肿瘤医院护士心理授权和工作疲溃感的相关性研究

目的探讨心理授权对肿瘤医院护士工作疲溃感的影响。方法采用心理授权量表和工作疲溃感量表对668名肿瘤医院临床护士进行调查。结果肿瘤医院护士的心理授权总分为(3.75±0.54)分,工作疲溃感总分为(63.24±8.57)分;护士心理授权中工作自主性和自我效能两个维度是肿瘤医院护士工作疲溃感的主要影响因素(R~2=0.274)。结论肿瘤医院护士的心理授权水平较低,工作疲溃感程度较重,护理管理者应当采取适当措施提高护士心理授权水平可以有效缓解护士工作疲溃感。     

心理资本在我国护士群体中的应用

护士作为卫生保健事业中重要的专业人群,其心理健康与工作热情直接影响到社会人群的整体健康水平。心理资本是积极心理学中的重要概念,主要阐述了一种个体所拥有的积极热情的心理资源。如何对护士的工作热情与个人潜能从积极心理学的角度去探索并挖掘,是现代人力资源管理研究的重要课题。心理资本有望成为一种实用而有效的新型工具。     

Predictors of psychological health in spouses of persons affected by stroke

Aim. To identify predictors of psychological health and examine if these predictors change over time in spouses of stroke patients during the first year after stroke. A second aim was to identify gender differences in psychological health among the spouses. Background. The impact of burden in long‐term caregivers may result in psychological consequences for the spouse. The rehabilitation process for the patient can be negatively affected by a stressed caregiver and result in long‐term hospitalization. To identify spouses at risk for physical and psychological distress is, therefore, essential to support those in need. Design. Longitudinal, comparative study. Methods. One hundred spouses of stroke patients were assessed at baseline, as well as after six and 12 months, regarding psychological health, well‐being, own illness, need of assistance from general practitioner and/or district nurse, social network and knowledge about stroke. Stepwise multiple regression analyses were conducted for baseline, six‐ and 12‐month assessments, respectively, with psychological health as the dependent variable. Results. General well‐being and presence of illness in spouse were the most prominent predictors of psychological health, throughout the first year. Conclusions. Enhancing psychological health and preventing medical problems in the caregiver are essential considerations to enable patients with stroke‐related disabilities to continue to live at home. Relevance to clinical practice. Evaluating the situation for spouses of stroke patients is an important component when planning for the future care of the patient.     

护士心理授权与职业倦怠及离职意愿的关系

目的：探讨护士心理授权与职业倦怠及离职意愿的关系,为缓解护士职业倦怠和离职意愿提供干预的依据。方法：采用护士心理授权量表、护士职业倦怠量表和离职意愿量表对泰安市三级甲等综合医院650名护士进行问卷调查,探讨三者之间的关系。结果 ：护士心理授权与职业倦怠及离职意愿均显著相关（P〈0.01）,护士心理授权在职业倦怠和离职意愿之间起中介作用。结论：建议重视护士心理授权水平,特别要重视工作6～10年护士心理授权水平的提升。     

Investigation of risk factors of psychological acceptance and burnout syndrome among nurses in China

The objectives of this study were to determine reliability of Chinese version of Acceptance and Action Questionnaire‐II (AAQ‐II), the relationship between psychological acceptance (PA), and burnout syndrome and their risk factors among nurses in China. The reliability of AAQ‐II in Chinese was evaluated first by testing on 111 doctors and 108 nurses in China. On the number of 845 nurses selected from nine city hospitals by using stratified cluster sampling method, the Maslach Burnout Inventory‐General Survey was administered to establish the presence of burnout, and the AAQ‐II was used to measure their PA. Results showed that the AAQ‐II in Chinese had a good test–retest reliability. PA was statistically significantly negatively correlated to the three dimensionalities of burnout among nurses in China. Male and female nurses had a significant difference in PA. Risk factors for burnout were age (25–44 years), marital status (married), gender (male), hospital department (emergency) and position (primary title) as well as PA. The findings provide insights into the risk factors of burnout in Chinese nurses and may have clinical implications in preventing burnout in Chinese nurses.     

