Pineau Stam Lisa M, Spence Laschinger Heather K, Regan Sandra, Wong Carol A
Field of Leadership in Health Services Delivery, The University of Western Ontario, London, ON, Canada.
J Nurs Manag. 2015 Mar;23(2):190-9. doi: 10.1111/jonm.12113. Epub 2013 Jul 12.
This study examined the influence of new graduate nurses' personal resources (psychological capital) and access to structural resources (empowerment and staffing) on their job satisfaction.
Reports suggest that new graduate nurses are experiencing stressful work environments, low job satisfaction, and high turnover intentions. These nurses are a health human resource that must be retained for the replacement of retiring nurses, and to address impending shortages. Supportive workplaces that promote new graduate nurses' job satisfaction may play an important role in the retention of new nurses.
A secondary analysis of data from a larger study of new graduate nurses was conducted. Data collection was completed using self-reported questionnaires. Hierarchical multiple regression was used to test the hypothesised model.
Psychological capital, structural empowerment and perceived staffing adequacy were significant independent predictors of job satisfaction. The final model explained 38% of the variance in job satisfaction.
Both personal and structural workplace factors are important to new graduate nurses' job satisfaction.
Managers should ensure empowerment structures are in place to support new graduate nurses' job satisfaction. Orientation processes and ongoing management support to build psychological capital in new graduate nurses will help create positive perceptions of the workplace, enhancing job satisfaction.
本研究探讨新毕业护士的个人资源（心理资本）以及获得结构性资源（赋权和人员配备）对其工作满意度的影响。
报告显示，新毕业护士正经历着压力大的工作环境、较低的工作满意度以及较高的离职意愿。这些护士是卫生人力资源的一部分，必须予以保留，以接替即将退休的护士，并应对即将出现的人员短缺问题。促进新毕业护士工作满意度的支持性工作场所可能在留住新护士方面发挥重要作用。
对一项关于新毕业护士的大型研究的数据进行二次分析。使用自我报告问卷完成数据收集。采用分层多元回归来检验假设模型。
心理资本、结构性赋权和感知到的人员配备充足程度是工作满意度的显著独立预测因素。最终模型解释了工作满意度中38%的变异。
个人和工作场所的结构性因素对新毕业护士的工作满意度都很重要。
管理者应确保建立赋权结构以支持新毕业护士的工作满意度。入职培训流程以及为新毕业护士建立心理资本的持续管理支持将有助于营造对工作场所的积极认知，提高工作满意度。
