The influence of the professionalism behaviour of nurses working in health institutions on job satisfaction

Nurses' Perception of Professionalism in Practice: A Review of Qualitative Studies

Professionalism is a fundamental concept in nursing and a central aspect of nursing care. The review aimed to synthesize evidence presented in qualitative studies related to the perception of professionalism in nursing practice. Six main analytical themes were generated from primary studies included in the literature review: everyday practice, ethical aspects of nursing care, nurses' identity, nurses' professional growth, achieving autonomy, complexity of relationships. Presented themes are considered key elements of nursing professionalism, are closely interconnected, and support the multidimensional structure of professionalism in nursing. Nursing professionalism means providing high-quality care while upholding the values of integrity, accountability, and respect.

Mediating effects of psychological capital on the relationship between workplace violence and professional identity among nurses working in Chinese public psychiatric hospitals: a cross-sectional study

OBJECTIVE

To examine the relationship between workplace violence (WPV) and professional identity among Chinese psychiatric nurses and the mediating effects of psychological capital (PsyCap) from this association.

SETTING

Seven public tertiary psychiatric hospitals in Liaoning Province, China.

PARTICIPANTS

A total of 952 psychiatric nurses were recruited for this study. Registered nurses who have been engaged in psychiatric nursing for more than 1 year were eligible as participants in this investigation.

OUTCOME MEASURES

Questionnaires consisting of the Workplace Violence Scale, the Occupational Identity Scale, the Psychological Capital Questionnaire and a demographic data sheet were used to collect participant information. We used hierarchical multiple regression and asymptotic and resampling strategies to examine the mediating role of PsyCap in the relationship between WPV and professional identity.

RESULTS

WPV was negatively associated with professional identity after controlling for demographic factors (β=-0.353; p<0.001). PsyCap mediated the relationship between WPV and professional identity, according to the mediation analysis (a×b=-0.150, bias-corrected and accelerated 95% CI (BCa 95% CI) (-0.185 to -0.115); p<0.001). In addition, two dimensions of PsyCap: hope (a×b=-0.075, BCa 95% CI (-0.104 to -0.049); p<0.001) and resilience (a×b=-0.064, BCa 95% CI (-0.090 to -0.039); p<0.001) mediated the association between WPV and professional identity. For professional identity, hope, resilience and PsyCap mediation accounted for 21.6%, 18.1% and 42.4%, respectively.

CONCLUSIONS

Based on these findings, PsyCap could partially mediate the relationship between WPV and professional identity. Therefore, hospital administrators should implement measures to prevent and reduce WPV and provide nurses with skills training programmes to improve the PsyCap such as hope and resilience.

Why do Social Workers Leave? A Moderated Mediation of Professionalism, Job Satisfaction, and Managerialism

Turnover has been a serious concern to social service organizations. A lack of committed social workers is a risk to organizational performance and service quality. Therefore, it is vital to better understand the leaving process of social work practitioners. The study constructed a moderated mediation model to examine the mediating role of job satisfaction between employees' professionalism and turnover intention and the moderating role of the perceived level of managerialism in the context of social work organizations. A total of 667 participants from Guangzhou, Shenzhen, and Shanghai in China were recruited to complete the survey. Results presented that job satisfaction plays a full mediation role in the relationship between professionalism and turnover intention. In addition, the positive relationship between professionalism and job satisfaction, as well as the negative relationship between professionalism and turnover intention were moderated by managerialism. The findings enrich knowledge about turnover among social workers in the context of China and inspire to foster professionalism among service workers to improve job satisfaction and alleviate turnover intention and actual turnover as well as to apply management techniques and structures properly to strengthen the effect of professionalism on promoting job satisfaction and on preventing turnover intention.

Questionnaire Development of a Good Nurse and Better Nursing From Korean Nurses' Perspective

BACKGROUND

The concepts of "good nurse" and "better nursing" have changed over time and should be investigated from the perspective of nurses.

PURPOSE

The aim of this study was to develop and assess the psychometric properties of two questionnaires used to assess "good nurse" and "better nursing."

METHODS

The interview data of 30 registered nurses (RNs) from a previous study were reviewed to develop the questionnaire items, and content validity was examined. One hundred seventeen RNs participated in a pilot survey for pretesting the constructs, 469 RNs participated in a main survey to explore these constructs using exploratory factor analysis (EFA), and 468 RNs participated in model refining and validation using confirmatory factor analysis.

