Chen Yushuang, He Xifei, Liu Qinghua
Tongji Hospital, Tongji Medical College, Huazhong University of Science and Technology, Wuhan 430030, China.
J Nurs Manag. 2024 Apr 23;2024:6678101. doi: 10.1155/2024/6678101. eCollection 2024.
This study aimed to evaluate the current status and related factors of practice environments of nurse managers in China.
Insufficient nurse staffing and poor working environment directly increase the burnout and turnover of nurse leaders. Nurse managers play a pivotal role in healthcare organizations, and their performance has been inextricably linked to achieving optimal patient, staff, and healthcare organizational outcomes. However, there are few studies exploring the influencing factors of nurse manager practice environment.
A cross-sectional study was undertaken to examine a sample of 405 nursing managers who were selected from 10 hospitals located across three provinces in China. The general characteristics questionnaire, the Nurse Manager Practice Environment Scale, the Perceived Stress Scale, and the Career Growth Scale were used. Data were analyzed by descriptive statistics, univariate analysis, and multiple stepwise linear regression.
The total scores of the nurse manager practice environments were 236.71 ± 27.635 (with 270 being the highest possible score), which was at a generally high level. The three lowest scores were adequate budgeted resources, fair and manageable workload, and nurse manager-physician relationships. Nurse manager practice environment was predicted by hospital geographic location, having (or not) training experience in higher ranked hospitals, levels of perceived stress, and career growth scores.
Chinese nursing managers reported a relatively favorable nursing practice environment. Policymakers should pay more attention to the practice environment of nursing managers in small city hospitals, and they could regularly evaluate, monitor, and promote practice environment determinants that are sensitive to disparities between different hospitals. In addition, hospital managers can take action by implementing diversity training programs, developing stress-reduction initiatives, and creating robust career development programs for nurse managers to support nurse managers better. : a better understanding of the current practice environment of nursing managers is beneficial for improving nursing managers' work environment, which in turn will promote the quality of care delivered and nursing management work. For nurse managers, the characteristics of the management and work environment of the small city hospitals should be benchmarked and learned against the district capital hospitals. Also, hospital administrators were required to adopt strategies to foster psychological support of nurse managers and create pathways and opportunities for professional growth to create a supportive working environment.
本研究旨在评估中国护士管理者的执业环境现状及相关因素。
护士配备不足和工作环境恶劣直接增加了护士领导者的职业倦怠和离职率。护士管理者在医疗组织中发挥着关键作用，其绩效与实现最佳患者、员工和医疗组织成果有着千丝万缕的联系。然而，很少有研究探讨影响护士管理者执业环境的因素。
采用横断面研究方法，对来自中国三个省份10家医院的405名护理管理者进行抽样调查。使用了一般特征问卷、护士管理者执业环境量表、感知压力量表和职业成长量表。数据采用描述性统计、单因素分析和多元逐步线性回归进行分析。
护士管理者执业环境的总分为236.71±27.635（满分270分），总体处于较高水平。得分最低的三个方面是预算资源充足、工作量公平且可管理以及护士管理者与医生的关系。护士管理者的执业环境受到医院地理位置、是否有在上级医院的培训经历、感知压力水平和职业成长得分的预测。
中国护理管理者报告的护理执业环境相对良好。政策制定者应更加关注小城市医院护士管理者的执业环境，并可定期评估、监测和促进对不同医院差异敏感的执业环境决定因素。此外，医院管理者可以通过实施多元化培训项目、制定减压举措以及为护士管理者创建强大的职业发展项目来采取行动，以更好地支持护士管理者。更好地了解护士管理者当前的执业环境有利于改善护士管理者的工作环境，进而促进护理服务质量和护理管理工作。对于护士管理者而言，应以上级医院的管理和工作环境特点为标杆并学习。此外，医院管理人员需要采取策略，为护士管理者提供心理支持，并创造职业成长的途径和机会，以营造一个支持性的工作环境。
