Kee Karin, van Wieringen Marieke, Nies Henk, Beersma Bianca
Department of Organization Sciences, Vrije Universiteit Amsterdam, Amsterdam, The Netherlands.
J Adv Nurs. 2025 Feb;81(2):798-808. doi: 10.1111/jan.16238. Epub 2024 May 10.
Whereas voice behaviour has been identified as a key precursor to safe and high-quality patient care, little is known about how voice relates to key workforce outcomes. This study aimed to investigate the relationships between certified nursing assistants' perceived promotive voice behaviour (speaking up with suggestions for future improvement) and prohibitive voice behaviour (speaking up about problems or potentially harmful situations) and their self-reported levels of job satisfaction, work engagement and turnover intentions.
Dutch certified nursing assistants were recruited for a two-wave survey study through non-random convenience sampling. The final sample contained 152 respondents. The data were analysed using multiple linear regression analyses. In all analyses, the dependent variable at time one was controlled for.
Certified nursing assistants' promotive and prohibitive voice behaviour at time one were found to be positively related to their level of job satisfaction at time two while controlling for job satisfaction at time one. No relationships with work engagement or occupational turnover intentions were found.
While previous research has found positive effects of voice on patient safety outcomes and team and organizational improvements in care organizations, we demonstrate that voice is also related to a key workforce outcome, that is, certified nursing assistants' job satisfaction.
Recognizing the interplay between voice behaviour and job satisfaction underscores the importance of creating work environments where certified nursing assistants feel able and willing to make their voices heard-with ideas and suggestions, as well as information regarding problems and concerns.
Three certified nursing assistants have contributed to the development of the survey.
鉴于发声行为已被确定为安全和高质量患者护理的关键先兆，但对于发声与关键劳动力成果之间的关系却知之甚少。本研究旨在调查认证护理助理的感知促进性发声行为（提出未来改进建议）和禁止性发声行为（提及问题或潜在有害情况）与他们自我报告的工作满意度、工作投入度和离职意向之间的关系。
通过非随机便利抽样招募荷兰认证护理助理进行两波调查研究。最终样本包含152名受访者。数据使用多元线性回归分析进行分析。在所有分析中，对第一时间的因变量进行了控制。
在控制第一时间的工作满意度的情况下，发现认证护理助理在第一时间的促进性和禁止性发声行为与他们在第二时间的工作满意度水平呈正相关。未发现与工作投入度或职业离职意向的关系。
虽然先前的研究发现发声对患者安全结果以及护理组织中的团队和组织改进有积极影响，但我们证明发声也与一个关键的劳动力成果相关，即认证护理助理的工作满意度。
认识到发声行为与工作满意度之间的相互作用强调了创造工作环境的重要性，在这种环境中，认证护理助理感到能够并愿意表达自己的意见——包括想法和建议，以及有关问题和担忧的信息。
三名认证护理助理参与了调查的开发。
