护士精神薪酬满意度与其工作投入的相关性研究

[目的]探讨护士精神薪酬满意度与其工作投入的相关性。[方法]采用中文版护士精神薪酬满意度问卷和工作投入量表对468名护士进行问卷调查,并采用Pearson相关分析和分层回归分析法分析护士精神薪酬满意度对工作投入的影响。[结果]护士工作投入总分为(3.31±0.98)分,精神薪酬满意度总分为(19.28±3.94)分;工作投入与来自护士长和来自医生的精神薪酬满意度呈正相关(P0.05);护士聘用方式、年龄和精神薪酬满意度均为影响工作投入的因素。[结论]护士精神薪酬满意度与其工作投入密切相关,护理管理者可从提高护士精神薪酬满意度角度提高其工作投入水平。     

护士精神薪酬满意度与其工作投入的相关性研究

[目的]探讨护士精神薪酬满意度与其工作投入的相关性.[方法]采用中文版护士精神薪酬满意度问卷和工作投入量表对468名护士进行问卷调查,并采用Pearson相关分析和分层回归分析法分析护士精神薪酬满意度对工作投入的影响.[结果]护士工作投入总分为（3.31±0.98）分,精神薪酬满意度总分为（19.28±3.94）分;工作投入与来自护士长和来自医生的精神薪酬满意度呈正相关（P〈0.05）;护士聘用方式、年龄和精神薪酬满意度均为影响工作投入的因素.[结论]护士精神薪酬满意度与其工作投入密切相关,护理管理者可从提高护士精神薪酬满意度角度提高其工作投入水平.     

心理脱离在急诊科护士情绪劳动与工作投入间的中介效应

目的探讨心理脱离在急诊科护士情绪劳动与工作投入间的中介效应,为提高急诊科护士工作投入提供新思路。方法 2019年1月-3月对安徽省20所公立医院284名急诊科护士以心理脱离量表、情绪劳动量表、工作投入量表为研究工具进行问卷调查,采用Amos23.0构建结构方程模型,分析安徽省急诊科护士心理脱离、情绪劳动、工作投入水平并探讨三者间关系。结果急诊科护士心理脱离、情绪劳动、工作投入得分分别为(7.98±3.19)分、(53.05±11.30)分、(62.62±19.30)分。心理脱离、情绪劳动与工作投入三者之间两两均呈正相关(P<0.05)。结构方程模型拟合度良好,心理脱离在急诊科护士情绪劳动与工作投入之间存在部分中介效应(β=0.054)。结论情绪劳动中的深层扮演与情绪表达要求维度和心理脱离水平的提高有助于提升急诊科护士工作投入水平,心理脱离在急诊科护士情绪劳动与工作投入中起部分中介效应。护理管理者可通过情绪劳动培训提高急诊科护士的心理脱离水平,以促进其工作投入。     

急诊科护士工作满意度的调查研究

目的 研究急诊科护士工作满意度,供管理者参考。 方法 以162例急诊科护士为研究对象,对其工作满意度进行问卷调查,用量性研究和质性研究相结合的方法进行统计分析。 结果 急诊科护士在与共事者的关系、工作被称赞和被认可、对排班的满意度3项满意度高;在福利待遇、对工作的支配及参与决策的机会、专业发展的机会3项满意度低。 结论 管理层提高护理质量应考虑提高护士工作满意度。     

伦理敏感性与工作嵌入在护士感知的管理关怀与工作满意度间的链式中介效应

目的 探讨伦理敏感性、工作嵌入在护士感知的管理关怀对工作满意度影响机制中的多重中介作用。方法 采用便利抽样法,于2020年7-8月选取湖南省5所医院的护士作为调查对象。采用一般资料问卷、管理关怀性量表、伦理敏感性量表、工作嵌入量表、工作满意度量表对773名研究对象进行调查,构建并检验链式中介模型。结果 本组773名护士感知的管理关怀总分为152.00（134.50,165.00）,伦理敏感性总分为39.00（36.00,44.00）,工作嵌入总分为26.00（22.00,28.00）分,工作满意度总分为74.00（67.00,80.00）分。护士感知的管理关怀对工作满意度的间接效应成立,总的间接效应为0.284;伦理敏感性的特定中介效应占总间接效应的20.8%;工作嵌入的特定中介效应占总间接效应的70.4%;伦理敏感性和工作嵌入在护士感知的管理关怀和工作满意度间的链式中介效应占总间接效应的8.8%。结论 伦理敏感性、工作嵌入在护士感知的管理关怀和工作满意度间的多重中介效应成立。建议管理者重视对护士实施的关怀举措,制定不同培训计划,提升其伦理敏感性,提高对组织的认同感和依赖性,进而提高工作满意度水平。     

