对提高护士角色化水平三个关键性步骤的探讨

护士的职业角色化，是指从事护士这个职业的个体所应具有的角色人格和职业行为模式。护士群体对角色适应性越强，其角色化水平越高。护士队伍的整体素质也越高。而护士个体应该具备怎样的角色化水平？志愿从护者应该具备怎样的人格特质（性格类型）？怎样使各层次的护士尽...     

护士的角色化及角色人格探讨

护士的职业角色化和角色人格都属于护理心理学范畴,是护理学研究的重要课题,现就护士的角色化和角色人格探讨如下。1职业角色化护士的职业角色化是护理心理学研究的一个中心理论,也是护理教育学、护理伦理学、护理管理学等学科共同关心的话题。正是这种多学科、多专业的相互联系、相互补充,才得以使护士的职业角色化问题的研究日渐深入,也为全面提高护士队伍的整体素质奠定了良好的基础[1]。1.1定义在特定的职业环境中,每个个体形成适应于该职业的角色人格,形成较稳定的是以胜任职业的角色行为方式,既职业角色化。护士的职业角色化,则是特指从事护士这个职业的个体所具有的与职业相适应的角色人格和行为模式。     

手术室护士职业压力因素分析与对策

目的：了解手术室护士工作中的主要压力源及心理健康状况，并探讨减轻手术室护士职业压力的对策。方法：采用问卷调查法对90名手术室工作的护士进行调查。结果：手术室护士工作压力源按其严重程度依次为工作负荷、管理因素、角色压力、复杂的人际关系，不良的工作环境，护士自身因素。心理健康状况以躯体化、焦虑、抑郁、强迫因子为主。结论：手术室护士存在的职业压力及心理健康状况不容忽视，建议从合理调整护士工作强度，加强沟通，提高管理者的管理水平，建立必要的支持系统，明确工作职责，改善工作环境，提高护士的自身素质及心理调适能力，为护士创造继续教育的条件，加强法律知识学习等方面来减轻护士职业压力及改善身心健康状况。     

谈护生职业角色化的影响因素及其对策

护士职业角色化是指从事护士这个职业的个体应具备的角色人格和职业行为模式 ,护生职业角色是特指在校护理专业学习的学生对今后所从事职业应具有角色人格和职业行为模式的认识。护生在理论学习和临床实习阶段是否能顺利实现将来从事的职业角色 ,将直接影响要完成的学习任务和将来所从事的护理工作质量。1　影响护生职业角色形成的因素1 1　社会因素。人存在于纷繁复杂的社会关系中 ,护生的职业角色形成难免受到社会文化、政治经济、风俗习惯等因素的影响 ,人们由于受到种种传统习俗、社会偏见和对护理职业的肤浅认识 ,常误解和轻视护理工作…     

护士职业压力相关因素及心理干预研究进展

护理人员是高压力的群体，面临各种职业紧张因素，对于工作领域的心理社会应急因素研究表明，当前工作负荷、组织人际交往、角色压力、工作控制体验都是工作领域引起职工压力的危险因素。面对压力，若应对不良，则可能导致工作疲溃感的产生，影响工作的完成和自身家庭的照顾。为评估和认识护士职业压力，保障护士的身心健康，现将护士职业压力的相关心理社会影响因素作一综述，并提出有效的干预措施。     

影响聘用护士职业角色化的因素分析及管理对策

目的了解影响军队医院聘用护士职业角色化的因素,为采取应对措施提供依据。方法采用整群随机抽样法,从社会职业角色的社会文化、职业教育、人生观价值和自我调控能力4个方面,运用自制的调查表,对本院工作2年以上的聘用护士进行问卷调查。结果本院聘用护士对在军队医院工作存在较大的心理压力,压力源来自人们重“医”轻“护”的意识与行为状态,对专业生涯持模糊态度,自身职业态度与择业标准缺失和自我调控能力缺乏。结论管理者应根据军队聘用护士的压力因素进行积极的干预和督导,采取相应措施,以利于聘用护士的专业成长和职业角色化。     

军队医院聘用护士职业认知现状调查分析及对策

目的 了解军队医院聘用护士对护士职业角色的认知状况，分析原因，寻找科学，有效的管理对策，稳定护理队伍。方法 对230名聘用护士采取问卷调查的形式。了解她们对护士工作的认知，个人奋斗目标，心理健康问题，工作压力，对管理者的要求，个人愿望等。结果 聘用护士对护士职业认知状况较差，职业角色化尚未成熟，工作环境存在大量潜在的紧张因素，身心健康受到影响。结论 必须增强聘用护士自我保健能力。管理者不仅为她们提供良好的工作条件，还要创造一个心理相容，美好和谐的心理环境，调动其工作积极性。     