RESULTS

After a critical review of RN interview data and content validity evaluation, 73 of 124 statements on "good nurse" and 56 of 57 statements on "better nursing" were selected. In the pilot survey, the number of items was reduced to 45 for both questionnaires using an EFA. In the main survey, EFA was used to load 34 items on the five factors of the good nurse questionnaire and 26 items on the three factors of the better nursing questionnaire. In the confirmatory factor analysis, to obtain better fitting models, the good nurse questionnaire consisted of 17 items on the five factors of collaboration, professional competency, self-efficacy, a sense of achievement, and compassion, whereas the better nursing questionnaire consisted of 16 items on the three factors of person-centered nursing, proactive nursing, and expertise in caring. The construct reliability, convergent validity, and discriminant validity of the questionnaires were achieved.

CONCLUSIONS/IMPLICATIONS FOR PRACTICE

The concept of "good nurse" from the perspectives of the nurses in this study was similar with those of patients in previous studies, while including individual traits such as sense of achievement. Better nursing is conceptualized with the exemplary performance of nursing focusing on the nature of nursing and leading excellence and power in clinical practice. The study findings inform what nursing education and workforce development should focus on for nursing to continuously progress. Furthermore, it is recommended that the concepts of a good nurse and better nursing be compared across different countries using the questionnaires.

Translation and Psychometric Testing of the Healthcare Environment Survey in Turkey

AIM

This study aimed to translate and psychometrically test the Healthcare Environment Survey, describe the strengths and needs of job satisfaction for nurses in Turkey, and advance an international discussion across countries that used Healthcare Environment Survey. The Healthcare Environment Survey was the only instrument found that measured multiple facets of nurses' satisfaction in caring for patients. Healthcare Environment Survey has been psychometrically tested in Jamaica, Scotland, and the USA.

METHOD

This study was a methodological design. A convenience sample of 400 nurses from 2 hospitals in Antalya, Turkey, was asked to complete the Healthcare Environment Survey. A total of 241 nurses (60.3%) responded to all 57 items.

RESULTS

Factor analysis revealed all items loaded into 10 facets, with all factor loadings greater than 0.40, except 1 item regarding executive leadership. Kaiser-Meyer-Olkin measure of 0.91 revealed a good model fit. The Healthcare Environment Survey explained 75% of the variance in nurse job satisfaction. The Cronbach alpha coefficient for the 10 facets ranged from 0.83-0.90. A comparison of these results with the other 3 countries that used the Healthcare Environment Survey revealed that caring for patients had a high factor loading in Turkey, Scotland, and the USA but a low one in Jamaica.

CONCLUSION

The Healthcare Environment Survey -Turkish form was found to be a valid and reliable tool, which could be used by nurse managers to evaluate satisfied and unsatisfied areas. It provides new opportunities for national/international benchmark, cooperation, and research with others.

Relationships of professional identity and psychological reward satisfaction with subjective well-being among Chinese nurses

AIM

This study aimed at exploring the impact of professional identity and psychological reward satisfaction on subjective well-being and clarifying the effect of psychological reward satisfaction on this relationship.

BACKGROUND

People know little about the effect of psychological reward satisfaction on the relationship between professional identity and subjective well-being.

METHODS

A cross-sectional survey was carried out on 1,009 nurses from Qiqihar City, Heilongjiang Province of China. Professional Identity Scale, Psychological Reward Satisfaction Scale and General Well-Being Schedule were used to assess professional identity, psychological reward satisfaction and subjective well-being, respectively. Associations were explored by using structural equation modelling.

RESULTS

The subjective well-being of 436 (43.2%) nurses was at low and moderate levels. After the adjustment of potential confounding factors, professional identity was still associated with subjective well-being (B = 3.035, β = 0.215, p < .001). Professional identity (r = .308) and psychological reward satisfaction (r = .309) were positively correlated with subjective well-being. Psychological reward satisfaction mediated the association between professional identity and subjective well-being (effect = 0.114, p < .001).

CONCLUSION

This study suggested that the subjective well-being of nurses should be improved by paying special attention to them and taking targeted support measures.

IMPLICATIONS FOR NURSING MANAGEMENT

Nursing managers can help enhance the professional identity of nurses by organising nursing education activities, and pay more attention to psychological reward satisfaction to improve the subjective well-being of nurses.

