The validation and application of the <scp>C</scp>hinese version of perceived nursing work environment scale

Zhao, Peng; Chen, Fen Ju; Jia, Xiao; Liu, Hui; Cheng, Piao Piao; Zhang, Li Ping

doi:10.1111/jocn.12229

Cited by 8 publications

(4 citation statements)

References 15 publications

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“…Each survey instrument selected has undergone this process in a broad range of acute healthcare environments internationally including Australia [100] , Brazil [42] , China [101] , Japan [102] , Spain [103] , the United Kingdom [31] , United States [104] and multi-nationally [105] . A summary of the psychometric assessment for the NWI-R, PES-NWI and MBI is provided in Table 2.…”

Section: Discussion and Instrument Selectionmentioning

confidence: 99%

“…Australian study by Parker et al (2010) [100] , the construct validity and reliability of the PES-NWI was tested in a random sample of 3,000 nurses working in private and public sectors demonstrating strong internal consistency with a Cronbach alpha of 0.948. The study concluded that the PES-NWI is a reliable survey instrument for a range of clinical settings with ongoing refinement and testing based on large nursing populations underpinning its construct validity and reliability for the assessment of nurses work environment in acute care and ICU settings.…”

Section: Nurse Outcome Measuredmentioning

confidence: 99%

“…The PES-NWI seeks to elicit information from staff regarding their felt experience and perceptions [100,107,108] . Factor analysis of data from magnet hospitals involving statistical testing of observed variables to determine correlation, internal consistency, reliability and validity across organizational domains, including ICU, was used to develop the PES-NWI [108] .…”

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confidence: 99%

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Selection of an instrument to evaluate the organizational environment of nurses working in intensive care: an integrative review

Abbenbroek

Duffield

Elliott

2014

JHA

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Objective: To determine an appropriate survey instrument to evaluate the impact of organizational structures on the work environment of intensive care nurses. Background:Internationally the demand for intensive care is increasing. Solely increasing bed capacity is not sustainable. Large capacity multi-specialty Intensive Care Units are emerging as the preferred organizational model with benefits resulting from optimizing operational synergies and economies of scale. The impact of this organizational transition on intensive care nurses is not well understood. An appropriate survey instrument for intensive care nurses is required. Design: Integrative literature review. Data Sources: CINAHL, PubMed, EMBASE and OVID Nursing databases searched for studies published between 2005 and 2013.Review methods: An integrative review and quality assessment of the studies was undertaken to select nurse outcome measures associated with organizational structures across a range of acute and critical care settings. Congruence between nurse outcome measures and nurse survey instruments tested in the literature was assessed to select instruments for further psychometric evaluation.Results: Thirty-one cross sectional quantitative studies, from fourteen countries, were reviewed. Twenty one nurse outcome measures associated with organizational factors were identified and a total of twenty five survey instruments used in the studies reviewed. Assessment of congruence and psychometric properties determined that a combination of two instruments is required to comprehensively assess the organizational environment of nurses working in intensive care units. Conclusion:The environment of nurses working in intensive care is effectively evaluated with an instrument that combines subscales from the Practice Environment Scale-Nurse Work Index and Maslach's Burnout Inventory.

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Section: Discussion and Instrument Selectionmentioning

confidence: 99%

Section: Nurse Outcome Measuredmentioning

confidence: 99%

mentioning

confidence: 99%

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Selection of an instrument to evaluate the organizational environment of nurses working in intensive care: an integrative review

Abbenbroek

Duffield

Elliott

2014

JHA

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“…This is so while service sections have a remarkable role in economic growth and higher quality of individuals' life standards and the development of other sections would be impossible without considering service sections (Büyüközkan, Çifçi, & Güleryüz, 2011). Nurses are the largest group of professional employees in health care services who offer care directly to patients and their job conditions influence the consequences related to patients (Zhao et al, 2013). The psychological or mental pressure that is imposed on an individual due to job dissatisfaction can make him/her vulnerable, open and prone to diseases such as heart attack (Almalki, FitzGerald, & Clark, 2012).…”

Section: Introductionmentioning

confidence: 99%

Examining the Relationship between Job Enrichment and Performance: A Case Study of Nurses

Asl¹,

Nazari²,

Raadabadi³

2015

ASS

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Background: Nurses are the largest group of health care professionals whose performance plays a significant role in improving health care services. One way to increase performance and job satisfaction in nurses is job enrichment. Job enrichment seeks improving performance and employees' satisfaction by broadening the scope of one's performance and giving more opportunities for individual success and growth. The present study aims at investigating the relationship between job enrichment and its dimensions on nurses' performance. Research Methodology: The present analytical research was done in a public hospital on 160 nurses in Tehran in 2012. The instrument was a questionnaire consisting of two sections of nurses' demographic information and JDS questionnaire with 21 items. The employees' assessment was based on official assessment and self-assessment. The data was analyzed by SPSS.19 and descriptive statistics of mean, standard deviation, frequency, percentage, and comparative tests of qualitative data (Chi-square). Results: The score of all nurses' performance, whether the formal or official score of performance assessment or the assessment score itself, indicated a high level of performance score and more than half of the nurses had a performance score of 81 to 90. Among the seven dimensions of job enrichment, the lowest mean was related to job independence and the highest was related to interaction and subsequently. In general, there was no statistically significant importance between job performance and job enrichment (P=0.212). Conclusion: Regarding the research limitation (the criterion for assessing nurses' performance was their self-assessment score); it seems that assessing performance score more accurately studies the relationship between these two factors with more precision. In addition, with respect to the deep influence of nursing care on patients' health, utilizing other methods of empowerment for improving nurses' performance is essential in this hospital.

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Improving employee emotional and behavioral investments through the trickle-down effect of organizational inclusiveness and the role of moral supervisors

2020

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The validation and application of the Chinese version of perceived nursing work environment scale

Cited by 8 publications

References 15 publications

Selection of an instrument to evaluate the organizational environment of nurses working in intensive care: an integrative review

Selection of an instrument to evaluate the organizational environment of nurses working in intensive care: an integrative review

Examining the Relationship between Job Enrichment and Performance: A Case Study of Nurses

Improving employee emotional and behavioral investments through the trickle-down effect of organizational inclusiveness and the role of moral supervisors

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