Medicine Services, New York-Presbyterian Hospital/The University Hospital of Columbia & Cornell, New York, New York 10065, USA.
J Nurs Adm. 2011 Jun;41(6):265-72. doi: 10.1097/NNA.0b013e31821c476c.
This study focused on the relationship between RNs' perceptions of drivers of engagement and their workplace engagement.
In multiple studies, mostly not in healthcare, researchers found that employees engaged in their work are in the minority. This phenomenon is referred to as the engagement gap.
Drivers of engagement and levels of nurse engagement were measured among 510 RNs from a large urban academic university center.
The greatest difference between engaged and not-engaged nurses was in the manager action index; the smallest difference was in the salary and benefits index. The passion-for-nursing index was the only significant driver related to RN levels of engagement when controlling for all the other drivers.
Nurse managers play a critical role in promoting employee engagement. The nurses' passion for nursing is an important dimension of engagement. Salary and benefits were not primary drivers in employee engagement.
本研究关注的是注册护士对敬业驱动因素的看法与他们的工作投入之间的关系。
在多项研究中，主要是在医疗保健领域之外的研究中，研究人员发现，积极投入工作的员工占少数。这种现象被称为敬业差距。
在一家大型城市学术大学中心，对 510 名注册护士进行了敬业驱动因素和敬业水平的测量。
在经理行为指数方面，投入和不投入的护士之间的差异最大；在薪酬和福利指数方面的差异最小。在控制所有其他驱动因素的情况下，对护理的热情是唯一与注册护士敬业水平显著相关的驱动因素。
护士管理者在促进员工敬业度方面起着关键作用。护士对护理的热情是敬业的一个重要维度。薪酬和福利并不是员工敬业度的主要驱动因素。
