Bautista John Robert, Lauria Percy Aiggie S, Contreras Maria Cecilia S, Maranion Maheni Micarla G, Villanueva Hermeliza H, Sumaguingsing Robert C, Abeleda Ronne D
Wee Kim Wee School of Communication and Information, Nanyang Technological University, Singapore.
Nursing Service Division, The Medical City, Pasig City, Philippines.
Int J Nurs Pract. 2020 Feb;26(1):e12774. doi: 10.1111/ijn.12774. Epub 2019 Aug 19.
To determine which stressor has the highest occurrence and what stressors are related to nurse outcomes, such as job satisfaction, perceived quality of care, and turnover intention.
Numerous stressors have been identified in nursing practice, but it is unclear if specific stressors are related to nurse outcomes.
The study used a cross-sectional and descriptive-correlational research design.
In July and August 2017, survey data were collected from 427 staff nurses employed in a large tertiary-level private hospital in Metro Manila, Philippines. The Nursing Stress Scale was used to measure stress frequency. Structural equation modelling was used to determine the relationship of stressors and nurse outcomes.
Exploratory and confirmatory factor analyses indicate nine Nursing Stress Scale factors. Workload is the most frequent stressor. Moreover, workload was negatively related to job satisfaction and perceived quality of care. Workload and conflict with nurses were positively related to turnover intention.
The Nursing Stress Scale has a different factor structure based on a survey of nurses in the Philippines. Only workload and conflict with nurses were related to specific nurse outcomes. Nurse managers should identify and mitigate stressors experienced by nurses since these can lead to turnover and poor quality of care.
确定哪种压力源出现频率最高，以及哪些压力源与护士的工作成果相关，如工作满意度、感知护理质量和离职意愿。
在护理实践中已识别出众多压力源，但尚不清楚特定压力源是否与护士的工作成果相关。
本研究采用横断面和描述性相关研究设计。
2017年7月和8月，从菲律宾马尼拉大都会一家大型三级私立医院的427名在职护士中收集调查数据。使用护理压力量表测量压力频率。采用结构方程模型确定压力源与护士工作成果之间的关系。
探索性和验证性因素分析表明护理压力量表有九个因素。工作量是最常见的压力源。此外，工作量与工作满意度和感知护理质量呈负相关。工作量和与护士的冲突与离职意愿呈正相关。
基于对菲律宾护士的调查，护理压力量表具有不同的因素结构。只有工作量和与护士的冲突与特定的护士工作成果相关。护士管理者应识别并减轻护士所经历的压力源，因为这些压力源可能导致人员流失和护理质量低下。
