义乌市中心医院员工满意度及其影响因素外文翻译

外文翻译

原文1

The relationship between nursing leadership and nurses' jobsatisfaction in Canadian oncology work environments Many changes have taken place in the Canadian nursing workforce since the health care reforms of the 1990s.Priest (2006) noted that nurses feelmore overworked and undervalued and reported that limitations placed on their scope of practice by employers often make it difficult for nurses to practice to the full extent of their abilities.However, in the midst of these difficult circumstances,a growing number of factors associated with job satisfaction and improved patient outcomes have also been identified. These factors include good relationships between nurses and physicians, strong leadership, professional development, and work-life balance (Canadian Health Services Research Foundation 2001). In a study of nurses job satisfaction, Larrabee et al. (2003) found that job dissatisfaction was the major predictor of nurses intent to leave. The major predictor of job satisfaction was psychological empowerment, which was in turn predicted by hardiness, transformational leadership style, nurse/physician collaboration, and group cohesion. Reporting on an Australian study of oncology nurses, Barrett and Yates (2002) found that although nurses reported high levels of personal satisfaction and personal accomplishment, nearly 40% of RNs were dealing with workloads they perceived as excessive, and 48% were dissatisfie d with pay and professional support. Over 70% reported moderate to high levels of emotional exhaustion, and over 48%would not commit to remaining in the specialty for another year. Understanding and examining the factors that influence job satisfaction of oncology nurses is also important as Aiken et al.s (2002, 2003) work has shown that declining job satisfaction can be an important signal or proxy for quality care issues and poor patient outcomes,including increased patient mortality.

The identification of stresses associated with nursing worklife and factors associated with job satisfaction were the focus of a previous study of Canadian oncology nurses by our group (Bakker et al. 2006b).Participants in that study reported profound changes in at least three areas: patient acuity, the organization of health care services, and professional nursing practice.These changes

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generated new tensions in the workplace.Nurses were now required to deliver more complex care to sicker patients, despite the fact that fewer nurses were available. Some workplaces addressed this concern by giving nurses increased responsibility and autonomy,but failed to provide the additional support required tomanage the increases in workload and complexity. The changes above required nurses to find ways to balanceout their daily work. One nurse noted:Theres two things that go on in a clinic area. You ha ve got the pressure… the personal pressure of trying to get the clinic going and patients being seen in a timely fashion and there is the pressure of the individu al needs of the patients. So it’s trying to balance that off. You’re still trying to deliver the same type of car e and you can’t possibly do it.So you have to sort of balance out what you can give. (Bakker et al. 2006b, p. 84)Unique opportunities where study participants felt like they had made a difference in the lives of patients and their families (e.g. formation of long-term relationships with patients who had a life-threatening illness) were important in helping nurses balance out their daily work.The ability to balance out made it possible for participants to continue to obtain satisfaction from their work, despite the changes they reported. Many work environment factors, such as workload, organizational climate, productivity or values, can also affect job satisfaction (Ivancevich et al. 2005, pp. 86–88, pp.177–178). The model tested in this study was designed to help us explore the ways in which these factors and others drawn from the work environment promote job satisfaction, and thus provide additional opportunities to balance out job-related stresses.

Author: Greta Cummings

Nationality: Canada

Originate from: Journal of Nursing Management, 2008, 16, 508–518

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