医护人员工作负荷、工作满意度及人力配置认知的比较分析

目的比较医生与护士对工作负荷、人力配置、工作压力和满意度自我感知的差异；探讨工作负荷、工作压力、工作满意度与收入满意度之间的相关关系；了解影响工作压力与工作满意度的因素。方法采取整群抽样方法，对2所三级医院按科室分布抽取科室，对所选科室的所有在编医生与护士进行问卷调查。结果工作负荷重、工作压力大、工作满意度不高是护士与医生普遍感知的问题。与医生相比，护士认为工作负荷重、工作压力大的人比例较高；护士数量不足的问题更为突出；护士工作满意度低于医生的工作满意度。结论医院管理人员及有关部门应制定医院医疗护理人力资源的管理对策，以合理配备与使用医疗护理人员，减轻医护人员工作负荷与压力，提高其工作满意度。     

A model of job satisfaction of nurses: a reflection of nurses' working lives in Mainland China

AIM: This paper is a report of a study exploring nurses' views and experience regarding their working lives in Mainland China. BACKGROUND: The widespread nursing shortage and high turnover has become a global issue. Job satisfaction among nurses is a key factor in nurse turnover. Although several models of job satisfaction have been suggested in Western countries, these require further development and testing in Mainland China, where the social context of the labour market is different. METHOD: A survey design using questionnaires was adopted. A total of 512 hospital nurses in Beijing participated in the study in 2004, representing a response rate of 81%. FINDINGS: There was a negative relationship between nurses' job satisfaction and intention to leave their current hospitals, which was mediated by age (P < 0.05). About 40% of the variance in job satisfaction could be explained by the set of independent variables including organizational commitment, occupational stress, professional commitment, role conflict, role ambiguity, educational level, age and working years (R2 = 0.396). Organizational commitment had the strongest impact on job satisfaction, which explained 31.3% of the variance in this, followed by occupational stress and role conflict (5.5% and 1.9% respectively). In addition, both nurses' role perception and actual role content influenced job satisfaction as well as occupational stress, role conflict and role ambiguity (P < 0.05). Nurses' educational level was also a factor related to role perception, professional commitment and role conflict (P < 0.05). CONCLUSION: Nurses' job satisfaction could be increased through promoting organizational and professional commitment and reducing occupational stress, role conflict and role ambiguity.     

Psychosocial work environment and prediction of job satisfaction among Swedish registered nurses and physicians - a follow-up study

In Sweden, the health care sector was subject to considerable changes during the 1990s: decreased costs, related staff redundancies and high rates of sick leave. The situation has now changed, and the sector is not facing the same all-embracing and turbulent changes. In addition, there is a shortage of nurses and physicians and a difficulty in retaining qualified staff. Regarding the psychosocial work environment, there is a lack of studies where both physicians and nurses are in focus. It is from a managerial perspective important to take a holistic approach towards questions regarding the work environment in general and the psychosocial work environment in particular. The aims of this study were to analyse similarities and differences in Registered Nurses and physicians' experience of quantitative and qualitative demands, control, role conflicts, role clarity, social support and job satisfaction in 2002 and 2009 and to analyse the stability in the prediction of job satisfaction over time. Questionnaires regarding psychosocial work environment aspects were distributed in 2002 and 2009, and a total of 860 nurses and 866 physicians answered the questionnaire. Independent t tests and linear stepwise regression analyses were conducted. The results indicate that the work environment has improved between 2002 and 2009 and that nurses experience their psychosocial working environment as more satisfactory than physicians. Social support, control, role conflicts, role clarity and qualitative demands were the best predictors of job satisfaction in 2002 and 2009. Quantitative demands did not contribute to predicting job satisfaction. Variables predicting job satisfaction are quite stable over time and are quite comparable for both nurses and physicians.     

Work related stress,burnout, job satisfaction and general health of nurses: A follow‐up study

Nurses experience high levels of work related stress and burnout as well as low job satisfaction and poor general health owing to the nature of their work. This paper seeks to provide a better understanding of the nature of relationships between work related stress, burnout, job satisfaction and general health of nurses over one year. This study involved a longitudinal design. Two hundred and seventy seven nurses from four hospitals completed a follow up survey consisting of five questionnaires. Data were collected between 2013 and 2014. The data were analysed using generalized estimation equation analysis. Lack of support was associated with burnout, patient care was associated with job satisfaction and staff issues were associated with general health of nurses. Burnout is more strongly related to job satisfaction than general health. The findings of this study could inform evidence based policy and practice through interventions aimed at improving job satisfaction and reducing the impact of burnout on general health of nurses.     

