Yamashita M
Faculty of Nursing, University of Western Ontario, Health Sciences Center, London, Canada.
J Adv Nurs. 1995 Jul;22(1):158-64. doi: 10.1046/j.1365-2648.1995.22010158.x.
This study investigated job satisfaction among nurses in Japan. The instrument for measuring occupational satisfaction of hospital nurses developed by Stamps and her associates was used. Initial items were reviewed by content experts who were familiar with measurement of work satisfaction among health professionals and nursing practice in Japan. Based on the item analysis in the cultural context, several items were reworded or eliminated from the original version. Twenty-five items were retained and translated into English by bilingual professionals. The questionnaire was administered to 613 nurses practising in a large, acute-care hospital in a southern part of Japan. The results from testing psychometric properties of the translated version of the instrument were satisfactory. It may be concluded that nurses in the study were not satisfied but not dissatisfied either. On all items, they showed relatively strong commitment to their work. However, extrinsic factors such as having little opportunities for promotion or less favourable working conditions appeared to negatively influence job satisfaction in the study. The findings support the dual factor theory of Herzberg and also Maslow's theory. Considering the lowest scored item, little opportunities for promotion, which reflects the employment system in Japan, administrators, who are usually male medical practitioners, should be made aware of a need for creating clinical ladder opportunities for nurses who would be promoted based on a merit system, instead of the current practice of a seniority system.
本研究调查了日本护士的工作满意度。研究使用了由斯坦普斯及其同事开发的用于衡量医院护士职业满意度的工具。最初的项目由熟悉日本卫生专业人员工作满意度测量和护理实践的内容专家进行审查。基于文化背景下的项目分析，对原始版本中的几个项目进行了重新措辞或删除。保留了25个项目，并由双语专业人员翻译成英文。该问卷被发放给在日本南部一家大型急症护理医院工作的613名护士。对该工具翻译版本的心理测量特性进行测试的结果令人满意。可以得出结论，该研究中的护士既不满意也没有不满意。在所有项目上，他们对工作都表现出相对较强的投入度。然而，诸如晋升机会少或工作条件不太有利等外部因素似乎对该研究中的工作满意度产生了负面影响。研究结果支持赫兹伯格的双因素理论以及马斯洛的理论。考虑到得分最低的项目——晋升机会少，这反映了日本的就业制度，通常由男性医生担任的管理人员应该意识到有必要为护士创造临床晋升机会，使护士能够基于绩效制度而非当前的资历制度获得晋升。
