Understanding the influence of resilience on psychological outcomes — Comparing results from acute care nurses in Canada and Singapore

BackgroundBuilding resilience among nurses is one of the ways to support and retain nurses in the profession. Prior literature which evaluated influence of resilience on psychological outcomes, were conducted in relatively homogeneous populations. It is of interest to evaluate whether relationships between resilience and psychological outcomes remain consistent across nations and among different nursing populations.AimTo evaluate a theoretical model of the impact of resilience on burnout (BO), secondary traumatic stress (STS) and compassion satisfaction (CS) by comparing results between nurses in Canada and Singapore.MethodA self-reported questionnaire consisting of questions on demographics, resilience (Connor-Davidson Resilience Scale), and psychological adjustment (Professional Quality of Life) was administered via an online survey. One thousand three hundred and thirty-eight nurses working in two Academic Medical Centres in Singapore responded to the online survey. Similar data was also collected from 329 nurses in Canada. Hypotheses were tested using structural equation modeling.ResultsResilience exerts a significant negative direct impact on STS, and a significant negative direct impact on BO. Additionally, resilience has a positive direct impact on compassion satisfaction. STS exerts a positive direct impact on BO while CS has a negative direct impact on BO.ConclusionCurrent study affirmed significant associations between resilience and professional quality of life. Knowledge on resilience is key in informing design and implementation of resilience-building strategies that include professional development, and strengthening of interpersonal skills. A resilience-based approach will help reduce nurses' BO and STS while caring for their patients, and in turn reduce turnover.     

工作满意度在护士心理弹性与职业倦怠间的中介效应

目的 探讨工作满意度在护士心理弹性与职业倦怠间的中介效应。方法 采用便利抽样法,2022年11—12月选取广州市6家公立医疗机构的护士作为研究对象。采用心理弹性调查量表、护士工作满意度量表、中国职业倦怠量表对其进行调查,采用AMOS 25.0构建心理弹性-工作满意度-职业倦怠关系模型,并进行中介效应检验。结果 本组护士职业倦怠总分为（45.65±12.36）分、心理弹性总分为（86.76±16.48）分、工作满意度总分为（51.59±11.05）分。本组护士职业倦怠与心理弹性呈负相关（r=-0.523,P<0.001）,职业倦怠与工作满意度呈负相关（r=-0.541,P<0.001）,心理弹性与工作满意度呈正相关（r=0.640,P<0.001）,护士工作满意度在心理弹性与职业倦怠中起部分中介效应。中介效应值为-0.273,效应占比为50.8%。结论 本组护士职业倦怠总体呈中等偏下水平,心理弹性、工作满意度总体呈中等偏上水平。护士心理弹性可以通过工作满意度间接影响其职业倦怠。建议护理管理者采取积极措施来提升护士心理弹性,提高其工作满意度,进而降低职业倦怠水平。     

An exploratory study of resilience and job satisfaction among psychiatric nurses working in inpatient units

The present exploratory study was designed to examine the relationship between resilience and job satisfaction in psychiatric nurses working in inpatient units in a large, urban medical centre. The long range goal was to understand the dimensions of job satisfaction in this inpatient environment in order to implement nurse retention programmes specifically targeted toward teaching nurses skills in developing resilience. The nurses (n = 32) reported a high level of resilience and high job satisfaction. The job satisfaction subscale of professional status had the highest mean rating among these nurses, and the physician-nurse interaction subscale had the lowest mean score. Implications for future practice and research are addressed.     

146名低年资护士工作满意度的调查分析

目的 了解低年资护士的工作满意度,找出相关因素,为培养护理人才提供保障.方法 采用护士工作满意度评定量表,对146名工作5年内的低年资护士进行不记名方式问卷调查.结果 护士满意度评定量表的8个因子中,对工资及福利、个人成长及发展满意度得分较低,分别为(3.18±1.36)分、(3.47±0.93)分,对工作负荷强度满意得分较高,为(3.79±0.98)分;不同年龄、工龄、学历、婚姻状况的护士,其满意度得分比较差异均有统计学意义(P＜0.05).结论 低年资护士的工作满意度有待提高,建议改善低年资护士的工资及福利待遇,对其进行可行的职业规划,以促进个人成长及发展,分层次使用,提高其基本素质及专业能力.     

