1640名陕西省综合医院护士职业满意度现状及影响因素分析

目的 调查陕西省综合医院护士的职业满意度现状,并分析其影响因素。方法 采用多阶段整群随机抽样的方法,于2018年3—7月从陕西省10个地级市中随机抽取西安市、宝鸡市、延安市3个地级市的8所综合医院1 640名在职护士,采用一般资料调查表、职业满意度量表、职业观量表、职业压力量表、护理业务实施量表、社会支持量表和组织承诺量表进行调查。采用多元线性回归分析护士职业满意度的影响因素。结果 护士的职业满意度平均分为（3.36±0.52）分,职业观总均分为（3.95±0.45）分,职业压力总均分为（2.30±0.54）分,护理业务实施总均分为（4.14±0.58）分,社会支持总分为（31.10±5.80）分,组织承诺总均分为（3.42±0.56）分。多元线性回归结果显示：组织承诺、职业观、职业压力进入回归方程（P<0.05）,共解释护士职业满意度总变异的56.8%。结论 本组陕西省综合医院护士职业满意度处于中等水平,护士的组织承诺水平、职业观水平、职业压力是其职业满意度的主要影响因素。建议护理管理者重点关注组织承诺水平低、职业观水平低和职业压力大的护士,帮助其制定可行的职业生涯规划,提高其对组织价值观和组织文化的认同度;不断加强职业观教育,努力改善护士工作环境和福利待遇,提高其组织承诺水平;降低护士专业负担和业务负担,改善护士工作环境并优化资源配置,促进团队沟通,以降低护士职业压力;从而提高其职业满意度。     

Workplace empowerment, job satisfaction and job stress among Italian mental health nurses: an exploratory study

Aim  The purpose of the present study was to investigate the relationship between staff nurses' structural empowerment, work stress and job satisfaction in two health care settings in Italy using Kanter's Empowerment Theory.
Background  With the current scarcity of economic resources and shortage of nurses, it is essential to empower nurses to perform at a high level to ensure high-quality patient care. Structural empowerment is a process that can optimize use of nursing skills and professional expertise, thereby increasing job satisfaction among nurses.
Method  A convenience sample of 77 nursing staff employed in the Department of Mental Health in central Italy was used in this study (return rate 64%).
Results  Structural empowerment was significantly related to their job satisfaction ( r  = 0.506, P  < 0.001), as was global empowerment ( r  = 0.62). Empowerment also had a significant negative relationship to nurses' work stress ( r  = −0.28, P  < 0.05).
Conclusion  The results of this study support Kanter's theory of structural empowerment in an Italian nursing sample – a previously unstudied population.
Implications for nursing management  Organizational administration must make every effort to create organizational structures and systems that empower nurses to practice according to professional standards and optimize the use of their knowledge and expertise.     

An analysis of the relationship between job satisfaction and job stress in correctional nurses

Stamps and Piedmonte's Index of Work Satisfaction and Harris's Nurse Stress Index were completed by 287 registered nurses employed in state prison health care facilities in order to assess job satisfaction and job stress among correctional nurses. Correctional nurses' expectations about job satisfaction were influenced by pay and autonomy. This finding was consistent with studies of hospital nurses. Important sources of job satisfaction were professional status and interaction with employees. Analysis of differences between expectations and sources of job satisfaction may provide understanding of career benefits and sources of dissatisfaction. Time pressures and organizational support and involvement were sources of stress. Multivariate analyses showed an inverse relationship between stress and job satisfaction. Information about job satisfaction and work stress and their correlates may be used to develop strategies to improve the recruitment and retention of correctional nurses.     

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.     

Determinants of nurses' job satisfaction: the role of work–family conflict, job demand, emotional charge and social support

cortese c.g., colombo l. & ghislieri c. (2010) Journal of Nursing Management 18 , 35–43
Determinants of nurses' job satisfaction: the role of work–family conflict, job demand, emotional charge and social support
Aim  The aim of the present study was to develop a research model explaining the causal relationship between certain antecedents (job and emotional charge, supportive management and colleagues), work–family conflict (WFC) and job satisfaction.
Background  Many research projects in health organizations have highlighted the link between high WFC and lower levels of job satisfaction. The study of these variables is important in understanding the processes of professional nurse retention.
Method  The survey was conducted using a questionnaire administered to 351 professional nurses working in a major North Italian hospital. The questionnaire measures six variables: WFC, job satisfaction, job demand, emotional charge, supportive management and supportive colleagues.
Results  The data confirmed the connection between WFC and job satisfaction, and showed the importance of some WFC predictors, such as supportive management, emotional charge and job demand, not only for their connections with WFC but also for their direct associations with job satisfaction.
Conclusion  WFC, in health organizations, can contribute to a decrease of nurses' job satisfaction.
Implications for nursing management  Nursing management could achieve its aim of reducing WFC through the improvement of support from nurse coordinators, the specific organization of work models, ad hoc family-friendly policies and individual counselling programmes for nurses.     