Antecedents and consequences of intra-group conflict among nurses

almost j., doran d.m., mcgillis hall l. & spence laschinger h.k. (2010) Journal of Nursing Management 18, 981–992
Antecedents and consequences of intra-group conflict among nurses Aim To test a theoretical model linking selected antecedent variables to intra-group conflict among nurses, and subsequently conflict management style, job stress and job satisfaction. Background A contributing factor to the nursing shortage is job dissatisfaction as a result of conflict among nurses. To develop strategies to reduce conflict, research is needed to understand the causes and outcomes of conflict in nursing work environments. Method A predictive, non-experimental design was used in a random sample of 277 acute care nurses. Structural equation modelling was used to analyse the hypothesised model. Results Nurses’ core self-evaluations, complexity of care and relationships with managers and nursing colleagues influenced their perceived level of conflict. Conflict management style partially mediated the relationship between conflict and job satisfaction. Job stress had a direct effect on job satisfaction and core self-evaluation had a direct effect on job stress. Conclusion Conflict and its associated outcomes is a complex process, affected by dispositional, contextual and interpersonal factors. How nurses manage conflict may not prevent the negative effects of conflict, however, learning to manage conflict using collaboration and accommodation may help nurses experience greater job satisfaction. Implications for nursing management Strategies to manage and reduce conflict include building interactional justice practices and positive interpersonal relationships.     

Conflict management and job satisfaction in paediatric hospitals in Greece

kaitelidou d., kontogianni a., galanis p., siskou o., mallidou a., pavlakis a., kostagiolas p., theodorou m. & liaropoulos l. (2012) Journal of Nursing Management  20, 571–578 Conflict management and job satisfaction in paediatric hospitals in Greece Aim To assess the major causes of conflict and to identify choices of strategy in handling conflicts. Background Conflict is inherent to hospitals as in all complex organizations, and health personnel deal with internal and external conflicts daily. Methods The sample consisted of 286 participants. A five-part questionnaire, specific for conflicts in hospitals, was administered to health personnel. Results Of the participants 37% were physicians and 63% were nurses and nursing assistants. As far as choice of strategy in conflict management is concerned, avoidance was found to be the most frequent mode chosen while accommodation was the least frequent mode. Organizational problems were the main issue creating conflicts since 52% of nurses and 45% of physicians agreed that receiving direction from more than one manager may lead to conflicts (P = 0.02). Educational differences and communication gaps were reported as another cause of conflicts, with nurses supporting this statement more than the other groups (P = 0.006). Conclusion To become effective in conflict management nurses and physicians must understand causes and strategies in handling conflicts. Implications for nursing management Major changes are needed regarding human resource management, work incentives and dynamics of teamwork in order to improve working conditions in Greek public hospitals.     

不同体制三级综合医院年轻护士工作满意度调查及分析

目的：探讨不同体制三级综合医院年轻护士工作满意度现状及其影响因素,为提高护理人员工作满意度提供理论依据。方法随机抽取南京市某地区非公有制和公有制三级综合医院各一家367名年轻护士,采用一般情况调查表及明尼苏达满意度短式量表( MSQ)进行问卷调查。结果非公有制医院和公有制医院年轻护士的工作满意度分别为(3.84±0.46)分和(3.87±0.53)分,两者比较,差异无统计学意义(P>0.05),其中能够做不违背自己良心的事情得分均最高,对收入/报酬与工作量的满意度均最低。不同科室、性别、学历和工作年限护士的工作满意度之间存在差异( P<0.05)。结论非公有制医院和公有制医院年轻护士的工作满意度均处于中等水平,管理者需要关注并采取有效的措施,提高护士工作满意度。     

口腔专科手术室护士工作满意度调查及分析

目的探讨口腔专科手术室护士工作满意度及其原因。方法以西安地区口腔医院和口腔专科手术室护士为研究对象,对护士的满意度及不同年资护士满意度差异进行问卷调查,采用量性研究和质性研究相结合的方法进行统计分析。结果口腔专科手术室护士在与共事者（医生、护士）的关系、家庭/工作的平衡、对排班的满意度三个方面满意度最高,在交流/交往机会、福利待遇方面满意度较低。不同年资护士在家庭/工作的平衡、社会或专业上交流/交往机会、福利待遇等方面差异有统计学意义。结论护理管理者根据专科手术室护士满意度因素,采取相应的管理措施,提高手术护理质量,满足护士自我实现的需要。     