山东省某三甲医院急诊科护士工作满意度情况及影响因素

目的 分析山东省某三甲医院急诊科护士的工作满意度情况及影响因素,为医院管理者制定改进措施提供依据。方法 采用方便抽样的方法,选择山东省某三甲医院急诊科160名护士为研究对象。采用护士工作满意度调查表、心理弹性量表、中国护士工作压力源量表对其进行调查。结果 不同年龄段、不同工作时间、不同护理单元、不同职称以及不同婚姻状况的护士,其工作满意度得分差异有统计学意义(P<0.05)。急诊科护士的护士工作满意度评定量表条目均分为(3.01±0.37)分,处于一般水平,尚未达到满意。心理弹性量表条目均分表明该急诊科护士心理弹性水平较低。工作压力方面,急诊科护士的工作压力较大。性别、所在护理单元、心理弹性水平及工作压力是急诊科护士工作满意度的影响因素。结论 急诊科护士的工作满意度有待提高,医院管理者可根据实际情况,结合以上影响因素采取相应措施,提高急诊科护士的工作满意度。     

急诊科护士医院伦理氛围与工作投入的现状及其相关性分析

目的 调查急诊科护士医院伦理氛围认知与工作投入的现状及其相关性.方法 便利抽样选取湖南360名急诊科护士作为研究对象,采用一般资料问卷、医院伦理氛围认知量表以及工作投入量表进行调查.结果 急诊科护士医院伦理氛围认知总分为(71.29±12.55)分,工作投入总分为(72.83±11.95)分;急诊科护士工作投入与医院伦理氛围认知呈正相关(r=0.561,P<0.01).医院聘用方式、是否接受过医学伦理教育培训的急诊科护士对工作投入有影响(R2=0.402,F=18.872,P<0.001).结论 急诊科护士伦理氛围认知和工作投入均处于中等水平,医院伦理氛围得分越高其工作投入得分越高.护理管理者应提高非编制内急诊科护士的薪资待遇,实现同工同酬,给予社会支持;除此之外,还应关注未接受过伦理教育培训的急诊科护士,给予他们更多学习发展的机会,促进其综合能力的发展与完善,同时加大对其医学伦理教育的培训,从而提高其工作投入.     

情感承诺在新护士无礼行为感知与工作投入间的中介效应

目的 探讨情感承诺在新护士无礼行为感知与工作投入间的中介作用。方法 采用便利抽样法,于2020年9月选取湖北省武汉市9所医院的217名新护士为研究对象。采用一般资料问卷、工作场所无礼行为量表、情感承诺量表和工作投入量表对其进行调查。结果 新护士无礼行为感知、工作投入、情感承诺条目均分分别为（1.98±0.53）分,（3.40±0.63）分,（3.45±0.64）分;新护士无礼行为感知与情感承诺、工作投入均呈负相关（P<0.01）,情感承诺与工作投入呈正相关（P<0.01）;情感承诺在无礼行为和工作投入间起部分中介作用,中介效应值为-0.223,效应占比为40.32%。结论 新护士普遍经历一定程度的工作场所无礼行为,并对他们的情感承诺和工作投入造成显著的不良影响。建议医院管理者应重视护理工作场所无礼行为,并采取有效的干预措施,减少无礼行为的发生,提高新护士的情感承诺和工作投入。     

