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.     

Burnout and job satisfaction: a comparative study of psychiatric nurses from forensic and a mainstream mental health service

Within the nursing profession stress and burnout are considered to be widely present and problematic. These factors tend to impact negatively on job satisfaction and ultimately affect the retention of nurses. Psychiatric/mental health nursing as a specialty is considered to be a highly stressful environment; however, there is a paucity of research in this area. The current study adopted a survey design to compare forensic psychiatric nurses ( n = 51) with psychiatric nurses from a mainstreamed mental health service ( n = 78) in relation to burnout and job satisfaction. Forensic nurses displayed lower burnout and higher job satisfaction than their counterparts from the mainstreamed services. These findings are surprising in light of the image of forensic psychiatric nursing as dangerous and unpredictable.     

A comparison of frequency and sources of nursing job stress perceived by intensive care, hospice and medical-surgical nurses

This study compared the frequency and sources of nursing job stress perceived by 35 intensive care (ICU), 30 hospice and 73 medical-surgical nurses. Analysis of variance revealed no significant differences among the three groups of nurses on the overall frequency of job stress. Post-hoc Tukey tests demonstrated a significant difference in three stress subscales among the three groups. ICU and hospice nurses perceived significantly more stress than medical-surgical nurses related to death and dying; ICU and medical-surgical nurses perceived significantly more stress than hospice nurses related to floating; and medical-surgical nurses perceived significantly more stress than ICU and hospice nurses related to work-overload/staffing. Spearman-Rank Correlation revealed no significant correlations among the three groups in their rank-ordering of the eight stress subscales. Death and dying situations were the most stressful to ICU and hospice nurses, while work-overload/staffing situations were the most stressful to medical-surgical nurses. Results of the study, although not generalizable, have implications for nurse managers.     

Job satisfaction of community nurses working with people with a mental handicap

There is a dearth of studies on the job satisfaction of community nurses, especially those working with people with a mental handicap, in the United Kingdom This paper reports on some of the data gathered as part of a survey of community nurses (mental handicap) (CNMH) in Northern Ireland in 1992 A 25-item questionnaire was sent to all 50 CNMH The response rate was 72% The results showed that most of these CNMH rated then- level of satisfaction as high or very high Additionally, they identified a number of factors which contributed to then- job satisfaction and/or dissatisfaction These findings have implications for theory building, methodology and nursing practice     

Priorities for mental health and learning disability nurse education in the UK: a case study

? The closure of psychiatric and mental handicap hospitals, the emphasis on community rather than hospital care and the distinction between health and social care for people in the community, with its funding implications, have demanded that mental health and learning disability nurses face the challenges of developing new skills and new ways of working. ? In this paper the findings of a study funded by the English National Board for Nursing, Midwifery and Health Visiting (ENB) are reported. This study explored the impact of these reforms on nurses and their practice, and identified the educational needs of mental health and learning disability nurses that have changed as a result. ? The study took a multiple-case study approach and involved interviews with 22 `key informants' and 88 mental health and 59 learning disability stakeholders in six sites, three in each nursing specialty. ? Inductive analysis of the interview data revealed 20 categories which summarize the major issues facing the two nursing specialties. ? These categories are discussed under seven themes and issues for nurse education are raised.     

A comparison of nurse-related behaviour, philosophy of care and job satisfaction in team and primary nursing

The study compares team and primary nursing modes of organization of nursing care on three related variables, namely: nurse-related behaviour and quality of care, philosophy of care and job satisfaction for nurses. The historical dimension and evolution of modes of care, quality of care, philosophy of care and theories of job satisfaction are discussed within the context of the study. The literature and previous research studies conducted on team and primary nursing are reviewed and comparisons of the two are made. Analysis of data collected yielded results which are compared for differences and benefits between team and primary nursing. The results of the study suggest that when compared to team nursing mode of organization of care, primary nursing affords increased quality of care, a more coherent philosophy of nursing and increased job satisfaction for nurses. Methodological problems are examined and implications for policy explored.     

