Sharp T P
Nurse Consultant, Children's Protective Services, Texas Department of Family and Protective Services, Texas Health and Human Services Commission, Houston, TX 77031, USA.
J Psychiatr Ment Health Nurs. 2008 Jun;15(5):374-8. doi: 10.1111/j.1365-2850.2007.01239.x.
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.
本研究以赫茨伯格等人的双因素理论为框架，对美国康涅狄格州、缅因州和马萨诸塞州的161名注册精神科护士样本的工作满意度进行了考察。采用了韦斯等人的明尼苏达工作满意度问卷简表，以测量能力利用、薪酬、同事关系、成就与工作满意度之间可能存在的关系。研究结果支持了赫茨伯格等人的理论，表明护士的能力利用、成就与工作满意度之间存在中度相关性。受访者的总体平均满意度更接近满意而非中立；受访者对能力利用（86%）和成就（83%）的满意度最高；67%的人对同事关系感到满意，52%的人对薪酬感到满意。受访者对薪酬的满意度最低，14%的人表示非常不满意。虽然薪酬是一个问题，但如果解决其他因素，如安全、管理冲突以及平衡工作和家庭需求等，可能有助于提高精神科护理人员的工作满意度和留职率。