Occupational and nonoccupational factors in job satisfaction and psychological distress among nurses

To facilitate nurses' job satisfaction and reduce their psychological distress, it is useful for a nursing manager to know whether factors within the workplace provide greater prediction of these affective states than variables outside the domain of work, and whether there are common predictors of satisfaction and distress. The relative importance of occupational and nonoccupational variables in the prediction of job satisfaction and psychological distress was investigated in a survey of hospital nurses (N 5 376). Perceived relations with the head nurse, coworkers, physicians, and other units/departments, along with unit tenure and job/nonjob conflict, were predictors of job satisfaction. Personal disposition (anxiety-trait), social integration, unit tenure, professional experience, position level, and job/nonjob conflict, along with the relations with the head nurse and physicians, were predictors of psychological distress. The relations with the head nurse and physicians, as well as unit tenure and job/nonjob conflict, were predictors of both satisfaction and distress. The prediction by unit tenure is noteworthy. Unit tenure had a negative relationship to satisfaction and a positive one to distress, whereas total experience had a negative relationship to psychological distress and none with job satisfaction. The role of unit tenure in nurses' affective experiences warrants more attention in future research, along with the role of job/nonjob conflict and other variables predictive of nurses' satisfaction and distress. © 1997 John Wiley & Sons, Inc. Res Nurs Health 20: 453–464, 1997     

Job satisfaction among nurses and physicians in an Army hospital: A content analysis

BackgroundLower job satisfaction is associated with increased turnover. Although factors that contribute to job satisfaction are well documented, less is known about job satisfaction among health care professionals in military hospitals.PurposeTo explore areas of most and least satisfaction with work among civilian and military nurses and physicians in an Army hospital.MethodsCivilian and military nurses and physicians (n = 285) completed two-open ended job satisfaction questions. We used content analysis to explore categories and themes. Data were sorted by professional identity (civilian, military) and professional role (nurse, physician).FindingsRegardless of professional identity or role, respondents experienced the most satisfaction with patient care and co-worker relationships. Military respondents experienced the least satisfaction with staffing inadequacies and work schedule conflicts. Civilians reported leadership attributes and co-worker conflicts contributed to the least satisfying aspects of work.DiscussionHospital leaders should implement relational work practices and develop policies that enhance job satisfaction.     

Conflicts and conflict management in the collaboration between nurses and physicians - a qualitative study

In health care, optimal collaboration between nurses and physicians is crucial in the quality of the care process – but not self-generating. Little is known about how health-care professionals cope with conflicts within their collaboration. This qualitative study investigates the way nurses and physicians cope with conflict and clarifies the determinants of conflict management styles. All respondents formulate clear expectations which in their opinion are essential to collaboration. When collaboration leads to disagreement, physicians and nurses choose between ignoring the conflict or engaging in it. Choice is determined by five factors: the influence of oneself, the influence of the other, the nature of the conflict, the context of conflict, and personal motives.     

Testing the relationship between job stress and satisfaction in correctional nurses

BACKGROUND: Correctional nurses function in a high stress environment due to the nature of their clients and the primacy of environmental security. Job stress and satisfaction are theorized relational concepts that influence intent to stay and turnover as described in the anticipated turnover model. An increased understanding of the nature and sources of stress and satisfaction provides necessary information about correctional nursing. OBJECTIVE: To (a) replicate an earlier study of correctional nurses to determine whether similar findings could be duplicated in a study of prison nurses from another state and (b) test the concepts of stress and satisfaction as represented in the anticipated turnover model. METHODS: Using the Index of Work Satisfaction and the Nurse Stress Index, a correlational mail survey was designed to assess job stress and satisfaction among 454 nurses in a northeastern state prison system. RESULTS: Overall stress scores were not significantly different from the original study despite differences in demographic characteristics. Highest to lowest mean scores on actual sources of satisfaction include physician-nurse interaction, autonomy, professional status, task requirements, organizational policies, and pay. Satisfaction scores were significantly higher in the original study. An inverse relationship exists between job stress and satisfaction among correctional nurses. Job stress was a significant predictor of job satisfaction, supporting the theorized conceptual relationship between job stress and job satisfaction as described in the anticipated turnover model. DISCUSSION: Stress levels and the top two sources of stress were essentially the same for both groups of correctional nurses. Sources of satisfaction are ranked similarly but subscale and overall scores indicate that the nurses in the replication study were more dissatisfied. Findings validate the theoretical proposition in the anticipated turnover model that job stress is a major predictor variable in explaining job satisfaction.     