Primary nursing: job satisfaction and staff retention

A survey to compare the levels of intrinsic job satisfaction of primary and non-primary nurses was conducted. Within the survey, the relationship between intrinsic job satisfaction and staff retention was addressed. Wards which met a criteria for primary nursing, designed by Davies (1989) were included in the study. Thirty-two primary nurses were identified. A comparative group of non-primary nurses was identified by 'pairing' nurses on certain variables. Data was gained by questionnaire using a Likert Scale. Open questions were also asked to gain qualitative data. Non-parametric statistical tests were used to analyse quantitative data. Content analysis was used to analyse qualitative data. No significant difference was demonstrated between primary and non-primary nurses levels of intrinsic job satisfaction or intentions to stay in nursing. Qualitative data yielded interesting results. Primary and non-primary nurses gained job satisfaction in different areas of work. Primary nurses gave intrinsic reasons, non-primary nurses gave extrinsic reasons for job satisfaction. Research concerning primary nursing and job satisfaction is often based on the assumption that all nurses as professionals find job satisfaction in intrinsic factors. This assumption must be questioned.     

Enhancing the undergraduate nursing education experience with clinical elective courses

The nursing faculty, in concert with the University's vision of personalized learning for undergraduate students, sought creative opportunities for nursing students to explore distinctive career specialty paths. The development, implementation, and evaluation of three undergraduate clinical electives developed by a School of Nursing (SON) is described here, in collaboration with three clinical practice partners. These nursing elective courses were designed to meet student requests for additional content in specialty nursing practice areas, enhance new nurse career readiness, and meet practice partner staffing needs for nurses with additional knowledge and skills in specific identified specialties. These nursing specialties included perioperative nursing, neonatal intensive care nursing, and oncology nursing. The SON faculty and each practice partner co-developed unique specialty-nursing elective courses that provide foundational specialty knowledge and skills in each practice arena. Project outcomes include enhanced relationships between the SON and practice partners, high levels of satisfaction of students and employers, and subsequent recruitment and employment of these students as new graduate nurses by our practice partners.     

Resilience and mental health nursing: An integrative review of international literature

Mental health nurses work in challenging and potentially high stress settings. Stressors can occur in the context of consumer, family, and/or staff relationships, as well as the work environment and organization. The cumulative effects of stress and professional challenges can lead to harmful impacts for mental health nurses including burnout and poorer physical and mental health. Resilience involves a process of positive adaptation to stress and adversity. The aims of this integrative review were to examine understandings and perspectives on resilience, and explore and synthesize the state of knowledge on resilience in mental health nursing. Following systematic search processes, screening, and data extraction, 12 articles were included. Constant comparative analysis and synthesis of the data resulted in two key categories: Theoretical concepts of resilience and Knowledge on mental health nurses’ resilience. In mental health nursing, resilience has been variously constructed as an individual ability, collective capacity, or as an interactive person–environment process. Resilience was most often reported as low‐moderate, with positive correlations with hardiness, self‐esteem, life and job satisfaction, and negative correlations with depression and burnout. A resilience programme improved mental health nurses’ coping self‐efficacy and capacity to regulate thoughts and emotions and developed their resilient practice. Use of contemporary resilience definitions will inform more consistent investigation and progressively scaffold knowledge of this emergent construct in mental health nursing. Future research on the implementation of resilience programmes and resilience‐building strategies for mental health nurses at the individual, work unit, and organizational levels is needed.     

Influence of stress and nursing leadership on job satisfaction of pediatric intensive care unit nurses.