Psychometric properties of the Persian version of Instrument of Professional Attitude for Student Nurses (IPASN)

Aim

To evaluate nursing students’ professionalism attitude, it is necessary to use a validated and reliable instrument.

Design

This study aimed to develop the Persian version of the eight‐dimensional professionalism attitude questionnaire for student nurses (Instrument of Professional Attitude for Student Nurses).

Methods

In this cross‐sectional study during March to April 2017, after being translated into Persian and receiving experts’ comments face, content, and construct validity of the questionnaire were sought among nursing students. Internal consistency reliability was examined by estimating the Cronbach's alpha coefficient and stability was estimated by calculating intraclass correlation coefficinet.

Results

A total of 750 students with an average age of 24.15 (SD = 1.32) years participated in the study. Both exploratory and confirmatory factor analyses confirmed the construct of the questionnaire. Cronbach's alpha coefficient for the entire instrument was 0.89 and more than 0.70 for all dimensions.

Also the intraclass correlation coefficient for the questionnaire was found to be 0.92, well above acceptable threshold. The findings approved that the Iranian version of Instrument of Professional Attitude for Student Nurses is a reliable and valid questionnaire. Hence, using this questionnaire to conduct studies is recommended.

Job satisfaction among primary care physicians in western China

Background

There has been great shortage of primary care physicians (PCPs) in China, especially in western areas. Job satisfaction plays a great role in retaining people. The aim of this study is to investigate the job satisfaction of PCPs and associated factors in 11 provinces of western China, thus providing necessary reference values for stabilizing the primary care workforce and improving the quality of primary care services.

Method

A sample of 2103 PCPs working in western China were surveyed using a stratified, multistage and random sampling method in 2011. The characteristics of participants were recorded by a structured questionnaire. A multilevel model (MLM) and quantile regression (QR) were applied to assess the association between job satisfaction and possible risk factors.

Results

Of the 2103 doctors surveyed, the overall satisfaction score was 3.26 ± 0.68 (from 1 to 5). MLM indicated that age group, income satisfaction, unit policy approval, personal planning, career attitude, work value and patient recognition were positively correlated with job satisfaction, while turnover intention was negatively correlated with job satisfaction. QR were not completely consistent with MLM and further explored the differences in different job satisfaction score percentiles on each domains.

Conclusion

This study showed that the job satisfaction of PCPs in western China was not high. The MLM and QR discussed were not entirely consistent, the latter one provided more information and robust results. Measures should be taken in streamlining administration and institute decentralization, creating more opportunities for additional training, raising PCPs’ income, improving the social status of doctors and improving the relationship between doctors and patients.

Analysis on professional identity and related factors among Chinese general practitioners: a National Cross-sectional Study

BACKGROUND

Studies on professional identity and related factors among Chinese general practitioners (GPs) are unavailable. The objective of this study was to investigate the professional identity level of GPs in China and explore factors associated with GPs' perceptions of their professional identity.

METHODS

A multistage stratified random sampling method was used to collect data with a structured self-administered questionnaire from 3236 GPs working in community health service institutions (CHIs) in China between October, 2017 and February, 2018. Professional identity was measured by the 13 items scale. Descriptive statistics were calculated and groups' differences were estimated using nonparametric tests. Multiple linear stepwise regression analysis was used to analyze factors associated with professional identity among GPs.

RESULTS

Based on a total score of 65 on the professional identity scale, the average score for GPs' professional identity was 51.23 (SD = 6.56). Multiple linear stepwise regression analysis showed that GPs who practiced in Central China, with an administrative responsibility, at a moderate or higher income level, who frequently worked overtime, had more occupational development opportunities, with a higher level of job satisfaction and older GPs had higher levels of professional identity.

CONCLUSIONS

Professional identity level among GPs in China is high. Region, administrative responsibility, income level, working overtime, occupational development opportunities, age, and job satisfaction were significant predictors of professional identity.

A multilevel investigation of cultural competence among South Korean clinical nurses

BACKGROUND

There is lack of empirical evidence on whether organisational variables affect the cultural competence of nurses.

AIM

This study aimed to investigate individual and organisational characteristics associated with South Korean clinical nurses' cultural competence.

METHODS

A descriptive cross-sectional research design was used. A convenient sample of 401 clinical nurses from 21 hospitals in South Korea was recruited between November 2015 and February 2016. Multilevel modelling was used to estimate the effects of individual- and organisation-level predictors. Data were analysed using the nlme package in R.

