Nurse’s perceptions of their group goal attainment capability and professional autonomy: a pilot study

Aim A pilot study to examine staff nurses’ perceptions of, and relationships between, group goal attainment capability and professional autonomy. Background A nursing group’s capability to employ appropriate nursing interventions leads to improvement in patient outcomes. Nurses’ goal attainment capability plays a role in achieving high-quality patient outcomes and may be related to professional autonomy. Method Staff nurses (N = 90) in one community hospital completed the Sieloff–King Assessment of Group Goal Attainment Capability within Organizations and the Nursing Activity Scale instrument. Results Staff nurses reported high goal attainment capability and high professional autonomy, and a positive significant but weak correlation (r = 0.24, P < 0.05) was found between nurses’ perceptions of group goal attainment capability and perceptions of professional autonomy. Three of the eight group goal attainment subscales were positively correlated with professional autonomy including: group leaders’ goal attainment capability competency, goals/outcomes competency and goal attainment capability perspective. Conclusion While three subscales of goal attainment capability were significant, the correlations were weak between professional autonomy and group leader’s goal attainment competency, goals/outcome competency and goal attainment perspective. Implications for Nursing Management Nurse managers can play a key role in nurses’ group goal attainment capability and perceived professional autonomy.     

Psychological empowerment and job satisfaction between Baby Boomer and Generation X nurses

sparks a.m. (2012) Journal of Nursing Management  20, 451–460 Psychological empowerment and job satisfaction between Baby Boomer and Generation X nurses Aim This paper is a report of a study of differences in nurses’ generational psychological empowerment and job satisfaction. Background Generations differ in work styles such as autonomy, work ethics, involvement, views on leadership, and primary views on what constitutes innovation, quality, and service. Method A secondary analysis was conducted from two data sets resulting in a sample of 451 registered nurses employed at five hospitals in West Virginia. One data set was gathered from a convenience sample and one from a randomly selected sample. Data were collected from 2000 to 2004. Results Baby Boomer nurses reported higher mean total psychological empowerment scores than Generation X nurses. There were no differences in total job satisfaction scores between the generations. Conclusion There were significant differences among the generations’ psychological empowerment scores. Generational differences related to psychological empowerment could provide insight into inconsistent findings related to nurse job satisfaction. Implications for nursing management Nurse administrators may consider this evidence when working on strategic plans to motivate and entice Generation X nurses and retain Baby Boomers. Although implications based on this study are tentative, the results indicate the need for administrators to consider the differences between Baby Boomer and Generation X nurses.     

护士工作满意度对患者满意度的影响

目的:探讨护士工作满意度与患者满意度现状及两者之间的关系。方法:采用问卷调查法,分别对护士和患者进行调查。结果:护士工作满意度总分为(3.09±0.40)分,患者满意度总分为(3.99±0.48)分;除与同事关系这个因子外,二者各因子均相关(P<0.05,P<0.01);多元线性回归分析结果显示,管理对服务态度与主动性和工作能力这两个方面有其预测力(均P<0.01),工资及福利对关爱与沟通的预测力最大(β值为0.209),个人成长及发展对病区管理和健康教育这两个方面有其预测力(P<0.01,P<0.05)。结论:护士工作满意度与患者满意度呈正相关,医院管理者应努力提高护士工作满意度,从而提升患者满意度,取得医院内部员工与外部患者都满意的双赢效果。     

Job satisfaction and the factors affecting satisfaction in nurse educators: A systematic review

Objectives

The present study seeks to answer the following two questions: Are nurse educators satisfied with their job? What are the factors affecting job satisfaction in nurse educators?

Hospital nurse practice environment, burnout, job outcomes and quality of care: test of a structural equation model

