Vaccine Preventable Diseases Program, North Bay Parry Sound District Health Unit, 681 Commercial Street, North Bay, ON P1B 4E7.
Can J Public Health. 2011 Nov-Dec;102(6):427-31. doi: 10.1007/BF03404193.
Workforce recruitment and retention challenges are being experienced in public health as in other Canadian health sectors. While there are many nurses working in public health, little research has been done about their job satisfaction. Job satisfaction is linked to recruitment, retention and positive client outcomes. The purpose of this research was to examine the relationships between three modifiable work environment factors (autonomy, control-over-practice, and workload) and Canadian public health nurses' (PHNs) job satisfaction.
Data were from the 2005 National Survey of the Work and Health of Nurses (response rate, 79.7%; 18,676 nurses). Bivariate and multivariate logistic regression analyses were used for this secondary analysis. Findings were discussed with practicing PHNs, policy-makers and researchers from across Canada at a knowledge translation (KT) 'Think-Tank'.
Among the 271 PHNs, 53.5% reported being 'very satisfied' with their jobs. The interaction between autonomy and workload was a significant predictor of PHNs' job satisfaction, (OR 0.97, 95% CI 0.96-0.99, p < 0.01) as was the interaction between age and workload (OR 1.01, 95% CI 1.00-1.01, p < 0.01). Think-Tank participants selected priority areas for application to public health practice, management and research.
Despite being an important practice factor, this is the first study to reveal the negative influence of PHNs' autonomy when in interaction with an excessive workload. Significant workload findings and the presence of generational differences suggest the need for development of workload measurement tools and public health human resource strategies tailored to a multi-generational workforce.
与加拿大其他卫生部门一样，公共卫生领域也面临着劳动力招聘和留用方面的挑战。虽然有许多护士在从事公共卫生工作，但对他们的工作满意度却鲜有研究。工作满意度与招聘、留用和积极的客户结果有关。本研究旨在探讨三个可改变的工作环境因素（自主性、对实践的控制和工作量）与加拿大公共卫生护士（PHN）工作满意度之间的关系。
数据来自 2005 年全国护士工作和健康调查（回应率为 79.7%；18676 名护士）。本二次分析采用了双变量和多变量逻辑回归分析。在一次知识转化（KT）“智囊团”会议上，与加拿大各地的执业 PHN、政策制定者和研究人员讨论了这些发现。
在 271 名 PHN 中，53.5%报告对其工作“非常满意”。自主性和工作量之间的相互作用是 PHN 工作满意度的一个重要预测因素（OR 0.97，95%CI 0.96-0.99，p<0.01），年龄和工作量之间的相互作用也是如此（OR 1.01，95%CI 1.00-1.01，p<0.01）。智囊团参与者选择了优先领域，以应用于公共卫生实践、管理和研究。
尽管自主性是一个重要的实践因素，但这是第一项研究揭示了 PHN 的自主性与过度工作量相互作用时的负面影响。工作量的显著发现和代际差异的存在表明，需要开发工作量测量工具和针对多代劳动力的公共卫生人力资源战略。
