The Center for the Health Professions, University of California-San Francisco, 2 Koret Way, San Francisco, CA 94143-0608, USA.
J Nurs Adm. 2011 Mar;41(3):109-14. doi: 10.1097/NNA.0b013e31820c726f.
The objective of the study was to examine whether unionization is associated with job satisfaction among RNs in the United States using nationally representative surveys of RNs. Factors that predict job satisfaction for RNs in healthcare continue to be of great concern to nurse administrators and managers because job satisfaction remains an important aspect of nurse retention. In addition, the notion of having unions for RNs has also gained prominence on the national stage. The relationship between RN job satisfaction and having an RN union has rarely been studied, but in 2 studies, a paradox was found; hospitals with RN unions had higher job dissatisfaction but greater retention. This study will test the relationship between having an RN union and job satisfaction with data that are both more recent and nationally representative. We analyze the public-use data from the 2004 and 2008 National Sample Surveys of Registered Nurses. In both 2004 and 2008, union representation was negatively associated with job satisfaction, although this relationship was not statistically significant in 2008. Some nurse administrators and executives would not be surprised by this finding. However, although union nurses may express more dissatisfaction, they may also be more vocal and less fearful about voicing concerns. If managers can harness this ability of the nurses to be articulate and outspoken, working with unions and union nurses can be productive and satisfying.
本研究旨在通过对美国注册护士的全国性调查，考察工会化是否与美国注册护士的工作满意度相关。医疗保健领域中预测注册护士工作满意度的因素仍然是护士管理人员和经理们非常关注的问题，因为工作满意度仍然是护士留任的一个重要方面。此外，护士工会的概念在国家层面上也越来越受到关注。注册护士工作满意度与注册护士工会之间的关系很少被研究，但在两项研究中发现了一个悖论；有注册护士工会的医院工作满意度较低，但保留率较高。本研究将使用更新的、更具代表性的全国性数据来检验注册护士工会与工作满意度之间的关系。我们分析了 2004 年和 2008 年全国注册护士抽样调查的公共使用数据。在 2004 年和 2008 年，工会代表与工作满意度呈负相关，尽管这种关系在 2008 年并不具有统计学意义。一些护士管理人员和高管对这一发现不会感到惊讶。然而，尽管工会护士可能会表达更多的不满，但他们也可能更直言不讳，对表达担忧的恐惧较少。如果管理者能够利用护士的这种表达能力和直言不讳的能力，与工会和工会护士合作可以是富有成效和令人满意的。