急诊科护士感知组织气氛与工作投入的相关性研究

目的 探讨急诊科护士的感知组织气氛和工作投入现状,并分析两者之间的相关性.方法 通过方便抽样抽取广州地区180名急诊科护士进行网上电子问卷调查,使用的调查工具包括一般资料收集表、组织气氛感知量表和工作投入量表.采用均数±标准差、频数和构成比、中位数和四分位间距进行统计描述;单因素分析采用独立样本t检验、单因素方差分析和Spearman等级相关分析;采用多重线性回归分析探索一般资料、感知组织气氛与工作投入之间的关系.结果 急诊科护士的工作投入得分为(46.36±13.28)分,感知组织气氛得分为(109.69±17.39)分.多重逐步线性回归结果显示:年龄越大的护士(B=0.515,e=0.002),工作投入程度越高;感受组织气氛中的团队行为维度(B=0.128,P=0.046)和管理支持维度(B=1.257,P＜0.001)得分越高,工作中投入程度越高.结论 广州地区三级甲等医院急诊科护士的感知组织气氛和工作投入情况都处于中等水平,通过干预仍有较大的提升空间.建议加强科室人文建设,在加强护士的感知团队行为得分的基础上,继续加强对急诊护理工作的管理支持,包括鼓励员工参与到科室建设和发展的决策中,给予护士工作及时的激励和肯定,提高护士在组织中被理解、被尊重、被认可的感知水平.     

护士精神薪酬满意度与其工作绩效的相关性研究

目的调查护士精神薪酬满意度和工作绩效现状,为提高护士工作绩效提供新的思路。方法采用护士精神薪酬满意度问卷和护士工作绩效量表对389名护士进行问卷调查。结果精神薪酬满意度总分为(27.07±3.79)分,工作绩效总分为(155.77±9.23)分;精神薪酬满意度总分与工作绩效总分呈正相关(P0.01);聘用方式、职称和精神薪酬满意度为护士工作绩效的预测因素(P0.01)。结论护士精神薪酬满意度和工作绩效均处于中等水平,精神薪酬满意度为护士工作绩效的影响因素,护理管理者可从提高护士精神薪酬满意度的角度提高其工作绩效。     

某专科医院儿科护士工作特征感知度与工作满意度相关性研究

目的探讨儿科护士对儿科护理工作特征的感知情况与工作满意度现状及两者的相关性,为提高工作满意度,进行工作设计提供客观依据。方法采用工作诊断调查表(短题本)和明尼苏达满意度问卷(短题本)对广州市某儿童专科医院的454名护士进行工作特征评价、看法及工作满意度调查。采用相关分析法和多元逐步回归分析法探讨两者之间的关系。结果儿科护士工作特征各维度得分最高为任务重要性(3.77±0.68)分,其次是涉及他人关系(3.76±0.68)分,得分最低是任务完整性(3.29±0.69)分。工作满意度各维度条目均分为:内在满意度(3.62±0.45)分、外在满意度(3.30±0.60)分、一般满意度(3.52±0.46)分。回归分析显示:儿科护士工作内在满意度主要受工作自主性、他人反馈及任务完整性影响,外在满意度与一般满意度主要受他人反馈与工作自主性的影响(P<0.01)。结论儿科护士整体工作满意度不高,其对儿科护理工作的自至性、任务完整性和他人反馈的认同和感知度越高,工作满意度越高。     

综合性医院急诊科护士遭受工作场所暴力的调查

目的探讨综合性医院急诊科护士遭受工作场所暴力的现状及其原因,为采取干预措施提供依据。方法 2009年9月至2010年9月采用便利抽样的方法选择北京市4所三级甲等综合性医院的168名急诊科护士作为调查对象,调查内容包括一般资料和护士遭受工作场所暴力的情况。结果在166份有效问卷中,有149名(89.8%)护士遭受过工作场所暴力。不同年龄、工作时间、学历和职称的护士遭受工作场所暴力的发生率差异无统计学意义(P>0.05);急诊科护士遭受工作场所暴力的形式依次为语言伤害(86.1%)、躯体冲突(32.5%)、特定威胁(20.5%)和性暴力(3.0%);而等待时间过久(67.1%)、未满足患方要求(64.8%)、肇事方醉酒或药物滥用(58.4%)、认为医疗费用高(53.4%)是发生暴力的主要原因;暴力发生可使护士出现委屈(75.8%)、愤怒(66.4%)、不安全感(47.6%)等不良心理反应。结论急诊科护士遭受工作场所暴力的现象普遍存在,而且工作场所暴力事件对护士造成了严重的心理伤害,因此医院管理部门应给予充分重视,从多方面采取有效措施预防和控制工作场所暴力的发生。     

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。     

The Effect of Emergency Department Crowding on Patient Satisfaction for Admitted Patients

