护士代际间的沟通、培训、福祉和承诺。

Communication, training, well-being, and commitment across nurse generations.

机构信息

Southern Cross University, Tweed Heads, Queensland, Australia.

出版信息

Nurs Outlook. 2012 Jan-Feb;60(1):7-15. doi: 10.1016/j.outlook.2011.04.004. Epub 2011 Jun 23.

DOI:10.1016/j.outlook.2011.04.004

Abstract

Within a context of global nurse shortages, replacing nurses is difficult; training and retention is a critical concern for healthcare management. Similarities and differences in the impact of supervisor-nurse relationships upon satisfaction with training and development, well-being and affective commitment were examined across 3 different nursing generations in Australia. Nine hundred nurses from 7 private hospitals (small, medium, and large) across Australia responded. Path analysis, using an ordinary least squares approach, and multivariate analysis were used to test the hypotheses. Three factors accounted for almost half the variance of Generation Xs' and Baby Boomers' and a third of Generation Ys' affective commitment. Practical implications for hospital management include differences in generations and the pivotal role of nurse supervisors. For all 3 generations of nurses, supervisor-subordinate communication relationships are important because they contribute to satisfaction with training and development and well-being, but also significantly impact affective commitment.

摘要

在全球护士短缺的背景下，替代护士是困难的；培训和留用是医疗保健管理的一个关键问题。本研究旨在探讨澳大利亚三个不同世代护士群体中，主管-护士关系对培训与发展满意度、幸福感和情感承诺的影响的异同。该研究共调查了来自澳大利亚 7 家私立医院（小、中、大）的 900 名护士。采用普通最小二乘法路径分析和多元分析来检验假设。三个因素解释了近一半 X 世代和婴儿潮世代以及三分之一 Y 世代的情感承诺的差异。对医院管理的实际意义包括代际差异和护士主管的关键作用。对于所有三代护士来说，主管-下属的沟通关系都很重要，因为它们有助于提高培训和发展的满意度以及幸福感，同时也显著影响情感承诺。