Suzuki Eiko, Saito Miyuki, Tagaya Akira, Mihara Rieko, Maruyama Akiko, Azuma Tomomi, Sato Chifumi
Nagano College of Nursing, Komagane, Nagano, Japan.
Jpn J Nurs Sci. 2009 Dec;6(2):71-81. doi: 10.1111/j.1742-7924.2009.00124.x.
We aimed to clarify the relationship between assertiveness and burnout among nurse managers at university hospitals.
The directors at three university hospitals agreed to cooperate with our study. During a one-month period from May to June 2007, a self-administered questionnaire was distributed to 203 nurse managers (head and sub-head nurses). The Japanese version of the Rathus Assertiveness Schedule (J-RAS) and the Japanese version of the Maslach Burnout Inventory (MBI) were used as scales. Burnout was operationally defined as a total MBI score in the highest tertile.
Valid responses were obtained from 172 nurse managers. The mean J-RAS score of the burnout group (-14.3) was significantly lower than that of the non-burnout group (-3.3). Responses about work experience and age showed no significant group difference. Total MBI score was inversely correlated with J-RAS score (R = -0.30, P < 0.01). Multiple logistic regression analyses indicated a decrease in the risk of burnout by 26% (0.74 times) for every 10 point increase in the J-RAS score, and by 60% (0.40 times) for greater satisfaction with own care provision.
The results suggest that increasing assertiveness and satisfaction with own care provision contributes to preventing burnout among Japanese nurse managers.
我们旨在阐明大学医院护士管理者的自信与职业倦怠之间的关系。
三家大学医院的主任同意与我们的研究合作。在2007年5月至6月的一个月期间，向203名护士管理者（护士长和副护士长）发放了一份自填式问卷。使用日本版的拉瑟斯自信量表（J-RAS）和日本版的马氏职业倦怠量表（MBI）作为测量工具。职业倦怠在操作上被定义为MBI总分处于最高三分位数。
从172名护士管理者那里获得了有效回复。职业倦怠组的J-RAS平均得分（-14.3）显著低于非职业倦怠组（-3.3）。关于工作经历和年龄的回复在两组之间没有显著差异。MBI总分与J-RAS得分呈负相关（R = -0.30，P < 0.01）。多元逻辑回归分析表明，J-RAS得分每增加10分，职业倦怠风险降低26%（0.74倍），对自己护理工作的满意度更高时，职业倦怠风险降低60%（0.40倍）。
结果表明，增强自信和对自己护理工作的满意度有助于预防日本护士管理者的职业倦怠。
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