Tanaka Kayoko, Morioka Ikuharu
Wakayama Medical University, Graduate School of Health and Nursing Science.
Nihon Eiseigaku Zasshi. 2023;78. doi: 10.1265/jjh.22004.
The Ministry of Health, Labour and Welfare (MHLW) states that it is an important issue to realize a work environment where people find their job worth doing, and the MHLW utilizes work engagement as the concept of a job worth doing. In this study, we aimed to clarify the factors related to work engagement in occupational health nurses from both aspects of work environmental and individual factors.
An anonymous self-administered questionnaire was mailed to 2,172 occupational health nurses who belonged to the Japan Society for Occupational Health and were in charge of practical work. Among them, 720 responded and their responses were analyzed (valid response rate: 33.1%). The Japanese version of the Utrecht Work Engagement Scale (UWES-J) was used to measure their feelings on whether their job is worth doing. Question items at three levels, namely, work level, department level, and workplace level, were selected from the new brief job stress questionnaire as the work environmental factors. Three scales, namely, professional identity, self-management skills, and out-of-work resources, were used as the individual factors. Multiple linear regression analysis was performed to examine the factors related to work engagement.
The mean total score of UWES-J was 57.0 points, and the mean item score was 3.4 points. Among attributes, age, having children, and the position of chief or above were positively correlated to the total score, but the number of occupational health nurses in the workplace was negatively correlated to the total score. Among work environmental factors, work-self balance (positive), which is a subscale at the workplace level, and suitable jobs and opportunities to grow up, which are the subscales at the work level, were positively correlated to the total score. Among individual factors, self-esteem as a professional and self-improvement to be professional, which are the subscales of the professional identity, and problem resolution, which is a subscale of self-management skills, were positively correlated to the total score.
In order for occupational health nurses to find their job worth doing, it is desirable that they will have options to choose diverse and flexible work styles, and that their employers will establish a work-life balance for the entire organization. It is preferable that the occupational health nurses can self-improve, and that their employers will provide opportunities for them to develop professionally. The employers should also establish a personnel evaluation system that allows for promotion. Results also suggest that the occupational health nurses need to improve their self-management skills, and that the employers should assign them to positions suitable to their abilities.
厚生劳动省指出，营造一个让人们觉得工作有价值的工作环境是一个重要问题，厚生劳动省将工作投入作为工作有价值的概念。在本研究中，我们旨在从工作环境和个人因素两方面阐明与职业健康护士工作投入相关的因素。
向2172名隶属于日本职业健康学会且负责实际工作的职业健康护士邮寄了一份匿名自填式问卷。其中，720人给予了回复并对他们的回复进行了分析（有效回复率：33.1%）。使用乌得勒支工作投入量表日语版（UWES-J）来衡量他们对工作是否有价值的感受。从新的简短工作压力问卷中选取工作层面、部门层面和工作场所层面三个层面的问题项目作为工作环境因素。使用职业认同、自我管理技能和工作外资源三个量表作为个人因素。进行多元线性回归分析以研究与工作投入相关的因素。
UWES-J的平均总分是57.0分，平均项目得分是3.4分。在各项属性中，年龄、育有子女以及担任主管及以上职位与总分呈正相关，但工作场所中职业健康护士的人数与总分呈负相关。在工作环境因素中，工作场所层面的一个子量表工作-自我平衡（正向）以及工作层面的子量表合适的工作和成长机会与总分呈正相关。在个人因素中，职业认同的子量表作为专业人员的自尊和成为专业人员的自我提升以及自我管理技能的子量表问题解决与总分呈正相关。
为了让职业健康护士觉得工作有价值，希望他们能有选择多样灵活工作方式的机会，并且雇主能为整个组织建立工作与生活的平衡。职业健康护士最好能够自我提升，雇主应为他们提供专业发展的机会。雇主还应建立一个允许晋升的人事评估系统。结果还表明，职业健康护士需要提高他们的自我管理技能，雇主应将他们安排到与其能力相匹配的岗位。