A cross-sectional study of clinical emergency department nurses’ occupational stress,job involvement and team resilience

IntroductionThe occupational stress of clinical nurses has drawn increasing attention. It has been proven that occupational stress is related to job involvement, and job involvement affects team resilience. However, research on the relationship between emergency nurses’ occupational stress, job involvement and team resilience is lacking.AimTo explore relationships between occupational stress, job involvement, and team resilience among a sample of emergency nurses and determined significant influencing factors of occupational stress in emergency departments.MethodsIn four hospitals in Shandong, China, 187 emergency room nurses participated in a study. The Utrecht Work Engagement Scale, the Chinese version of the Stressors Scale for Emergency Nurses, and a scale for evaluating the team resilience of medical professionals were used to collect data.ResultsThe overall occupational stress score of nurses working in the emergency departments in Shandong province was 81.07 ± 25.80. The results of Single-factor analysis demonstrated that the scores indicating the occupational stress for emergency nurses differed significantly with respect to age, education level, marital status, children, professional title, work experience and work shift (P < 0.05). Additionally, there is a negative correlation between job involvement and team resilience and occupational stress. Multiple linear regression results showed that the job involvement, team resilience and work shift were statistically significant influencing factors of the level of occupational stress (change R² = 17.5 %, F = 5.386, P < 0.001).ConclusionsStronger team resilience and more active job involvement resulted in lower occupational stress levels experienced by emergency nurses.     

抗击新型冠状病毒感染肺炎的护士心理弹性及影响因素研究

目的:了解杭州市西溪医院抗击新型冠状病毒感染肺炎(简称新冠肺炎)的护士心理弹性情况,分析心理弹性的影响因素。方法:采用便利抽样法,于2020年2月4—5日采用一般资料问卷、心理弹性量表(CD-RISC)及一般自我效能感量表(GSES)对杭州市西溪医院193名抗击新冠肺炎的护士进行调查,采用Pearson相关分析和多重线性回归分析心理弹性的影响因素。结果:193名护士心理弹性总分为(62.60±13.70)分,乐观、自强与坚韧3个维度的得分分别为(9.59±2.37)、(21.62±4.68)和(31.40±7.74)分。一般自我效能感量表总分为(28.33±3.55)分。单因素分析结果显示,不同性别、是否有参与公卫突发事件应对经历、自觉准备程度以及完成任务的信心在CD-RISC总分及坚韧维度上差异有统计学意义(P<0.05)。Pearson相关分析显示,心理弹性与一般自我效能呈正相关(r=0.474,P<0.01)。多重线性回归分析结果显示,自觉准备程度、完成任务的信心、一般自我效能感是抗击新型肺炎护理人员心理弹性的影响因素,共解释总变异的27.6%。结论:抗击新冠肺炎护士心理弹性水平较低,有待提高。建议重点关注此类高危人群,给予其积极、有效的心理干预,以提高抗击新冠肺炎护士心理弹性水平。     

439名ICU护士工作压力源水平及相关因素分析

目的了解ICU护士的工作压力状况,探讨相关影响因素。方法采用《中国护士工作压力源量表》,对广东省内10所二级甲等以上医院的439名ICU护士,进行问卷调查,分析不同人口学特征护士压力源的水平差异、总体压力源水平及其与工作时间和主观满意度的相关性。结果女性护士的工作压力源总分高于男性护士(t=3.67,P0.01);不同职称、不同编制、不同职务的ICU护士,在工作压力源总分的差异有统计学意义(P0.01或P0.05);从事ICU工作时间与工作压力源总分呈一定正相关(r=0.163,P0.01);对生活总体满意度与工作压力总分呈一定负相关(r=-0.191,P0.01)。结论 ICU护士中,女性、护师、护士长和在编护士的工作压力较大,工作年限、对目前生活的满意度评价与工作压力感受有一定关系,重视上述人群和针对有关因素进行干预可望调节ICU护士工作压力。     

精神科护士工作满意度与职业价值观相关性研究

目的：探讨精神科护士工作满意度及其与职业价值观的相关性。方法对180名精神科护士应用一般情况调查问卷、卡劳斯克与米勒满意度量表、护士职业价值观量表进行测评分析。结果本组精神科护士卡劳斯克与米勒满意度量表总均分为（2．34±0．45）分,各维度分均≤3．79分;回归分析显示,性别、婚姻状况和人事关系是精神科护士工作满意度的主要影响因素;精神科护士卡劳斯克与米勒满意度量表总均分及各维度分与护士职业价值观量表总分及各维度分呈显著正相关（P＜0．05）。结论精神科护士工作满意度较低,工作满意度与职业价值观密切相关。     