Objectives: The objective was to study the association between factors related to emergency department (ED) crowding and patient satisfaction. Methods: The authors performed a retrospective cohort study of all patients admitted through the ED who completed Press‐Ganey patient satisfaction surveys over a 2‐year period at a single academic center. Ordinal and binary logistic regression was used to study the association between validated ED crowding factors (such as hallway placement, waiting times, and boarding times) and patient satisfaction with both ED care and assessment of satisfaction with the overall hospitalization. Results: A total of 1,501 hospitalizations for 1,469 patients were studied. ED hallway use was broadly predictive of a lower likelihood of recommending the ED to others, lower overall ED satisfaction, and lower overall satisfaction with the hospitalization (p < 0.05). Prolonged ED boarding times and prolonged treatment times were also predictive of lower ED satisfaction and lower satisfaction with the overall hospitalization (p < 0.05). Measures of ED crowding and ED waiting times predicted ED satisfaction (p < 0.05), but were not predictive of satisfaction with the overall hospitalization. Conclusions: A poor ED service experience as measured by ED hallway use and prolonged boarding time after admission are adversely associated with ED satisfaction and predict lower satisfaction with the entire hospitalization. Efforts to decrease ED boarding and crowding might improve patient satisfaction.     

Emergency Department Patient Satisfaction: Examining the Role of Acuity

OBJECTIVES: To explore the relationships between patient acuity, perceived and actual throughput times, and emergency department (ED) patient satisfaction. The authors hypothesized that high-acuity patients would be the most satisfied with their throughput times, as well as the overall ED visit. The authors also expected overall ED satisfaction to be more strongly associated with perceived throughput times compared with actual throughput times, regardless of acuity. METHODS: This was a prospective survey of 1,865 ED patients at a large, inner-city hospital during a one-month period. Data were collected on patient demographics, acuity of patient illness, actual waiting time for evaluation by a physician, and actual overall length of stay. Patient satisfaction with various throughput times (i.e., perceived throughput time) and overall ED visit was assessed by using a seven-point scale (1 = poor, 7 = excellent). Analysis of variance, analysis of covariance (ANCOVA), and correlations were conducted to explore the hypotheses. RESULTS: Patients with "emergent" acuity perceived their throughput times more favorably and were more satisfied with their overall ED visit compared with "urgent" and "routine" patients (all p < 0.01). Once the effects of perceived throughput time were controlled for by using an ANCOVA, acuity no longer predicted overall ED satisfaction. Correlations showed that overall ED satisfaction was more closely linked to perceived throughput times than to actual throughput times (average r = 0.62 vs. -0.12). CONCLUSIONS: "Emergent" patients are more satisfied than "urgent" and "routine" patients with their ED visits. "Emergent" patients perceived their throughput times more favorably than other patients, especially their wait for physician evaluation. Changing perceptions of throughput times may yield larger improvements in satisfaction than decreasing actual throughput times, regardless of patient acuity.     

Patient Satisfaction in the Emergency Department and the Use of Business Cards by Physicians

Background

Emergency departments (EDs) across the country become increasingly crowded. Methods to improve patient satisfaction are becoming increasingly important.

Objective

To determine if the use of business cards by emergency physicians improves patient satisfaction.

Methods

A prospective, convenience sample of ED patients were surveyed in a tertiary care, suburban teaching hospital. Inclusion criteria were limited to an understanding of written and spoken English. Excluded patients included those with altered mental status or too ill to complete a survey. Patients were assigned to receive a business card on alternate days in the ED from the treating physician(s) during their patient introductions. The business cards listed the physician’s name and position (resident or attending physician) and the institution name and phone number. Before hospital admission or discharge, a research assistant asked patients to complete a questionnaire regarding their ED visit to determine patient satisfaction.

Results

Three hundred-twenty patients were approached to complete the questionnaire and 259 patients (81%) completed it. Patient demographics were similar in both the business card and non-business-card groups. There were no statistically significant differences for patient responses to any of the study questions whether or not they received a business card during the physician introduction.

Conclusion

The use of business cards during physician introduction in the ED does not improve patient satisfaction.     