Title. Hospital nurse practice environment, burnout, job outcomes and quality of care: test of a structural equation model. Aim. The aim of the study was to investigate relationships between nurse practice environment, burnout, job outcomes and nurse‐assessed quality of care. Background. A growing line of work confirms that, in countries with distinctly different healthcare systems, nurses report similar shortcomings in their work environments and the quality of care in hospitals. Neither the specific work environment factors most involved in dissatisfaction, burnout and other negative job outcomes, and patient outcomes, nor the mechanisms tying nurse job outcomes to quality of care are well understood. Method. A Nurse Practice Environment and Outcome causal structure involving pathways between practice environment dimensions and outcome variables with components of burnout in a mediating position was developed. Survey data from 401 staff nurses across 31 units in two hospitals (including the Revised Nursing Work Index, the Maslach Burnout Inventory, and job outcome and nurse‐assessed quality of care variables) were used to test this model using structural equation modelling techniques. The data were collected from December 2006 to January 2007. Results. Goodness of fit statistics confirmed an improved model with burnout dimensions in mediating positions between nurse practice environment dimensions and both job outcomes and nurse‐assessed quality of care, explaining 20% and 46% of variation in these two indicators, respectively. Conclusion. These findings suggest that hospital organizational properties, including nurse–physician relations, are related to quality of care assessments, and to the outcomes of job satisfaction and turnover intentions, with burnout dimensions appearing to play mediating roles. Additionally, a direct relationship between assessments of care quality and management at the unit level was observed.     

麻醉护士与麻醉医师对麻醉护士角色期望差异的探讨

目的：了解临床麻醉护士与麻醉医师对麻醉护士角色定位的差异,促进麻醉护理学科的发展。方法：按照方便抽样原则,选取广州市和中山市共9所拥有麻醉护士的三级综合性医院,采用不记名调查方式分别对50名麻醉护士和141名麻醉医师进行问卷调查。结果：麻醉护士与麻醉医师在麻醉用物准备及用后整理、麻醉操作配合、麻醉护理科研3个方面对麻醉护士的角色期望存在统计学差异（P〈0.05）。结论：麻醉护士要客观认识自身能力,准确定位自身角色,有目的地学习;麻醉医师要根据麻醉护士的角色特点安排其工作,保持其工作热情,实现其自身价值;护理管理者要为麻醉护士创造良好的施展其才华和专长的平台,为麻醉护士提供必要的角色指导。     

三甲医院骨科护理工作量与护士工作满意度的相关性分析

目的：了解三甲医院骨科护理工作量与护士工作满意度的关系。方法采用护士工作满意度量表和骨科护理工作量评估量表对132名骨科护士进行调查。结果不同职称、护龄的护士护理工作量差异有统计学意义（ F值分别为26．988,23．654;P＜0．05）;不同职称、护龄的护士护理工作满意度差异有统计学意义（ F值分别为56．988,47．081;P＜0．05）。护士工作量同工作满意度的总体呈显著负相关（r＝-0．292,P＜0．01）。回归分析显示职称、护龄、工作量对工作满意度具有显著影响,预测系数分别为0．351,0．275和-0．356（ P＜0．05）。结论护理工作量对护士工作满意度有重要影响,提高其业务水平,合理排班是提高满意度的重要途径。     

Self-image and job satisfaction of the Nigerian nurse: a comparative study

Self-image and job satisfaction of the Nigerian nurse: a comparative study Congruity or lack of it between the perception of student and professional nurses about the self-image and job satisfaction of the Nigerian nurse was examined. The expectation was that as a result of the socialization processes involved in nursing education, the student nurse and the senior nursing professionals (who are the socializing agents) should not differ significantly on their ratings on the self-image and job satisfaction of the Nigerian nurse. The subjects were 30 male and female student nurses and 23 male and female professional nurses who scored the Self-image of the Nurse Scale (SINS) and the Job Satisfaction Scale (JSS). The results showed that the student and the professional nurses were minimally differentiated in their perception of the self-image of the Nigerian nurse. On the whole the student nurses were more dissatisfied with nursing than the professional nurses. The occupational position of the student nurse was said to have been partially responsible for the differences.     