护理人员工作家庭冲突、社会支持与工作满意度关系研究

目的:明确护理人员工作家庭冲突、社会支持与工作满意度三者的关系,探索提高其工作满意度的有效措施。方法:采用横断面调查法,用工作家庭冲突量表、社会支持量表和工作满意度量表对天津3所三级甲等医院的480名护士进行调查。结果:工作家庭冲突与工作满意度呈负相关(P<0.01);社会支持与工作满意度呈正相关(P<0.01);社会支持在工作家庭冲突和工作满意度中起部分中介作用。结论:管理者及护理人员的家庭成员应该采取有效措施,从各方面为护理人员提供支持,缓解其工作家庭冲突,提高其工作满意度。     

Nursing stress: the effects of coping strategies and job satisfaction in a sample of Australian nurses

Nursing stress: the effects of coping strategies and job satisfaction in a sample of Australian nurses The study reported in this paper examined relationships between nursing work-related stressors and coping strategies, and their impact upon nurses' levels of job satisfaction and mood disturbance. It was proposed that higher levels of perceived work stress and use of avoidance coping would increase mood disturbance, while problem-focused coping would be associated with less mood disturbance. The study also aimed to explore the possible 'buffering effects' of using humour in coping with stress, and the effect of job satisfaction on the stress-mood relationship. The sample consisted of 129 qualified Australian nurses who volunteered to complete standardized questionnaires, including the Nursing Stress Scale, Ways of Coping Questionnaire, the Coping Humour Scale, Job Satisfaction Scale of the Nurse Stress Index, and the shortened version of the Profile of Mood States. Results revealed a significant positive relationship between nursing stress and mood disturbance, and a significant negative relationship between nursing stress and job satisfaction. The use of avoidance coping and the perception of work overload were found to be significant predictors of mood disturbance. No evidence was found to indicate that the use of humour had a moderating effect on the stress-mood relationship but there was support for the influence of job satisfaction upon this relationship. These results provided some support for a transactional model of stress since situational factors were found to influence the nurses' coping and perceptions of stress.     

护士工作绩效现状及其影响因素

目的:探讨护士工作绩效的现状及其影响因素。方法:采用护理工作绩效量表(JPM)和工作压力量表(NSS),对某三级甲等综合医院的375位护士进行调查。结果:护士的工作绩效处于中等水平,工作压力处于高水平,工作绩效和工作压力呈负相关,经多元回归分析,进入回归方程的变量为缺乏支持。结论:护士承受的工作压力较高,过高的工作压力对工作绩效产生负面影响。减轻护士的工作压力,给予其更多的支持和帮助,可以提高护士的工作绩效,促进其更有效地工作。     

The relationship between nursing leadership and nurses' job satisfaction in Canadian oncology work environments

Background  Current Canadian oncology work environments are challenged by the same workforce statistics as other nursing specialties: nurses are among the most overworked, stressed and sick workers, and more than 8% of the nursing workforce is absent each week due to illness.
Aim  To develop and estimate a theoretical model of work environment factors affecting oncology nurses' job satisfaction.
Methods  The sample consisted of 515 registered nurses working in oncology settings across Canada. The theoretical model was tested as a structural equation model using LISREL 8.54.
Results  The final model fitted the data acceptably ( χ ² = 58.0, d.f. = 44, P  =   0.08). Relational leadership and physician/nurse relationships significantly influenced opportunities for staff development, RN staffing adequacy, nurse autonomy, participation in policy decisions, support for innovative ideas and supervisor support in managing conflict, which in turn increased nurses' job satisfaction.
Conclusions  These findings suggest that relational leadership and positive relationships among nurses, managers and physicians play an important role in quality oncology nursing environments and nurses' job satisfaction.
Implications for nursing management  Oncology nursing work environments can be improved by focusing on modifiable factors such as leadership, staff development and staffing resources, leading to better job satisfaction and hopefully retention of nurses.     

