Luo Pei-Ying, Tung Heng-Hsin, Huang Sheng-Shiung, Kau Kevin, Chang Shu-Chen, Shiu Shu-Ying, Tsay Shiow-Luan
Department of Nursing, Chi-Yi Christian Hospital, Chiayi, Taiwan.
College of Nursing, National Yang Ming University, Taipei, Taiwan.
J Am Assoc Nurse Pract. 2021 Apr 7;34(1):89-99. doi: 10.1097/JXX.0000000000000592.
Nurse practitioners (NPs) play an important role in addressing growing health care needs. Among NPs, organizational empowerment is positively associated with overall practice outcomes. Therefore, efforts to promote organizational empowerment in practice are necessary to increase job satisfaction among NPs as well as decrease the stress and intention to leave.
This study investigated the relationships of organizational empowerment and practice outcomes of job satisfaction, work stress, and intention to leave in acute care practices.
This study was conducted as a cross-sectional design with a national survey of 946 acute care NPs. Questionnaires contained demographic and practice characteristics, Misener Nurse Practitioner Job Satisfaction Scale, Condition for Work Effectiveness Questionnaire II, and the work stress VAS scale. Hierarchical Linear Model (HLM) was used to investigate individual NP-level or organization-level effects on job satisfaction. The factors associated with job satisfaction were examined by stepwise multiple regression.
The organizational empowerment was low, work stress was moderately high, and job satisfaction was between slightly unsatisfied and slightly satisfied. The HLM results indicated that organization-level effects did not affect the job satisfaction of NPs. Nurse practitioners with greater formal power, resources, and informal power had higher job satisfaction. Conversely, NPs with an intention to leave and a higher level of stress showed lower job satisfaction.
Organizational empowerment, intention to leave, and stress affect job satisfaction of acute care NPs in Taiwan.
To enhance the job satisfaction of NPs, health care administrators should empower NPs by providing access to opportunity, support, information, and resources in the health care delivery system.
执业护士在满足不断增长的医疗保健需求方面发挥着重要作用。在执业护士中，组织赋权与整体执业成果呈正相关。因此，在实践中努力促进组织赋权对于提高执业护士的工作满意度以及减轻压力和离职意愿是必要的。
本研究调查了组织赋权与急性护理实践中工作满意度、工作压力和离职意愿等执业成果之间的关系。
本研究采用横断面设计，对946名急性护理执业护士进行了全国性调查。问卷包括人口统计学和执业特征、米塞纳执业护士工作满意度量表、工作有效性条件问卷II以及工作压力视觉模拟量表。采用分层线性模型（HLM）研究个体执业护士层面或组织层面因素对工作满意度的影响。通过逐步多元回归分析与工作满意度相关的因素。
组织赋权程度较低，工作压力中等偏高，工作满意度处于轻微不满意和轻微满意之间。HLM结果表明，组织层面因素对执业护士的工作满意度没有影响。具有更大正式权力、资源和非正式权力的执业护士工作满意度更高。相反，有离职意愿且压力水平较高的执业护士工作满意度较低。
组织赋权、离职意愿和压力会影响台湾急性护理执业护士的工作满意度。
为提高执业护士的工作满意度，医疗保健管理人员应通过在医疗保健服务系统中提供机会、支持、信息和资源来赋予执业护士权力。