Personality dimensions and their relationship with job satisfaction amongst dutch nurse anaesthetists

meeusen V.C.H., brown-mahoney C., van dam K., van zundert A.A.J. & knape J.T.A. (2010) Journal of Nursing Management 18 , 573–581
Personality dimensions and their relationship with job satisfaction amongst dutch nurse anaesthetists Aim This study investigates the relationship between personality dimensions and job satisfaction. Background The shortage of nurses, and those voluntarily leaving their jobs, continues to be a problem affecting the delivery of healthcare all over the world, including anaesthesia. If it is found that nurse anaesthetists with certain personality types have high levels of job satisfaction, the information may be helpful for the retention of nurse anaesthetists. Methods A questionnaire was distributed amongst Dutch nurse anaesthetists. Factor and multiple regression analyses were performed to reveal personality dimensions and their impact on job satisfaction. Results Nine hundred and twenty-three questionnaires were completed and analysed (46% response rate). Two personality dimensions –‘easy going’ and ‘orderly’– explained 3.5% of the variance in job satisfaction. Conclusion Personality dimensions as measured with the Myers–Briggs Type Indicator (MBTI) are only minimally relevant in predicting job satisfaction amongst Dutch nurse anaesthetists. Implications for nursing management Before using personality traits as a selection tool for retaining employees, it is important to understand the relationship of particular personalities to job satisfaction; it is also important to know which combination of personality traits is likely to create a highly cohesive work group.     

The mediating role of job satisfaction between leader-member exchange and turnover intentions

han g. (helen) & jekel m. (2011) Journal of Nursing Management 19, 41–49
The mediating role of job satisfaction between leader-member exchange and turnover intentions Aim The aim of the present study was to investigate whether job satisfaction mediates between leader-member exchange and nurse turnover intentions. Background Limited knowledge is available on the mediating role of job satisfaction between leader-member exchange and turnover intentions in the nursing field. Method This is a cross-sectional survey study. Data were collected in a US hospital. Results Higher leader-member exchange was associated with lower turnover intentions (β = −0.41, P < 0.001). Leader-member exchange was positively related to one’s job satisfaction (β = 0.50, P < 0.001). Job satisfaction was negatively related to turnover intentions (β = −0.64, P < 0.001). When leader-member exchange and job satisfaction were both controlled for, the link between leader-member exchange and turnover intentions was no longer significant (β = −0.12, P > 0.05). Conclusion Job satisfaction mediates the link between leader-member exchange and turnover intentions. Implications for nursing management The present study reinforces the significant role of managers. Nurse managers can try to cultivate a good relationship with the nurses. This can enhance nurses’ job satisfaction and in turn lower their turnover intentions.     

护理管理者变革型领导行为与护理人员工作满意度的相关性研究

目的调查目前护理管理者变革型领导水平及护理人员工作满意度的现状,分析变革型领导对工作满意度的影响,并探索两者的相关性。方法采用问卷调查法对哈尔滨市一所三级甲等医院中的238名护理人员进行调查。结果护理管理者的变革型领导和护士的工作满意度都处于中等水平,两者之间呈正相关（P〈0.01）。结论通过提高护理管理人员变革型领导的知识和技能,可以提高护理人员的工作满意度。     

长春市部分社区护士职业价值观与工作倦怠状况的相关性

目的了解长春市部分社区护士的职业价值观与工作倦怠状况及两者的相关性。方法采用护士职业价值观与工作倦怠量表,以整群抽样的方法对长春市192名社区护士进行问卷调查。结果社区护士职业价值观总均分为(3.21±0.64)分,工作倦怠总均分为(2.41±0.63)分,倦怠检出率为90.1%。职业价值观与工作倦怠呈负相关(r=-0.354,P<0.05);职业价值观与护士职称及对护理工作满意度有关(P<0.05,P<0.01),工作倦怠与护士学历、工作年限及对护理工作满意度有关(P<0.05,P<0.01)。结论尽管社区护士职业价值观呈中立偏积极,且与职业倦怠呈负相关,但社区护士的职业倦怠检出率仍较高。应针对不同学历、职称及工作年限的社区护士加强职业价值观教育,提升其护理工作满意度,预防和减轻工作倦怠状况。     