160名临床护士心理弹性状况的调查分析

目的 了解不同层次护士的心理弹性状况.方法 采用一般资料问卷和中文版Connor-Davidson心理弹性量表(CD-RISC)对160名临床护士进行调查.结果 临床护士心理弹性的总均分为(53.71±7.35)分.护士心理弹性在不同风险科室、不同年龄阶段、不同工作年限、不同职称方面差异有统计学意义(P＜0,05),低风险科室护士心理弹性高于高风险科室护士心理弹性;30岁以上护士心理弹性高于25～30岁和25岁以下护士;工作15年以上护士心理弹性高于5～10年和10～15年的护士.护师心理弹性高于护士;主管护师以上心理弹性高于护师,高于护士.结论 高风险科室、低年资、初级职称年轻护士的心理弹性较差,临床管理者和教育者应关注并给予有针对性的帮助,以促进临床一线护士的身心健康.     

Implementing a Resilience Bundle for Emergency Nurses: An Evidence-Based Practice Project

IntroductionResilience bundles are designed to work within and enhance existing routines. In the wake of COVID-19, nurses are reporting high levels of burnout and are leaving the field at an alarming rate. Hospital system leaders across the country are working to develop wellness programs to improve nurse morale, decrease burnout, and enhance resilience. Resilience can help mitigate nurse burnout, and using a bundle of tools to help nurses develop resilience is more effective than a single strategy.MethodsUsing the Connor-Davidson Resilience Scale-10 and the Perceived Stress Scale 4, emergency nurses were surveyed to measure resilience and stress before and after implementation of a 3-strategy resilience bundle. We surveyed at baseline, phase 1 (6 weeks after implementation), and phase 2 (15 weeks after implementation).ResultsA statistically significant increase in the Connor-Davidson Resilience Scale-10 scores was identified between the baseline and phase 1 surveys. A measurable decrease in the Perceived Stress Scale 4 was found between the baseline survey and the phase 1 and phase 2 postintervention surveys.DiscussionAlthough evidence suggests a multifocal approach to improving resilience, use of resilience bundles is new. To enhance nurse resilience and mitigate burnout, nurse leaders may consider resilience bundles to prioritize the mental health and wellness of their staff.     

疫情期间一线非现役文职护理人员心理弹性的影响因素研究

目的 了解新型冠状病毒疫情期间一线非现役文职护理人员心理弹性状况并分析影响因素,为非现役文职护理人员执行卫勤保障任务前适应性训练及应对能力提供参考.方法 采用一般资料问卷和心理弹性量表对102名疫情期间一线非现役文职护理人员进行问卷调查.结果 疫情期间一线非现役文职护理人员心理弹性量表总分为(70.63±14.24)分...     

晋东南地区三级医院护士工作满意度影响因素研究

目的描述晋东南地区三级综合医院护士工作满意度的现状并探讨其影响因素,为提高护理工作满意度提供科学依据。方法运用整群随机的方法,对晋东南地区3所三级综合医院611名护士采用护士工作满意度量表、护士工作压力量表、一般自我效能感量表、情绪智力量表和白编一般资料问卷进行调查。调查所得数据用统计软件SPSS13．0进行统计分析。结果护士工作满意度得分为（3．052±0．436）分,各维度得分中以与同事关系为最高（3．783±0．672）分,工资与福利为最低（2．331±0．711）分;不同工作科室护士工作满意度得分差异有统计学意义（Hc=15．337,P〈0．01）护士工作压力总体得分为（2．839±0．359）分,护士工作满意度与工作压力呈负相关,与自我效能感、情绪智力呈正相关（P〈0．01）;多元线性回归分析显示护士工作压力、情绪智力、职务和自我效能感是护士工作满意度的影响因素。结论采取有效措施减缓护士工作压力,重视护士情绪智力、自我效能的培养,提供专业发展机会有利于提高护士工作满意度。     

北京市聘用制护士离职意愿及影响因素研究

目的 探讨聘用制护士离职意愿及其影响因素.方法 采用便利抽样法,对北京市3所三级甲等医院280名聘用制护士进行问卷调查,问卷包括护士基本情况、离职倾向量表、护士工作满意度量表、付出-获得量表.结果 聘用制护士离职意愿的得分为( 13.53±2.23)分.在工作满意度中“工资与补贴”得分较低,为(2.16±0.57)分,...     