急诊护士医护合作水平与工作满意度相关性研究

目的：探讨急诊护士医护合作水平与工作满意度之间的关系。方法：使用一般资料问卷、护理工作满意度量表和自制的急诊护士医护合作问卷,采用方便抽样的方法,对某市9所二级以上的医院急诊科护士150名进行调查。结果：急诊护士医护合作水平为（75．36±8．648）分,急诊护士的工作满意度水平为（134．03±16．710）分,三级医院的急诊护士合作水平低于二级医院的护士（t=-4．027,P〈0．01）。急诊护士医护合作的程度与工作满意度之间呈正相关（r=0．428,P〈0．01）。结论：急诊护士医护合作水平和工作满意度均有待提高,护理管理者应协助创建健康、和谐、民主的氛围,并应对急诊护理人员加强医护合作的培训,帮助医护人员建立交流-尊重-合作型的医护关系,以提高急诊护士的工作满意度。     

深圳市龙岗区急诊护士人口学特征与工作压力的关系

目的 探讨深圳市龙岗区急诊护士工作压力情况及其在人口学特征方面的特点.方法 对在深圳市龙岗区14家医院工作的228名急诊护士,采用中国护士工作压力源量表进行调查,并按人口学特征分组,比较其压力源得分的差异.结果 (1)本组急诊护士不同的性别、年龄、学历、婚姻、子女数、急诊年资、来急诊工作原因以及调离急诊意愿等存在工作压力水平的差异(P<0.01或P<0.05).(2)本组急诊护士的整体工作压力为中度以上,得分为(1.72±0.54)分,压力最高的前3个因子依次为:社会地位与职业发展(2.21±0.65)分、患者及家属态度(2.08±0.83)分、工作环境和工作性质(1.85±0.62)分.(3)急诊年资与工作压力呈一定负相关(r=-0.17),学历与工作压力呈一定正相关(r=0.21).结论 40岁以下、急诊科工作年资≤2年、未婚未育的高学历急诊科护士,特别是不喜欢急诊科工作者压力程度最高,建议护理管理者在选聘急诊护士时注意.     

南京地区部分护士工作压力与工作满意度的调查分析

目的了解南京地区部分护士的工作压力和工作满意度及其影响因素,从而提出相应的管理对策。方法采用分层整群抽样的方法,选取南京地区4所综合医院临床护士897人,采用自行设计的问卷调查护士的工作压力和工作满意度及其影响因素。结果南京地区三级甲等综合医院护士的工作压力处于较高水平,平均（7．88±1．92）分,工作满意度处于较低水平,平均（3．63±2．10）分。基础学历和编制性质不同的护士工作压力的差异有统计学意义（P〈0．05）;护龄不同的护士工作压力的差异也有统计学意义（P〈0．01）;护龄、职称、职务不同的护士工作满意度的差异有统计学意义（P〈0．01）。结论卫生行政和医院管理部门应增加护士配置,改进支持系统和分配制度,提供晋升和培训机会,减少检查、考试,关心护士生活,从而缓解护士工作压力、提高护士工作满意度,保障护理质量和安全。     

Predictors of Emergency Department Patient Satisfaction: Stability over 17 Months

OBJECTIVES: The contradictory findings reported in the emergency department (ED) patient satisfaction literature may be due to methodologic differences between studies, as well as actual differences in predictors. The authors examined the stability of predictors of ED patient satisfaction across multiple assessments over 17 months. METHODS: All patients who presented for emergency care to the authors' hospital during four designated time periods spanning 17 months were eligible. The participants were contacted by telephone and the following were assessed: demographics, visit characteristics, perceived waiting times, subjective quality of care indicators, and overall satisfaction. The authors computed logistic regressions to predict overall satisfaction for each of the four periods. They compared the results across the assessments, both visually and using an aggregated logistic regression, to determine the consistency of the final equations. Interpretations based on traditional p-value cut-offs and odds ratios (ORs) were compared. RESULTS: When using a p-value cut-off strategy of p < 0.05, notable discrepancies in the predictors of overall satisfaction were common. Six indicators, including age, perceived wait before bed placement, perceived wait before physician evaluation, physician care, discharge instructions, and waiting time satisfaction, were statistically associated with satisfaction for only one of the four assessments. In contrast, examining the size of the ORs associated with each predictor showed far fewer discrepancies. Only physician care appeared to have large differences in the strength of its relation to overall satisfaction. This trend was confirmed by the aggregated logistic regression analysis. CONCLUSIONS: Using p-value cut-offs as the sole criterion for interpreting which variables are most important in determining ED patient satisfaction is ill-advised, and may lead to spurious conclusions of discrepant findings. Nevertheless, some determinants of ED satisfaction likely differ meaningfully based on the cohort that is being examined. Overgeneralizing conclusions derived from a single ED patient satisfaction study should be avoided, especially those studies that are cross-sectional and use a single site.