RESULTS

Multilevel modelling indicated that professionalism (β = 0.02, p < 0.001) and foreign language fluency (β = 0.25, p = 0.012) were significant individual-level predictors. Education on foreign patient care was marginally significant at p = 0.069. At the organisational level, nurse-to-patient ratio (β = 0.37, p = 0.038) and organisational cultural competence (β = 0.02, p < 0.001) were significant predictors. In addition, hospital ownership and work environment were marginally significant at p = 0.054 and p = 0.050, respectively. Furthermore, there was a significant cross-level interaction between professionalism and hospital ownership (β = 0.03, p = 0.003).

CONCLUSION

To provide culturally competent care, nurse leaders should recognise the importance of organisational-level factors, such as nurse staffing and organisational cultural competence, and create an environment that is inclusive of diverse patients, as well as promote professionalism among individual nurses.

Effect of Professionalism Level on Tendency to Make Medical Errors in Nurses

AIM

The aim of the present study was to examine the relationship between the occupational professionalism level of hospital nurses and their tendency to make medical errors. This was a descriptive, correlational, and cross-sectional study.

METHOD

The study was conducted between June 2013 and January 2015 in four hospitals providing general diagnosis, treatment, and care services. Four hundred fifty-nine nurses were included in the study. A questionnaire including a Personal Information Form, Professional Manner in Occupation Inventory, and Tendency to Medical Error in Nursing Scale was used to collect data. The study was approved by the hospitals' ethics committees and institutions. Data were analyzed using Cronbach's alpha analysis, frequency and percentage distributions, descriptive statistics, Pearson product-moment correlation coefficient, Dunnett T3 Post Hoc test, simple linear regression analysis, and t-test.

RESULTS

Nurses' occupational professionalism levels were high (M=137.06±15.23), and tendency to medical error levels were low (M=223.24±25.28). The majority of the nurses considered themselves quite professional and had not made any medical errors previously. There was a strong and highly significant negative relationship (p<0.001) between their occupational professionalism and their tendency to medical error. There was a difference between the occupational professionalism levels of nurses who made and did not make an occupational error (p<0.05), as well as significant differences between their tendency to medical error according to their perception of themselves as professionals (p<0.05). The occupational professionalism manner of the nurses was determined to be 30% effective in their tendency to medical error.

CONCLUSION

The occupational professionalism manner of the nurses was found to negatively affect their tendency to medical error.

A Web-based Survey of Marital Quality and Job Satisfaction among Chinese Nurses

PURPOSE

This study aimed to use a web-based survey to investigate the correlation between job satisfaction and marital quality and to identify the association of demographics with job satisfaction and marital quality.

METHODS

Married nurses (N = 2,296) completed the questionnaires. Correlations and linear regression analyses were carried out.

RESULTS

Both marital quality and job satisfaction were relatively low. Additionally, marital quality was positively correlated with job satisfaction. Age, marital status (in years) and average daily hours spent with spouse had positive impact on job satisfaction. Multiple linear regression analyses showed that age, monthly income, average daily hours spent with spouse and marital quality were positively associated with job satisfaction.

CONCLUSION

Because of the shifts nurses working, there is little time for nurses to spend with their spouses and family. It is recommended that hospital leaders could provide more flexibility with nurses' shift choices so nurses can arrange their work-life balance better. Other considerations like reducing workload and reducing working hours should be promoted as options. Nurse managers could offer counseling services including strategies to cope with the balance between work and life. This effort could improve job satisfaction and reduce the rate of turnover of nurses.

Psychometric evaluation of the Chinese version of the Snizek-revised Hall's Professionalism Inventory Scale

Objective

This study was performed to assess the reliability and validity of the Chinese version of the Snizek-revised Hall’s Professionalism Inventory Scale (C-SR-HPIS).

Methods

Exploratory factor analysis and confirmatory factor analysis were used to evaluate the construct validity of the C-SR-HPIS. The average variance extracted (AVE) and square root of the AVE were calculated and correlation analyses were performed to test the convergent validity and discriminant validity, respectively. Cronbach’s alpha (α) coefficient was used to test the internal consistency reliability.

