Exploring the relationships among training needs,willingness to participate and job satisfaction in disaster nursing: The mediating effect of achievement motivation

ObjectivesDisaster nursing competencies and their willingness to participate are essential for the success of disaster relief nurses. This study investigates the correlations among emergency room and intensive care unit nurses' training needs, willingness to participate, achievement motivation and job satisfaction as well as their mutual influences on disaster relief efforts.MethodsA convenience sampling cross-sectional study was conducted, where 488 emergency room and intensive care unit nurses from five hospitals in Taiwan participated (response rate: 84.4%). The relationships among the variables were verified using structural equation modelling.ResultsTraining needs in disaster nursing were found to be positively correlated with willingness to participate and job satisfaction. Moreover, willingness to participate was found to be positively correlated with achievement motivation and job satisfaction. Achievement motivation was found to be positively correlated with job satisfaction. Furthermore, willingness to participate in disaster relief was found to indirectly mediate job satisfaction through achievement motivation.ConclusionsThe fulfilment of training needs for disaster nursing and willingness to participate may have an impact on nurses' job satisfaction through the mediating effect of achievement motivation. Nurses' learning needs should be the foremost consideration in disaster nursing training to alleviate human resource shortages and improve disaster responses. These findings can serve as a reference for increasing preparedness training for nurses in disaster management.Relevance to clinical practiceNurses substantially contribute to the progression of disaster relief and postdisaster reconstruction. Successful and effective disaster management relies on sufficient nurse responses and training preparedness. Nurses' willingness to participate and achievement motivation in disaster nursing can have an impact on their job satisfaction and alleviate distress for both themselves and patients for the purpose of disaster relief.     

护士的专业自我概念与工作满意度相关性调查及分析

目的 探讨护士的护理专业自我概念与工作满意度之相关性.方法 采用护理专业自我概念量表和明尼苏达满意度问卷对389名护士进行调查.结果 护士的护理专业自我概念中灵活性、专业技能、工作满意度、沟通交流能力与工作满意度3个维度均呈正相关.结论 护士的护理专业自我概念与工作满意度呈显著正相关,护理专业自我概念高的护士其工作满意度高.     

护理人员工作满意度、社会支持度及离职意愿的影响因素分析

目的 探讨护理人员的工作满意度、社会支持度及离职意愿的影响因素.方法 选取2所省级医院,进行随机抽样,抽取295例医护人员,应用自行设计的调查问卷进行资料收集,进行影响因素分析.结果 影响工作满意度的因素包括文化程度、婚姻状况、院龄、理想承诺、情绪衰竭等;影响社会支持度的因素包括文化程度、有无子女、个人成就感、规范承诺、经济承诺、社会承诺、情感疏远等;影响离职意愿的因素包括理想承诺、值夜班、情感衰竭、情感疏远等.结论 摸清了影响护理人员工作满意度、社会支持度及离职意愿的影响因素,应针对具体因素,综合改善护理人员的身心健康.     

Relationship of nurses' assessment of organizational culture, job satisfaction, and patient satisfaction with nursing care.

This exploratory study investigated the relationship among staff nurses' assessment of organizational culture, job satisfaction, inpatient satisfaction with information about home care and follow-up, and general inpatient satisfaction with nursing care. A conceptual path model was tested using a secondary data analysis research design. Staff nurses and inpatients were sampled from inpatient units. The unit of analysis was patient care units. Pearson correlation and regression analyses were used. We found that strength of organizational culture predicted job satisfaction well and positively; job satisfaction predicted inpatient satisfaction significantly and positively; and inpatient satisfaction predicted general inpatient satisfaction well and positively. Methodological challenges of this study are discussed.     

护士工作满意度与组织支持感及工作倦怠的关系研究

目的探讨护士工作满意度、组织支持感及工作倦怠的关系。方法采用工作满意度量表、组织支持感测量问卷及工作倦怠问卷对549名护士进行调查。结果护士工作满意度、组织支持感及工作倦怠中去人格化、情感枯竭处于中等水平,个人成就感处于高度倦怠。工作年限、组织支持感及工作倦怠影响护士工作满意度(P0.01或P0.05)。结论护理管理者应提供组织支持,提高护士工作满意度,降低护士工作倦怠。     

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.     

Value congruence and job satisfaction among nurses: a human relations perspective

The relationship between job satisfaction and value congruence within four organizational value areas was studied among nurses at surgery wards. Congruence between perceived and desired human relations values and social climate independently determined attitudes toward the nurse's ward. Social climate was operationalized as the habit of chatting with colleagues, and was inversely related to time pressure. Ward attitudes predicted job satisfaction, although structural equation modeling suggested that human relations value congruence also predicted job satisfaction directly, in addition to its effect through ward attitudes. Human relations value congruence thus appeared as an important ingredient of person-organization fit in nursing.     

