Wielenga Joke M, Smit Bert J, Unk Karel A
Department of Neonatology, Academic Medical Center/Emma Children's Hospital, Amsterdam, The Netherlands.
Adv Neonatal Care. 2008 Aug;8(4):237-45. doi: 10.1097/01.ANC.0000333712.91140.84.
To study the effect of introduction of the Newborn Individualized Developmental Care and Assessment Program (NIDCAP) on nursing staff job satisfaction.
Registered nurses, with specialist neonatal qualifications or in training, in a level III neonatal intensive care unit (NICU) in the Netherlands.
A survey was performed before 2001 and 6 months after (2003) the introduction of NIDCAP as the new model of care. Job satisfaction was measured by means of the Index of Work Satisfaction (IWS) instrument.
From the 74 and 70 nurses on the payroll, who participated in the survey before and after the introduction of NIDCAP, respectively 67.6% and 80% responded. No differences were seen in background variables between both groups. Individual components of the IWS on importance and satisfaction were ranked in the same order before and after the NIDCAP introduction. The results on the IWS demonstrated no change in the overall satisfaction rate, respectively 14.4 and 14.5. Only in 1 component, organizational policies, the mean score increased significantly (3.68 and 4.13, respectively, P = .008). The other component scores did not increase significantly.
Major changes in nursing care practice by means of NIDCAP, on our NICU did not affect overall satisfaction. Scores suggested that nursing staff were persistently satisfied with their job.
研究引入新生儿个体化发育护理与评估项目（NIDCAP）对护理人员工作满意度的影响。
荷兰一家三级新生儿重症监护病房（NICU）中具有新生儿专科资质或正在接受培训的注册护士。
在引入NIDCAP作为新护理模式之前（2001年）和之后6个月（2003年）进行了一项调查。通过工作满意度指数（IWS）工具来衡量工作满意度。
在参与调查的NIDCAP引入前后在册的74名和70名护士中，分别有67.6%和80%做出了回应。两组之间的背景变量没有差异。在引入NIDCAP前后，IWS中关于重要性和满意度的各个组成部分的排名顺序相同。IWS的结果显示总体满意度没有变化，分别为14.4和14.5。只有在一个组成部分，即组织政策方面，平均得分显著提高（分别为3.68和4.13，P = .008）。其他组成部分的得分没有显著提高。
在我们的NICU中，通过NIDCAP对护理实践进行的重大改变并未影响总体满意度。得分表明护理人员对其工作一直感到满意。