Development and psychometric evaluation of the Core Nurse Resource Scale

simpson mr . (2010) Journal of Nursing Management 18, 1048–1059
Development and psychometric evaluation of the core nurse resource scale Background The Core Nurse Resource Scale was developed to further what we know about the relationship between the nursing work environment and quality outcomes. Aims To examine the factor structure, internal consistency reliability and concurrent-related validity of the Core Nurse Resource Scale. Methods A cross-sectional survey study design was used to obtain a sample of 149 nurses and nursing staff [Registered Nurse (RNs), Licensed Practical Nurse (LPNs) and Certified Nursing Assistant (CNAs)] working in long-term care facilities. Exploratory factor analysis, Cronbach’s alpha and bivariate correlations were used to evaluate validity and reliability. Results Exploratory factor analysis yielded a scale with 18 items on three factors, accounting for 52% of the variance in scores. Internal consistency reliability for the composite and Core Nurse Resource Scale factors ranged from 0.79 to 0.91. The Core Nurse Resource Scale composite scale and subscales correlated positively with a measure of work engagement (r = 0.247–0.572). Conclusions The initial psychometric evaluation of the Core Nurse Resource Scale demonstrates it is a sound measure. Further validity and reliability assessment will need to be explored and assessed among nurses and other nursing staff working in other practice settings. Implications for nursing management The intent of the Core Nurse Resource Scale is to evaluate the presence of physical, psychological and social resources of the nursing work environment, to identify workplaces at risk for disengaged (low work engagement) nursing staff and to provide useful diagnostic information to healthcare administrators interested in interventions to improve the nursing work environment.     

The impact of nurse empowerment on job satisfaction

Title. The impact of nurse empowerment on job satisfaction. Aim. This paper is a report of a study conducted to test Kanter’s organizational empowerment theoretical model specifying the relationships among demographics, structural empowerment, and job satisfaction. Background. Empowerment has become an increasingly important factor in determining nurses’ job satisfaction in current restructured work environments in China. Methods. A correlational, cross‐sectional design was used to test Kanter’s organizational empowerment model with a sample of 650 full‐time nurses employed in six Chinese hospitals in 2007, with a response rate of 92% (n = 598). The instruments used were the Demographic Data Questionnaire, Conditions of Work Effectiveness Questionnaire‐II, and Job Satisfaction Scale. Results. The three lowest scoring items for Conditions of Work Effectiveness Questionnaire‐II were resources, opportunity and informal power. The job satisfaction items revealing most dissatisfaction were workload and compensation, professional promotion, amount of work responsibility, work environments, and organizational policies. A statistically significant positive correlation was found between empowerment and job satisfaction (r = 0·547, P < 0·01). The demographic factors influencing empowerment were work objectives and age. The influencing factors for job satisfaction were work objectives and education level. Conclusion. The results provide support for Kanter’s organizational empowerment theory in the Chinese nurse population. Nurses who view their work environments as empowering are more likely to provide high quality care. Enhancing empowerment in a supportive environment would allow nurses to experience satisfaction with their jobs.     

The USA's nurse managers and UK's ward sisters: critical roles for empowerment

• ? The nurse manager/ward sister^* role is becoming endangered as many of these nurses are being asked to take fiscal and personnel responsibility for multiple units/programmes and supervise more non-registered nursing staff.
• ? Loss of this important nurse manager/ward sister role could severely decrease nursing's voice in the development and implementation of policies that affect nurses arid the care they deliver.
• ? The authors review 20 years of literature from both the USA and the UK regarding supportive supervision and the role of the nurse manager/ward sister. Nurse managers/ward sisters were found to be key individuals within the entire health-care organization.
• ? Nurse managers/ward sisters can empower the nurses they surpervise to initiate changes that will improve patient care. Nurse managers/ward sisters can also improve the working conditions and thus increase the job satisfaction and retention of those they supervise.
• ? Strategies for being more supportive of these overworked and endangered nurse managers/ward sisters are suggested.

     

护理组织氛围与护士工作满意度的相关性

目的了解医院护理组织氛围与护士工作满意度现状,探讨两者之间的关系。方法2013年10-12月,采用混合抽样法选择哈尔滨市4所三级甲等综合性医院的1200名护士作为调查对象,采用一般资料问卷、护理组织氛围量表和护士工作满意度量表进行调查。结果返回的1188份有效问卷中,护理组织氛围得分为(3.84±0.59)分,编制、年龄和职务为其主要影响因素(P0.05);护士工作满意度平均得分为(123.63±18.59)分,护龄、职称和编制为其主要影响因素(P0.05);护理组织氛围的总分及3个维度(关心员工、温暖和工作主动性、支持认同)得分与护士工作满意度平均得分呈正相关(P0.05)。结论护理管理者应注重创造良好的护理组织氛围,以提高护士的工作满意度,从而促进护理服务质量的有效提升。