Undergraduate registered nursing students working as assistants in nursing within the acute care environment: Program development and discussion

BackgroundMost pre-registration nursing students require employment during their studies which may entail undertaking another qualification.This paper describes how one university developed a program whereby undergraduate nursing students complete the national vocational education – HLT33115 Assistant in Nursing qualification through recognition of prior learning, a self-directed education package and completion of an objective structured clinical examination.ObjectiveTo discuss the development of an ‘Assistant in Nursing’ in the acute care environment program for pre-registration undergraduate nursing degree students using the national vocational education framework.DesignThis program maps the national ‘Assistant in Nursing- Acute Care’ vocational qualification to the pre-registration registered nurse degree. Upon successful completion of this program students can work as Assistants in Nursing within the acute care environment.ConclusionsThis program enables student nurses to work as Assistants in Nursing within the acute care environment. This provides employment in a health facility and opportunities for students to immerse themselves in the clinical environment whilst continuing their studies. This may assist students to gain a deeper insight into their future role as a nurse, build networks within the nursing community and assimilate into the clinical environment. This program design may prove useful as a template for other nursing faculties wishing to implement a similar program.     

Tasks performance by registered nurses and care assistants in nursing homes: a quantitative comparison of survey data

OBJECTIVES: To examine the care tasks performed for residents of Belgian care institutions for older people and the association between the performance of care tasks by persons of different staffing categories (registered nurses (RN) and care assistants (CA)) and the characteristics (the dependency level and the diagnosis of dementia) of the residents. STUDY DESIGN AND SETTING: Survey on the care for residents, aged 65 or over, living in 26 care institutions for aged people. MAIN OUTCOME MEASURES: Separate bivariate comparisons of care time spent on residents with and without dementia and bivariate comparisons of care time spent on six task categories on residents of different dependency levels were performed. The median number of minutes over seven days (mosd) and the inter quartile range (IQR) are presented as summary measures. The proportion of the time spent by RNs and CAs per resident and per task category was calculated. RESULTS: Time spent was highest on primary care tasks (34,554 mosd; 48.7%), followed by in order of time spent, supportive tasks (10,845 mosd; 15.3%), logistic tasks (10,697 mosd; 15.1%), practical nursing procedures (8,689 mosd; 12.2%), administrative tasks (3,357 mosd; 4.7%) and communication tasks (2,814 mosd; 4.0%). Overall there was no significant difference between the total time spent by RNs (median=190 mosd; IQR 105-334) and the total time spent by CAs (median=196 mosd; IQR 91-331; p=0.89). RNs were spending significantly more time than CAs in practical nursing procedures, communication tasks and administrative tasks. CONCLUSIONS: There was a sharp task demarcation between RNs and CAs in the three less frequent task categories. There was no indication that RNs were delegating tasks to CAs.     

护理学在职研究生学习动机和学习满意度的相关性研究

目的 调查护理学在职研究生学习动机和学习满意度的现状,并分析二者的相关性。方法 采用教育参与量表和学习满意度量表,对190名护理学在职研究生的学习动机和学习满意度进行问卷调查。结果 护理学在职研究生的学习动机总均分为（3.14±0.39）分;学习满意度总均分为（3.60±0.50）分;在职研究生学习动机和学习满意度呈正相关（r=0.292,P〈0.01）。结论 护理学在职研究生的学习动机处于中等水平,学习满意度处于中等偏上水平,学习满意度与学习动机呈低度正相关。可通过提高学习动机提高其学习满意度。     

The nurse manager: job satisfaction, the nursing shortage and retention

A critical shortage of registered nurses exists in the United States and this shortage is expected to worsen. It is predicted that unless this issue is resolved, the demand for nursing services will exceed the supply by nearly 30% in 2020. Extensive analysis of this pending crisis has resulted in numerous recommendations to improve both recruitment and retention. The purpose of this article is to clearly outline the issues contributing to this problem, and to provide the nurse manager with information regarding specific influences on job satisfaction as it relates to job turnover and employee retention. To accomplish this, an analysis of the literature using both national and international sources is used to formulate the lessons learned as well as strategies and future courses of action designed to address this shortage.     

Occupational stress, job satisfaction, and working environment among Icelandic nurses: a cross-sectional questionnaire survey

BACKGROUND: Nurses' occupational stress decreases job satisfaction, increases turnover rate, and reduces nursing quality. At different workplaces nurses are confronted with different work tasks, working conditions and hence different sources of stress. OBJECTIVES: The purpose of this study was to explore what factors contribute to work-related stress among Icelandic nurses working within and outside the hospital environment. DESIGN: The study used a cross-sectional survey design. SETTINGS AND PARTICIPANTS: The study population was composed of all working nurses registered at the Icelandic Nurses' Association (INA). Approximately 95% (N=2,234) of Icelandic nurses are members of the INA. Questionnaires were posted to 522 (23.4%) randomly selected participants. The response rate was 42% (N=219), representing 9.8% of the population. Data was analyzed from 206 nurses; 35% worked outside the hospital setting and 65% were hospital based. METHODS: Data was gathered on demographic information and indicators of working conditions, occupational stress, workload, and job satisfaction. A stepwise, multiple linear regression model was employed to calculate significant predictors of occupational stress. RESULTS: The findings suggest that the strenuous conditions of Icelandic nurses are felt more severely among hospital nurses than among nurses working outside hospital settings. The study identified which sources of occupational stress are specific to each of the two groups. CONCLUSIONS: The study found several factors that contribute to work-related stress. These findings can be used to guide preventive measures to diminish occupational stress among Icelandic nurses.     

