癌症护理专业人员的工作赋权：一项横断面研究。

Work empowerment among cancer care professionals: a cross-sectional study.

作者信息

Siekkinen Mervi, Kuokkanen Liisa, Kuusisto Hannele, Leino-Kilpi Helena, Rautava Päivi, Rekunen Maijastiina, Seppänen Laura, Stolt Minna, Walta Leena, Sulosaari Virpi

机构信息

Turku University Hospital, FICAN West Cancer Centre, P.O. Box 52, FI-20521, Turku, Finland.

Helsinki University Hospital, Helsinki, Finland.

出版信息

BMC Health Serv Res. 2021 May 25;21(1):502. doi: 10.1186/s12913-021-06528-8.

DOI:10.1186/s12913-021-06528-8

PMID:34034734

原文链接:https://pmc.ncbi.nlm.nih.gov/articles/PMC8146678/

Abstract

BACKGROUND

There is a growing understanding that empowerment of interprofessional personnel is linked to job satisfaction levels and quality of care, but little is known about empowerment in the context of cancer care. This study describes how interprofessional cancer care personnel perceive their performance and factors that promote work empowerment.

METHODS

This cross-sectional study enrolled 475 (45.2%) of the 1050 employees who work at a regional cancer centre. The participants used two self-administered questionnaires - the Performance of an Empowered Personnel (PEN) questionnaire and Work Empowerment Promoting Factors (WEP) questionnaire - to report perceptions of work empowerment. Both questionnaires' categories comprise moral principles, personal integrity, expertise, future orientation, and sociality. The data were analyzed using IBM SPSS Statistics, Versions 24 and 25.

RESULTS

Overall, the performance of work empowerment was evaluated as being rather high (overall sum score mean: 4.05; range: 3.51-4.41; scale: 1-5). The category that rated highest was moral principles (4.41), and the one rated lowest was the social category (3.51). The factors that promoted work empowerment also ranked high (3.93; range: 3.55-4.08; scale: 1-5), with personal integrity (4.08) the highest and future orientation (3.55) the lowest. Performance and factors that promoted work empowerment correlated positively, moderately, and highly statistically significantly (r = 0.531; p < 0.001). Statistically significant associations also were found between empowered performance of personnel and empowerment promoting factors (sex, education, leadership position, belonging to an interprofessional team, and time elapsed since training in interprofessional cooperation).

CONCLUSION

The personnel rated their performance and the factors perceived to promote work empowerment rather highly. Personal empowerment can be promoted through teamwork training and supportive management in interprofessional cancer care.

摘要

背景

人们越来越认识到跨专业人员的赋权与工作满意度和护理质量相关，但在癌症护理背景下对赋权的了解却很少。本研究描述了跨专业癌症护理人员如何看待他们的表现以及促进工作赋权的因素。

方法

这项横断面研究纳入了在一家地区癌症中心工作的1050名员工中的475名（45.2%）。参与者使用两份自我管理的问卷——赋权人员绩效（PEN）问卷和工作赋权促进因素（WEP）问卷——来报告对工作赋权的看法。两份问卷的类别都包括道德原则、个人诚信、专业知识、未来导向和社交性。使用IBM SPSS Statistics 24版和25版对数据进行分析。

结果

总体而言，工作赋权的表现被评估为相当高（总体总分均值：4.05；范围：3.51 - 4.41；量表：1 - 5）。评分最高的类别是道德原则（4.41），评分最低的是社交类别（3.51）。促进工作赋权的因素评分也很高（3.93；范围：3.55 - 4.08；量表：1 - 5），其中个人诚信（4.08）最高，未来导向（3.55）最低。工作赋权的表现与促进因素呈正相关，在统计学上具有中度和高度显著性（r = 0.531；p < 0.001）。在人员的赋权表现与赋权促进因素（性别、教育程度、领导职位、属于跨专业团队以及自跨专业合作培训以来经过的时间）之间也发现了具有统计学显著性的关联。