男护士组织承诺与职业倦怠的相关性研究

目的 调查男护士组织承诺及职业倦怠的现状,并探讨两者之间的关系。方法 通过互联网问卷发放平台对上海地区各等级医院的349名男护士进行问卷调查,问卷由一般人口学特征、职业倦怠量表和组织承诺量表组成。结果 男护士处于高度职业倦怠水平,三个维度的得分分别为情感倦怠为(29.24±11.88)分,去人格化为(11.85±6.56)分,低个人成就感为(24.50±10.50)分;男护士组织承诺总条目均分为(2.54±0.44) 分,处于较高水平;男护士组织承诺与职业倦怠显著相关(P＜0.01或P＜0.05);机会承诺为职业倦怠的危险因素,而情感承诺、规范承诺和理想承诺均为职业倦怠的保护因素。结论 护理管理者应重视提高男护士情感承诺、规范承诺和理想承诺水平,从而避免职业倦怠的产生。     

护士工作压力、职业承诺与工作倦怠的研究

【】目的：探讨护士工作压力、职业承诺对其工作倦怠的影响。方法：采用中国护士压力源量表、职业承诺问卷、国内修订版工作倦怠普适量表(MBI-GS)对160名护士进行问卷调查。结果：①护士工作压力的总均分为3.06±0.68分;职业承诺的总均分为3.02±0.67分;工作倦怠中情绪枯竭得分为20.47±7.20分,工作态度(玩世不恭)得分为13.26±5.82分,低成就感得分为25.76±8.33分。②工作压力和职业承诺均对工作倦怠有显著影响;且工作压力能够通过职业承诺的中介作用,负向预测护士工作倦怠的情绪枯竭和工作态度两个维度。结论：护士工作压力、职业承诺和工作倦怠三者密切相关;职业承诺对工作压力和工作倦怠有部分中介作用。     

病房护士组织承诺及其影响因素的调查与分析

目的了解护士组织承诺度现状,探讨其影响因素。方法采用问卷调查法,对178名病房护士进行调查研究。结果护士的组织承诺得分处于中等偏上水平,但也有将近一半的人只要工作性质相似就可以在其他医院工作;单因素分析结果显示：影响组织承诺的因素包括年龄、工作年限、科室、期望匹配度、对薪酬的满意度、角色冲突和角色模糊等。进一步多元分析显示,护士的角色模糊（β=-0．314）、角色冲突（β=-0．174）、对薪酬的满意度（β=0．169）、期望匹配度（β=0．344）和工作科室（β=0．300）等5个因素是护士组织承诺的主要影响因素。结论护士的组织承诺总体较好;护理管理者应考虑角色认知变量和某些个体特征变量的影响,以进一步增强护士的组织承诺感。     

Burnout and Its Impact on Good Work in Nursing

The impact of burnout on work performance and job satisfaction in nursing is well known. Burnout is known to influence job satisfaction, retention, and the nurses’ sense of moral cohesion. Burnout has also been associated with negative patient outcomes. Perception of factors associated with burnout may differ among nurses at different points of the professional trajectory. The purpose of this article is to discuss the impact of burnout on the nursing profession. This article will also address the concepts of burnout within the framework of an evolving concept, “good work in nursing,” and consider interventions to minimize risk for burnout among developing and veteran professional nurses to sustain a commitment to excellence in the nursing profession.     

手术室护士工作压力、工作满意度与组织承诺的相关分析

目的探讨手术室护士工作压力、工作满意度与组织承诺的关系,为手术室管理提供切实可行的依据。方法选取201名手术室护士为研究对象,使用护士工作压力源量表、明尼苏达满意度问卷及组织承诺量表进行调查研究。结果手术室护士组织承诺的3个维度价值承诺、努力承诺、留职承诺及总分分别为（20．28±2．83）,（29．01±3．53）,（45．99±8．18）,（95．28±13．05）分;不同月平均夜班数、月收入护士组只承诺得分差异有统计学意义（P〈0．05）;手术室护士工作压力与组织承诺呈显著正相关（r=0．298,P=0．000）;工作满意度与组织承诺有显著的相关性,外在满意度与组织承诺之间相关性最为显著（t=9．780,P〈0．01）。结论手术室管理人员应注重缓解护理人员的工作压力,提高护理人员的满意度,提升护理人员的组织承诺。     

Relationship of job satisfaction with perceived organizational support and quality of care among South Korean nurses: A questionnaire survey

Background

The International Hospital Outcomes Study found that organizational/managerial support for nursing has a pronounced effect on nurses’ job dissatisfaction, burnout and quality of care. However, these findings have not been validated in non-Western countries using the same study method and instrument.

Objectives

The objectives of this study were to: (a) examine associations between job satisfaction and burnout, organizational support and quality of care reported by South Korean nurses, (b) identify the best predictors of job satisfaction among South Korean nurses through multivariate modeling and (c) compare findings of this study with those from the International Hospital Outcomes Study.

Research method

This replication study used a cross-sectional survey design. The Pennsylvania Registered Nurse Survey used in the International Hospital Outcomes Study (IHOS) was administered to 496 registered nurses working at 23 acute hospitals in South Korea. A statistical model of job satisfaction was developed using logistic regression.