影响护士职业理念的负面因素分析及对策

护士职业理念的建立需要一个过程，此过程是动态的，受着该职业各方面因素的影响，且护士职业理念好坏直接影响着护理质量的优劣。现就从护士职业特性、职业风险、职业价值和职业发展几方面分析其对护士职业理念的负面影响，认为开展护士入职前培训，加强职业防护措施，注重人文管理，提高职业价值，鼓励学习和科研是化解负面因素影响的有力措施。     

急诊专科护士角色认知的现状调查及其影响因素分析

目的描述急诊专科护士的角色认知的现状;探讨急诊专科护士的角色认知影响因素。方法于2019年7-10月,采用便利抽样方法抽取广东省23所医院的221名急诊专科护士进行问卷调查。分别采用一般情况调查表及角色认知量表调查急诊专科护士的社会人口学资料与角色认知现状;应用单因素分析探讨急诊专科护士角色认知的影响因素;应用多重线性回归分析探讨急诊专科护士角色认知的主要影响因素;通过SPSS 25.0录入数据并对数据进行统计分析。结果急诊专科护士的角色认知总分为(62.55±10.79)分,属于中等水平。角色模糊得分(30.09±6.49)分,角色冲突得分(32.46±8.45)分,均属于中等偏下水平。急诊专科护士角色认知影响因素的单因素分析结果显示,急诊专科护士的角色认知水平在文化程度、从事的最主要专科实践活动方式和年龄这3方面差异具有统计学意义(P0.05)。研究结果显示,本科及以上学历的急诊专科护士的角色认知水平高于大专学历者(P=0.002);年龄在31～35岁的急诊专科护士的角色认知水平高于≤30岁组(P=0.013);从事的最主要专科实践活动方式为临床实践的急诊专科护士的角色认知水平高于从事顾问者(P=0.027)。急诊专科护士角色认知影响因素的多重线性回归结果显示,夜班频率、职业认知与职业行为是急诊专科护士角色认知的主要影响因素。结论急诊专科护士的角色认知处于中等水平,其角色认知的主要影响因素分别为夜班频率、职业认知与职业行为。     

ICU护士职业价值观和角色认知水平及其相关性研究

[目的]了解ICU护士职业价值观与其角色认知的相关性,为培养和引导积极的职业价值观提供依据。[方法]采用角色认知问卷和护士职业价值观量表对成都市两家三级甲等医院223名ICU护士进行调查。[结果]ICU护士职业价值观的信任维度与角色认知的两个维度均无明显相关性;职业价值观的照顾提供、责任自由安全、行动主义3个维度与角色认知的负向维度无相关性,而与角色认知的正向维度存在相关性。[结论]角色认知水平能部分预测职业价值观,可根据影响护士角色认知的因素进行合理干预,以提高护士角色认知水平,提升对职业价值观的认同。     

Attributes of nursing work environment as predictors of registered nurses’ job satisfaction and intention to leave

Aim To examine how front-line registered nurses’ perception of their work environment associates with and predicts nurse outcomes in terms of job satisfaction and turnover intention. Background Mounting evidence has pointed to an inseparable link between attributes of the nursing work environment and nurse outcomes. However, there is a paucity of research examining nurses’ perception of their work environment beyond the Western context. Methods This cross-sectional survey involved 1271 registered nurses working in 135 inpatient units in 10 public hospitals in Hong Kong. The instrument comprised items developed from in-depth interviews with front-line nurses that explored nurses’ perception of their work environment. Results Factor analysis identified five dimensions (professionalism, co-worker relationship, management, staffing and resources, and ward practice) of the nursing work environment. Logistic regression analysis further identified professionalism, management and ward practice as significant factors in predicting nurses’ turnover intention, and staffing and resources as an additional factor in predicting their job satisfaction. Conclusions Attributes of the nursing work environment have a significant bearing on nurses’ job satisfaction and intention to leave. Implications for nursing management Managerial effort should focus on improving nurses’ work conditions through detailed resource planning, effective management and removal of work constraints that affect nursing practice.     

