Mihailovic Marko, Garcia Danilo, Amato Clara, Lindskär Erik, Rosenberg Patricia, Björk Elina, Lester Nigel, Cloninger Kevin M, Cloninger C Robert
Department of Psychiatry and Behavioral Sciences, Northwestern University, Chicago, IL, USA.
Promotion of Health and Innovation (PHI) Lab, International Network for Well-Being, USA.
Int J Nurs Stud Adv. 2021 Dec 18;4:100058. doi: 10.1016/j.ijnsa.2021.100058. eCollection 2022 Dec.
One of the challenges of the 21st century is the high turnover rate in the nursing profession due to burnout and mental illness. From a biopsychosocial perspective, an individual's personality is an important vulnerability-resilience factor that comprises four temperament traits (i.e., a person's emotional reactions) and three character traits (i.e., self-regulation systems). Indeed, different personality profiles are associated to different coping strategies and health outcomes.
We investigated and mapped the temperament and character of Swedish newly graduated and employed nurses' in relation to the Swedish general population and an age-matched sub-sample.
In this cross-sectional study, nurses self-reported their personality (Temperament and Character Inventory) at the beginning of their employment.
The data collection was conducted at a hospital in the South of Sweden.
A total of 118 newly graduated and employed nurses ( = 25.95±5.58) and 1,564 individuals from the Swedish general population participated in the study.
We calculated and for all seven personality dimensions using the Swedish norms ( = 1,564). The profiles were calculated by combining high/low scores in three temperament dimensions (Novelty Seeking: N/n, Harm Avoidance: H/h, and Reward Dependence: R/r) and in the three character dimensions (Self-Directedness: S/s, Cooperativeness: C/c and Self-Transcendence: T/t).
Regarding , the nurses reported moderately lower Novelty Seeking (> 0.5 ), slightly higher Harm-Avoidance (about 0.5 ), moderately higher Persistence (> 0.5 ) and Reward Dependence (> 0.5 ), and extremely lower Self-Directedness (> 1 ). The prevalence of the most common temperament profiles among the nurses (Swedish general population in brackets) were: 39.80% [10.90%] Cautious (nHR), 21.20% [10.90] Reliable (nhR), and 15.30% [16.50%] Methodical (nHr). The prevalence of the most common character profiles among the nurses were: 31.40% [4.90%] Dependent (sCt), 25.40% [14.40%] Apathetic (sct), and 19.50% [8.80%] Moody (sCT).
The analyses of the personality profiles showed that Low Novelty Seeking (79%), high Harm Avoidance (65%) high Reward Dependence (80%), low Self-Directedness (95%), and low Self-Transcendence (60%) were more prevalent among the newly graduated and employed nurses. This may partially explain newly graduated nurses' difficulties at work and high turnover rate. After all, a well-developed character is of special importance when working with patients with serious and terminal illness or under large global crises, such as the current pandemic. Hence, both education at universities and development at work need to be person-centered to reduce stress levels and promote positive self-regulation strategies.
21世纪的挑战之一是由于职业倦怠和精神疾病导致护理行业的高离职率。从生物心理社会角度来看，个体的性格是一个重要的易感性-复原力因素，它包括四种气质特质（即一个人的情绪反应）和三种性格特质（即自我调节系统）。的确，不同的性格特征与不同的应对策略和健康结果相关。
我们调查并描绘了瑞典新毕业并就业的护士的气质和性格，并与瑞典普通人群以及年龄匹配的子样本进行比较。
在这项横断面研究中，护士在开始工作时自我报告其性格（气质和性格量表）。
数据收集在瑞典南部的一家医院进行。
共有118名新毕业并就业的护士（平均年龄=25.95±5.58岁）和1564名瑞典普通人群参与了该研究。
我们使用瑞典常模（n = 1564）计算了所有七个性格维度的T分数和C分数。通过将三个气质维度（寻求新奇：N/n、回避伤害：H/h和奖赏依赖：R/r）以及三个性格维度（自我导向：S/s、合作性：C/c和自我超越：T/t）中的高/低T分数相结合来计算性格特征。
关于T分数，护士报告寻求新奇得分略低（>0.5），回避伤害得分略高（约0.5），坚持性得分略高（>0.5）和奖赏依赖得分略高（>0.5），而自我导向得分极低（>1）。护士中最常见的气质特征的患病率（括号内为瑞典普通人群）为：谨慎型（nHR）39.80% [10.90%]，可靠型（nhR）21.20% [10.90%]，有条理型（nHr）15.30% [16.50%]。护士中最常见的性格特征的患病率为：依赖型（sCt）31.40% [4.90%]，冷漠型（sct）25.40% [14.40%]，喜怒无常型（sCT）19.50% [8.80%]。
性格特征分析表明，新毕业并就业的护士中低寻求新奇（79%）、高回避伤害（65%）、高奖赏依赖（80%）、低自我导向（95%）和低自我超越（60%）更为普遍。这可能部分解释了新毕业护士在工作中的困难和高离职率。毕竟，在与重症和绝症患者合作或在重大全球危机（如当前的大流行）下工作时，良好发展的性格尤为重要。因此，大学教育和工作中的发展都需要以人为主，以降低压力水平并促进积极的自我调节策略。