Results

Job dissatisfaction was positively correlated to total burnout scores (r = .42, p < .001) and lack of organizational support (r = .36, p < .001). Multivariate analysis found that job satisfaction was significantly associated at the level of 0.05 with total burnout scores, amount of organizational support and satisfaction with nurse identity, with odds ratios of .92 (p < .001), 1.04 (p < .01) and 11.93 (p < .001), respectively. Korean nurses reported low quality of care in their practice setting and were less confident in their patients’ ability of self-management after discharge. Yet despite a high patient-to-nurse ratio (22 patients per nurse), Korean nurses had a higher job satisfaction rate (68.8%) and lower burnout scores (35.7) than their counterparts in the International Hospital Outcomes Study.

Conclusion

The high patient-to-nurse ratio allows South Korean nurses to focus on more technical tasks that give less stress and have higher job satisfaction because of it. However, this also leads to the South Korean nurses having less confidence in their patient's ability to take care of themselves upon discharge. South Korean nurses should also be given opportunity to advance themselves professionally and be recognized for their abilities while being given more responsibility for the clinical decision making in their patient's care.     

The mediating role of psychological empowerment on job satisfaction and organizational commitment for school health nurses: A cross-sectional questionnaire survey

Background

The importance of the professional role of school health nurses in promoting children's health in their school environment is widely recognized. However, studies of their working experience have revealed feelings of disempowerment that appear to be related to insufficient support from school managers. In these unsupportive working environments, it seems possible that psychological empowerment may play a mediating role to strengthen employees’ satisfaction and commitment to their employing organization.

Objectives

The aim of this study is to test an exploratory model of empowerment in a Taiwanese sample of school health nurses by examining the mediating role of psychological empowerment in the relationship between external factors and work-related attitudes, specifically job satisfaction and organizational commitment.

Design

A cross-sectional survey with self-reported questionnaires.

Participants and methods

Probability proportional sampling was used to generate a randomly selected sample of 500 school health nurses in elementary and junior high schools in Taiwan. A total of 330 valid questionnaires were returned, yielding a response rate of 66%.

Results

The exploratory model including all hypothesized variables provided an adequate fit (χ² = 29.24; df = 17; p = .052; adjusted goodness-of-fit index [AGFI] = .96; goodness-of-fit index [GFI] = .98; root-mean-square error of approximation [RMSEA] = .05) for the data and indicated that psychological empowerment did not fully mediate the relationship between organizational empowerment and job satisfaction because of the strong direct effects of organizational empowerment on job satisfaction. The influence of empowerment on organizational commitment was mediated through job satisfaction.

Conclusions

Psychological empowerment did not mediate the relationship between external factors and work attitudes, and job satisfaction emerged as an important factor. If school leaders can improve the job satisfaction of school health nurses, this will help them achieve greater commitment and loyalty of school health nurses to their employing schools.     

产科护士工作压力源和心理健康状况的调查研究

目的了解产科护士工作压力、心理健康状况以及二者相互关系,探讨保障产科护士心理健康、提高护理工作绩效的方法和途径。方法采用表格形式,对广州地区7所医院共217个产科护士进行问卷调查。结果产科护士压力源主要表现在工作量、工作时间和护理专业方面。产科护士的焦虑分值(43·85±14·18分)和抑郁分值(54·21±11·27分)均高于常模(P<0·01);焦虑和抑郁的发生率分别为29·49%和66·82%,其发生的原因与护理专业工作、工作量及时间分配、病人护理和管理、人际关系呈正相关(P<0·01),而与工作环境及资源不相关。结论积极采取有效措施减轻产科护士工作压力,有利于保障产科护士的心理健康。     

Predictors of RNs' intent to work and work decisions 1 year later in a U.S. national sample

Background

Many studies have examined predictors of nurses’ intention to work in their job, including desire to quit. Intent has been a good predictor of actual turnover. Few longitudinal studies exist that consider regional variables.

Objectives

To extend the conceptual framework of turnover research to the whole nursing workforce and determine: (1) how do demographics, region (metropolitan statistical area: MSA), movement opportunities, and work setting variables affect registered nurses’ (RNs) intent to work and desire to quit; and (2) how do demographics, MSA variables, movement opportunities, and work setting variables affect RNs’ work behavior at time 2?

Design

Panel study using Dillman's design method.

Settings and participants

Randomly selected national cluster sample from 40 urban geographic regions (MSAs) in 29 states of the United States.

Methods

Four thousand surveys were sent. There were 1907 female RNs under 65 (48% response rate) from year 1 of which 1348 responded at year 2 (70% response rate).

Results

The first analyses used desire to quit (explained 65% of the variance) and intent to work from year 1 as dependent variables. Satisfaction and organizational commitment were significant negative predictors of desire to quit. In the logistic regression on intent to work, the work motivation and work-family conflict were positive and significant as well as wages (negative) and three benefit variables. In year 2, the dependent variable was working or not and if working, full-time or not. For this bivariate probit regression no attitudes influenced the work/not work decision, but MSA level variables, wages (positive) and benefits (positive) did. Organizational commitment and higher workload increased the probability of working FT.

Conclusions

Regional differences across markets need to be controlled and their influence investigated. In addition, attitudes as well as wages and benefits were important in certain decisions: these factors are clearly under the influence of employers.