Conflict and professionalism: perceptions among nurses in Saudi Arabia

ZAKARI N.M., AL KHAMIS N.I. & HAMADI H.Y. (2010) Conflict and professionalism: perceptions among nurses in Saudi Arabia. International Nursing Review 57 , 297–304 Aim: To examine the relationship between nurses' perceptions of conflict and professionalism. Background: In Saudi Arabia, health‐care sectors are constantly undergoing major changes because of social, consumer‐related, governmental, technological and economic pressures. These changes will influence the nature of health‐care organizations, such as hospitals' work environment. The ability of nurses to practise in a professional manner may be influenced by their work environment and conflict level. Methods: A cross‐sectional design was conducted in this study. A simple random selection of three health‐care sectors in Saudi Arabia was performed and 346 nurse managers, as well as bedside nurses participated to provide information about conflict levels and professionalism. The Perceived Conflict Scale was used to assess the level of conflict, and the Valiga Concept of Nursing Scale was used to assess the professionalism perception among nurses. Results: The intragroup/other department type of conflict had a statistically significant correlation with the perception of professionalism. In addition, the findings point to a low perception among the participating nurses regarding their professionalism. Conclusion: A number of factors might explain the low level of perception of professionalism. These relate to the workplace itself, as well as to the personal background of the nurses, which includes the personal interest in the nursing profession, as well as the family's, society's and the consumers' views of the profession. Given the findings of this study, nurse managers are encouraged to create a work environment that supports professionalism and minimizes conflict.     

Professionalism of Nurse Practitioners

Little information is presently available about the professionalism of nurse practitioners (NPs). Nor do we know what degree of professionalism is actually exhibited by NPs. Nurse practitioners in this study scored moderately professional. The highest level of education attained had no relationship to degree of professionalism. With increasing age and number of years in practice, NPs expressed a greater degree of professionalism. Nurse practitioners need to continue their development of professionalism, both as individuals and as members of groups and/or organizations. Recommendations for practice, education, and research are discussed.     

Confirming mentorship

BACKGROUND: Mentorship is related to nurses' success in nursing practice linked to professionalism, nursing quality improvement and self-confidence. AIM: To elucidate mentorship of recently registered nurses' view of themselves with regard to their development of nursing competencies by means of the Sympathy-Acceptance-Understanding-Competence (SAUC) model for confirming mentorship. METHODS: Questionnaires, personal interviews and focus group interviews were used for evaluation 2 years after the completion of a year of mentorship, the subjects being eight nurses. FINDINGS: The study showed that novice nurses evaluated their mentors as confirming, which is understood as a key factor for novice nurses' positively reinforced self-relation (perception of themselves) and self-knowledge linked to improved competencies in nursing practice such as more secure and motivated to nurse (S-phase), increased capacity to verbalize nursing situations (A-phase) and to reflect upon and evaluate patient situations based on patients' unique identities as individuals (U-phase), and improved abilities to support patients' own resources as individuals from a more holistic view and to establish collaboration with other professionals. CONCLUSION: Mentorship enabled novice nurses to nurse in a more reflective and holistic way, and their positively reinforced self-relation may be understood as a crucial ingredient for maintaining quality standards in nursing in the future.     

The epidemiologic basis of coronary disease prevention.

With a knowledge of the epidemiologic basis underlying the risk factors for CHD, the nurse can improve the quality of care offered to clients. By collecting information during assessment, the nurse can identify persons at increased risk for CHD. Information about the nonmodifiable risk factors can be used to assist in determining the amount of emphasis to place on borderline levels of the modifiable risk factors. As risk factor data are collected, the nurse can also explain the nature of the risk factor-CHD relationship to the client and family, thus teaching them as well as demonstrating that nursing practice is data based. When the health care team has decided on the focus of risk factor modification, the nurse will know about clinical trials that underlie the treatment plan or else will be able to explain that there are still areas of incomplete knowledge.     

Academic and clinical collaboration

Australian nurses have been slow to embrace and subsequently publish research that has been achieved through collaboration between academic and clinical nurses. If nursing is to continue its push towards greater professionalism, nurses from both areas must recognise the importance of collaboration in producing meaningful high quality research. Collaboration between nurse academics and clinical nurses has been advocated as a means of ensuring clinically relevant research. This paper explores collaboration and the issues that impinge on nurses conducting such research.     

以专科护士为主导的社区护理协同服务体系建立与实施

为使优质护理服务走进社区和家庭,与社区卫生服务中心合作建立以专科护士为核心的社区护理协同服务小组,通过完善社区居民健康管理档案、建立社区模范家庭、进行家庭访视和电话随访等形式,开展社区护理协同服务,增强了护理服务的针对性、专业性和可及性,进一步深化了优质护理服务内涵。     

Practice partnerships: the newest concept in care delivery

The shortage of nurses provides an opportunity to advance clinical reasoning to include deciding exactly which hands-on care activities must be done by the professional nurse and which aspects of care can be provided by a nurse extender. The relationship of the professional nurse and her "extender partner" is a new solution to an old problem...one that has lasting power because it advances professionalism.