Brewer Katherine, Ziegler Haydee, Kurdian Sarin, Nguyen Jinhee
Towson UniversityDepartment of Nursing, Towson, MD.
Adventist Health Glendale.
Nurs Ethics. 2024 Jun;31(4):432-442. doi: 10.1177/09697330231161692. Epub 2023 May 27.
Moral resilience is the integrity and emotional strength to remain buoyant and achieve moral growth amid distressing situations. Evidence is still emerging on how to best cultivate moral resilience. Few studies have examined the predictive relationship of workplace well-being and of organizational factors with moral resilience.
The aims are to examine associations of workplace well-being (i.e., compassion satisfaction, burnout, and secondary traumatic stress) and moral resilience, and to examine associations of workplace factors (i.e., authentic leadership and perceived congruence of organizational mission and behaviors) and moral resilience.
This study uses a cross-sectional design.
Nurses practicing in a hospital in the United States were surveyed using validated instruments (N = 147). Individual factors were measured using demographics and the Professional Quality of Life Scale. Organizational factors were measured using the Authentic Leadership Questionnaire and a single item measuring organizational mission/behavior congruence. Moral resilience was measured using the Rushton Moral Resilience Scale.
The study was approved by an institutional review board.
Resilience was noted to have significant small correlations with burnout, secondary traumatic stress, compassion satisfaction, and organizational mission/behavior congruence. Burnout and secondary traumatic stress predicted less resilience, whereas compassion satisfaction and perceived congruence between organizational mission and behaviors predicted higher resilience.
Burnout and secondary traumatic stress, increasingly experienced by nurses and other health professionals, have negative effects on moral resilience. Compassion satisfaction can increase resilience, which is especially important in nursing. Organizational practices promoting integrity and confidence can have positive effects on resilience.
Continued work to confront workplace well-being issues, especially burnout, is needed as a way of increasing moral resilience. Studies of organizational and work environment factors to bolster resilience are likewise needed to assist organizational leaders in devising the best strategies.
道德韧性是指在困境中保持乐观并实现道德成长的完整性和情感力量。关于如何最好地培养道德韧性的证据仍在不断涌现。很少有研究探讨工作场所幸福感和组织因素与道德韧性之间的预测关系。
目的是检验工作场所幸福感（即同情满足感、职业倦怠和继发性创伤压力）与道德韧性之间的关联，并检验工作场所因素（即真实领导力以及组织使命与行为的感知一致性）与道德韧性之间的关联。
本研究采用横断面设计。
使用经过验证的工具对在美国一家医院工作的护士进行了调查（N = 147）。个体因素通过人口统计学和职业生活质量量表进行测量。组织因素通过真实领导力问卷和一个测量组织使命/行为一致性的单项进行测量。道德韧性通过拉什顿道德韧性量表进行测量。
该研究获得了机构审查委员会的批准。
发现韧性与职业倦怠、继发性创伤压力、同情满足感以及组织使命/行为一致性之间存在显著的小相关性。职业倦怠和继发性创伤压力预示着较低的韧性，而同情满足感以及组织使命与行为之间的感知一致性预示着较高的韧性。
护士和其他卫生专业人员越来越多地经历职业倦怠和继发性创伤压力，这些对道德韧性有负面影响。同情满足感可以增强韧性，这在护理工作中尤为重要。促进正直和信心的组织实践可以对韧性产生积极影响。
需要持续努力应对工作场所幸福感问题，尤其是职业倦怠，以此作为提高道德韧性的一种方式。同样需要研究组织和工作环境因素以增强韧性，以协助组织领导者制定最佳策略。