BACKGROUND: High levels of stress and the challenges of meeting the complex needs of critically ill children and their families can threaten job satisfaction and cause turnover in nurses. OBJECTIVE: To explore the influences of nurses' attributes, unit characteristics, and elements of the work environment on the job satisfaction of nurses in pediatric critical care units and to determine stressors that are unique to nurses working in pediatric critical care. METHOD: A cross-sectional survey design was used. The sample consisted of 1973 staff nurses in pediatric critical care units in 65 institutions in the United States and Canada. The following variables were measured: nurses' perceptions of group cohesion, job stress, nurse-physician collaboration, nursing leadership, professional job satisfaction, and organizational work satisfaction. RESULTS: Significant associations (r = -0.37 to r = -0.56) were found between job stress and group cohesion, professional job satisfaction, nurse-physician collaboration, nursing leadership behaviors, and organizational work satisfaction. Organizational work satisfaction was positively correlated (r = 0.35 to r = 0.56) with group cohesion, professional job satisfaction, nurse-physician collaboration, and nursing leadership behaviors. Job stress, group cohesion, job satisfaction, nurse-physician collaboration, and nursing leadership behaviors explained 52% of the variance in organizational work satisfaction. Dealing with patients' families was the most frequently cited job stressor. CONCLUSIONS: Job stress and nursing leadership are the most influential variables in the explanation of job satisfaction. Retention efforts targeted toward management strategies that empower staff to provide quality care along with focal interventions related to the diminishment of stress caused by nurse-family interactions are warranted.     

Hospice nursing: the specialty

The purpose of this study was to identify and delineate what experienced hospice nurses perceive as the knowledge and skills base essential to their practice of hospice nursing as a specialty. Little of this specialty is taught in basic nursing programs, so another purpose was to determine the methods hospice nurses use for knowledge and skills acquisition. The qualitative study method of focused ethnography was used. This method allowed the researcher to examine hospice nurses in the context of their own community-based agency, enter the research arena with specific questions, describe the topic from the viewpoint of the participants, use multiple data sources, and begin data analysis concurrently with data collection, which continued until saturation was reached. During data analysis, 11 categories emerged. Four of these categories involved skills: (a) assessment skills, (b) communication skills, (c) technical skills, and (d) management skills; and seven categories primarily involved knowledge: (a) end-stage disease process, (b) signs of impending death, (c) palliative therapeutics, (d) collaboration between disciplines, (e) advocacy, (f) philosophy and ethics of hospice care, and (g) family dynamics. Of these 11 categories, the one discussed and observed most often was that of assessment skills. It was found that the hospice nurses learned their specialty by doing it. However, the need for graduate education in hospice nursing became apparent.     

某军队医院不同编制护士工作压力状况与工作满意度的对比分析

目的了解军队医院护理队伍中军人、非现役文职和聘用护士的工作压力、工作满意度现状,分析不同编制护士工作压力与工作满意度的关系。方法采用护士工作压力源量表和工作满意度量表对192名军队医院护士进行问卷调查。结果不同编制护士工作压力总分（2．60±0．21）分,各维度均处于中度压力水平,以护理专业与工作方面的压力最大;聘用护士的总体工作压力大于军人、文职护士;不同编制护士总体工作满意度总分（3．22±0．38）分,处于中等水平;聘用护士的总体工作满意度低于军人、文职护士;个人及专业发展机会维度、工资与补贴维度和管理与医院政策维度,不同编制护士之间差异有统计学意义;工作压力与工作满意度呈负相关（P〈0．05）。结论护理管理人员应根据不同编制的护士采取有效的管理对策,减轻护士的工作压力,提高工作满意度,维持护理队伍的稳定,提高护理服务质量。     

What makes a good intensive care unit: a nursing perspective.

With the high prevalence of nursing shortages and low staff retention rates in many Australian intensive care units (ICUs), we aimed to determine what factors were important to nurses working in an ICU. Of all the nursing specialties in New South Wales, intensive care was reported to have had the fifth highest vacancy rate from June 2000-January 2001. A questionnaire was distributed to 36 nurses in a major metropolitan ICU. The response rate was 32 (89 per cent). The ICU has had high staff retention rates and low vacancy rates for a number of years. We were interested to document what factors made this unit a popular one to work in. Factors that were of greatest importance to most nurses were those that dealt with nursing unit management and medical staff. Other factors that rated highly included the ability to self-roster, some aspects of working relationships and having an active role in patient care issues. The survey informed us that nurses at this study site were mostly satisfied with these aspects. Previous studies have demonstrated a strong correlation between job satisfaction and turnover rates amongst nurses. The results of this study highlight the importance of good nursing management and various aspects of the nursing role in attaining job satisfaction in the workplace. These key factors play an important role in achieving high staff retention and low vacancy rates.     