心理干预对精神科护士职业倦怠及焦虑情绪的影响

[目的]观察心理干预缓解精神科护士职业倦怠及焦虑情绪的效果。[方法]选取40名从事精神科工作的护士为研究对象,由具备心理治疗资质的护理人员对其进行为期8周正能量激励、团体心理干预、放松训练等,比较心理干预前后护士工作压力源、职业倦怠以及不良情绪的变化。[结果]心理干预后,护士的工作压力源评分、职业倦怠感水平低于干预前(P均0.05);护士的躯体化、强迫症状、人际关系敏感、抑郁、焦虑以及总分均低于干预前(P0.05)。[结论]对精神科护士实施心理干预能降低工作压力和职业倦怠感,缓解职业带来的焦虑、抑郁情绪。     

新护士长心理体验的现象学研究

目的探索新护士长的心理体验,并了解其压力感受,从而为医院管理者提供最真实的情况,为制定更为人性化的管理制度提供可靠依据。方法采用现象学研究方法探索新护士长的心理体验,以半结构式的深入谈话方式对10名新护士长进行访谈,对访谈资料采用阅读、分析、反思、分类、提炼5个步骤进行分析,提炼出主题。结果新护士长的心理负荷过重,给家庭生活带来诸多负性影响。新护士长存在不同程度的疲劳、紧张、情绪低落、无成就感等疲溃现象。结论护理管理者应关注新护士长的成长,制定人性化的护理管理制度,为其今后拓展更为自由、广阔的发展空间。     

护士心理契约与情绪劳动的相关性

目的探讨护士心理契约与其情绪劳动的相关性。方法采用心理契约量表和护士情绪劳动量表对200名临床护士进行问卷调查,采用Pearson相关分析法探讨两者间的相关性。结果护士心理契约和情绪劳动总分分别为(2.40±0.47)分和(3.79±0.63)分。Pearson相关分析显示,心理契约总分和情绪劳动总分呈负相关(P0.05);表层扮演与医院的现实责任、发展责任、团队责任和心理契约总分呈正相关(P0.05);深层扮演、情绪表达要求和情绪劳动总分均与医院的现实责任、发展责任、团队责任和心理契约总分呈负相关(P0.05)。结论护士心理契约履行程度不高,情绪劳动水平有待提高,心理契约与其情绪劳动密切相关。     

急诊科护士心理资本与职业倦怠的相关性研究

目的调查急诊科护士心理资本和职业倦怠的现状,探讨急诊科护士心理资本与职业倦怠的关系。方法选取广西壮族自治区南宁市2所三级甲等综合医院及桂林市1所三级甲等综合医院120名急诊科护士,采用心理资本问卷和护士职业倦怠量表进行调查。结果急诊科护士心理资本得分低于常模(P0.01);职业倦怠得分处于中等水平;心理资本与职业倦怠呈负相关(P0.05),护士心理资本越高,其职业倦怠感越低。结论护理管理者可通过提高护士心理资本的方法,降低其职业倦怠感,以提高急诊科护理质量。     

The role of burnout among Hungarian nurses

This study was aimed to explore the occurrence of burnout among nurses in health and social institutions in Baranya County of Hungary, to reveal the connections between burnout and sociodemographic factors, and to learn its extent in different types of care. The survey was a one-off, representative sample with 805 questionnaires processed. The questionnaire was an internationally used and accepted standard paper designed for assessing burnout syndrome. The sample was given by nurses working in health and social care institutions in 2001. Intensive care nurses have the highest scores for burnout, followed by nurses in long-term care. Active ward nurses show the lowest scores for burnout. Burnout is twice as high among intensive care nurses (10.7%) than among long-term care nurses (3.6%), and the least is among active ward nurses (0.6%). Leaving one's job is closely connected with burnout (66%). Prevention could save health-care workers from burnout and leaving the job independently from nurses' sociodemographic factors.     