Results

Data for 355 clinical nurses in mainland China were collected. Five factors were extracted, accounting for 58.86% of the total explained variance, and 20 items were selected for the C-SR-HPIS. The confirmatory factor analysis suggested good fitness of the modified model. The AVE was acceptable for convergent validity. The square roots of the AVE of the five factors were larger than their correlation coefficients with other factors, showing suitable discriminant validity. Cronbach’s α coefficient of internal consistency reliability of the overall scale was 0.76, indicating good reliability of the scale.

Conclusions

This study demonstrated good reliability and validity of the C-SR-HPIS and provides a quantitative tool for the assessment of nursing professionalism in China.

The Influence of Professional Identity, Job Satisfaction, and Work Engagement on Turnover Intention among Township Health Inspectors in China

Health inspectors are part of the public health workforce in China, and its shortage has been identified as an urgent priority that should be addressed. Turnover is one of the main contributors to the shortage problem. This research assessed the influence of professional identity, job satisfaction and work engagement on turnover intention of township health inspectors and explored the intermediary effect of job satisfaction and work engagement between professional identity and turnover intention among township health inspectors in China. Data were collected from 2426 township health inspectors in Sichuan Province, China. We used structural equation modeling (SEM) to test the hypothesized relationship among the variables. Results showed that a total of 11.3% of participants had a high turnover intention and 34.0% of participants had a medium turnover intention. Job satisfaction had a direct negative effect on turnover intention (β = −0.38, p < 0.001), work engagement had a direct negative effect on turnover intention (β = −0.13, p < 0.001), and professional identity had an indirect negative effect on turnover intention through the mediating effect of job satisfaction and work engagement. Our results strongly confirmed that professional identity, job satisfaction and work engagement were strong predicators of turnover intention. According to the results, desirable work environment, quality facilities, fair compensation and adequate advancement opportunities should be emphasized to improve job satisfaction. The turnover intention of health inspectors could be reduced through improving professional identity, enhancing job satisfaction and work engagement.

Development and Psychometric Testing of the Croatian Version of the Job Satisfaction Scale in Hospital Nurses

BACKGROUND AND PURPOSE

The aim of the study was to develop and psychometrically test a Job Satisfaction Survey (JSS) that measures attitudes toward job satisfaction among hospital nurses in Croatia.

METHODS

A cross-sectional design was applied with 584 nurses.

RESULTS

A seven-factor model of the measure was confirmed relative χ2 = 2.8, goodness of fit index = .9, comparative fit index = .83. The Cronbach's α was 0.83 for the total scale.

CONCLUSION

The factor structure of the Croatian version of the JSS was found to be similar to that of the original scale, and it is valid and reliable for measuring attitudes toward job satisfaction among hospital nurses. JSS allows the comparison of self-reported job satisfaction among hospital nurses in different countries and cultures.

Development of nursing professionalization elements in Slovenia: the group interview technique

Introduction: An occupation becomes a profession once it uses a systematic approach to generate new knowledge and transfer it directly into professional work. The aim of this paper is to show the attitudes of nursing care professionals towards the professionalization of nursing care and make a contribution by means of identifying the factors that are important for the development of the professionalization of nursing in Slovenia. Methods: The group interview technique was used with two rounds. Participants responded to 15 open premises/questions. Purposive sampling was used and groups were comprised of professionals from all levels of clinical environments, secondary and higher education teachers and master's and doctoral degree students (n = 48). Results: The results of the first round produced 3 themes, while the second round generated findings related to 4 themes. The synthesis of the findings from both rounds resulted in two overarching themes. The first is "National responsibility" which includes the responsibility of the nursing care management and the management of higher education institutions as well as the responsibility of the Nurses and Midwives Association of Slovenia for developing nursing care as a scientific discipline. The second theme is "National indicators for the realization of national responsibility" which includes (1) Classification of jobs in nursing care to reflect the 4 levels of nursing care competencies, (2) research and development as work tools in nursing care, and (3) the national institute for nursing care research. Discussion and conclusion: The responsibility for the development of professionalization lies with several sectors. A clear and ambitious vision, and a strategy for the development of nursing care that should include responsibility for setting a new paradigm for the development of nursing care as a response to the needs of the society, occupation and science, are needed. The strategy should be supported by means of a planned distribution of means to facilitate its realisation.

