Kawakita Toshimi, Hosoda Yasuko
Faculty of Nursing, Osaka Medical and Pharmaceutical University, 7-6, Hatchonishimachi, Takatsuki, Osaka, 569-0095, Japan.
Graduate School of Nursing, Osaka Metropolitan University, 3-7-30, Habikino, Habikino-shi, Osaka, 583-8555, Japan.
BMC Nurs. 2024 Sep 19;23(1):665. doi: 10.1186/s12912-024-02338-5.
Work-family enrichment refers to the extent to which experiences in one role improve the quality of life in another role, and the bidirectionality indicates that benefits derived from work can be applied to family and vice versa. Parent nurses, that is, female nurses who are raising preschool children, play a major role at work and in the family. Thus, work-family enrichment is significant for them. The Work-Family Enrichment Scale cannot be generalized to parent nurses. This study was aimed at developing and psychometrically validating a draft Work-Family Enrichment Scale for Parent Nurses.
A questionnaire survey was conducted among 1,090 parent nurses who were randomly sampled from hospitals with more than 200 beds in Japan. The survey evaluated (1) a draft Work-Family Enrichment Scale for Parent Nurses, (2) the Japanese version of the Work-Family Enrichment Scale, and (3) the Positive Spillover Scale. The scales were psychometrically evaluated for internal consistency, construct validity, and criterion-related validity.
Data from 503 participants (age, mean ± standard deviation [range] 35.5 ± 4.96 [23-47] years) were analyzed. Results of exploratory factor analysis, the work to family enrichment direction yielded five factors for 23 items: "emotional fulfillment," "efficiency," "ability to lead," "displaying industriousness," and "self-growth." Cronbach's alpha coefficients ranged from 0.862 to 0.914. In the family-to-work enrichment direction, there were five factors for 28 items: "help-seeking," "receptiveness," "expansion of one's horizon," "efficiency," and "emotional fulfillment." Cronbach's alpha coefficients ranged from 0.790 to 0.907. Additionally, the correlation coefficients reporting criterion-related validity were 0.685 and 0.619 with regard to the Japanese version of the Work-Family Enrichment Scale and 0.596 and 0.534 with the Positive Spillover Scale for the Work-to-Family Enrichment Scale and the Family-to-Work Enrichment Scale for Parent Nurses, respectively.
The Work-Family Enrichment Scale for Parent Nurses has adequate reliability and validity and can be used as an effective measure to assess the positive aspects of work and family roles among female parent nurses.
工作-家庭充实感是指一个角色中的经历对另一个角色的生活质量提升的程度，这种双向性表明工作带来的益处可应用于家庭，反之亦然。育儿护士，即抚养学龄前儿童的女性护士，在工作和家庭中都扮演着重要角色。因此，工作-家庭充实感对她们而言意义重大。工作-家庭充实感量表不能直接应用于育儿护士。本研究旨在开发并对育儿护士工作-家庭充实感量表初稿进行心理测量学验证。
对从日本200张床位以上医院随机抽取的1090名育儿护士进行问卷调查。该调查评估了：（1）育儿护士工作-家庭充实感量表初稿；（2）工作-家庭充实感量表日文版；（3）积极溢出量表。对这些量表进行内部一致性、结构效度和效标关联效度的心理测量学评估。
对503名参与者（年龄，均值±标准差[范围]35.5±4.96[23 - 47]岁）的数据进行分析。探索性因素分析结果显示，工作对家庭充实感方向上，23个项目产生了五个因素：“情感满足”“效率”“领导能力”“展现勤奋”和“自我成长”。克朗巴哈α系数范围为0.862至0.914。在家庭对工作充实感方向上，28个项目产生了五个因素：“寻求帮助”“接受能力”“视野拓展”“效率”和“情感满足”。克朗巴哈α系数范围为0.790至0.907。此外，育儿护士工作对家庭充实感量表和家庭对工作充实感量表与工作-家庭充实感量表日文版的效标关联效度相关系数分别为0.685和0.619，与积极溢出量表的相关系数分别为0.596和0.534。
育儿护士工作-家庭充实感量表具有足够的信度和效度，可作为评估育儿女性护士工作和家庭角色积极方面的有效工具。
