Schwendimann René, Dhaini Suzanne, Ausserhofer Dietmar, Engberg Sandra, Zúñiga Franziska
Institute of Nursing Science, University of Basel, Bernoullistr. 28, Basel, 4056 Switzerland.
Institute of Nursing Science, University of Basel, Bernoullistr. 28, Basel, 4056 Switzerland ; College of Health-Care Professions Claudiana, Lorenz-Böhlerstr. 13, Bozen, 39100 Italy.
BMC Nurs. 2016 Jun 6;15:37. doi: 10.1186/s12912-016-0160-8. eCollection 2016.
While the relationship between nurses' job satisfaction and their work in hospital environments is well known, it remains unclear, which factors are most influential in the nursing home setting. The purpose of this study was to describe job satisfaction among care workers in Swiss nursing homes and to examine its associations with work environment factors, work stressors, and health issues.
This cross-sectional study used data from a representative national sample of 162 Swiss nursing homes including 4,145 care workers from all educational levels (registered nurses, licensed practical nurses, nursing assistants and aides). Care worker-reported job satisfaction was measured with a single item. Explanatory variables were assessed with established scales, as e.g. the Practice Environment Scale - Nursing Work Index. Generalized Estimating Equation (GEE) models were used to examine factors related to job satisfaction.
Overall, 36.2 % of respondents reported high satisfaction with their workplace, while another 50.4 % were rather satisfied. Factors significantly associated with high job satisfaction were supportive leadership (OR = 3.76), better teamwork and resident safety climate (OR = 2.60), a resonant nursing home administrator (OR = 2.30), adequate staffing resources (OR = 1.40), fewer workplace conflicts (OR = .61), less sense of depletion after work (OR = .88), and fewer physical health problems (OR = .91).
The quality of nursing home leadership-at both the unit supervisor and the executive administrator level-was strongly associated with care workers' job satisfaction. Therefore, recruitment strategies addressing specific profiles for nursing home leaders are needed, followed by ongoing leadership training. Future studies should examine the effects of interventions designed to improve nursing home leadership and work environments on outcomes both for care staff and for residents.
虽然护士的工作满意度与他们在医院环境中的工作之间的关系已为人熟知，但在养老院环境中，哪些因素最具影响力仍不明确。本研究的目的是描述瑞士养老院护理人员的工作满意度，并探讨其与工作环境因素、工作压力源和健康问题之间的关联。
这项横断面研究使用了来自瑞士162家养老院的具有代表性的全国样本数据，其中包括来自各个教育水平的4145名护理人员（注册护士、执业护士、护理助理和护工）。护理人员报告的工作满意度通过一个单项指标进行衡量。解释变量使用既定量表进行评估，例如实践环境量表 - 护理工作指数。采用广义估计方程（GEE）模型来研究与工作满意度相关的因素。
总体而言，36.2%的受访者表示对工作场所高度满意，另有50.4%的人表示比较满意。与高度工作满意度显著相关的因素包括支持性领导（OR = 3.76）、更好的团队合作和居民安全氛围（OR = 2.60）、有共鸣的养老院管理人员（OR = 2.30）、充足的人员配备资源（OR = 1.40）、较少的工作场所冲突（OR = 0.61）、下班后较少的疲惫感（OR = 0.88）以及较少的身体健康问题（OR = 0.91）。
养老院领导在单位主管和行政管理人员层面的质量与护理人员的工作满意度密切相关。因此，需要针对养老院领导的特定形象制定招聘策略，随后进行持续的领导力培训。未来的研究应考察旨在改善养老院领导和工作环境的干预措施对护理人员和居民的结局产生的影响。
