Prosen Mirko, Piskar Franka
Department of Nursing, Faculty of Health Sciences, University of Primorska, Izola, Slovenia.
J Nurs Manag. 2015 Mar;23(2):242-51. doi: 10.1111/jonm.12121. Epub 2013 Jul 22.
To test the psychometric properties of the McCloskey-Mueller Satisfaction Scale and to assess which of the McCloskey-Mueller Satisfaction Scale dimensionalities have a considerable impact on job satisfaction of nursing employees in three public Slovenian hospitals.
Job satisfaction of nurses is linked to productivity, turnover, absenteeism and patient outcomes. Little is known about the factors contributing to job satisfaction among Slovenian hospital nurses. Understanding the contributing factors could help nurse managers to take appropriate measures.
A cross-sectional survey study was used to obtain a sample of 169 registered nursing assistants and 74 registered nurses working in three public hospitals in Slovenia, from which data was obtained using the McCloskey-Mueller Satisfaction Scale. Dimensionality was tested using exploratory factor analysis.
A seven-factor structure of 29 items was obtained, which accounted for 54.3% of the total variance in job satisfaction, and was internally consistent (Cronbach's alpha coefficient of the instrument was 0.78). The first factor 'Satisfaction with Interaction Opportunities', which is a component of the social rewards dimension in the McCloskey-Mueller Satisfaction Scale, explained 30.6% of the variation.
The registered nursing assistants' job dissatisfaction was higher than that of the registered nurses. Both were mostly dissatisfied with professional opportunities. Using the factor analysis, a seven-factor structure was found instead of the originally introduced eight-factor model, which suggests a need for further redevelopment of the McCloskey-Mueller Satisfaction Scale.
The results suggest that operational management needs to revitalize the work environment by ensuring proactive leadership and allowing participation in the decision-making process, while health-care organisations need to support the professional development of registered nursing assistants and registered nurses in order to achieve sustainable effects in job satisfaction.
检验麦克洛斯基 - 米勒满意度量表的心理测量特性，并评估麦克洛斯基 - 米勒满意度量表的哪些维度对斯洛文尼亚三家公立医院护理人员的工作满意度有重大影响。
护士的工作满意度与生产力、人员流动、旷工率和患者预后相关。对于斯洛文尼亚医院护士工作满意度的影响因素知之甚少。了解这些影响因素有助于护士长采取适当措施。
采用横断面调查研究，从斯洛文尼亚三家公立医院抽取了169名注册护理助理和74名注册护士作为样本，使用麦克洛斯基 - 米勒满意度量表收集数据。通过探索性因素分析对维度进行检验。
得到了一个由29个项目组成的七因素结构，该结构解释了工作满意度总方差的54.3%，且内部一致性良好（该量表的克朗巴赫α系数为0.78）。第一个因素“对互动机会的满意度”是麦克洛斯基 - 米勒满意度量表社会奖励维度的一个组成部分，解释了30.6%的变异。
注册护理助理的工作满意度低于注册护士。两者大多对职业机会不满意。通过因素分析，发现了一个七因素结构，而非最初引入的八因素模型，这表明麦克洛斯基 - 米勒满意度量表需要进一步重新开发。
结果表明，运营管理需要通过确保积极主动的领导和允许参与决策过程来振兴工作环境，而医疗保健组织需要支持注册护理助理和注册护士的专业发展，以在工作满意度方面取得可持续的效果。
