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。     

护士工作环境对职业倦怠的影响

目的探讨护士工作环境对护士职业倦怠的影响,为改善护士职业倦怠程度提供依据。方法抽取某市4所综合医院的536名护士,采用Maslach工作倦怠量表和护士工作环境量表进行问卷调查。结果护士情感耗竭处于中度倦怠,去人格化处于低度倦怠,个人无效感处于高度倦怠。对护士职业倦怠产生影响的工作环境因素有内部工作动机、对实践的控制、团队合作和文化敏感性。结论护士工作环境与职业倦怠程度密切相关,对护士职业倦怠的干预措施应从改善工作环境入手。     

Predictors of hospital nurses' intent to stay: a cross‐sectional questionnaire survey in Shanghai,China

Wang L., Tao H., Ellenbecker C.H. & Liu X.H. (2012) Predictors of hospital nurses' intent to stay: a cross‐sectional questionnaire survey in Shanghai, China. International Nursing Revie Aim: To investigate predictors of hospital nurses' intent to stay in the nursing profession. Methods: A cross‐sectional survey design was adopted. Over 1000 nurses working in hospitals in Shanghai, China, were invited to complete a survey questionnaire between May and October 2009 and 919 nurses responded for an 82% response rate. Findings: Regression models explained 41.3% of variance in nurse intent to stay. Although the proposed model hypothesized 18 predictors of intent to stay, only seven were statistically significant factors of nurse intent to stay: normative commitment, economic costs commitment, age, limited alternatives commitment, praise/recognition, professional advancement opportunities and the hospital classification. Of these, the strongest predictors were normative commitment, economic costs commitment and age, which explained 37.3% of variance in nurse intent to stay. Conclusion: Possible strategies to improve nurses' intent to stay include employment practices that improve the work environment, increased wages and benefits, and greater professional opportunity for nurses' personal growth development and promotion. Healthcare organizations should establish an asserting and nurturing environment for nurses and improve nurses' normative commitment and economic costs commitment. Increased effort should be made to improve nurses' conditions in primary and secondary hospitals where nurses report a lower level of intent to stay in nursing. Study Limitations: Participants came from a limited number of hospitals in Shanghai. A larger sample from different hospitals in Shanghai and other districts in Mainland China could have enhanced the generalizability of the results and increased the power of the study.     

Work and headache: A prospective study of psychological,social, and mechanical predictors of headache severity

Headache is a common health complaint responsible for substantial suffering and disability. Although musculoskeletal complaints such as back and neck pain have frequently been associated with occupational psychological and social factors, headache has received less attention as a possible outcome of such exposures. The aim of the present study was to identify occupational psychological, social, and mechanical factors that predicted headache severity. Furthermore, using a full panel design, cross-lagged and synchronous structural equation models were employed to test reverse causality. Data were obtained by work environment surveys in a wide variety of organizations in Norway, with a two-year follow-up period. At baseline 6421 employees responded and 3574 employees also responded at follow-up. Ordinal logistic regression models revealed that 7 of 16 psychological/social/mechanical factors were prospectively related to headache severity. Most consistently, higher quantitative demands and role conflict, and lower decision control, control over work intensity, and job satisfaction were related to more severe headache at follow-up. Cross-lagged models indicated an impact across a 2-year period of decision control, control over work intensity, and job satisfaction on headache severity. Reverse effects from headache severity to quantitative demands were indicated. For role conflict, no cross-lagged effects were observed. However, synchronous models supported the notion of an effect of each of these factors on headache severity over a time span shorter than 2 years.     

ICU护士职业紧张现状及影响因素调查

目的 了解ICU护士职业紧张现状及影响因素,为制订预防、控制职业紧张对策提供依据.方法 采用一般情况调查表、职业紧张量表修订版(OSI-R),对某省13所三级甲等医院的346名ICU护士进行问卷调查.结果 ICU护士OSI-R总分为(404.66±27.78)分,高于国内常模的职业紧张水平;ICU护士个体紧张反应的影响因素为任务模糊、任务冲突和工作环境,以任务冲突对紧张反应的影响最大.结论 ICU护士处于较高的职业紧张水平,管理者和个人应采取积极有效的应对措施.     

Does clinical supervision promote medical–surgical nurses’ well-being at work? A quasi-experimental 4-year follow-up study

koivu a., saarinen pi. & hyrkas k. (2012) Journal of Nursing Management 20, 401–413 Does clinical supervision promote medical–surgical nurses’ well-being at work? A quasi-experimental 4-year follow-up study Aim The aim of the present paper is to report results of a quasi-experimental study exploring the effects of clinical supervision (CS) on the development of medical–surgical nurses’ well-being at work over a 4-year period. Background Effective workplace interventions are needed to prevent stress and burnout. More robust scientific evidence is needed to confirm the restorative effects of CS in nursing. Methods A questionnaire survey on the perceptions of work and health was conducted in 2003 and 2007 on 14 units of a Finnish university hospital where 19 CS group processes had been completed between 2004 and 2007. Results Improvement in job resources as well as reduction in professional inefficacy and psychological distress were found among nurses who received effective CS (n = 41), but were not present among the nurses who found their CS less effective (n = 43) or who did not attend CS (n = 82). Conclusions The results provide robust evidence for the positive effects of CS on medical–surgical nurses’ well-being at work. Implications for nursing management Stress is a developmental challenge in the professional growth of individual nurses. One option for management to sustain nurses’ well-being at work is to develop a learning organization in the workplace making use of CS.     