护士职业认同水平与其工作压力、职业倦怠的相关性研究

目的探讨临床护士的职业认同水平与其工作压力、职业倦怠之间的关系。方法采用护士职业认同问卷、护士工作压力源量表及护士职业倦怠量表对上海市9所医院的524名临床护士实施问卷调查。结果护士的职业认同处于中等水平,工作量及时间分配位居其工作压力源之首,存在一定程度的工作倦怠;护士的职业认同水平与其工作压力及职业倦怠程度呈负相关,即护士的职业认同水平越高,其感知的工作压力及职业倦怠程度越轻。结论提升护士的职业认同水平,有望缓解护士的工作压力及职业倦怠,也为护理人力资源管理寻求有效干预策略拓展新视角。     

护士心理授权与工作倦怠的相关性研究

目的探讨护士心理授权与工作倦怠的相关性。方法选取湖北省襄阳市3所三级甲等综合性医院的437名护士,采用心理授权量表、工作倦怠量表进行调查。结果分层回归表明,心理授权所解释工作倦怠的方差变异量,在情感衰竭、去人格化以及个人成就感3个维度分别为20．2％、13．9％、19．2％,心理授权中的工作意义对情感衰竭、去人格化以及个人成就感3个维度都有显著预测作用,自我效能和工作影响对个人成就感维度有显著预测作用,自主性对情感衰竭维度有显著预测作用。结论心理授权能够有效预测护士工作倦怠,提高护士心理授权水平,对于有效缓解护士工作倦怠具有重要作用。     

团体心理干预在遭受职业场所暴力后精神科护士的应用研究

目的探讨团体心理干预在遭受职业场所暴力后精神科护士心理干预中的应用效果。方法选择上海市二级甲等精神专科(长宁、静安)医院遭受过工作场所暴力的注册精神科护士60例为研究对象,随机分为对照组与观察组,各30例。对照组给予常规心理疏导,观察组由专业心理咨询师进行团体心理干预,所有护士均使用症状自评量(SCL-90)、焦虑自评量表(SAS)、抑郁自评量表(SDS)进行测量,比较2组干预前后测量结果变化。结果观察组护士SCL-90量表中躯体化、强迫症状等维度评分、SAS、SDS评分均显著低于对照组(P0.05)。结论团体心理干预有助于改善遭受职业场所暴力后精神科护士的心理状况,缓解焦虑、抑郁情绪,提高工作质量。     

护士心理授权与工作满意度相关性研究

目的:研究护士心理授权与工作满意度的相关性。方法:分层随机抽取3家医院200名临床护士进行心理授权与工作满意度的问卷调查,探讨护士心理授权水平与工作满意度之间的关系。结果:发放问卷200份,收回有效问卷184份,有效回收率92.0%。护士心理授权感知及工作满意度均处于中等水平,心理授权及各维度与护士工作满意度及其各维度均相关,其中工作影响对工作满意度影响最大。结论:建议重视对护士有效授权的感知,创造有助于形成护士心理授权的环境,提高护士的工作满意度和促进护理的专业发展。     

医院护士心理韧性、总体幸福感和职业倦怠的调查研究

目的调查医院护士心理状态,分析相关因素,以期为护理管理者提供依据。方法采用一般资料问卷、中文版心理韧性量表、总体幸福感量表和职业倦怠量表对某三甲医院1193名护士进行调查。结果1193名护士心理韧性总均分为(57.42±15.77)分、总体幸福感总均分为(73.12±12.03)分、职业倦怠感总均分为(35.03±15.17)分。护龄、职称、职务、学历、睡眠质量(睡眠时间和是否使用睡眠辅助药物)、离职意愿,奖金透明度、进修次数、夜班频次是影响护理人员心理状态的主要因素。结论护理管理者应关注护士心理健康,重视提高薪酬待遇、增加学习机会,提供适当支持满足护龄较短护士心理需要,提高护士人员整体心理水平。