Barr Peter
J Obstet Gynecol Neonatal Nurs. 2018 Nov;47(6):771-782. doi: 10.1016/j.jogn.2018.08.003. Epub 2018 Sep 22.
To explore the relationships of core self-evaluations of personality (self-esteem, generalized self-efficacy, emotional stability, and internal locus of control), the five-factor model personality traits (neuroticism, agreeableness, extraversion, conscientiousness, and openness), and positive and negative affect with neonatal nurses' professional quality of life (burnout, secondary traumatic stress, and compassion satisfaction).
Cross-sectional cohort study.
Four Level 3-4 NICUs in New South Wales, Australia.
One hundred forty-two (35%) of 405 eligible neonatal nurses.
Online self-report measures of personality traits, positive and negative affect, and professional quality of life.
Core self-evaluations explained 33%, 21%, and 26% of the variance in burnout, secondary traumatic stress, and compassion satisfaction, respectively. After controlling for core self-evaluations, agreeableness, neuroticism, and extraversion contributed to the respective variances in burnout, secondary traumatic stress, and compassion satisfaction. After controlling for core self-evaluations and the five-factor model personality traits, positive affect contributed to the variance in burnout and compassion satisfaction, whereas negative affect contributed to the variance in secondary traumatic stress. No five-factor model personality trait contributed to the variance in professional quality of life in the final regression models. Positive affect mediated the effect of core self-evaluations on burnout and compassion satisfaction, whereas negative affect mediated the effect of core self-evaluations on secondary traumatic stress.
Neonatal nurses should be aware of and accept responsibility for personality traits and moods that benefit or detract from their professional quality of life. NICU nurse managers should ensure that neonatal nurses have ready access to psychological support services.
探讨人格的核心自我评价（自尊、一般自我效能感、情绪稳定性和内控点）、五因素模型人格特质（神经质、宜人性、外向性、尽责性和开放性）以及积极和消极情绪与新生儿护士职业生活质量（职业倦怠、继发性创伤压力和同情满足感）之间的关系。
横断面队列研究。
澳大利亚新南威尔士州的四家三级四级新生儿重症监护病房。
405名符合条件的新生儿护士中的142名（35%）。
采用在线自我报告方式测量人格特质、积极和消极情绪以及职业生活质量。
核心自我评价分别解释了职业倦怠、继发性创伤压力和同情满足感变异的33%、21%和26%。在控制核心自我评价后，宜人性、神经质和外向性分别对职业倦怠、继发性创伤压力和同情满足感的变异有贡献。在控制核心自我评价和五因素模型人格特质后，积极情绪对职业倦怠和同情满足感的变异有贡献，而消极情绪对继发性创伤压力的变异有贡献。在最终回归模型中，没有五因素模型人格特质对职业生活质量的变异有贡献。积极情绪介导了核心自我评价对职业倦怠和同情满足感的影响，而消极情绪介导了核心自我评价对继发性创伤压力的影响。
新生儿护士应意识到并对有利于或有损其职业生活质量的人格特质和情绪负责。新生儿重症监护病房的护士管理者应确保新生儿护士能够随时获得心理支持服务。