The mediating effect of job satisfaction between emotional intelligence and organisational commitment of nurses: a questionnaire survey

Background

The effect of emotional intelligence and its dimensions on job satisfaction and organisational commitment of nurses has been investigated in this study.

Objectives

This paper examines the relations among emotional intelligence, job satisfaction and organisational commitment of nurses and the mediating effect of job satisfaction between emotional intelligence and organisational commitment.

Design

A questionnaire survey was carried out to explore the relations between emotional intelligence, job satisfaction and organisational commitment.

Setting

Teaching hospital in Ankara, Turkey.

Participants

Questionnaires were distributed by Nursing Services Administration to 550 nurses working at different departments of the hospital and 267 questionnaires were analyzed.

Methods

A 45-item questionnaire which consists of emotional intelligence, job satisfaction and organisational commitment parts was carried out to investigate the relations among these variables. Some basic socio-demographic questions were included.

Results

Emotional intelligence was significantly and positively related to job satisfaction (r=0.236,p≤0.01) and organisational commitment (r=0.229,p≤0.01). The positive relation between job satisfaction and organisational commitment was also significant (r=0.667,p≤0.01). Job satisfaction was found to be related with “regulation of emotion (ROE)” (r=0.228,p≤0.01) and “use of emotion (UOE)” (r=0.155,p≤0.01) but not with other dimensions of emotional intelligence. “Others’s emotional appraisal” did not have any relations with job satisfaction or organisational commitment and “self-emotional appraisal (SEA)” was found to be a suppressor.

Conclusion

It was found that job satisfaction is a mediator between emotional intelligence and organisational commitment. The other finding of the study was that “SEA” and “UOE” have direct effects on organisational commitment whereas job satisfaction is a mediator between “regulation of emotion” and organisational commitment.     

Skill mix change between physicians,nurse practitioners,physician assistants,and nurses in nursing homes: A qualitative study

Nursing home physicians face heavy workloads, because of the aging population and rising number of older adults with one or more chronic diseases. Skill mix change, in which professionals perform tasks previously reserved for physicians independently or under supervision, could be an answer to this challenge. The aim of this study was to describe how skill mix change in nursing homes is organized from four monodisciplinary perspectives and the interdisciplinary perspective, what influences it, and what its effects are. The study focused particularly on skill mix change through the substitution of nurse practitioners, physician assistants, or registered nurses for nursing home physicians. Five focus group interviews were conducted in the Netherlands. Variation in tasks and responsibilities was found. Despite this variation, stakeholders reported increased quality of health care, patient centeredness, and support for care teams. A clear vision on skill mix change, acceptance of nurse practitioners, physician assistants, and registered nurses, and a reduction of legal insecurity are needed that might maximize the added value of nurse practitioners, physician assistants, and registered nurses.     

Relationship between perceived empowerment care and quality of life among elderly residents within nursing homes in Taiwan: a questionnaire survey

BACKGROUND: It is essential for nurses to have a solid understanding of what may influence the quality of life (QOL) among elderly residents within nursing homes. Although many factors have been demonstrated to be related to the QOL among elderly people, the relationship between perceived empowerment care and QOL among elderly residents within nursing homes has not been investigated thoroughly. OBJECTIVES: The aim of this study is to explore how demographic characteristics, perceived empowerment care and functional status affect perceived QOL among the elderly residents who reside in nursing homes. DESIGN: This study employed a cross-sectional design. SETTINGS: Eight nursing homes throughout southern Taiwan were recruited into this study. PARTICIPANTS: One hundred and two residents aged 65 years or older residing in nursing homes for at least 6 months, who did not have moderate to severe obstacles in cognitive ability, were recruited as participants. METHODS: A questionnaire including demographic data, a physical function scale, an activity of daily living (ADL) scale, a patient empowerment scale, and a QOL index was used in this study. RESULTS: The results showed a medium rating level of QOL among elderly residents. Elderly residents did not feel excessively disempowered care. Perceived empowering care, ADLs and marital status were significant predictors of QOL, which explained 45.3% of the total amount of variance in QOL. Perceived empowering care was the most important predictor of QOL. CONCLUSIONS: Nurses should pay attention to the effect of empowering care on QOL of elderly residents within nursing homes. Empowering care should be considered as a strategy of nursing care in nursing homes.