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。     

Job satisfaction and emotional subjective well‐being among Slovak nurses

GURKOVÁ E., ?ÁP J., ?IAKOVÁ K. & ?URI?KOVÁ M. (2011) Job satisfaction and emotional subjective well‐being among Slovak nurses. International Nursing Review 59 , 94–100 Purpose: The purpose of this study is to investigate job satisfaction and emotional subjective well‐being and the correlations between these two constructs among Slovak nurses. Design: A cross‐sectional survey was used to investigate this relationship among nurses (n = 104) working in seven public hospitals in Slovakia. Methods: Data were collected using a set of questionnaires that included the questionnaire to measure job satisfaction, the Positive Affect Scale, the Negative Affect Scale and a demographics form. Findings: Findings of this study confirmed some general satisfying and dissatisfying elements for the nursing profession across different clinical specialties and different cultures. The results also indicate that there is a positive correlation between positive emotions and job satisfaction of Slovak nurses. Conclusion: The paper has drawn attention to the job satisfaction and emotional well‐being among nurses. Further studies in this field, extended to different countries, work settings and nursing specialties, may help to improve subjective well‐being of nurses. Study limitations: Participants came from a limited number of hospitals in Slovakia. A larger sample from different hospitals in Slovakia could have enhanced the generalizability of the results and increased the power of the study to detect significant differences and associations.     

三级甲等医院护士工作压力源与工作满意度的相关性研究

[目的]调查三级甲等医院护士工作满意度及工作压力源的现状,明确两者之间的关系。[方法]采用护士工作压力源量表、明尼苏达满意度问卷对273名三级甲等医院临床护士进行问卷调查,并对其结果进行分析。[结果]护士工作压力源总分为2.97分±0.69分,各维度得分由高到低依次为工作量及时间分配问题、护理专业及工作方面的问题、病人护理方面的问题、工作环境及资源方面的问题、管理及人际关系方面的问题,护士工作压力与工作目的有关;护士工作满意度总分为58.84分±12.78分,满意度与工作目的有关;护士工作满意度与工作压力呈负相关(P<0.01)。[结论]管理者和临床护士应采取针对性的措施,设法减少或消除护士的工作压力源,提高工作满意度,从而保证护理质量。     

A comparative study of the spiritual perspectives and interventions of mental health and parish nurses

Spirituality is an integral part of holistic nursing practice. Limited research has been done that explores nurses' spirituality and the spiritual interventions they have made with patients in their practice. Much of the extant research has been done on nurses involved in terminal care such as oncology and hospice nursing. This study explores spiritual perspectives and spiritual nursing interventions in two other nursing specialties that require holistic nursing care as well: mental health and parish nurses. The findings indicate that both groups report high spiritual perspective scores and provide a variety of interventions to patients in their practices.     

Role stress and role ambiguity in new nursing graduates in Australia

The first few months of nursing have the potential to be the most challenging and stressful for new nursing graduates. The purpose of the present study was to examine sources of, and changes in, role stress 2-3 months after employment, and 11-12 months later in new graduate nurses. This study also investigated the relationship between job satisfaction and role stress. A factor analysis demonstrated that role ambiguity was the most salient feature of role stress in the first few months, while 10 months later, role overload was the most important factor explaining variance in role stress scores. There was no significant change in role stress scores over time. For the first survey, job satisfaction was significantly negatively correlated with role ambiguity and role stress. In the second survey there was still a significant negative correlation between role ambiguity and job satisfaction, but no significant correlation between role overload and job satisfaction. The findings are discussed in terms of implications for nursing education, practice and future research.