of 515 registered nurses working in oncology settings across Canada. The theoretical model was tested as a structural equation model using LISREL 8.54.
Results  The final model fitted the data acceptably ( χ ² = 58.0, d.f. = 44, P  =   0.08). Relational leadership and physician/nurse relationships significantly influenced opportunities for staff development, RN staffing adequacy, nurse autonomy, participation in policy decisions, support for innovative ideas and supervisor support in managing conflict, which in turn increased nurses' job satisfaction.
Conclusions  These findings suggest that relational leadership and positive relationships among nurses, managers and physicians play an important role in quality oncology nursing environments and nurses' job satisfaction.
Implications for nursing management  Oncology nursing work environments can be improved by focusing on modifiable factors such as leadership, staff development and staffing resources, leading to better job satisfaction and hopefully retention of nurses.     

临床护士工作家庭冲突及应对方式对工作满意度的影响

目的:了解临床护士工作家庭冲突、应对方式和工作满意度的现状,并探讨三者之间的关系。方法:便利抽取2所医院578名临床护士。采用护士一般人口情况调查表、工作家庭冲突量表、应对方式量表和护士工作满意度量表进行调查。结果:临床护士工作家庭冲突处于较高水平,工作影响家庭高于家庭影响工作,且差异具有统计学意义(P<0.001);工作满意度均分为(2.88±0.46)分,得分最低的维度为薪酬;护士应对方式6个维度得分由高到低为:问题的解决、正面认识、行为摆脱、寻求社会支持、缓解情绪困扰、回避与自责;工作家庭冲突、问题的解决、寻求社会支持、回避与自责显著影响工作满意度(P<0.01)。结论:鼓励护士积极解决问题和寻求社会支持是降低工作家庭冲突、提高工作满意度的正性激励措施。     

Work-related stress, education and work ability among hospital nurses

Title. Work‐related stress, education and work ability among hospital nurses. Aim. This paper is a report of a study conducted to determine which occupational stressors are present in nurses’ working environment; to describe and compare occupational stress between two educational groups of nurses; to estimate which stressors and to what extent predict nurses’ work ability; and to determine if educational level predicts nurses’ work ability. Background. Nurses’ occupational stress adversely affects their health and nursing quality. Higher educational level has been shown to have positive effects on the preservation of good work ability. Method. A cross‐sectional study was conducted in 2006–2007. Questionnaires were distributed to a convenience sample of 1392 (59%) nurses employed at four university hospitals in Croatia (n = 2364). The response rate was 78% (n = 1086). Data were collected using the Occupational Stress Assessment Questionnaire and Work Ability Index Questionnaire. Findings. We identified six major groups of occupational stressors: ‘Organization of work and financial issues’, ‘public criticism’, ‘hazards at workplace’, ‘interpersonal conflicts at workplace’, ‘shift work’ and ‘professional and intellectual demands’. Nurses with secondary school qualifications perceived Hazards at workplace and Shift work as statistically significantly more stressful than nurses a with college degree. Predictors statistically significantly related with low work ability were: Organization of work and financial issues (odds ratio = 1·69, 95% confidence interval 1·22–2·36), lower educational level (odds ratio = 1·69, 95% confidence interval 1·22–2·36) and older age (odds ratio = 1·07, 95% confidence interval 1·05–1·09). Conclusion. Hospital managers should develop strategies to address and improve the quality of working conditions for nurses in Croatian hospitals. Providing educational and career prospects can contribute to decreasing nurses’ occupational stress levels, thus maintaining their work ability.