手术室护士间团结度对其工作满意度的影响研究

目的 探讨手术室护士间团结度对其工作满意度的影响。 方法 采用便利抽样法抽取温州市3所三级甲等医院的手术室护士268名进行问卷调查,了解手术室护士间团结度和工作满意度的现状,并探讨两者之间的关系。 结果 手术室护士工作满意度总分为（56.0±14.0）分,手术室护士间团结度与其工作满意度呈正相关,回归分析显示,控制人口学变量之后,情感团结、学术团结共可以解释工作满意度的30.1%。 结论 临床管理者应根据手术室护士团结度中的不足之处,制订针对性的干预措施,增进手术室护士的工作满意度。     

院前急救护士心理韧性现状及其影响因素研究

目的:调查院前急救护士心理韧性现状并分析其影响因素。方法:采用Connor-Davidson韧性量表,对荆州市135名院前急救护士进行心理韧性调查,并采用多元线性回归分析法分析其影响因素。结果:院前急救护士的心理韧性总均分为(3.37±0.29)分,得分状况较好;多元线性回归分析显示,心理韧性的影响因素包括婚姻、从事院前急救年限、家庭照护任务及身体健康状况。结论:院前急救护士具有较好的心理韧性,是在逆境中不断发展壮大起来的,且能将其转换为行为的本能特质。     

综合医院非精神科护士对精神疾病病人歧视态度的调查研究

[目的]了解非精神科护士对精神疾病病人的歧视状况,探讨其影响因素。[方法]采用一般资料问卷、精神卫生知识问卷、歧视精神疾病病人评估量表对某三级甲等综合医院非精神科470名护士进行问卷调查。[结果]非精神科护士在隔离维度、危险维度、能力维度及歧视总分均高于常模人群(P0.001)。对歧视量表总分的影响因素为精神卫生知识掌握程度、是否参加过精神/心理知识讲座。[结论]综合医院非精神科护士对精神疾病病人歧视程度较高,精神卫生知识问卷得分越高、参加过精神/心理知识讲座的护士对精神疾病病人歧视程度越轻。     

县级基层护士职业倦怠状况及影响因素分析

目的 分析某县基层护士的职业倦怠状况及影响因素。方法 选取某县医院护士507人,采用职业倦怠量表通用版（MBI-GS）、患者健康问卷抑郁症状群量表（PHQ-9）、广泛性焦虑量表（GAD-7）、中文版知觉压力量表（CPSS）、一般自我效能感量表（GSES）进行横断面调查;比较不同人口学特征护士的职业倦怠情况,采用多元线性回归分析基层护士职业倦怠的影响因素。结果 基层护士在职业倦怠得分及情绪衰竭、玩世不恭、成就感低落维度均处于中度倦怠水平。不同年龄护士的玩世不恭评分比较,差异具有统计学意义（P<0.05）;不同每日工作时长、月收入、PHQ-9评分、GAD-7评分、GSES评分护士的MBS-GS、情绪衰竭、玩世不恭、成就感低落评分比较,差异具有统计学意义（P<0.05）;不同CPSS评分护士的MBS-GS、情绪衰竭、玩世不恭评分比较,差异具有统计学意义（P<0.05）。多元线性回归显示,每日工作时长、月收入和重度抑郁为基层护士职业倦怠的主要影响因素（P<0.01）。结论 基层护士职业倦怠现象较普遍,且伴随明显的情绪异常、知觉压力高和自我效能感降低,每日工作时长、月收入...     

三级精神病专科医院护士工作满意度调查

目的：了解三级精神病专科医院护士的工作满意度,为医院管理提供依据。方法对81名精神科护士采用护士工作满意度量表进行测评分析。结果精神科护士对工作满意度均处于中上水平,对目前工作满意度由高到低依次为工作负荷、工作本身、工作被认可、家庭与工作平衡、与同事关系、管理、个人成长与发展、工资及福利。结论精神科护士对工作负荷、工作本身较为满意,对个人成长与发展、工资及福利最不满意,相关部门应予以有针对性地措施提高护士的工作满意度。     

精神科男护士焦虑抑郁情绪与工作压力相关性研究

目的 探讨精神科男护士焦虑抑郁情绪与工作压力的相关性,为制定干预措施提供依据.方法 对100名精神科临床男护士采用焦虑自评量表、抑郁自评量表和护士工作压力源量表进行测评分析.结果 精神科临床男护士焦虑、抑郁情绪检出率分别为52.0%、39.0%;有焦虑、抑郁情绪的男护士工作压力源量表各维度评分均显著高于无焦虑、抑郁情绪者(P＜0.05);男护士焦虑自评量表评分与工作压力源量表各维度评分均呈显著正相关,抑郁自评量表评分与工作压力源量表专业及工作、时间及工作量、环境及资源、患者护理4个维度评分呈显著正相关(P＜0.05).结论 精神科男护士焦虑抑郁情绪检出率高,其焦虑抑郁情绪与护理工作压力密切相关,应引起管理者的重视.