Exploring Nursing Intention, Stress, and Professionalism in Response to Infectious Disease Emergencies: The Experience of Local Public Hospital Nurses During the 2015 MERS Outbreak in South Korea

Purpose

This study aimed to examine levels of stress and professionalism of nurses who provided nursing care during the 2015 Middle East respiratory syndrome outbreak based on their experience, to investigate the nurses' intention to respond to possible future outbreaks in relation to their experience during the outbreak, and to determine the relationship between the outbreak experience and nursing intention considering stress and professionalism.

Methods

A self-administered questionnaire was designed based on modifications of related questionnaires, and used to assess levels of stress, professionalism, and nursing intention according to participants' experiences during the outbreak. Multiple regression analysis was used to examine the relationship between the outbreak nursing experience and nursing intention considering stress and nursing professionalism.

Results

The overall stress, professionalism, and nursing intention scores for the firsthand experience group were 33.72, 103.00, and 16.92, respectively, whereas those of the secondhand experience group were 32.25, 98.99, and 15.60, respectively. There were significant differences in professionalism and nursing intention scores between the groups (p = .001 and p < .001, respectively). The regression analysis revealed that the regression estimate between stress and nursing intention was B(SE) = −0.08(0.02), beta = −0.21, p < .001 and the regression estimate between professionalism in nursing and nursing intention was B(SE) = 0.05(0.01), beta = 0.23, p < .001.

Conclusion

Prior outbreak nursing experience was importantly associated with intention to provide care for patients with a newly emerging infectious disease in the future considering stress and professionalism. Gathering information about nurses' experience of epidemics and regular assessment of job stress and professionalism are required.

Patients' Opinions of OR Nurses and Environments in the Postoperative Period

PURPOSE

To determine patients' opinions of operating room (OR) nurses and environments in the postoperative period.

DESIGN

A descriptive study.

METHODS

The data were collected by using researcher developed forms that defined patients' opinions of OR nurses and environments and were given to the patients on the first postoperative day.

FINDING

The final sample consisted of a total of 208 patients who underwent surgery with regional anesthesia. Percentage measurements were used in the assessment of data. The majority (69.3%) of nurses did not introduce themselves to their patients and 61.3% failed to introduce the OR environments to their patients. Patients explored their (ORs) in the range of 62% and 90% and considered these locations to be calm and reliable environments where their needs were met and their communications with the staff were positive. The rate of patients who felt that their ORs were not cold was 35.3%.

CONCLUSIONS

In this study, most patients were not aware that OR nursing played an important role in a postive patient perception of the OR. Most OR nurses did not introduce themselves to patients while providing nursing care, and patients were not aware of who provided this service to them. In light of these findings, it is recommended that nurses introduce themselves to patients in the OR when beginning care of the patient. Moreover, special effort should be made regarding maintenance of normal body temperature of patients in the OR.

Job satisfaction and attitudes towards nursing care among nurses working at Mzuzu Central Hospital in Mzuzu, Malawi

BACKGROUND

Job satisfaction is a major determinant of performance at the workplace. Studies have shown that job dissatisfaction can intensify emotional exhaustion, and this can influence nurses to perceive their work as tiresome and repetitive, leading to frustration and discouragement. The purpose of this study was to investigate the relationship between job satisfaction and attitude towards nursing care at Mzuzu Central Hospital in Mzuzu, Malawi.

METHODS

This was a descriptive correlational study. Eighty-nine nurses were selected using simple random sampling. A self-administered questionnaire was used to collect data. Data were analysed using Stata (version 12). Frequencies, means, and standard deviations were used to summarise sociodemographic data and also to determine job satisfaction and attitudes towards nursing care among the participants. Independent t-tests were used to determine if differences in professional qualifications, job title, work experience, or the clinical setting in which the nurses worked were associated with differences in job satisfaction and attitude. Pearson's product-moment correlation was used to determine the relationship between job satisfaction and attitude in the study sample.

RESULTS

The nurses who participated in this study generally had positive attitudes towards nursing care and were moderately satisfied with their jobs. There was a significant variation in attitude depending on the amount of time a nurse worked at a particular post (P = 0.0308), as well as the amount of time a nurse had worked at the hospital (P = 0.0012). There was a significant positive relationship between job satisfaction and attitude (r = 0.226, P = 0.033).

CONCLUSIONS

The nurses in the study sample were moderately satisified with their work and generally had positive attitudes towards nursing care. There was a positive correlation between attitude towards nursing care and job satisfaction. Addressing factors which dissatisfy nurses can promote nurses' attitudes and likely improve performance and patient care.

