Department of Occupational Medicine, Hazardous Substances and Public Health, Institution for Statutory Accident Insurance and Prevention in the Healthcare and Welfare Services, 22089 Hamburg, Germany.
Center of Applied Sciences of Health, University of Lueneburg, 21335 Lueneburg, Germany.
Int J Environ Res Public Health. 2020 Jan 28;17(3):802. doi: 10.3390/ijerph17030802.
Dialysis nurses face complex and demanding working conditions. Due to demographic changes, the number of dialysis patients has increased, while the number of skilled personnel is expected to decrease, leading to tremendous increases in quantitative demands in the near future. Against the background of increasing workload, focusing on the provision of job resources is considered a promising approach because resources can buffer the negative effects of job demands. The aim of this study is to investigate whether different job resources-in particular influence at work and feedback-play a buffering role in the relationship between job demands and employee well-being. The study used a cross-sectional paper-pencil survey design. Data were collected from 951 dialysis nurses working in dialysis facilities in Germany between October 2010 and March 2012 using validated measures of quantitative job demands, job-related resources (influence at work and feedback), and cognitive stress symptoms. To test the moderating role of resources, we applied hierarchical regression analyses. The findings indicate that feedback buffers the relationship between quantitative demands and well-being; that is, the positive relationship between quantitative demands and cognitive stress symptoms was weaker when feedback was high. However, we found no buffering role of influence at work. The results suggest that feedback is a promising resource that may buffer the negative impact of quantitative demands on well-being of dialysis nurses. The findings offer new approaches for training nurses and implementing a feedback culture.
透析护士面临复杂和高要求的工作环境。由于人口结构变化，透析患者数量增加，而熟练人员数量预计会减少，这导致在不久的将来数量需求会极大增加。在工作量增加的背景下，关注工作资源的提供被认为是一种很有前途的方法，因为资源可以缓冲工作需求的负面影响。本研究旨在探讨不同的工作资源——特别是工作影响力和反馈——是否在工作需求与员工幸福感之间的关系中起到缓冲作用。该研究采用了横断面纸笔调查设计。2010 年 10 月至 2012 年 3 月期间，使用经过验证的定量工作需求、与工作相关的资源（工作影响力和反馈）以及认知应激症状的测量方法，从德国透析中心的 951 名透析护士中收集数据。为了检验资源的调节作用，我们应用了分层回归分析。研究结果表明，反馈缓冲了定量需求与幸福感之间的关系；也就是说，当反馈较高时，定量需求与认知应激症状之间的正相关关系较弱。然而，我们没有发现工作影响力的缓冲作用。研究结果表明，反馈是一种有前途的资源，它可能会缓冲定量需求对透析护士幸福感的负面影响。研究结果为培训护士和实施反馈文化提供了新的方法。
