Duldt B W
Nurs Outlook. 1981 Nov;29(11):640-4.
In summary, the following information seems to be available to us. We know how alienation occurs generally; that nurses do report becoming alienated and behave as if they were alienated; and that alienation tends to be activated for nurses in the presence of three communicative variable--facts, feelings, and force, as described above. While further research is needed, the investigations that have already been carried out strongly suggest a need for planned intervention to help nurses deal with communications, particularly angry or critical ones, from supervisors and others in some way other than by withdrawing into alienation. Some preliminary attempts have been made in this direction, but describing these is not within the scope of this article. Nurses and their superordinate colleagues might well ponder interventions of their own, however; the chronic problems of turnover and shortage would appear too important to leave to the examination of individual researchers. After all, it is practicing nurses at all levels who both need to resolve these problems and have any chance of doing so.
总之，我们似乎已经掌握了以下信息。我们了解疏离感通常是如何产生的；护士们确实报告说自己产生了疏离感，并且表现得好像真的被疏离了；而且，如上文所述，在存在三种沟通变量——事实、情感和强制力的情况下，护士们的疏离感往往会被激发。虽然还需要进一步的研究，但已经开展的调查强烈表明，需要进行有计划的干预，以帮助护士应对来自上级和其他人员的沟通，特别是愤怒或批评性的沟通，而不是通过陷入疏离感来应对。已经在这个方向上进行了一些初步尝试，但描述这些尝试不在本文的范围内。然而，护士及其上级同事不妨思考一下他们自己的干预措施；人员流动和短缺的长期问题似乎太重要了，不能只留给个别研究人员去研究。毕竟，各级在职护士既需要解决这些问题，也有机会解决这些问题。