Development and Psychometric Evaluation of the Nurses Professional Values Scale-3

Background and Purpose: The Nurses Professional Values Scale-3 (NPVS-3) is an instrument derived from the American Nurses Association Code designed to measure nurses’ professional values. The purpose of this study was to examine its psychometric properties. Methods: A random sample of 1,139 baccalaureate nursing students, graduate nursing students, and practicing nurses participated. The 28-item Likert-scale instrument was subjected to exploratory and confirmatory factor analysis. Principal components analysis with varimax rotation and Kaiser normalization resulted in a 3-factor solution. Results: Findings supported internal consistency reliability of 3 factors with alpha coefficients from .80 to .91 and total scale coefficient of .94. Construct validity was supported with a factor loading range of .31–.95 across 3 factors—Caring, Activism, Professionalism. Conclusion: NPVS-3 is a psychometrically sound instrument that can be used by nursing researchers, educators, administrators, and practitioners.

Assessment of Surgery Resident Competency Provided by Patients

The objective of this study was to assess the competency of surgery residents from the patient perspective in the current healthcare environment in China. The authors performed an assessment of 508 surgery residents in Liaoning province. Seven patients were as a group to complete the self-administered questionnaires on the survey for each individual corresponding resident. A 5-point rating scale with an unable-to-evaluate category was used to assess surgery resident competency by patients. Reliability and validity were assessed by Cronbach alpha (α) and exploratory factor analysis, respectively. Statistical analysis was performed using SPSS 13.0. The surveys on 421 residents were valid, and the valid response rate was 82.8%. A total of 2947 questionnaires from patients were analyzed in this study. The Cronbach α coefficient was 0.92. The 4 factors emerging in the exploratory factor analysis reached a cumulative contribution rate of 66.98%. The items of "promotes health maintenance (talks about preventive care)" (206/7.0%), "tells me about any side effects of the medicine" (177/6.0%), "spends enough time with me" (189/6.4%), and "answers my questions thoroughly" (168/5.7%) were scored <4 by higher percentage of patients. The instrument provided an acceptable means for patients to evaluate the competency of Chinese surgery residents. Surgery residents should improve their competencies on preventive care, patient safety, and communication skills.

Profesionalizem v zdravstveni negi: kje smo z njim?

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Self-assessment of clinical nurse mentors as dimensions of professional development and the capability of developing ethical values at nursing students: A correlational research study

INTRODUCTION

Providing adequate training for mentors, fostering a positive mentorship culture and establishing the necessary operational procedures for ensuring mentorship quality are the keys to effective clinical mentoring of nursing students.

PURPOSE

The purpose of the research was to explain different dimensions of clinical mentors' professional development and their capability of developing ethical values in nursing students.

METHODS

A non-experimental quantitative research design was employed. Data were collected by means of a questionnaire administered to the population of clinical mentors (N=143). The total number of questions was 36. Descriptive statistics were used, and bivariate analysis, factor analysis, correlation analysis and linear regression analysis were performed.

RESULTS

The professional development of clinical nurse mentors was explained (R(2)=0.256) by career advancement (p=0.000), research and learning (p=0.024) and having a career development plan (p=0.043). Increased professional self-confidence (R(2)=0.188) was explained by career advancement (p=0.000) and the time engaged in record keeping (p=0.028). Responsibility for the development of ethical values in nursing students (R(2)=0.145) was explained by the respondents' level of education (p=0.020) and research and learning (p=0.024). Applying ethical principles and norms into practice (R(2)=0.212) was explained by self-assessed knowledge in ethics (p=0.037) and research and learning (p=0.044).

CONCLUSIONS

Clinical nurse mentors tended to lack a career development plan, had low work time spent on research and insufficiently participated in education and training activities, which turned out to be significant explanatory factors of their professional development and their capability of developing ethical values in nursing students. The research showed that nursing and higher education managers often failed to assume responsibility for the professional development of clinical nurse mentors.

