Goh Yong-Shian, Lee Alice, Chan Sally Wai-Chi, Chan Moon Fai
Alice Lee Centre for Nursing Studies, Yong Loo Lin School of Medicine, National University Health System, National University of Singapore, Singapore.
School of Nursing & Midwifery, Faculty of Health and Medicine, University of Newcastle, New South Wales, Australia.
Int J Nurs Pract. 2015 Aug;21(4):443-52. doi: 10.1111/ijn.12318. Epub 2014 Apr 22.
This study aimed to determine whether definable profiles existed in a cohort of nursing staff with regard to demographic characteristics, job satisfaction, acculturation, work environment, stress, cultural values and coping abilities. A survey was conducted in one hospital in Singapore from June to July 2012, and 814 full-time staff nurses completed a self-report questionnaire (89% response rate). Demographic characteristics, job satisfaction, acculturation, work environment, perceived stress, cultural values, ways of coping and intention to leave current workplace were assessed as outcomes. The two-step cluster analysis revealed three clusters. Nurses in cluster 1 (n = 222) had lower acculturation scores than nurses in cluster 3. Cluster 2 (n = 362) was a group of younger nurses who reported higher intention to leave (22.4%), stress level and job dissatisfaction than the other two clusters. Nurses in cluster 3 (n = 230) were mostly Singaporean and reported the lowest intention to leave (13.0%). Resources should be allocated to specifically address the needs of younger nurses and hopefully retain them in the profession. Management should focus their retention strategies on junior nurses and provide a work environment that helps to strengthen their intention to remain in nursing by increasing their job satisfaction.
本研究旨在确定在一组护理人员中，是否存在与人口统计学特征、工作满意度、文化适应、工作环境、压力、文化价值观和应对能力相关的可定义概况。2012年6月至7月在新加坡的一家医院进行了一项调查，814名全职护士完成了一份自我报告问卷（回复率为89%）。评估的结果包括人口统计学特征、工作满意度、文化适应、工作环境、感知压力、文化价值观、应对方式以及离开当前工作场所的意愿。两步聚类分析揭示了三个类别。第1类（n = 222）的护士文化适应得分低于第3类护士。第2类（n = 362）是一组年轻护士，他们报告的离职意愿（22.4%）、压力水平和工作不满程度高于其他两类。第3类（n = 230）的护士大多是新加坡人，报告的离职意愿最低（13.0%）。应分配资源以专门满足年轻护士的需求，并有望使他们留在该行业。管理层应将其留用策略重点放在初级护士身上，并提供一个有助于通过提高工作满意度来增强他们留在护理行业意愿的工作环境。