规范化管理模式在护士职业暴露防护中的应用及效果评价

目的 探讨规范化管理在护士职业暴露防护中的应用与效果.方法 自2009年1月执行规范化管理,对2009年前后我院临床护士发生职业暴露情况进行统计分析.结果 执行前监测护士总人数共1 055人,护士职业暴露332例,发生率31.47％;执行后监测护士总人数共2 412人,护士职业暴露260例,发生率10.78％,执行后较执行前发生率明显下降(P＜0.01).结论 建立职业暴露规范化管理,能最大限度地减少护士职业暴露,保障护士职业安全.     

护士留岗离职因素及心理一致感水平对职业倦怠的影响研究

目的 探讨留岗离职因素及心理一致感水平对护士职业倦怠的影响.方法 采用中文版M氏职业倦怠量表(MBI)、心理一致感量表、护士职业留岗离职因素调查问卷对286名护士进行问卷调查.结果 心理一致感水平与护士职业倦怠显著相关(P＜0.05),留岗离职因素对护士职业倦怠水平有一定的预测作用.结论 通过提高护士心理一致感水平,可有效缓解护士职业倦怠;护理管理者应重视护士留岗离职因素,提前做好“离职管理”,以减少离职率,缓解职业倦怠.     

高校图书馆期刊馆员职业倦怠成因及对策

探讨高校图书馆期刊馆员职业倦怠现象的形成根源和干预模式,旨在针对不同的形成原因,采取积极措施预防和消除职业倦怠,促使图书馆员保持积极健康的心态,提高工作绩效.     

男性警察职业紧张与代谢综合征的关系

目的 探讨导致男性警察代谢综合征(metabolic syndrome,MS)患病的职业紧张因素.方法 采用随机整群抽样的方法,从某市公安局现管辖的分局中抽取4个分局,以该4个分局的全体男性警察作为调查对象,共纳入1490名.采用统一设计的健康调查问卷和职业紧张量表进行流行病学调查,同时进行体格检查和生化指标检测,应用χ2检验和logistic回归模型进行分析.结果 1490名研究对象中,实际完成问卷1483名,合格问卷1480份,其中MS患者有237例,患病率为16.0%(237/1480).高度、中度及缺乏职业紧张者MS组分别有8、39和23例,非MS组有14、114和131例,高度与中度缺乏职业紧张者MS患病风险分别为缺乏职业紧张者的4.82倍(95%CI:1.50～15.41)和3.33倍(95%CI:1.62～6.79).任务过重、任务不适和责任感MS组得分分别为(38.76±6.83)、(25.74±7.22)、(25.76±6.27)分;非MS组得分分别为(37.55±6.85)、(24.50±6.58)、(25.05±5.95)分.多因素logistic回归分析显示,任务过重、任务不适和责任感可能为MS患病的职业紧张危险因素,OR(95%CI)值分别为1.06(1.02～1.10)、1.04(1.02～1.07)、1.03(1.01～1.06).结论 任务过重、任务不适和责任感为导致男性警察MS患病的职业紧张危险因素.

Abstract：

Objective To explore the occupational stress factors associated with the prevalence of metabolic syndrome(MS) among male policemen.Methods Using cluster sampling method,we selected four Public Security Bureau within the jurisdiction of the station now in somesity.All the male police were included as research objects,and finally 1490 persons were selected,health and occupational stress inventory-revised (OSI-R) questionnaire were used for epidemiological surveys,and anthropometric examination and chemical indicators were also measured at the same time.The analysis methods were chi-square test and unconditional logistical regression.Results Among the 1490 of research objects,1483 completed the questionnaire,and 1480 of the eligible questionnaires were available.237 cases were MS,and the prevalence rate was 16.0%(237/1480).The number of cases who were high,moderate and lack of occupational stress in MS group were 8,39 and 23,that in non-MS were 14,114 and 131,respectively.The odds of occupational stress with the highest and medium among policemen than who were lack were 4.82 (95%CI:1.50-15.41) and 3.33(95%CI:1.62-6.79); the average score of role ambiguity,role insufficiency and responsibility in the group of MS were (38.76±6.83),(25.74±7.22),(25.76±6.27);and that in non-MS were (37.55±6.85),(24.50±6.58),(25.05±5.95).The logistical regression analysis showed that : the likely three occupational risk stress factors which influencing the prevalence of MS were role ambiguity,role insufficiency and responsibility,and the OR(95%CI) were 1.06 (1.02-1.10),1.04 (1.02-1.07) and 1.03 (1.01-1.06),respectively.Conclusion Role ambiguity,role insufficiency and responsibility were the occupational risk stress factors associated with the prevalence of MS among male policemen.