A comparative study of job satisfaction among nurses,psychologists/psychotherapists and social workers working in Quebec mental health teams

Background

This study identified multiple socio-professional and team effectiveness variables, based on the Input-Mediator-Output-Input (IMOI) model, and tested their associations with job satisfaction for three categories of mental health professionals (nurses, psychologists/psychotherapists, and social workers).

Methods

Job satisfaction was assessed with the Job Satisfaction Survey. Independent variables were classified into four categories: 1) Socio-professional Characteristics; 2) Team Attributes; 3) Team Processes; and 4) Team Emergent States. Variables were entered successively, by category, into a hierarchical regression model.

Results

Team Processes contributed the greatest number of variables to job satisfaction among all professional groups, including team support which was the only significant variable common to all three types of professionals. Greater involvement in the decision-making process, and lower levels of team conflict (Team Processes) were associated with job satisfaction among nurses and social workers. Lower seniority on team (Socio-professional Characteristics), and team collaboration (Team Processes) were associated with job satisfaction among nurses, as was belief in the advantages of interdisciplinary collaboration (Team Emergent States) among psychologists. Knowledge sharing (Team Processes) and affective commitment to the team (Team Emergent States) were associated with job satisfaction among social workers.

Conclusions

Results suggest the need for mental health decision-makers and team managers to offer adequate support to mental health professionals, to involve nurses and social workers in the decision-making process, and implement procedures and mechanisms favourable to the prevention or resolution of team conflict with a view toward increasing job satisfaction among mental health professionals.

     

When nurses cry: coping with occupational stress in Thailand

Anecdotal reports of people feeling better after they cry support theories that link crying to the reduction of stress after a period of prolonged sympathetic activation. A sample of 200 nurses were asked to rate their occupational stress, job satisfaction, and crying as a coping strategy. Crying was found to be an important symptom of home/work conflicts and pressures related to dealing with patients, but did not substantially reduce these sources of stress. Supporting the stress-buffering hypothesis, nurses with lower intrinsic job satisfaction seemed to benefit from emotional crying whereas dissatisfied nurses who cry infrequently reported the highest levels of stress.     

儿科低年资护士培训中应用人文关怀对其留职意愿的影响

目的探讨在儿科低年资护士培训中应用人文关怀对其留职意愿的影响。方法 2012年7月,便利抽样法选取武汉同济医院儿科在岗的低年资护士(工作年限≤3年)85名为研究对象,在培训过程中融入人文关怀的理念,积极营造人文环境,对低年资护士在工作中照顾、生活上关心、科学排班、人尽其才;实施人文关怀前后分别采用护士留职意愿量表和护士工作满意度量表进行效果评价。结果人文关怀实施后,低年资护士留职意愿的得分高于人文关怀实施前,差异有统计学意义(P0.01)。人文关怀实施后,除工资及福利外,低年资护士的工作满意度及其他各因子的得分均高于人文关怀实施前,差异均有统计学意义(均P0.01)。结论儿科低年资护士培训中运用人文关怀,有助于提高低年资护士的工作满意度,提升其留职意愿。     

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。     

Do nurses feel stressed? A perspective from primary health care

This study describes nurses' experiences of stress in primary healthcare settings, and examines correlations between stress and personal factors. There were 187 nurses from 18 public primary care centers participating, drawn from one county of Lithuania. The Expanded Nursing Stress Scale was used to evaluate the study data. The study indicates that in primary healthcare centers, nurses working with adult patients experienced less stress than those working with younger patients. The most frequently reported stressors were those related to death and dying, and conflicts with physicians and patients and their families. In particular, older nurses more frequently experienced stress related to death and dying. The intensity of nurses' stress in conflict situations with physicians was related to age, however, the depth of work experience in the healthcare setting was more influential. Findings indicate that more detailed research is needed regarding stress experiences in primary health care, and especially the related impact of the social contexts involved in the setting.