护士职业认同感、工作压力和满意度及离职意愿调查

目的：了解北京市护士的职业认同感、工作压力和满意度及离职意愿状况。方法：采用方便抽样法抽取北京市19家不同级别医院的1272名护士,用自行设计的护士职业认同感、工作压力和工作满意度及离职意愿问卷对其进行调查。结果：1272名护士认为目前护士的社会地位平均分为36．5±19．7分（中位数为35．0）,27．8％的护士感觉患者对护士比较尊重或非常尊重,57．2％的护士认为工作压力较大或很大,压力来源主要为职业风险高、工作强度大、社会评价不高,30．7％的护士对工作比较满意或非常满意,不满意的原因主要为收入低、职业风险高、工作强度大;35．2％的护士表示不愿意继续从事护理工作,原因主要为收入低、职业风险高和工作强度大;多元线性逐步回归显示护士职业认同的影响因素有护龄和学历,工作压力的影响因素有婚姻状况和医院级别,工作满意度的影响因素有医院级别、职称和职务;Logistic回归显示护士离职意愿的影响因素为医院级别。结论：目前北京市护士的职业认同感评分低,工作压力大,工作满意度低,离职意愿强烈;相关管理部门应采取有效措施,减轻护士工作压力,提高护士工作满意度和职业认同感,减少有离职意愿护士的数量,以稳定护士队伍,保证临床护理质量。     

Measuring community nurses' job satisfaction: literature review

Title.  Measuring community nurses' job satisfaction: literature review
Aim.  This paper is a report of a review of the literature on community nurses' job satisfaction, including research using different scales and settings, what is known to date and directions for future research.
Background.  Job satisfaction is one of the strongest predictors of intent to stay and retention of nurses. An adequate understanding of the sources of job satisfaction and their importance can aid policymakers in the community nursing setting to cope with the growing demand for its services.
Data sources.  A database of papers was established using ISI Web of Knowledge. Cited references were used to expand the database. Journals adding to the database were scanned for related research. This technique was repeated until no additional papers could be found.
Findings.  Twelve job satisfaction scales were found, with striking differences in methodology, settings and sample characteristics of the studies concerned. A wide variety of job satisfaction and dissatisfaction sources is identified, but little is known on their relative importance. The Measure of Job Satisfaction and the Home Healthcare Nurses' Job Satisfaction Scale prove highly reliable and applicable.
Conclusion. Findings on the level and sources of community nurses' job satisfaction are ambiguous. Of all the scales reviewed, the Home Healthcare Nurses' Job Satisfaction Scale seems most promising for use in future research, based on its strong psychometric properties and its specificity for the community nursing setting.     

护士工作满意度与社会支持的相关分析

目的了解护士工作满意度与社会支持的相关性。方法采用工作满意度及社会支持量表对96名护士进行测评,结果收回有效调查表96份,工作满意度与社会支持呈显著正相关。结论护士获得的社会支持越多,工作满意越高。     

进修护士工作压力源相关因素研究

目的探讨进修护士工作压力水平及相关因素。方法采用护士工作压力源量表，调查2003年至2005年在我院进修的55名护士的工作压力水平及其相关因素。结果进修护士压力源主要为：工作量及时间分配方面，工作环境及资源方面，管理及人际关系方面。不同学历的进修护士压力水平不同。结论设法控制上述压力源给进修护士带来的应激程度，根据不同学历的进修护士，有针对性地采取减压措施、心理支持等，使进修护士在进修期间能够减轻压力，有助于身心健康，促进护理质量进一步提高。     

山东省三级精神病医院护士长工作倦怠及影响因素调查

目的调查精神科护士长工作倦怠状况,分析其影响因素。方法采用护士工作倦怠问卷、社会支持评定量表、简易应对方式问卷及护士工作满意度量表对96名精神科护士长进行问卷调查。结果精神科护士长处于中高度工作倦怠水平;精神科护士长工作倦怠的影响因素包括职称、学历、社会支持、应对方式和工作满意度。结论管理者应关注精神科护士长群体的工作倦怠,良好的社会支持和积极的应对方式是缓解精神科护士长工作倦怠的有效方法。     

Job satisfaction among psychiatric registered nurses in New England

This research used Herzberg et al. 's two-factor theory as a framework with which to examine job satisfaction in a sample of 161 registered psychiatric nurses in the states of Connecticut, Maine and Massachusetts (USA). Weiss et al. 's Minnesota Satisfaction Questionnaire short form was used to measure possible relationships between ability utilization, compensation, co-workers, achievement and job satisfaction. Findings support Herzberg et al. 's theory, showing moderate correlations among nurses' ability utilization, achievement and job satisfaction. Mean general satisfaction of respondents was closer to satisfied than neutral; respondents indicated greatest satisfaction with ability utilization (86%) and achievement (83%); 67% were satisfied with co-workers, and 52% with compensation. Respondents were least satisfied with compensation, with 14% indicating that they were very dissatisfied. Although compensation was an issue, it is possible that other factors, such as safety, management conflict, and balancing the needs of job and family, if addressed, may help increase job satisfaction and retention of psychiatric nursing staff.