OBJECTIVE:To measure the relationships among stressors (personal factors, job/role factors, hospital factors), job stress, and outcomes experienced by nurse leaders and examine moderation of autonomy and leadership style on outcomes of job stress. DESIGN:A cross-sectional, quantitative design. SETTING:Acute and nonacute care settings throughout North America. PARTICIPANTS:A nonprobability convenience sample of 392 was drawn from a population of nurse leaders across the United States and Canada who were members of the Association of Women's Health, Obstetric and Neonatal Nurses (AWHONN). METHODS:A mailing list was obtained from AWHONN, and a total of 3,986 recruitment and follow-up postcards were sent to nurse leaders. Participants were asked to complete the survey online or request a hard copy to return by mail. Study variables were measured using previously published scales with demonstrated psychometric properties. RESULTS:Nurse leaders reported stress averages above the midpoint of the scales. Personal factors did not significantly predict stress, but role overload, organizational constraints, and role ambiguity were found to be the best predictors of stress. Job satisfaction, intent to quit, and mental health symptoms were the most significant outcomes of stress. Autonomy moderated relationships between perceptions of stress and outcomes with low autonomy showing greater negative outcomes when levels of stress are higher. CONCLUSION:Nurse leaders experience significant job stress that may suggest a need to design and implement evidence-based interventions to reduce stress among this group.

译文

目的:测量压力源(个人因素,工作/角色因素,医院因素),工作压力和护士领导者经历的结局之间的关系,并检查自主性和领导方式对工作压力结局的影响。
设计:横截面定量设计。
设置:整个北美地区的急性和非急性护理设置。
参与者:非概率便利性样本392来自美国和加拿大的妇女卫生,妇产科和新生儿护士协会(AWHONN)成员中的护士领导者人群。
方法:从AWHONN获得邮件列表,并向护士长发送了总计3986张招聘和随访明信片。要求参与者在线完成调查或要求提供纸质副本以邮寄方式退回。研究变量使用先前公布的具有证实的心理特征的量表进行测量。
结果:护士领导者报告的压力平均值高于量表的中点。个人因素并未显着预测压力,但发现角色超负荷,组织约束和角色歧义是压力的最佳预测因子。工作满意度,辞职意愿和心理健康症状是压力的最重要结果。自主性调节了对压力的感知与结果之间的关系,而自主性较低的情况表明,当压力水平较高时,负面结果更大。
结论:护士领导者承受着巨大的工作压力,这可能表明需要设计和实施基于证据的干预措施以减轻这一群体的压力。

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