The impact of psychological empowerment and organizational commitment on Chinese nurses' job satisfaction

Background: Research findings have shown that job satisfaction of Chinese nurses is at a low level. Limited studies have focused on the impact of psychological empowerment and organizational commitment on job satisfaction of Chinese nurses. Aims: The aim of this study is to describe job satisfaction, psychological empowerment and organizational commitment of Chinese nurses and to explore the impact of psychological empowerment and organizational commitment on the nurses' job satisfaction. Methods: A total of 726 nurses were recruited in a convenience sample from 10 tertiary hospitals. Data were collected using four questionnaires including Job Satisfaction Survey, Psychological Empowerment Scale, Organizational Commitment Scale and Demographic Questionnaire. Descriptive analysis, correlation and stepwise multiple regression were used for data analysis. Results: Nurses' job satisfaction, psychological empowerment, and organizational commitment were identified at moderate levels. Nurses' job satisfaction and psychological empowerment were significantly different in terms of age and length of service; nurse job satisfaction varied with respect to marital status. Findings further indicated that nurse job satisfaction was positively correlated with psychological empowerment and organizational commitment. Psychological empowerment, organizational commitment, and marital status were significant predicting factors of nurse job satisfaction. Conclusions: This study provides evidence to help nursing managers and health policy-makers to develop intervention programs aimed at enhancing nurse job satisfaction and retaining nurses.

A longitudınal study on the effect of tailored training and counseling on the professional attitude of nursing students

The development of professional attitudes in nursing students is influenced by their learning experiences (knowledge, skills, and attitudes) and instructors' professional behaviors. Instructors can enhance students' professional attitude by organizing the training environment, being a role model, and providing counseling. This study was conducted as a tailoring intervention study over 4 years (2010-2013) examining 73 nursing students (34 intervention, 39 control) to determine the effect of training and counseling on nursing students' professional attitudes. Data were collected utilizing the Introductory Characteristics Form and the Instrument of Professional Attitude for Student Nurses. Intervention group students were provided training and counseling complementing their current education to develop their professional attitudes. Controls proceeded with their current education. Instrument for Professional Attitude for Student Nurses posttest scores of the intervention group were significantly higher than those of control group students. Furthermore, intervention group scores on all subscales other than "competence and continuous education" significantly increased after training. Controls showed no growth in professional attitudes, other than in "contribution to scientific knowledge." The training and counseling program had a positive influence on the professional attitudes of nursing students. Thus, providing tailored training and counseling associated to professionalism throughout the educational process at schools providing nursing training is recommended.

Relationship between job satisfaction, professional identity and intention to leave the profession among nurses in Turkey

AIMS

The purpose of this study is to investigate the relationship between job satisfaction, professional identity and intention to leave the profession among nurses in Turkey.

BACKGROUND

Although there are many studies on job satisfaction among nurses in Turkey, there is a gap in the literature in relation to professional identity, particularly for intentions to leave the profession.

METHOD

This cross-sectional, descriptive and correlational study was conducted with 2122 nurses from Turkey.

RESULTS

A positive and significant correlation was determined between the nurses' job satisfaction and professional identities. It was found that 15.5% of the nurses intended to leave their profession. Intention to leave the profession was greater among the nurses with inadequate professional identity development and low job satisfaction.

CONCLUSION

Professional identity is a factor affecting job satisfaction. Both professional identity and job satisfaction are important factors affecting nurses' intention leaving the profession.

IMPLICATIONS FOR NURSING MANAGEMENT

Given that professional identity and job satisfaction affect intention to leave the profession and professional identity affects job satisfaction, nurse managers who are mainly responsible for the quality of nursing care should develop strategies that support nurses' professional identity and increase their job satisfaction if they are to prevent nurses from leaving the profession.

The relationship between cancer patients' perception of nursing care and nursing attitudes towards nursing profession

Objective:

The aim of this study is to evaluate the patients’ perceptions of nursing care with different types of cancer in Turkey and its relationship with nursing attitudes towards nursing profession.

Methods:

An exploratory approach utilizing cross-sectional design with a structured questionnaire, administered to patients nurses a face-to-face, with specific questions about demographic and health status and two standardized scales: Patient Perception of Hospital Experience with Nursing Care (PPHEN) and Attitude Scale for Nursing Profession (ASNP). This study was conducted at the Research and Application Hospital of Ataturk University in Erzurum, Turkey with a convenience sample of 100 patients who were discharged from medical and radiation oncology clinics and 30 nurses that give care to these patients.

Results:

It was found that patients’ satisfaction had low levels with nursing care and similarly the nurses’ attitudes from nursing profession were negative. There was a high correlation between the scales.

Conclusion:

The nurses’ attitudes towards nursing profession are affecting the nursing care of patients’ perception with cancer. We suggest that the researchers must be evaluating nurse's attitudes when they determine the patient perceptions of nursing care.